Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Join us in Chicago for the latest trends and technology in talent management, and what to expect in the future.
Los Angeles City Council, federal Office of Personnel Management announce new measures
The Los Angeles City Council approved a law Nov. 30 that prohibits most employers from asking about a job applicant's criminal history until a conditional job offer has been made.
The measure was approved on a 12-1 vote and will apply to all city contractors and private employers with 10 or more employees. Exemptions will apply for certain occupations such as law enforcement and child care. The ordinance is expected to go into effect on Jan. 1.
Also on Nov. 30, the U.S. Office of Personnel Management announced its final rule banning hiring managers at federal agencies from asking about criminal history would go into effect by Jan. 1.
(The Washington Times)
Movement Continues to Grow
Los Angeles is the latest city to join a nationwide movement to help job applicants with criminal records find employment. Dozens of cities and states have enacted "ban-the-box" laws, a reference to the check box on employment applications asking whether the candidate has ever been convicted of a crime. Ban-the-box laws typically require hiring managers to put off asking about a candidate's criminal history until after an interview has been conducted or a provisional job offer has been extended.
More than 185 million people in the U.S. live in either a ban-the-box or "fair chance" jurisdiction, according to the National Employment Law Project. Fair chance legislation requires employers to consider factors such as the job-relatedness of a conviction, how much time has passed since the conviction, mitigating circumstances and evidence of rehabilitation when making hiring decisions.
Ex-Offenders Can Be Untapped Talent Pool
Advocates of fair-chance hiring say that HR should weigh the risks and rewards of employing ex-offenders. They argue that hiring ex-offenders is not only an important cause but also taps into available talent for your organization.
Federal Ban-the-Box Law Stalled
Momentum built throughout 2015 in Congress for similar legislation at the federal level. Bipartisan legislation banning federal agencies and federal contractors from asking job applicants to disclose criminal histories before making conditional job offers was passed in the Senate Homeland Security and Governmental Affairs Committee in October 2015.
The bill was reported to the full Senate in January 2016, but hasn't moved since.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies