Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
On Dec. 15, Mayor Michael Nutter signed sweeping amendments to Philadelphia’s so-called “ban the box” law, the Philadelphia Fair Criminal Records Screening Ordinance. In enacting the amendments, Philadelphia joins a growing number of jurisdictions, including most recently Portland and New York City, mandating that employers revise their entire criminal record screening programs, not just modify or remove the criminal records question on their employment applications. The amendments are set to become effective March 14, 2016.
Previously, Philadelphia’s ban the box ordinance primarily required employers to postpone any criminal record inquiries until after a “first interview” with an applicant (which was defined very broadly to include even telephone screening interviews) and prohibited employers from considering non-pending arrests not resulting in conviction. There was no private right of action under the ordinance, which carried an administrative penalty of $2,000. The ordinance also applied only to employers with at least 10 employees in Philadelphia.
Now, with limited exceptions, Philadelphia will require all employers with at least one employee in Philadelphia to:
The ordinance makes two relatively minor concessions to employers. First, if an applicant voluntarily discloses information regarding his or her criminal convictions during the application process, the employer may discuss the issue with the applicant at that time. Second, an employer may give notice of its intent to conduct a criminal background check after any conditional offer is made. The ordinance specifies that the notice must be “concise, accurate, made in good faith, and shall state that any consideration of the background check will be tailored to the requirements of the job.”
The ordinance carries additional penalties, such as the potential for an administrative assessment of damages, attorneys’ fees, and up to $2,000 in “punitive damages” per violation. The ordinance now also includes a private right of action for actual damages, attorneys’ fees, equitable relief, and punitive damages. There is no default statutory damages penalty, so the amount of potential liability for purely technical violations of the ordinance’s requirements that cause no actual damage is unclear.
In requiring the elimination of any automatic rule excluding candidates with specific types of criminal records, the new amendments specifically require that employers consider the following for each employee:
Under Pennsylvania state law, 18 Pa. C.S. Section 9125, employers are already required to assess whether convictions “relate to the applicant's suitability for employment in the position for which he has applied” before using them to take adverse action. But no statutory requirement in Pennsylvania requires specific consideration of the factors identified in the Philadelphia amendments.
As noted above, employers must also assess their notification procedures when an applicant is rejected as a result of criminal record history. The amended ordinance now states: "If an employer rejects an applicant for a job opening based in whole or in part on criminal record information, the employer shall notify the applicant in writing of such decision and its basis, and shall provide the applicant with a copy of the criminal history report. The employer shall allow the applicant ten (10) business days to provide evidence of the inaccuracy of the information or to provide an explanation."
Ten business days is the longest period an ordinance to date has specified for allowing employees to address reported criminal records with their employers.
William Simmons and Thomas Benjamin Huggett are attorneys in the Philadelphia office of Littler. Republished with permission. © 2015 Littler. All rights reserved.
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.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies