Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
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
Connecticut governor expected to sign such law
Vermont Governor Peter Shumlin has made the Green Mountain State the most recent state in the nation to implement statewide “ban the box” legislation. Connecticut may soon follow, once Governor Dannel Malloy signs legislation passed by the state legislature on May 4, 2016.
The laws restrict employers in the states from inquiring about a job applicant’s criminal background on an initial employment application.
Governor Shumlin signed the “ban the box” legislation (H. 261) on May 3, 2016. This follows his 2015 executive order implementing a “ban the box” hiring policy for state jobs. In his press release on the signing of H. 261, Governor Shumlin said, “Banning the box is all about breaking down barriers and giving those Vermonters who have paid their debt to society a fair chance at finding a good job.” The new law takes effect on July 1, 2017.
H. 261 prohibits an employer from requesting “criminal history record information,” including arrests, convictions or sentences, on the initial employment application form, unless the individual is applying for a position for which state or federal law creates a mandatory or presumptive disqualification for employment, based on convictions for certain offenses, or the employer is subject to an obligation imposed by state or federal law not to employ an individual convicted of certain offenses.
Employers may still question applicants about their prior criminal records during a job interview or once the applicant has been deemed otherwise qualified for the position. The prospective employee, if eligible for the position under state or federal law, must be given the opportunity to explain the criminal history record information and the circumstances regarding any convictions.
An employer who violates the Vermont law will be subject to a civil penalty of up to $100 per violation.
“An Act Concerning Fair Chance Employment” would prohibit Connecticut employers from inquiring about an applicant’s criminal history, including prior arrests and criminal charges or convictions, on a job application. Passed by the Connecticut legislature on May 4, 2016, the “Ban the Box Bill” is expected to be signed by Governor Dannel Malloy. If signed, the bill will take effect on Jan. 1, 2017, and Connecticut will become the latest state to limit inquiries into an applicant’s criminal history.
The bill adds the following to Section 31-51i of the general statutes:
[n]o employer shall inquire about a prospective employee’s prior arrests, criminal charges or convictions on an initial employment application, unless (1) the employer is required to do so by an applicable state or federal law, or (2) a security or fidelity bond or an equivalent bond is required for the position for which the prospective employee is seeking employment.
The new provision applies to all employers regardless of size, including both state and local public entities. The bill also allows employees and prospective employees to file complaints with the state Labor Commissioner.
Employers should prepare now to comply with the new laws.
In addition to the states, many cities have adopted ban the box legislation, including Austin, New York, and Philadelphia. (See our articles, Austin, Texas, Passes Ordinance Banning Pre-Offer Inquiry into Applicant’s Criminal History, New York City Update: New Developments in Paid Sick Leave, Consideration of Criminal Background Information, and Philadelphia’s Amended Ban-the-Box Law Effective March 14.)
Tanya A. Bovée, Holly L. Cini and Anna Matsuo are attorneys in Jackson Lewis’ Hartford, Conn., office. Martha Van Oot is an attorney in Jackson Lewis’ Portsmouth, N.H., office. Susan M. Corcoran is an attorney in Jackson Lewis’ White Plains, N.Y., office. Richard I. Greenberg is an attorney in Jackson Lewis’ New York City office. © Jackson Lewis. All Rights Reserved. Reposted with permission.
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
Talent Attraction Study: What Matters to the Modern Candidate
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 3,200 companies