Written By ESR News Blog Editor Thomas Ahearn
Employment Screening Resources® (ESR), a global provider of background checks located in California, has issued a City of Los Angeles Ban the Box Ordinance Infographic that outlines employment requirements and impact of the Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO) that took effect January 22, 2017. The infographic is available at www.esrcheck.com/Los-Angeles-Ban-the-Box-Ordinance/index.php.
The Fair Chance Initiative for Hiring Ordinance (FCHIO) requires employers in Los Angeles with 10 or more employees to remove the question on employment applications that asks applicants about past criminal records. Employers would also have to follow certain notice and posting requirements as well as additional rules regarding adverse action, the Fair Chance Process, and record retention. The infographic contains information about:
- What is “Ban the Box”?
- What is the LA Ban the Box Ordinance?
- What is the purpose behind Ban the Box?
- What employers must do.
- What employers cannot do.
“Ban the Box” refers to the box on job applications that applicants must check if they have past criminal records. Ban the Box supporters ask U.S. cities, counties, states, and the federal government to adopt fair hiring practices to reduce unfair barriers to employment for people with criminal records. Delaying the criminal history question until later in the hiring process can help ex-offenders be judged first on their knowledge, skills, and abilities.
The Ban the Box movement is spreading in the United States. More than 150 cities and counties as well as 25 states – California, Colorado, Connecticut, Delaware, Georgia, Hawaii, Illinois, Kentucky, Louisiana, Maryland, Massachusetts, Minnesota, Missouri, Nebraska, New Jersey, New Mexico, New York, Ohio, Oklahoma, Oregon, Rhode Island, Tennessee, Vermont, Virginia, and Wisconsin – have passed Ban the Box legislation.
“The Ban the Box movement is becoming a national standard that will soon affect all types and sizes of employers,” says Attorney Lester Rosen, founder and CEO of Employment Screening Resources® (ESR) and author of ‘The Safe Hiring Manual.’ “Since Ban the Box removes criminal history questions from initial job applications, the best practice for employers is to not ask about a criminal record until after the interview.”
More Ban the Box Information from ESR
Employment Screening Resources® (ESR) supports sensible Ban the Box legislation and offers employers a Ban the Box Information Page with news and legal updates about states, cities and counties, and resources with Ban the Box. To view the ESR Ban the Box Information Page, visit www.esrcheck.com/Ban-the-Box/. To read more ESR News blogs about Ban the Box, visit www.esrcheck.com/wordpress/tag/ban-the-box/.
NOTE: Employment Screening Resources® (ESR) does not provide or offer legal services or legal advice of any kind or nature. Any information on this website is for educational purposes only.
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