Some employment applications ask about criminal convictions for prospective employees, either written or on the online application. Ban the box legislation changes, have made it illegal for employers to ask prospective employees and job applicants certain questions related to criminal convictions (in certain cities and states), until the interview stage or until a conditional offer of employment is made. The rules within the jurisdiction vary, based on location and legislative requirements. Yes, that means more complexity related to posting positions, recruiting and interviewing in certain cities and states. “The trend of states and municipalities enacting these so-called “ban the box” laws is part of a movement to prevent employers from treating all criminal convictions as a sort of “Scarlet Letter” that has the effect of discriminating against minority applicants.”[i] For the purposes of this article, we will focus on New York and Pennsylvania laws.
Below are 6 ban the box laws in NY and PA:
- NY-Buffalo: The law impacts private employers with 15 or more employees/contractors doing business with the city. Banning criminal history questions on the initial job applications.
- NY-New York City: The law impacts all employers with four or more employees. No criminal inquiries prior to the conditional job offer.
- NY-Rochester: The law impacts all employers with four or more employees and contractors doing business with the city. No criminal history inquiries until after the initial job interview or conditional job offer.
- NY-Syracuse: The law impacts city contractors. No criminal history inquiries and background checks until after the conditional job offer.
- PA-Philadelphia: The law impacts all employers with at least one employee in the city. No criminal background checks prior to the conditional job offer.
- PA-Pittsburgh: The law impacts contractors and vendors doing business with the city. Banning criminal history inquires until the applicant is deemed otherwise qualified for a position.
The laws vary in the way they are written and the legal requirements for the employer in each location. The laws vary throughout the country, based on state or city requirements. Some states have no ban the box requirements, currently. As leaders, we need to understand the laws and know that a recruitment plan, job application and interview/offer process, that works in New York, might not work in California or Minnesota. Laws continue to evolve at both the federal, state and municipal level. These laws impact the questions we can ask and the information we can request before, during and after the job interview. If you have questions regarding Ban the Box legislation, seek for guidance. Changes occur quickly, and impact businesses of all sizes.
[i] SHRM Legal and Compliance Tools/Resources