The bill applies to employers with 4 or more employees and prohibits those employers from: • Advertising that a person with a criminal history may not apply for a position; • Placing a statement in an employment application that a person with a criminal history may not apply for a position; or • Making an inquiry about an applicant's criminal history on an initial application. An employer may obtain a job applicant's criminal background report at any point during the hiring process. An employer is exempt from the restrictions on advertising and initial employment applications when: • The law prohibits a person who has been convicted of a particular crime from being employed in a particular job; or • The employer is participating in a program to encourage employment of people with criminal histories. The department of labor and employment is charged with enforcing the requirements of the bill and may issue warnings and orders of compliance for violations and, for second or subsequent violations, impose civil penalties. A violation of the restrictions does not create a private cause of action, and the bill does not create a protected class under employment antidiscrimination laws. The department is directed to adopt rules regarding procedures for handling complaints against employers.
Year
2017
Current status
- Senate Committee on State, Veterans, & Military Affairs Postpone Indefinitely (05/01/2017)
- Introduced In Senate - Assigned to State, Veterans, & Military Affairs (04/24/2017)
- House Committee on Judiciary Refer Amended to Appropriations (04/13/2017)
- Introduced In House - Assigned to Judiciary (03/29/2017)
