Laws have been springing up in many different jurisdictions requiring employers to  “ban the box”—meaning to stop the practice in which employers include on employment applications questions about  applicant’s prior criminal history.  There are pro’s and con’s each way with those that favor these ban the box laws contending that such information on job applications can cause qualified candidates to not qualify for many job positions which may cause higher rates of repeat criminal offenders because they cannot find jobs. Critics of these  ban the box laws, are mostly employers who are concerned about security in the workplace and protecting employees and customers from violence.  Clearly these laws are on the rise and on the rise for private employers as well.   “Many states have already passed ban the box laws as well as multiple municipalities. 

What'll you learn from this program:

• Summary of the current state ban the box laws around the country
• What these laws require and how to ensure compliance
• Learn the EEOC’s position on automatic disqualification of applicants based on prior criminal convictions
• Understand how to apply the EEOC’s three-part test to ensure the past conviction really is relevant to the job the applicant will be performing
• Learn how job descriptions can play a major role in all of this
• Discuss whether  employers may ask about prior criminal records of job applicants in states that have adopted ban the box legislation
• Understand whether  an employer may refuse to hire a job applicant with a prior criminal history in a state with a ban the box statute?
• What are the current requirements for employers in states that do not have ban the box laws?
• What is the EEOC’s Position on Asking about Past Criminal History and Using that as a Basis for Refusing to Hire an Applicant
• AND MUCH MORE!