Connecticut readies for modified “ban-the-box” law
Excerpt from Hartford Business Journal. Connecticut recently enacted the Fair Chance Employment Act that is a modified “ban-the-box” law. It applies to all employers in both the public and private sectors and is effective Jan. 1, 2017. The law prohibits employers from inquiring about a prospective employee’s prior arrests, criminal charges or convictions on an…
Excerpt from Hartford Business Journal.
Connecticut recently enacted the Fair Chance Employment Act that is a modified “ban-the-box” law. It applies to all employers in both the public and private sectors and is effective Jan. 1, 2017.
The law prohibits employers from inquiring about a prospective employee’s prior arrests, criminal charges or convictions on an initial employment application, unless the employer is required to do so by an applicable state or federal law, or a security or fidelity bond, or an equivalent bond, is required for the position for which the prospective employee is seeking employment.
Unlike broader ban-the-box laws in some other jurisdictions, Connecticut’s Fair Chance Employment Act does not prohibit employers from inquiring about a prospective employee’s criminal history until the employer first makes a conditional offer of employment to the applicant.
Read the full article at the Hartford Business Journal.