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In this Issue:
- Legal Alert: Add Minnesota to the list of states prohibiting employers from inquiring into past criminal activity for job applicants. Effective January 1, 2014 employers who are not exempted by the law may not
- Tip of the Month: Best Practices when receiving criminal records for hiring: A recent study was conducted by a civil rights and workers’ rights organization looking at best practices employers must implement when making a decision based on a criminal record. There are fifteen best practices identified in the study
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On April 19, 2013, Colorado Governor John W. Hickenlooper signed Senate Bill 13-018 which significantly restricts employers from using consumer credit reports in making an employment decision.
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Introduction from the Editor
In this edition of our monthly e-newsletter, we feature an article dealing with another state regulating employers use on credit reports. Colorado Senate Bill 13-018 states that credit checks can be performed on “executive or management personnel” who perform certain duties.
Our legal alert discusses Minnesota’s “Ban the Box” legislation which would prohibit employers from inquiring into past criminal activity for job applicants’. The law will not prohibit employers from conducting background checks on employees, but rather “designed to get applicants past the initial application stage, so that if they qualify for the job, they get a change to explain themselves” says Tim Mahoney who sponsored the legislation.
Finally, our tip of the month explains fifteen best practices employers must implement when making an employment decision based on a criminal record.
Please forward our e-newsletter to friends and colleagues who may benefit from our published information.
Sincerely,
Cody Farzad,
Vice President/Editor
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By Khodadawd "Cody" J. Farzad
Add Minnesota to the list of states prohibiting employers from inquiring into past criminal activity for job applicants. Effective January 1, 2014 employers who are not exempted by the law may not (1) inquire about a job candidates criminal record history until the applicant has been selected for an interview, or if there is not an interview than a conditional job offer has been made. (2) Utilize any form of employment application that seeks such criminal record information.
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 By Khodadawd "Cody" J. Farzad
A recent study was conducted by a civil rights and workers’ rights organization looking at best practices employers must implement when making a decision based on a criminal record. There are fifteen best practices identified in the study... Read More
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The Workplace Background Source electronic newsletter is published monthly and is provided as a free service to clients, friends and subscribers of EmployersChoiceOnline. Its intent is to provide information of value to attorneys, human resources, security, and risk management professionals. The information contained in this electronic newsletter is intended to provide useful information on the topics covered, but should not be construed as legal advice or a legal opinion. Your comments are appreciated e-mail corporate
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