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New York City and the State of Oregon recently joined the growing list of states and jurisdictions to Ban the Box – prohibiting employers from requesting criminal history until later in the hiring process.
Accurate Background’s latest compliance updates outline the key takeaways of this legislation and answer common questions your organization may have. For easy reference, we’ve included a quick summary of the legislation and links to the complete New York City and Oregon Ban the Box Compliance Updates below.
You can access these Compliance Updates and other recent Ban the Box initiatives on our Legislative Updates page.
Oregon House Bill 3025
Effective: January 1,2016
Key Takeaways
- Affects any employer in Oregon with 1 or more employees.
- Employers must not require an applicant to disclose a criminal conviction on the employment application.
- Employers must not exclude an applicant from an initial interview solely because of past criminal conviction.
New York Fair Chance Act/Int. No. 318-A
Effective: October 27, 2015
Key Takeaways
- Affects any employer with 4 or more persons in their employ.
- Employers must not inquire about the applicant’s arrest or conviction record until after extending a conditional offer of employment.
- Employers may take adverse action and rescind an offer of employment but must follow specific requirements as noted below.
