Ban the Box is almost here so employers need to be ready. It goes into effect on January 1, 2017 in Connecticut. Is your company prepared?
The new law makes it unlawful for employers to ask questions about an applicant’s criminal history upon initial contact. As you may remember from our previous post, this means that employers can’t ask about a candidate’s prior arrests, criminal charges or convictions on the initial interview application.
There are exceptions as we noted in our past blog, but employers should study them carefully since noncompliance can result in a $300 per violation fine by the Department of Labor.
As a reminder, employers can ask about a prospective employee’s criminal record after they have made a conditional offer of employment. Also, note that employers can’t require an employee or job applicant to disclose an arrest, criminal charge, or conviction if the records have been erased or where the employee has received a provisional pardon or certificate of rehabilitation.
We suggest that employers look carefully at their initial employment application to make sure they comply before January 1, 2017.