As part of an ongoing effort to assist our customers in monitoring legislation, HireRight is pleased to present this summary of state and local “ban-the-box” laws – e.g., those laws that specifically regulate the timing of inquiry into criminal history information by private (not government) employers for employment purposes. This summary is designed to provide a quick outline of such laws in the states and local jurisdictions that have enacted such legislation as of the date of this publication. This publication does not provide a summary of state consumer or credit reporting laws of more general applicability, nor is it intended to be a complete summary of any and all laws in all 50 states and local jurisdictions. HireRight assumes no obligation to notify customers of proposed or enacted updates to this legislation.
Customers are reminded that in those jurisdictions, noted below, in which a specific notice must be provided to an applicant/employee in connection with the inquiry into criminal history information for employment purposes, standard disclosure and authorization form language (such as the language contained within the sample Consumer Disclosure & Authorization Forms made available by HireRight) may not satisfy the specific notice requirements. When applicable, customers should ensure that they provide (outside of HireRight’s system and any services provided by HireRight) their applicants/employees with any such specific notices in addition to the standard disclosure/authorization. In addition, employers should note that any adverse action notice obligations imposed under these laws are in addition to the employer’s pre-adverse and adverse notice requirements under the federal Fair Credit Reporting Act (FCRA); accordingly, when applicable, customers should ensure that they provide (outside of HireRight’s system and any services provided by HireRight) their applicants/employees with any such specific notices in addition to the required FCRA notices.