COVID-19 has thrown normal stay-the-course businesses into the same boat...
Read More
This law impacts private companies with 10 or more employees, as well as city contractors/sub-contractors. Some of the terms that have been redefined by this initiative are things such as the definition of an applicant, criminal history and employee. There are exceptions to what classifies an employee as well within the new definition. While these are traditional terms, it’s important that companies familiarize themselves with the expanded definitions under the ordinance.
In addition to the redefining of these key employment terms, there is also the requirement that companies follow an individualized assessment, which will provide an employer the ability to determine if a prior criminal history will affect their ability to effectively do the job they are being considered for. This assessment portion is similar to the Guidance released by the EEOC five years ago with regards to fair hiring practices. The Fair Chance Initiative for Hiring Ordinance (FCIHO) Individual Assessment and Reassessment Form can be found here for your use and review.
This bill was created as a way to provide individuals with criminal history a fair opportunity to obtain employment and to avoid being dismissed early in the process due to revealing a criminal past on a job application.
For a complete explanation of this law and to find out the aforementioned expanded definition of terms, as well as to learn the full requirements under the law both in documentation and administrative handling, please click here.
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.
Before July 31, 2019, 16 states had passed laws to ban pay history inquiries on employment applications and during the interview process. Illinois has now
One year ago in June 2018, the Governor of Pennsylvania signed in to law House Bill AB 1419, dubbed the “Clean Slate” bill that would
New York City passed their law that will go into effect on 1/1/2020 which states that NYC employers will no longer be able to require
Schedule a call with one of our industry experts, who will answer questions about our process, service offerings, pricing and more. Learn why we provide this valuable service, and how we can make a difference in your organization.