Ban The Box Spreads Like Wildfire: Has It Reached Your State?

Compliance   |   

Austin, Texas, recently passed a ban-the-box law that prohibits private employers from asking about criminal convictions on employment applications.

The first city in the southern United States to enact a fair chance hiring ordinance, Austin also now restricts employers from inquiring into an applicant’s criminal history until after a conditional offer is made.

In 2015, Georgia became the first southern state to ban the box and was soon joined by Louisiana and Tennessee, which past ban-the-box laws in 2016.

What Employers Should Know About Ban The Box

Today, 24 states and more than 100 cities have passed similar laws. The fact that such legislation is being adopted in the more-conservative southern states and implemented at the federal level suggests that ban the box is here to stay.

Consequently, GoodHire recommends that employers be proactive and remove the prior conviction question from their applications now.

Where To Learn More

The National Employment Law Project offers more information and helpful hints on how to comply with fair chance hiring laws. NELP’s guide to all ban-the-box locations and their legal requirements is an invaluable resource that is frequently updated, so you can stay on top of legislation as it develops.

Have you banned the box on your employment applications? Tell us @goodhiretweets#FairHiring #TheWorks.

Elizabeth McLean

Elizabeth McLean

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At GoodHire, Elizabeth McLean monitors all things FCRA and EEOC. That means she follows new legislation and court decisions and advises the company on processes that follow compliance best practices. Elizabeth earned an advanced FCRA certification from NAPBS in 2015.

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