WALTHAM, Mass., Sept. 16, 2019 /PRNewswire-PRWeb/ -- In Los Angeles, California, County supervisors have announced the Fair Chance Hiring Initiative as a tool to allow formerly incarcerated individuals a better opportunity to gain employment and avoid the potential of recidivism. Adam Almeida, President and CEO of CriminalBackgroundRecords.com opines: "The use of criminal history records in hiring remains under tremendous pressure and announcements such as the Fair Chance Hiring Initiative in Los Angeles should prompt hiring managers everywhere to make sure their hiring policies are legally compliant with law and working with a well-qualified third-party pre-employment screening agency to remain fully compliant with law."
Recently, County supervisors in Los Angeles have devised a plan to assist individuals released from the criminal justice system a better opportunity in acquiring gainful employment and has worked with business leaders to devise the Fair Chance Hiring Initiative.
From NBCLosAngeles.com (Sep 09, 19):
Los Angeles County supervisors and local business leaders announced on Monday The Fair Chance Hiring Initiative, which is aimed at encouraging companies to employ people who have been rehabilitated through the criminal justice system. (1)
Adam Almeida opines: "This initiative provides greater entrance to the job market, but may also change the way employer's utilize criminal background records. A best practice remains to work with a third-party background screening agency."
The new initiative is designed to work with California's existing Fair Chance Act.
From NBCLosAngeles.com (Sep 09, 19):
The Fair Chance Hiring Campaign also seeks to raise awareness of the State's Fair Chance Act, which took effect last year.
The law generally prohibits businesses with more than five employees from asking about a job candidate's criminal record before tendering a conditional job offer, according to The California Department of Fair Employment and Housing. (2)
While cities and states change laws or create initiatives that may alter the manner in which criminal history records are utilized, hiring managers should note that the Equal Employment Opportunity Commission remains diligent in protecting individuals from unlawful or potentially discriminatory hiring practices.
Recently Pier 1 avoided litigation and settled with the EEOC, paying a penalty of $20,000.
From EEOC.gov (Sep 09, 19):
Pier 1 Imports, an international home furnishings and specialty retailer in the U.S. and Canada, has reached an agreement with the U.S. Equal Employment Opportunity Commission (EEOC) through its conciliation process to resolve a race discrimination charge for $20,000 and injunc-tive relief, the federal agency announced today. (3)
Almeida adds: "The critical takeaway for hiring managers is that the laws and policies governing criminal records will continue to change and the EEOC will remain diligent in litigating potentially illegal activity. Subsequently, a best practice remains for hiring managers to work with a well-qualified third-party pre-employment background screening agency, such as CriminalBackgroundRecords.com, in order to remain fully compliant with law.
CriminalBackgroundRecords.com is a third-party background screening company with highly trained operators well versed in the needs and requirements of companies and organizations large and small utilizing public records, such as criminal background records, as part of a hiring process. Assisting companies in maintaining full compliance under the law is a central tenet of all client relationships with CriminalBackgroundRecords.com.
(2) ibid(3) eeoc.gov/eeoc/newsroom/release/8-9-19a.cfm
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