New 'Ban the Box' Rule: Latest Rule on Using Criminal History in Pre-Hire Process

In the early 2000s, grassroots organizers in San Francisco and Boston began urging local governments to remove questions about convictions from job applications so that people can be judged first on their qualifications. Just over a decade later, over 100 jurisdictions have adopted ban-the-box and fair chance policies.

“Ban the Box,” the rallying cry of All of Us or None organizers, refers to the policy of removing the conviction history check-box from job applications. If employers must ask about convictions, they can ask later in the hiring process. As the call to “ban the box” spreads across the country, it has become a powerful movement for fair hiring. NELP advocates for a “fair chance” hiring policy that includes removing the check-box, plus a robust set of fair hiring policies to ease employment barriers. The most effective policies don't just delay a background check; they ensure that when background checks are required, they’re used fairly.

Nationwide, nine states and 15 cities and counties (including the District of Columbia) have adopted what is widely known as “ban the box” so that employers consider a job candidate’s qualifications first—without the stigma of a criminal record. Born out of the work of All of Us or None, these initiatives provide applicants a fair chance by removing the conviction history question on the job application and delaying the background check inquiry until later in the hiring process. 

Please join Cathleen Hampton, in this important webinar focusing on ban the box laws and requirements for your workplace.

In this Webinar, we will be covering the following:

• An overview of “Ban the Box” and its key principles
• Why do we need it and how does it work?
• Ban the Box pros and cons for employers
• Perspective when considering conviction history in employment decisions
• Understanding impediments for creating a fair chance policy
• Exceptions to “ban the box”
• Factors to consider when reviewing criminal history
• Summary of the current state ban the box laws around the country
• What these laws require and how to ensure compliance
• Learn the EEOC’s position on automatic disqualification of applicants based on prior criminal convictions
• Understand how to apply the EEOC’s three-part test to ensure the past conviction really is relevant to the job the applicant will be performing
• Understand whether an employer may refuse to hire a job applicant with a prior criminal history in a state with a ban the box statute?
• What are the current requirements for employers in states that do not have ban the box laws?
• What is the EEOC’s Position on Asking about Past Criminal History and Using that as a Basis for Refusing to Hire an Applicant

This webinar offers human resource professionals and business executives an understanding for how to implement organizational “ban the box” initiatives and provides insight into solutions for minimizing risks.  The worst case scenario is finding out in retrospect what you should have done to prevent the often hefty costs for not being aware of current legal “hot button” HR issues.

Who Should Attend:

• Senior HR Professionals
• HR Managers & Directors 
• HR Personnel
• Employee Relations Professionals

Plus, you can also ask a question unique to your requirement during Q & A session directly from our expert speaker.

Cathleen Hampton

Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise and consulting services in areas of risk and compliance, work force planning, and human capital strategy. She has a unique ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that increase organizational outcomes.  She is a well-known speaker noted for presenting best-in-practice solutions focused on talent retention and operational strategies that outpaced major completion through strong and decisive business leadership.