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You’ve Banned the Box and Complied with other Fair Chance to Work Laws…Now What?

In our last article we discussed Ban the Box/Fair Chance to Work laws. To review, these various laws may dictate when in the process you may ask about criminal activity or request us to search for criminal records. Also, some jurisdictions require you to make a conditional job offer before obtaining a criminal record. Some…

Banning the Box

Many employment applications used by employers over the years have had a section where the applicant was asked about criminal activity and checked a “yes or no” box and then asked to explain. This is the box that is increasingly being banned by city, county, and state governments. Another name for Ban the Box laws…

NameGrades™

Several months ago, we wrote about the challenges we face when reporting court information to you and we briefly mentioned that VICTIG used a service called NameGrades™. We were asked to provide more detail. First, we’ll review the issue NameGrades™ addresses. As you know, when you order a criminal record, VICTIG goes to the appropriate…

The Authorization

In the last article we discussed the disclosure to the applicant. You must disclose to your applicant that you are going to obtain their consumer report and that you will use this information as a factor in deciding whether you will employ them. You can’t, however, stop there. You must obtain written authorization prior to…

Disclosure to the Applicant

We’d like to take a moment to reiterate something you shouldn’t do when screening applicants. Don’t encumber your disclosure document with extraneous information. The Federal Trade Commission (FTC) has written in their guidance for employers: Tell the applicant or employee that you might use information in their consumer report for decisions related to their employment.…