Compliance Stuff

Employers in Philadelphia just received a new tool to help comply with the city’s ban on criminal history inquiries, which was significantly expanded in January. T his year’s changes to Philly’s “fair chance” or “ban-the-box” ordinance covered more employers, clarified key definitions and procedures, and added more robust notice, retaliation, and enforcement provisions. The Philadelphia Commission on Human Rights (PCHR) has now released a document summarizing the ordinance amendments, which can be provided to employees to satisfy the “notice of rights” requirement . Here’s what you need to know about the new model notice, a refresher on your obligations, and a seven-step compliance plan. What Happened? Philadelphia’s Fair Criminal Record Screening Standards Ordinance has been in place since 2011. This law – which is also known as a “fair chance” or “ban-the-box” ordinance – puts limits on the questions employers can ask job applicants about their criminal history . The goal is to remo...

  The New York State Clean Slate Act (“Clean Slate Act”) takes effect Saturday, November 16, 2024. Littler   previously summarized   the requirements of the statute when it passed the state legislature and was signed by Governor Hochul last year. In short, to relieve the barriers to employment for persons with criminal convictions, the Clean Slate Act automatically seals misdemeanor and certain felony criminal records, as follows: Misdemeanors are sealed three years from the individual’s release from prison or from the imposition of sentence if there was no incarceration; and Felonies are sealed eight years after release from prison or from the imposition of sentence if there was no incarceration. The Clean Slate Act exempts certain categories of serious offenses, and does not seal the following convictions: Class A felonies (very serious felonies including murder, treason, arson, terrorism kidnapping—excluding certain Class A drug convictions); Sexually Violent Offenses...