Los Angeles enacted the Fair Chance Initiative Ordinance this year, restricting employers with ten or more employees from inquiring into a job applicant’s criminal history unless and until a conditional offer of employment has already been made.
We have added a sample disclosure to the QuickApp process that can be automatically shared with the applicant if they identify the job or their residence as located in Los Angeles.
It’s also important to note that if you send a pre-adverse action letter as a result of criminal history, the employer must share an additional written assessment explaining the risks associated with the specific crime and job, and any other documentation supporting the proposed adverse action, so you may want to check with your clients to make sure they are doing this.
There are several other new guidelines that employers need to follow to be compliant, which you can read about in the full legislation here. The city will begin imposing penalties and fines for employers who fail to follow this new requirement starting on July 1, 2017.