Ban-the-Box
Law by States
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List of All Ban the Box
Laws and Policies by State
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ALABAMA
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BIRMINGHAM, AL
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BIRMINGHAM,
AL (ADMINISTRATIVE DECISION APPLIES TO CITY)
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ARIZONA
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GLENDALE, AZ
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GLENDALE,
AZ (ADMINISTRATIVE DECISION APPLIES TO CITY)
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PHOENIX, AZ
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PHOENIX,
AZ (ADMINISTRATIVE REGULATION APPLIES TO CITY)
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PIMA COUNTY, AZ
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PIMA
COUNTY (TUSCON, AZ AREA; RESOLUTION APPLIES TO COUNTY)
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On November 10, 2015, the Pima County Board
of Supervisors passed a resolution that removes the inquiry about an
applicant’s criminal record from the application for County employment. The
County will still conduct background checks later in the hiring process, and
the resolution will not apply to certain professions.
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·
AZ TUCSON, AZ
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TUCSON,
AZ (RESOLUTION APPLIES TO CITY)
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CALIFORNIA
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CALIFORNIA
ASSEMBLY BILL 218 (2013) (APPLIES TO PUBLIC EMPLOYMENT) Signed on October 10,
2013 by Governor Edmond “Jerry” Brown (D).
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ALAMEDA COUNTY, CA & BERKELEY, CA
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ALAMEDA
COUNTY (OAKLAND & BERKELEY, CA AREA; RESOLUTION APPLIES TO COUNTY)
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BERKELEY, CA
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BERKELEY,
CA (HUMAN RESOURCE DEPARTMENT HIRING POLICY APPLIES TO CITY)
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CARSON, CA
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CARSON,
CA (RESOLUTION APPLIES TO CITY)
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COMPTON, CA
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COMPTON,
CA (RESOLUTION AND HIRING POLICY APPLIES TO CITY AND CONTRACTORS)
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EAST PALO ALTO, CA
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OAKLAND, CA
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OAKLAND,
CA (CITY ADMINISTRATOR HIRING POLICY APPLIES TO CITY)
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PASADENA, CA
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PASADENA,
CA (ADMINISTRATIVE POLICY APPLIES TO CITY)
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In July 2013, the City Manager removed the
conviction history question from the city job application.
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RICHMOND, CA
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RICHMOND,
CA (RESOLUTION APPLIES TO CITY AND VENDORS)
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SAN FRANCISCO, CA
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SAN
FRANCISCO, CA (BOARD OF SUPERVISORS RESOLUTION APPLIES TO CITY AND COUNTY
(2005)
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SANTA CLARA COUNTY, CA
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SANTA
CLARA COUNTY (SAN JOSE, CA AREA; APPLIES TO COUNTY)
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On May 1, 2012, the County adopted a
procedure to remove the question on the job application that requires
candidates to disclose criminal conviction histories.
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Once candidates have been tentatively
selected, Human Resources will evaluate the conviction history.
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COLORADO
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COLORADO
HOUSE BILL 1263 (2012) (APPLIES TO STATE EMPLOYMENT AND LICENSING) Signed on
May 29, 2012 by Governor John Hickenlooper (D).
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CONNECTICUT
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CONNECTICUT
HOUSE BILL 5237 (2016) (APPLIES TO PUBLIC AND PRIVATE EMPLOYMENT) Signed on
June 1, 2016 by Governor Dannel P. Malloy (D).
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BRIDGEPORT, CT
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BRIDGEPORT,
CT (CIVIL SERVICE RULES APPLY TO CITY)
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HARTFORD, CT
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HARTFORD,
CONNECTICUT (ORDINANCE APPLIES TO PUBLIC AND VENDORS)
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NEW HAVEN, CT
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NEW
HAVEN, CT (ORDINANCE APPLIES TO CITY AND VENDORS)
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NORWICH, CT
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DELAWARE
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DELAWARE
HOUSE BILL 167 (2014) (APPLIES TO PUBLIC EMPLOYMENT) Signed on May 8, 2014,
HB 167.
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NEW CASTLE COUNTY, DE
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WILMINGTON, DE
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DISTRICT OF COLUMBIA
(D.C.)
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DISTRICT OF COLUMBIA
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DISTRICT
OF COLUMBIA (WASHINGTON D.C.) (ORDINANCE APPLIES TO DISTRICT AND PRIVATE
EMPLOYERS)
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FLORIDA
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CLEARWATER, FL
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CLEARWATER,
FL (ADMINISTRATIVE POLICY APPLIES TO CITY)
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Incorporates EEOC criteria in an
individualized assessment
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DAYTONA BEACH, FL
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DAYTONA
BEACH, FL (POLICY APPLIES TO CITY)
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On June 1, 2015, the City announced in a
press conference that it would enact a banthe-box policy, effective on July
1st. A job applicant with the city
will not disclose conviction information until the City has expressed a
“desire to hire the individual.”
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FORT MYERS, FL
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FORT
MYERS, FL (RESOLUTION APPLIES TO CITY)
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On December 7, 2015, the Fort Myers City
Council passed a resolution to remove questions about felony convictions from
city job applications. The City will still perform background checks on
applicants, and police and fire department applications are exempt from the
resolution.
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GAINESVILLE, FL
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GAINESVILLE,
FL (APPLIES TO CITY)
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JACKSONVILLE, FL
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JACKSONVILLE,
FL (ORDINANCE APPLIES TO CITY)
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MIAMI-DADE COUNTY, FL
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MIAMI-DADE
COUNTY (MIAMI, FL AREA; APPLIES TO COUNTY)
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ORLANDO, FL
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ORLANDO,
FL (POLICY APPLIES TO CITY)
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POMPANO BEACH, FL
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POMPANO
BEACH, FL (ADMINISTRATIVE POLICY APPLIES TO CITY)
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ST. PETERSBURG, FL
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ST.
PETERSBURG, FL (ADMINISTRATIVE POLICY APPLIES TO CITY)
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On October 21, 2014, St. Petersburg Mayor
Rick Kriseman announced his “City of Opportunity” initiatives related to fair
hiring practices. Effective January 1, 2015, the city will remove the
question asking city job applicants if they have a criminal record.
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TAMPA, FL
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TAMPA,
FL (ORDINANCE APPLIES TO CITY)
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Background check after conditional
offer
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TALLAHASSEE, FL
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TALLAHASSEE,
FL (ADMINISTRATIVE POLICY APPLIES TO CITY)
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Based on the City Manager’s recommendation,
on January 28, 2015 the City Commission approved a measure to remove any
questions regarding criminal history from applications for employment with
the City. The City will conduct a background check after selecting the top
candidate(s). The measure supplements the existing policy requiring the City
to consider how the conviction relates to the job. Arrests are not
considered.
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GEORGIA
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GEORGIA
EXECUTIVE ORDER (2015) (APPLIES TO STATE EMPLOYMENT) Governor Nathan Deal (R)
signed an executive order on February 23, 2015.
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ALBANY, GA
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ALBANY,
GA (RESOLUTION APPLIES TO CITY)
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ATLANTA, GA
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ATLANTA,
GA (ORDINANCE APPLIES TO CITY)
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CHEROKEE COUNTY, GA
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CHEROKEE
COUNTY, GA (RESOLUTION APPLIES TO COUNTY)
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COLUMBUS, GA
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COLUMBUS,
GA (ORDINANCE APPLIES TO CITY)
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FULTON COUNTY, GA
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FULTON
COUNTY (ATLANTA, GA AREA; ADMINISTRATIVE POLICY APPLIES TO COUNTY)
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MACON-BIBB COUNTY, GA
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MACON-BIBB
COUNTY, GA (ORDINANCE APPLIES TO COUNTY)
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HAWAII
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HAWAII
HOUSE BILL 3528 (1998) (APPLIES TO PUBLIC AND PRIVATE EMPLOYMENT) In 1998,
Hawaii became the first state to adopt a fair-chance law as applied to both
public and private employment.
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ILLINOIS
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ILLINOIS
HOUSE BILL 5701 (2014) (APPLIES TO PRIVATE EMPLOYERS) Introduced on February
14, 2014.
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CHICAGO, IL
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CHICAGO,
IL (MAYOR’S INITIATIVE; ORDINANCE APPLIES TO PRIVATE EMPLOYERS)
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INDIANA
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INDIANAPOLIS, IN
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INDIANAPOLIS,
IN (ORDINANCE APPLIES TO CITY, COUNTY, LICENSING, AND VENDORS)
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KANSAS
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KANSAS CITY, KS
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KANSAS
CITY AND WYANDOTTE COUNTY, KANSAS (“KCK”) (ORDINANCE APPLIES TO CITY)
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TOPEKA, KS
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TOPEKA,
KS (ADMINISTRATIVE DECISION APPLIES TO CITY)
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WICHITA, KS
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WICHITA,
KS (POLICY APPLIES TO CITY)
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KENTUCKY
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LOUISVILLE, KY
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LOUISVILLE,
KY (ORDINANCE APPLIES TO CITY AND VENDORS)
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LOUISIANA
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LOUISIANA
HOUSE BILL 266 (2016) (APPLIES TO SOME STATE EMPLOYMENT) Signed on June 8,
2016 by Governor John Bel Edwards (D).
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BATON ROUGE, LA
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BATON
ROUGE, LA (RESOLUTION APPLIES TO CITY)
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On November 10, 2015, the East Baton Rouge
Parish Metro Council eliminated questions regarding criminal history from the
application for employment with the City. The resolution does not apply to
certain positions.
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NEW ORLEANS, LA
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NEW
ORLEANS, LA (ADMINISTRATIVE POLICY APPLIES TO CITY)
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MARYLAND
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MARYLAND
SENATE BILL 4 (2013) (APPLIES TO STATE EMPLOYMENT) Signed on May 2, 2013 by
Governor Martin O’Malley (D).
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BALTIMORE, MD
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BALTIMORE,
MD (HIRING POLICY APPLIES TO CITY, ORDINANCE APPLIES TO PUBLIC AND PRIVATE
EMPLOYERS)
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MONTGOMERY COUNTY, MD
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MONTGOMERY
COUNTY, MD (WASHINGTON D.C. METRO AREA; ORDINANCE APPLIES TO PRIVATE
EMPLOYERS AND COUNTY)
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PRINCE GEORGE’S COUNTY, MD
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PRINCE
GEORGE’S COUNTY, MD (WASHINGTON D.C. METRO AREA; ORDINANCE APPLIES TO PRIVATE
EMPLOYERS AND COUNTY)
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MASSACHUSETS
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MASSACHUSETTS
SENATE BILL 2583 (2010) (APPLIES TO PUBLIC AND PRIVATE EMPLOYMENT) Governor
Deval Patrick (D) signed Chapter 256 of the Acts of 2010 on August 6, 2010.
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BOSTON, MA
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BOSTON,
MA (ORDINANCE APPLIES TO CITY AND VENDORS)
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CAMBRIDGE, MA
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CAMBRIDGE,
MA (ORDINANCE APPLIES TO CITY AND VENDORS)
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WORCESTER, MA
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WORCESTER,
MA (ORDINANCE APPLIES TO CITY AND VENDORS)
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MICHIGAN
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ANN ARBOR, MI
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ANN
ARBOR, MI (RESOLUTION APPLIES TO CITY)
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DETROIT, MI
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DETROIT,
MI (ORDINANCE APPLIES TO CITY AND VENDORS)
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EAST LANSING, MI
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EAST
LANSING, MI (RESOLUTION APPLIES TO CITY)
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Passed unanimously by the City Council on
April 15, 2014, East Lansing’s ban the box policy was introduced by Mayor
Nathan Triplett. During discussion,
Mayor Triplett noted his support of the policy was motivated by the need to
“remove unnecessary bias from the pre-screening stage of the [hiring]
process” and to make East Lansing a model employer in the state.
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GENESEE COUNTY, MI
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GENESEE
COUNTY (FLINT, MI AREA; RESOLUTION APPLIES TO COUNTY)
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KALAMAZOO, MI
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MUSKEGON COUNTY, MI
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MUSKEGON
COUNTY (NORTHWEST OF GRAND RAPIDS, MI AREA; APPLIES TO COUNTY)
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Recognizing the need to prioritize
employment opportunities for successful reentry, the Muskegon County Board of
Commissioners voted to remove inquiry into criminal history from the written
application for all opportunities unless required by local, state, or federal
law.
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MINNESOTA
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MINNESOTA
SENATE BILL 523 (2009, 2013) (APPLIES TO PUBLIC AND PRIVATE EMPLOYMENT) Signed
on May 13, 2013 by Governor Mark Dayton (D).
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MINNEAPOLIS, MN
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ST. PAUL, MN
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ST.
PAUL, MN (MAYOR’S DIRECTIVE AND CITY COUNCIL RESOLUTION APPLY TO CITY)
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Background checks only required for some
positions · Incorporates EEOC
criteria in individualized assessment
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MISSOURI (State Policy)
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MISSOURI
EXECUTIVE ORDER 16-04 (2016) (APPLIES TO PUBLIC EMPLOYMENT) Missouri Governor
Jay Nixon (D) signed Executive Order 16-04 on April 11, 2016.
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COLUMBIA, MO
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COLUMBIA,
MO (ORDINANCE APPLIES TO PRIVATE EMPLOYERS AND CITY)
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Applies to private employers and city ·
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Background checks after conditional offer
of employment
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Complaint process
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KANSAS CITY, MO
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KANSAS
CITY, MO (ORDINANCE APPLIES TO CITY)
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Incorporates EEOC criteria in
individualized assessment
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ST. LOUIS, MO
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ST.
LOUIS, MO (ADMINISTRATIVE POLICY APPLIES TO CITY)
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Background checks only required for some
positions
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Incorporates EEOC criteria in an
individualized assessment
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NEBRASKA
(State Law)
|
NEBRASKA
LEGISLATIVE BILL 907 (2014) (APPLIES TO PUBLIC EMPLOYMENT) Originally
introduced in January 2014 as LB 932.
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NEW JERSEY
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NEW
JERSEY ASSEMBLY HOUSE BILL 1999 AND SENATE BILL 1484 (2014) (APPLIES TO
PUBLIC AND PRIVATE EMPLOYMENT) Initial versions were introduced in 2013, but
were reintroduced in 2014 as A1999 and S1484.
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ATLANTIC CITY, NJ
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ATLANTIC
CITY, NJ (ORDINANCE APPLIES TO CITY AND VENDORS)
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Background check only after conditional
offer
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Policies applies to vendors/contractors
doing business with the City
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Incorporates EEOC criteria in
individualized assessment
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Right to appeal denial of
employment
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NEWARK, NJ
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NEWARK,
NJ (ORDINANCE APPLIES TO CITY, PRIVATE EMPLOYERS, LICENSING, AND HOUSING)
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Background check only after conditional
offer
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Background checks only required for some
positions
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Applies to private employers, licensing,
and housing
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Incorporates EEOC criteria in
individualized assessment
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Right to appeal denial of employment
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Provides copy of background check
report
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NEW MEXICO
|
NEW
MEXICO SENATE BILL 254 (2010) (APPLIES TO PUBLIC EMPLOYMENT) On March 8,
2010, Governor Bill Richardson (D) signed this measure into law adding N.M.
Stat. § 28-2-3 to the existing “Criminal Offender Employment Act” (1974).
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NEW YORK
|
NEW
YORK (2015) (APPLIES TO STATE EMPLOYMENT) On September 21, 2015, Governor
Andrew Cuomo announced that the state would “adopt ‘fair chance hiring’ for
New York State agencies.”
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BUFFALO, NY
|
BUFFALO,
NY (ORDINANCE APPLIES TO CITY, VENDORS, AND PRIVATE EMPLOYERS)
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Applies to public and private employers and
vendors
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DUTCHESS COUNTY, NY
|
DUTCHESS
COUNTY, NY (ADMINISTRATIE POLICY APPLIES TO COUNTY)
|
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Effective February 1, 2016, questions
regarding criminal convictions, dishonorable military discharges, and firings
from previous jobs will be removed from all Dutchess County exams,
recruitments and employment applications.
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ITHACA, NY KINGSTON, NY
|
ITHACA,
NY (ADMINISTRATIVE POLICY APPILES TO CITY)
|
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On December 23, 2015, the City of Ithaca
announced that it will be implementing a ban the box policy for public
employers. Ithaca’s Director of Human Resources stated to the media, “[T]his
community cannot afford to pass up talented, capable people in search of a
second chance. At the very least, banning the box may eliminate unconscious
bias or the perception of it. We are excited to model, through this
initiative, what the city believes and practices.”
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KINGSTON, NY
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KINGSTON,
NY (RESOLUTION APPLIES TO CITY)
|
·
In September, 2015, the Kingston City Council
passed a resolution to remove questions related to criminal convictions and
charges from City employment applications. City employers can still ask
questions regarding criminal records during job interviews and conduct
background checks on applicants.
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NEWBURGH, NY
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NEWBURGH,
NY (RESOLUTION APPLIES TO CITY)
|
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The Newburgh City Council unanimously
approved a resolution removing a question about convictions from city
applications on August 10, 2015, with exceptions. The city can still ask
applicants about their conviction history during the interview and will
conduct background checks thereafter.
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NEW YORK, NY
|
NEW
YORK CITY, NY (APPLIES TO CITY, PRIVATE EMPLOYERS, AND LICENSING)
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ROCHESTER, NY
|
ROCHESTER,
NY (ORDINANCE APPLIES TO CITY, VENDORS, AND PRIVATE EMPLOYERS)
|
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Applies to public and private employers and
vendors
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·
SYRACUSE, NY
|
SYRACUSE,
NY (ORDINANCE APPLIES TO CITY, LICENSURE, AND CONTRACTORS)
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ULSTER COUNTY, NY
|
ULSTER
COUNTY, NY (KINGSTON, NY AREA; EXECUTIVE ORDER APPLIES TO COUNTY)
|
·
On December 16, 2014, the county executive
signed the executive order to remove the conviction history question from the
county’s job application. Instead, the
personnel department will consider convictions only after the first
interview. In the press release, the county executive commented that “if we
are serious about fighting discrimination and bias, it is simply the right
thing to do.” The order is effective on January 1, 2015.
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WOODSTOCK, NY
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WOODSTOCK,
NY (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
On November 18, 2014, the Town Board voted
unanimously to remove questions regarding criminal history from applications
for employment with the town.
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YONKERS, NY
|
YONKERS,
NY (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
In November 2014, Community Voices Heard
worked with the Mayor’s office to remove the box asking an application to
disclose his or her criminal history.
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NORTH CAROLINA
|
·
ASHEVILLE, NC
|
ASHEVILLE,
NC (RESOLUTION APPLIES TO CITY)
|
·
The Asheville City Council passed a
resolution on January 26, 2016 expressing its commitment to the Ban the Box
movement and its support for the City amending its employment application so
as not to require disclosure of an applicant’s criminal record during the
initial job application process, except for certain sensitive positions.
|
·
CHARLOTTE, NC
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CHARLOTTE,
NC (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
On February 28, 2014, Charlotte City
Manager Ron Carlee announced that the City had “banned the box” for City
applications. The Charlotte Human
Resources director said she expected the number of applications for city jobs
to increase as a result of the decision.
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·
CUMBERLAND COUNTY, NC
|
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DURHAM CITY, NC
|
DURHAM,
NC (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
DURHAM COUNTY, NC
|
DURHAM
COUNTY (DURHAM, NC AREA; ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
SPRING LAKE, NC
|
SPRING
LAKE, NC (ADMINISTRATIVE POLICY APPLIES TO TOWN)
|
·
Incorporates EEOC criteria in
individualized assessment
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·
WAKE COUNTY, NC
|
WAKE
COUNTY, NC (ORDINANCE APPLIES TO COUNTY)
|
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OHIO
|
OHIO
ADMINISTRATIVE POLICY HR-29 AND HOUSE BILL 56 (2015) (APPLIES TO PUBLIC
EMPLOYMENT) As of June 1, 2015, the Ohio Department of Administrative
Services removed questions about conviction and arrest history from the
initial application for state employment per HR-29.
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·
ALLIANCE, OH
|
ALLIANCE,
OH (POLICY APPLIES TO CITY)
|
·
Background checks only required for some
positions
|
·
Provides copy of background check report
upon request
|
·
AKRON, OH
|
AKRON,
OH (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
Right to appeal denial of employment
|
·
ANTON, OH
|
CANTON,
OH (CIVIL SERVICE COMMISSION RULES APPLIES TO CITY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
CINCINNATI, OH
|
CINCINNATI,
OH (CITY COUNCIL MOTION APPLIES TO CITY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
Background check only after conditional
offer of employment
|
·
Right to appeal denial of employment
|
·
Provides copy of background check
report
|
·
CLEVELAND, OH
|
CLEVELAND,
OH POLICY (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
On September 26, 2011, the City of
Cleveland announced its ban the box policy.
|
·
Developed in collaboration with the Ohio
Justice& Policy Center, the policy removes the checkbox on city job and
civil service testing applications that asks whether the applicant has a
felony conviction.
|
·
Background checks will now be performed
only on finalists for a position
|
·
CUYAHOGA COUNTY, OH
|
CUYAHOGA
COUNTY, OH (CLEVELAND, OH AREA; ORDINANCE APPLIES TO COUNTY)
|
·
Background check only after conditional
offer of employment
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
DAYTON, OH
|
DAYTON,
OH (APPLIES TO CITY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
Right to appeal denial of employment
|
·
FRANKLIN COUNTY, OH
|
FRANKLIN
COUNTY, OHIO (APPLIES TO COUNTY)
|
·
Background check only after conditional
offer of employment
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
HAMILTON COUNTY, OH
|
HAMILTON
COUNTY, OH (CINCINNATI AREA; APPLIES TO COUNTY)
|
·
Background check only after conditional
offer of employment
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
LUCAS COUNTY, OH
|
LUCAS
COUNTY, OH (TOLEDO AREA, POLICY APPLIES TO COUNTY)
|
·
On October 29, 2013, Lucas County
Commissioners voted unanimously to remove all questions about an applicant’s
criminal background from applications for employment with any department
under the Commissioners’ authority. The county only conducts a background
check after an applicant is selected as a finalist.
|
·
MASSILLON, OH
|
MASSILLON,
OH (CIVIL SERVICE REQUIREMENT APPLIES TO CITY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
NEWARK, OH
|
NEWARK,
OH (RESOLUTION APPLIES TO CITY)
|
·
On July 20, 2015, the Newark City Council
unanimously passed a resolution removing the conviction history inquiry from
its applications. The Newark Think Tank on Poverty led the initiative to pass
the resolution, with the help of Councilmember Jeremy Blake.
|
·
STARK COUNTY, OH
|
STARK
COUNTY, OH (ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
In May 2013, County Commissioners amended
the employee handbook and employment application forms to remove language
that prohibits them from hiring anyone convicted of a felony.
|
·
SUMMIT COUNTY, OH
|
SUMMIT
COUNTY, OH (AKRON, OH AREA; APPLIES TO COUNTY)
|
·
Background checks only required for some
positions
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
WARREN, OH
|
WARREN,
OH (RESOLUTION APPLIES TO CITY)
|
·
Background checks only required for some
positions
|
·
Background checks after conditional offer
of employment
|
·
YOUNGSTOWN, OH
|
YOUNGSTOWN,
OH (RESOLUTION APPLIES TO CITY)
|
OKLAHOMA
|
OKLAHOMA
(2016) EXECUTIVE ORDER 2016-03 (APPLIES TO STATE EMPLOYMENT) On February 24,
2016 Governor Mary Fallin signed an executive order directing all state
agencies to remove questions regarding convictions and criminal history from
job applications.
|
OREGON
|
OREGON
HOUSE BILL 3025 (2015) (APPLIES TO PUBLIC AND PRIVATE EMPLOYMENT) Signed on
June 25, 2015, HB 3025.
|
·
MULTNOMAH COUNTY, OR
|
MULTNOMAH
COUNTY (PORTLAND, OR AREA; ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
PORTLAND, OR
|
PORTLAND,
OR (ORDINANCE APPLIES TO CITY AND PRIVATE EMPLOYERS)
|
·
On November 25, 2015, the Portland City
Council unanimously approved an ordinance applying to private employers that
delays conviction history inquiries until a conditional offer is provided to
job applicants.
|
|
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PENNSYLVANIA
|
·
ALLEGHENY COUNTY, PA
|
ALLEGHENY
COUNTY, PA (PITTSBURGH, PA AREA; APPLIES TO COUNTY)
|
·
ALLENTOWN, PA
|
ALLENTOWN,
PA (ORDINANCE APPLIES TO CITY)
|
·
Background checks after conditional offer
of employment
|
·
LANCASTER, PA
|
LANCASTER,
PA (RESOLUTION APPLIES TO CITY)
|
·
PHILADELPHIA, PA
|
PHILADELPHIA
COUNTY
|
·
PITTSBURGH, PA
|
PITTSBURGH,
PA (ORDINANCE APPLIES TO CITY AND CONTRACTORS)
|
·
READING, PA
|
READING,
PA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
|
RHODE ISLAND
|
RHODE
ISLAND HOUSE BILL 5507 (2013) (APPLIES TO PUBLIC AND PRIVATE EMPLOYMENT)
Signed into law on July 15, 2013, by Governor Lincoln Chafee (D), HB 5507.
|
·
PROVIDENCE, RI
|
PROVIDENCE,
RI (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
HARTFORD
|
HARTFORD,
CT (ORDINANCE APPLIES TO CITY AND VENDORS)
|
|
TENNESSEE
|
TENNESSEE
SENATE BILL 2440 (2016) (APPLIES TO STATE EMPLOYMENT) On April 14, 2016,
Governor Bill Haslam (R) signed SB 2440. CHATTANOOGA, TN
|
HAMILTON
COUNTY, TN (CHATTANOOGA, TN AREA; APPLIES TO COUNTY)
|
·
Background check only after conditional
offer of employment
|
·
HAMILTON COUNTY, TN
|
·
MEMPHIS, TN
|
MEMPHIS,
TN (ORDINANCE APPLIES TO CITY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
Right to appeal denial of employment
|
·
Provides copy of background check
report
|
·
NASHVILLE, TN
|
|
TEXAS
|
·
AUSTIN, TX
|
TRAVIS
COUNTY (AUSTIN, TX AREA; ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
DALLAS COUNTY, TX
|
DALLAS
COUNTY (DALLAS, TX AREA; ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
TRAVIS COUNTY, TX
|
|
VERMONT
|
VERMONT
HOUSE BILL 261 (2016) (APPLIES TO PRIVATE AND PUBLIC EMPLOYMENT) House Bill
261 was signed by Governor Peter Shumlin (D) on May 3, 2016 making Vermont
the eighth state to apply “ban the box” to the private sector.
|
|
VIRGINIA
|
VIRGINIA
EXECUTIVE ORDER 41 (2015) (APPLIES TO STATE EMPLOYMENT) Signed on April 3,
2015 by Governor Terry McAuliffe (D).
|
·
ALEXANDRIA, VA
|
ALEXANDRIA,
VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
ARLINGTON COUNTY, VA
|
ARLINGTON
COUNTY, VA (ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
In November 2014, the County eliminated
questions about convictions from its employment application.
|
·
BLACKSBURG, VA
|
BLACKSBURG,
VA (RESOLUTION APPLIES TO CITY)
|
·
CHARLOTTESVILLE, VA
|
CHARLOTTESVILLE,
VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
In March 2014, the City removed the
question about conviction history from the city job application. “This is another
example of our commitment to being a City of Second Chances for ex-offenders
who are searching for meaningful employment,” said the mayor. The City will
continue to conduct background checks before making final employment offers.
|
·
DANVILLE, VA
|
DANVILLE,
VA (RESOLUTION APPLIES TO CITY)
|
·
FAIRFAX COUNTY, VA
|
FAIRFAX
COUNTY, VA (WASHINGTON, D.C. METRO AREA; APPLIES TO COUNTY)
|
·
FREDERICKSBURG, VA
|
FREDERICKSBURG,
VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
MONTGOMERY COUNTY, VA
|
MONTGOMERY
COUNTY, VA (RESOLUTION APPLIES TO COUNTY)
|
·
On January 26, 2016, the Montgomery County
Board of Supervisors passed a unanimous resolution to ban the box for County
jobs, removing a question about conviction history from the County employment
application.
|
·
NEWPORT NEWS, VA
|
NEWPORT
NEWS, VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
NORFOLK, VA
|
NORFOLK,
VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
PETERSBURG, VA
|
PETERSBURG,
VA (RESOLUTION APPLIES TO CITY)
|
·
PORTSMOUTH, VA
|
PORTSMOUTH,
VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
On June 2013, the Portsmouth City Manager
made the administrative decision to ban the box. The City Manager notified the City Council
that City employment applications would no longer request criminal history
information from job applicants.
|
·
RICHMOND, VA
|
RICHMOND,
VA (RESOLUTION APPLIES TO CITY)
|
·
On March 25, 2013, the Richmond City
Council unanimously passed a resolution to ban the box on City job
applications. Except when required by
federal or state law or for positions that the City Council, by resolution,
has determined should be exempt, initial job applications may no longer
inquire into an applicant’s criminal.
|
·
ROANOKE, VA
|
ROANOKE,
VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
On October 9, 2014, the City Manager
indicated at a city council meeting that the question about a job applicant's
conviction history would be removed from the initial application for most
city positions. By January 2015, the
city will have developed a new hiring process intended to provide people with
records a fair opportunity at employment.
|
·
VIRGINIA BEACH, VA
|
VIRGINIA
BEACH, VA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
|
WASHINGTON
|
·
PIERCE COUNTY, WA
|
PIERCE
COUNTY (TACOMA, WA AREA; APPLIES TO COUNTY)
|
·
Incorporates EEOC criteria in
individualized assessment
|
·
SEATTLE, WA
|
SEATTLE,
WA (ORDINANCE APPLIES TO CITY AND PRIVATE EMPLOYERS)
|
·
SPOKANE, WA
|
SPOKANE,
WA (ADMINISTRATIVE POLICY APPLIES TO CITY)
|
·
Spokane Mayor David Condon directed the
Human Resources Department by letter on July 31, 2014 to draft policies and
procedures that would delay a background check inquiry until the City has
determined that the applicant meets the minimum qualifications for the
job.
|
·
TACOMA, WA
|
TACOMA,
WA (RESOLUTION APPLIES TO CITY)
|
|
WISCONSIN
|
WISCONSIN
(2016) ASSEMBLY BILL 373 (APPLIES TO STATE EMPLOYMENT) Governor Scott Walker
signed legislation on February 12, 2016, which dramatically overhauled the
state’s civil service system.
|
·
DANE COUNTY, WI
|
DANE
COUNTY (MADISON, WI AREA; ADMINISTRATIVE POLICY APPLIES TO COUNTY)
|
·
Dane County Executive Joe Parisi removed
questions of criminal history from the county application in February 2014
saying, “We don’t have to condone what they did to get in trouble, but I,
personally, want people who’ve served their debt to society to get back into
the workforce.”
|
·
MILWAULKEE COUNTY, WI
|
MILWAUKEE
COUNTY (MILWAUKEE, WI AREA; RESOLUTION APPLIES TO COUNTY)
|
·
On October 7, 2011, Milwaukee County banned
the box for county employment.
|