Ct Background Check Laws

Background Examinations supplies a broad range of information services suited to meet a large number of needs. From looking into the next door neighbor to finding out about yourself to determine if there is something to give consideration to. The background check sources are popular front runners for public record information, arrest check ups, cellular phone and address reports, social media info, and much more. The goal is to enable the every day man or woman with the knowledge they want to help to make speedy & educated decisions.

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Ct Background Check Laws

Unlike other ban-the-box laws that require employers to wait until a specified point in the application process before inquiring about an applicant's criminal history, such as after the first interview or after a contingent offer of employment, Connecticut's statute appears to permit such an inquiry at any time so long as the inquiry is not made on the initial employment application. Initially, in 2016, Connecticut passed a law that strengthened applicant background check requirements for public schools, including by requiring schools to contact applicants' current and former employers to request their employment history. The new Connecticut legislation, known as Public Act 16-83, An Act Concerning Fair Chance Employment, defines employer” as any person engaged in business who has one or more employees, including the state or any political subdivision of the state.” The law prohibits employers from inquiring about a prospective employee's prior arrests, criminal charges, or convictions on an initial employment application. Last week's passage of Ban the Box” legislation (House Bill 5237) requiring Connecticut public and private employers to remove questions on job applications concerning criminal conviction and arrest histories was a big-time victory for people whose employment prospects have been thwarted by decades-old criminal arrest records.

Connecticut's ban-the-box law has does not impact several existing prohibitions the State has imposed on employers regarding the use of certain criminal history events, which are: (1) prohibiting an employer from rejecting an applicant or terminating an employee because of erased records (see notice section above); and (2) prohibiting employers from rejecting applicants or terminating employees because of a prior conviction for which the individual has received a provisional pardon or certificate of rehabilitation pursuant to Conn. Connecticut's ban-the-box law and ban-the-box laws in other jurisdictions, including all federal and state background check requirements, are summarized in the firm's -D Comply: Background Checks and -D Comply: Employment Applications subscription materials, which are updated and provided to -D Comply subscribers as the laws change. The law stipulates that employers with one or more employees cannot inquire about an applicant's criminal record on an initial job application.

Effective October 1, 2011, a new law in Connecticut - Senate Bill No. 361 (S.B. 361) - signed by Governor Dannel Malloy will prohibit certain employers from using credit reports in making hiring and employment decisions regarding existing employees or job applicants. Although applicants are required to undergo these criminal history records checks effective July 1, 2017, the law is clear that independent schools may also require employees hired prior to July 1, 2017 to undergo the criminal history records checks, even though such checks are not required. However, there are provisions in the law that employers must honor, including obtaining the employee's written consent to the background check and not discriminating against the applicant or employee or otherwise misuse the information in violation of federal or state equal opportunity laws or regulations.

Behind this push is data collected by the Equal Employment Opportunity Commission (EEOC) noting that 92 percent of employers subjected all or some of their job applicants to criminal background checks, along with research affirming that a criminal record reduces the likelihood of a job callback or offer by nearly 50 percent. A new lawsuit and a new strategic focus by the Federal Trade Commission and Equal Employment Opportunity Commission should give most employers pause on the forms that they use for background checks and the background check process itself. Connecticut Background Check and Connecticut Employee Screening Services including Connecticut criminal history and Connecticut criminal record searches, Connecticut court records, reference interviews, education verification, Patriot Act searches and all other searches that you could require as part of the employee screening process.

Federal and state laws protect applicants from inquiries into criminal records, including convictions, and usually prohibit arrest record checks altogether. Next, various federal and state laws and regulations limit the use of some information an employer may obtain in a background check based on how old the information is. For example, the EEOC provides guidelines to employers on how to use criminal conviction information under Title VII (see Background Check Laws: EEOC Guidance On Use Of Criminal Records ). Also see State and Local Background Check Laws and Regulations

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