Fair-Chance Employment : The Disparate Impact of Background Checks September 2016 Nayantara Mehta Senior Staff Attorney Berkeley, California

Slides:



Advertisements
Similar presentations
Using Criminal Records in Employment Decisions
Advertisements

Considerations for Hiring Workers with Criminal Records A presentation for the 2013 DisAbility Jobs Summit October 9, 2013 Columbus, Ohio October 9, 2013.
Background Checks. Why Conduct Background Checks? INDIANA UNIVERSITY 1.
Disclaimer The views expressed are solely those of the author, and should not be attributed to the author’s firm or its clients. The following material.
Daryl V. Atkinson, Esq. Southern Coalition for Social Justice
EEOC Guidelines Presented by: Molly Powell Senior Trial Attorney.
Relieving Collateral Consequences Daniel Bowes Staff Attorney.
Presented By: EEOC Initiatives & Trends Charles H. Wilson.
BACKGROUND CHECKS. Background Screening Title VII Fair Credit Reporting Act National Labor Relations Act.
Working with a Record: Legal Strategies To Address a Job Seeker’s Criminal History Vanessa Torres Hernandez Staff Attorney, Second Chances Project
PRIVATE EMPLOYER “BAN THE BOX” LEGISLATION Commissioner Kevin Lindsey Minnesota Department of Human Rights September, 2014.
NELP & CLS Training Series Maximizing Enforcement of the Employment Rights of People with Criminal Records Race Discrimination Claims for Criminal Record.
Financial Risks of Using Criminal & Credit History in Employment Decisions Blake A. Bailey
Shared Prosperity Roundtable Criminal Records: From Barriers to Solutions Sharon M. Dietrich, Litigation Director Community Legal Services, Inc. Philadelphia,
Interviewing – Guidance on Appropriate Questions Reviewed April 2013.
BACKGROUND SCREENING: What You Need to Know to Reduce Risk and Increase Return PRESENTERS Suzanne Moore, easyBackgrounds, Inc. Brian McElwee, easyBackgrounds,
Inland Human Resources Conference CHICAGO MARCH 10 & 11.
1 Race Discrimination and Criminal Records Sharon M. Dietrich Managing Attorney Community Legal Services, Inc., Philadelphia, PA EEOC/FEPA Conference June.
Disparate Treatment and Adverse Impact Kimberley Taylor-Riley, Director of Equity and Diversity.
Chapter 18-1 Chapter 18 BUSINESS & SOCIETY Ethics and Stakeholder Management Carroll & Buchholtz 6e Business and Society: Ethics and Stakeholder Management,
Hiring Legally. © Business & Legal Reports, Inc Session Objectives You will be able to: Identify requirements of fair employment laws Follow the.
How to Keep the EEOC Happy and Avoid Hiring an Ax Murderer: Best Practices for Background Checks in the Social Media Age Presented by: Gregg M. Lemley.
Enforcing the Title VII Standards that Relate to People with Criminal Records EEOC Investigators and Mediators Training Laura Moskowitz and Jessie Warner.
1 EEOC Cracks Down on Discriminatory Hiring Practices Nation-wide initiative known as E-RACE.
Higher Education and Second Chances Center for Community Alternatives, Justice Strategies.
The 2012 EEOC Enforcement Guidance on the Use Criminal Records in Employment Decisions - Implications, Challenges, and Changes? May 23, 2012 Presented.
content/uploads/lawsuit34.jpg Keeping Your HR Department Out of the Courtroom by Maintaining New Hire Compliance.
+ Ban the Box Policy Change Christine Jung, Luthia Lee, Maceo Persson, Maryam Saadat PA725.
1 Recruitment and Hiring Practices A commitment to diversity recruitment is grounded in the conviction that better learning, greater creativity, and best.
How Does it Affect Me as an Employer? Beth Langley Hagan Davis Mangum Barrett & Langley PLLC Myth Busters Around the FCRA Jennifer Smith Director of Compliance.
Is Your Background Check Process Compliant?. 2 © Copyright 2015 ADP, LLC. Proprietary and Confidential Information. Agenda Privileged & Confidential.
Working with a Record: Legal Strategies To Address a Job Seeker’s Criminal History Vanessa Torres Hernandez Staff Attorney, Equal Justice Works Fellow.
Equal Employment Opportunity Concepts Equal Employment Opportunity (EEO) Blind to differences Affirmative Action Discrimination Protected Class.
Defensible Decisions: Formalized Processes for Assessing Risk in Hiring Practices Megan C. Kurlychek, Shawn D, Bushway, Garima Siwach and Megan Denver.
1 Headline 9 Illegal Hiring Questions To Avoid.
EEOC Criminal History Guidance and “Best Practice Standards” Management Perspective Pamela Q. Devata, Seyfarth Shaw LLP.
EEOC Criminal History Guidance and “Best Practice Standards” Management Perspective Pamela Q. Devata, Seyfarth Shaw LLP.
The Disclosure and Barring Service Taxi and PHV licensing conference Thursday 19 March 2015 Presented by:Ian Johnston - Director for Operations (Disclosure)
TRAVIS COUNTY SHERIFF’S OFFICE Deputy Alvis Prince
On the Front Lines: Building Skills for Reentry and Diversion March 31,
BEYOND THE BOX 1 Beyond the Box in Education to Help Reduce Disparate Impact The Education Department's Guidance for Higher Education Reentry Initiatives.
Relieving Collateral Consequences Daniel Bowes Staff Attorney.
NOHRPS One Cleveland Center 20 th Floor 1375 E. 9 th Street Cleveland, OH Labor & Employment Law Update September 26, 2013.
Legal Implications of Background Checks Angela Preston | SVP & Counsel, Corporate Ethics and Compliance | SterlingBackcheck CONFIDENTIAL AND PROPRIETARY.
Expungement and Other Criminal Record Mitigation Strategies Sharon M. Dietrich, Managing Attorney Community Legal Services, Inc. Philadelphia, PA November.
Advancing Advocacy Marissa McCall Dodson Public Policy Director (404) June 15, 2016
Prior Conduct as Factor in Admissions Jodi Adamchak Senior Associate General Counsel The University of South Florida 1.
Northern New Mexico Human Resources Association November 13, 2012 Background Checks Scott D. Gordon.
1 Who’s In, Who’s Out: Tenant Screening Practices October 11, 2016.
Reentry and Employment: An Overview Sherri Moses The Council of State Governments Justice Center Workforce Reintegration Employer Forum Kansas City, Missouri.
When Discrimination is Legal: The Social Costs of Felony Convictions
Presented by With Special Guest Jaime Lizotte HR Solutions Manager
Catherine E. Ybarra, Esq Simone & Associates th Avenue
Criminal Background Checks & the 2016 HUD Guidance
CRIMINAL RECORDS AND HOUSING AUTHORITIES
Landlord’s can’t just say “no felons…”
Advancing the Employment Rights of Californians with Arrest and Conviction Records California Fair Employment and Housing Council Hearing Testimony August.
Raise the Minimum Wage Enforcement Strategies and Fighting Back Against Preemption September 27, 2016 Laura Huizar Staff Attorney
Graduate School of Social Work
Collateral Consequences
Laws Governing Public Criminal Records
Delaware.
Fair Chance Hiring Economic Development Committee, April 17, 2017
Fair Chance Hiring Dallas City Council September 5, 2017
Legally-Compliant Practices Regarding Background Screening
Conducting Background Checks: Compliance Strategies and Client Support
HIRING IN PUBLIC SCHOOLS
SEALING & EXPUNGING.
Laws Governing Public Criminal Records
Warm Up Directions: Answer the following questions on a separate sheet of paper in complete sentences. What is parens patriae? Do you agree with this idea?
Presentation transcript:

Fair-Chance Employment : The Disparate Impact of Background Checks September 2016 Nayantara Mehta Senior Staff Attorney Berkeley, California

Background and National Landscape 2

With an estimated 70 million adults in U.S. with a record, or nearly 1 in 3 adults, anyone can have a record. In 2015 poll of prime working age unemployed men, 1 in 3 had a conviction record. SOURCE: NELP, “Research Summary” (2016), available at 3

People of Color Disproportionately Impacted by Criminal Justice System 4

African Americans in California Most Severely Overrepresented 5

The Devastating Consequences of a Record on Employment 6

27,254 Licensing Restrictions Many for any offense. Many permanent. Many mandatory. SOURCE: NELP, “Unlicensed & Untapped” (2016), available at (citing the ABA National Inventory of Collateral Consequences, available at 7

How to address this? 1. EEOC Guidance on Title VII and Disparate Impact 2. New California Regulations from DFEH 3. Fair Chance Hiring: Federal, State and Local 8

 Do not ask about convictions on job applications.  Do not consider arrests not leading to convictions.  Do not have blanket bans!  3 factors: Consider nature of conviction and job and time passed.  Provide an individualized assessment: Opportunity to explain inaccuracies and circumstances. Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq. EEOC Guidance on Use of Arrest and Conviction Records (2012) 9

 Similar to EEOC Guidelines, goal to avoid disparate/adverse impact on people with records  Requires employers to consider job-relatedness of a conviction: nature and gravity of offense; how long ago offense occurred; nature of job sought.  Requires employers to give notice of the disqualifying conviction and an opportunity for applicant to correct errors. SOURCE: NELP, “Best Practices and Model Policies” (2015), available at Pending DFEH Regulations 10

Ban the Box Movement 24 States and Over 100 Localities adopt policies SOURCE: NELP, “Ban the Box” (2016), available at 11

 Ban-the-box on the job application. Remove the conviction history inquiry.  Background checks may be unnecessary for many jobs.  Limit information considered; e.g., avoid considering arrests; dismissed, expunged, or sealed convictions; infractions; or irrelevant convictions.  Delay conviction inquiries until conditional offer. Also, refrain from asking candidates to self-disclose conviction records. SOURCE: NELP, “Best Practices and Model Policies” (2015), available at Fair Chance Hiring 12

Resources 13

Learn more from our campaign website, which includes guides, factsheets, model policies and more: Additional resource on intersection of background checks and the “on-demand” economy: “Ensuring Fairness in Background Checks for On-Demand Work” (June 2016, Rights on Demand Series) demand-work/ 14

National Employment Law Project 75 Maiden Lane, Suite 601 New York, NY Addison Street, Suite 310 Berkeley, CA Nayantara Mehta ©2016 National Employment Law Project. This presentation is covered by the Creative Commons “Attribution-NonCommercial-NoDerivatives” license fee. 15