The place has lost it's mind.
Last June, the City of Seattle passed a law limiting employers’ ability
to use criminal history information in hiring and employment decisions.
Proponents hailed the law as giving a second chance to people with
criminal records and preventing discrimination against racial
minorities, who make up a disproportionate number of those incarcerated.
Opponents criticized the law as imposing undue restrictions on
employers.
The law’s protections apply to all job applicants, employees, and
independent contractors who perform at least 50% of their services
within Seattle city limits. It takes effect on November 1, 2013, so
employers should act quickly to make sure they are in compliance with
these key points:
Initial screening: “Ban the box”
During the initial screening process, employers cannot perform a
criminal background check or even ask about an applicant’s criminal
history (e.g., by asking applicants to check a box on their application
indicating whether they have a criminal history).
After initial screening: limited use of criminal history
After an initial screening has been completed, employers can perform
criminal background checks, but their ability to use the information in
these reports is subject to certain requirements.
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