Philadelphia was one of the first cities to adopt the ban-the-box law back in 2012 (Fair Criminal Records Screening Standards), which affected employers with 10 or more employees. The law specifically stated that employers may conduct a criminal background check after the first initial interview, and any time before that would be in violation (this includes the employment application) of the new law. In 2015, amendments were made to the Fair Criminal Records Screening Standards, which changed the law significantly:
In following the advice provided by the Equal Employment Opportunity Commission (EEOC) in their Consideration of Arrest and Criminal Conviction Enforcement Guidance (2012), this amendment also provides certain factors when determining suitability for employment:
Essentially, employers must conduct an individualized assessment with each subject that has reportable criminal activity to determine if the crime(s) have a “relationship to the employment sought”.
Lastly, the new amendment states that a “Rejection Letter” must be sent stating that the subject of the report has 10 business days (as opposed to the five business days rule set forth in the Fair Credit Reporting Act) to dispute any inaccurate information.
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One out of every six crimes occurs in the workplace and homicide is the second leading cause of workplace death in the U.S.
National Credit Verification Service reports that 25% of the MBA degrees it verifies on resumes are false.
72% of shrinkage is due to employee theft.
34% of all job applications contain lies.
30% of small business failure is caused by employee theft.