“Ban the Box” – 5 Steps to Prepare Your Company Now.

The “ban the box” movement has spread like wildfire throughout the United States. Each week it seems that either a new state or city has jumped on the bandwagon. Employers should prepare for this new trend even if they operate in a state or city without current “ban the box laws.”

Here are a few takeaways that employers could use to proactively prepare for the “ban the box” movement:

  1. Immediately remove any question(s) on an employment application that asks about previous criminal activity
  2. Ensure compliance with the Fair Credit Reporting Act (FCRA) and any state laws pertaining to employment background checks (disclosure form, applicant notices, and adverse action process)
  3. Understand when hiring manager can ask about previous criminal activity (during interview or after conditional job offer has been provided)
  4. Take action and remove any insensible bias against certain demographic groups
  5. Make sure to stay abreast of pending “ban the box” laws that if enacted can have legal ramifications to employers if they are unaware

Research Your New Hires!


Workplace Violence
One out of every six crimes occurs in the workplace and homicide is the second leading cause of workplace death in the U.S.

Education Falsification
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.