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

September 26, 2016Background Screening, Employment Resources, Human Resources, Laws & RegulationsBy Khodadawd “Cody” Farzad

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:

Immediately remove any question(s) on an employment application that asks about previous criminal activity
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)
Understand when hiring manager can ask about previous criminal activity (during interview or after conditional job offer has been provided)
Take action and remove any insensible bias against certain demographic groups
Make sure to stay abreast of pending “ban the box” laws that if enacted can have legal ramifications to employers if they are unaware

About the author

Khodadawd “Cody” Farzad

Khodadawd “Cody” J. Farzad is the Vice President of Employers Choice Screening, a consumer reporting agency that provides pre-employment background screening and drug testing solutions. Cody’s duties include managing the day-to-day operations of pre-employment screening and ensuring that all background reports are federally compliant with consumer reporting guidelines. Contact Cody via email at cfarzad@ecoinc.us or via phone at (800) 424-7011.

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