Employment Fairness Act for Returning Citizens in Prince George’s County, MD
The Prince George's Employment Fairness Act for Returning Citizens is a new law in Prince George's County, Maryland, designed to provide fair...
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Verified Credentials October 11, 2023
The Equal Employment Opportunity Commission (“EEOC”) has recently released two federal workforce reports that address the barriers and benefits of hiring individuals with arrest or conviction records. The reports are part of the EEOC’s response to Executive Order 14035, which aims to promote equity, diversity, inclusion, and accessibility in the federal workforce. The reports provide data and analysis on the employment status, suitability determinations, and recidivism rates of federal workers with criminal records. The reports also offer recommendations and best practices for federal agencies to increase their hiring and retention of this population. In this blog post, we will summarize the main findings and implications of the EEOC reports and discuss how they can help employers and job seekers alike.
The first report examines the federal employment opportunities for workers with past arrests or convictions. It presents data on how likely these workers are to be hired by the federal government, and how ban-the-box laws affect their chances of getting a job. The report also identifies some of the challenges and gaps in the current research and policies on this topic. Key findings from the report include the following:
The second report analyzes the data on how often criminal conduct issues were detected and how they affected the suitability for federal employment. It also reviews the policies and practices of different federal agencies regarding criminal conduct suitability. Some of the key findings from the report are:
The federal government is leading the way in promoting equity and inclusion for workers with criminal records, as shown by Executive Order 14305 and the EEOC reports. Many states and localities are also adopting similar policies, such as ban-the-box, fair chance, and clean slate laws. These laws aim to reduce discrimination and increase opportunities for people with criminal histories.
States are constantly updating and revising their laws to reflect the changing needs and realities of their populations. For example, Connecticut enacted a clean slate law this year, and California amended its fair chance law twice since 2018. The latest amendment was in July 2023. Employers should be aware of these laws and how they may affect their hiring and screening processes.
Depending on where they operate and where their applicants come from, employers may have to comply with different state and federal laws regarding criminal records. Employers who want to learn more about these laws and how to follow them may want to consult their legal counsel. Verified Credentials is committed to keeping our clients and the background check community informed of these developments as they happen.
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