Utah Senate Bill 70: Consumer Reporting Amendments Explained
Utah joined the list of states in 2025 that have enacted legislation regulating what information can be reported to organizations requesting...
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Verified Credentials Sep 26, 2024 12:00:00 AM
The Prince George's Employment Fairness Act for Returning Citizens is a new law in Prince George's County, Maryland, designed to provide fair employment opportunities for individuals with criminal records. The new “ban the box” style Act focuses on rehabilitation and integration into society, aiming to reduce barriers to employment for individuals with criminal records by restricting employers from considering certain past convictions during the hiring process. Below is a brief timeline leading up to the act:
The act has several key components of which employers should remain aware of when interviewing candidates or considering rescinding an offer.
First, the act now applies to employers with 10 or more full-time employees—down from the prior law, which applied only to employers with 25 or more full-time employees. The result is that the act expands the scope of affected employers.
Second, there are several restrictions on employers running background checks and throughout the hiring process:
Employers that intend to rescind an offer based on the candidate's arrest or conviction record must also:
Employees and candidates who oppose violations or file complaints are also protected under the law, and employers found in violation may be subject to fines. The act went into effect on September 16, 2024.
Though the act applies to most employers operating and hiring in the county, there is still room for employer action and exemptions for specific roles that involve:
Additionally, employers with less than ten full-time employees are exempt. To find out more about the restrictions and exceptions to the law, take a closer look at the details here.
The Prince George's Employment Fairness Act for Returning Citizens is a significant step towards promoting fair employment practices and reducing barriers to employment for individuals with past criminal records. Similar initiatives in other jurisdictions that paved the way with ban the box and clean slate laws have shown positive outcomes, making it easier for individuals to reintegrate into society. This gives employers an enhanced candidate pool and supports fair employment practices.
Employers should consult their legal counsel for more details.
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