Minnesota Supreme Court Sets the Record Straight on Municipal Employer Liability
A recent court decision has changed how Minnesota courts analyze whether municipalities may be liable for their hiring decisions—emphasizing that...
On November 16, 2023, Governor Kathy Hochul signed the New York Clean Slate Act. This landmark legislation will automatically seal certain criminal records for eligible individuals in the State of New York. The law aims to reduce the barriers and stigma faced by people with criminal histories and to promote their reintegration into society and the workforce.
This law is similar to other clean slate laws enacted that we have covered in previous Industry News articles earlier this year, such as Connecticut and Michigan.
The New York Clean Slate Act (A1029C) is an initiative to curb discrimination by removing visible access to conviction records after qualifying individuals have satisfied their sentence and the applicable waiting period has passed. Under the Clean Slate Act, the waiting period begins on the later of: the sentencing date or, if the person was incarcerated, the date the person was released. Records of eligible convictions will be:
The law contains exceptions, however, that make sealed convictions accessible under certain circumstances. For example, sealed convictions may be accessible if state and federal laws require criminal background checks for:
However, this does not apply to sex offenses or Class A felonies, which are not eligible for sealing. Additionally, law enforcement agencies, courts, and prosecutors will still have access to sealed records for criminal justice purposes.
What HR professionals may want to know
The Clean Slate Act may have significant implications for New York employers and those who hire or work with New York residents:
To read more about the New York Clean Slate Act, take a closer look here.
New York State Office of Court Administration has up to three years to implement the necessary processes to identify and seal all eligible records. As time passes, more records may become eligible for expungement, likely causing temporary delays in background check results.
Although the New York Clean Slate Act applies directly to employers in the State of New York, out-of-state employers seeking records from candidates who currently or previously lived in New York may also be affected. Additionally, this law reflects a growing trend as more states and cities adopt similar laws or policies to seal or expunge criminal records, ban the box, or limit the use of criminal history information in employment decisions. Employers may want to monitor the evolving employment landscape and consult their legal counsel or attorney to determine how this new law may apply.
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