Federal Trade Commission Issues Final Rule on Noncompetes
On April 23, 2024, by a 3 to 2 vote, the Federal Trade Commission (FTC) issued a final rule to “promote competition by banning noncompetes...
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Several “Fair Chance” or “ban the box” initiatives nationwide have been introduced or updated over the past year. Take, for example, the new Federal Fair Chance Act and changes to California’s Fair Chance Act. Adhering to local, state, and federal Fair Chance and ban the box laws can at times feel like swimming through glue. You want to prevent fragmented stop-go hiring decisions. So, getting a clear grasp of these guardrails for fair and equitable hiring decisions can help.
Like others throughout the US, New York City has its own version of a Fair Chance Act (FCA). In a city of skyscrapers, NYC’s FCA is just as multistoried at New York City itself. Let’s make sense of the many levels of the current FCA law.
Since 2015, the NYC FCA has placed restrictions on how employers can use certain criminal history information. Read the full text of the current NYC FCA here (see subsections 10, 11, and 11-a of section 8-107).
The NYC FCA creates obligations and responsibilities for employers in New York City. Keep reading to learn about more about the requirements of the FCA.
On job posting for open positions, you may need to watch what you say. What are employers banned from saying? The FCA states that employers can’t, with certain exceptions:
With certain exceptions, the FCA makes it an unlawful discriminatory practice for employers to:
If the restrictions outlined above are applicable, after extending a conditional offer of employment to an applicant, an employer can inquire about an applicant’s arrest or conviction record. If such employer decides to take adverse action against the applicant based on their arrest or conviction record, they have to engage in NYC’s unique “Fair Chance Process.” Here’s what needs to happen before taking adverse action. An employer must:
The NYCCHR provides additional guidance on the FCA, available here.
The city recently enacted several amendments to the FCA that take effect on July 29, 2021. Check back next month for the details on these amendments. Employers may wish to discuss the NYC Fair Chance Act with their legal counsel. Legal guidance may help you make sure you stay in compliance with the law.
[1] These requirements apply to all employers that may be required to comply with the NYC FCA. All other provisions do not apply to employers that have fewer than four persons in their employ at all times during the period beginning twelve months before the start of an unlawful discriminatory practice and continuing through the end of the unlawful discriminatory practice.
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