This legislation restricts employers in Prince George's County from inquiring into or considering certain aspects of a job applicant's criminal history.

Under the Act, employers - defined as any entity with ten or more full-time employees in the county - are prohibited from conducting criminal record checks or asking about an applicant's criminal history before a first interview. The Act also prevents employers from considering nonviolent felony convictions older than five years, misdemeanor convictions older than thirty months, arrests that did not lead to convictions, or any arrest/conviction for marijuana possession after the sentence has been completed.

When criminal history is relevant, employers must conduct individualized assessments, focusing on specific offenses that could impact job performance. Additionally, employers must allow applicants a minimum of seven days to correct any inaccuracies before rescinding a job offer based on criminal history.

Exemptions to these restrictions apply to certain sectors, including positions involving access to sensitive information, direct care of vulnerable adults or minors, and roles in public safety.

This legislation aims to promote fair employment practices and reduce barriers to employment for individuals with past criminal records in Prince George's County. Employers should review their background screening processes to ensure compliance by the September 16th deadline.

Source: Employment Fairness Act for Returning Citizens

Posted: August 13, 2024

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