We update this overview of ban-the-box rules often. But laws change quickly, and we cannot guarantee all information is current. Always consult your attorney for legal advice.
Guidance
Ban-the-box compliance, targeted screens, and individualized assessments apply only when taking adverse action due to criminal records. They are not required when taking adverse action based on non-criminal records.
STATE LAWS — PUBLIC AND PRIVATE SECTOR
Who must follow: This ban-the-box law applies to all employers in Connecticut.
Timing of inquiry: Employers in Connecticut may not inquire into criminal history on the job application form.
Adverse action implications:
Consideration of records. Employers are prohibited from rejecting an applicant or terminating an employee because of erased records and a prior conviction for which the individual has received a provisional pardon or certificate of rehabilitation pursuant to Conn. Gen. Stat. § 54-130a, or a certificate of rehabilitation pursuant to Conn. Gen. Stat. § 54-108f.
Final adverse action notice. Your final adverse action notice must inform the candidate of what information in the background check led to final adverse action and why.
Who must follow: This ban-the-box law applies only if you are a public sector employer for the City of Bridgeport, CT and are hiring civil service applicants.
Timing of inquiry: Public sector employers for the City of Bridgeport may only inquire into criminal history after the candidate has applied and been deemed eligible to complete the Civil Service Exam.
Adverse action implications:
Individualized assessment. This location requires the employer to conduct an individualized assessment prior to sending a final adverse action notice.
Waiting period: You must wait 10 full calendar days between sending a pre-adverse action notice and the final adverse action notice.
Note: This law’s requirements are in addition to the requirements imposed under Connecticut state law.
Who must follow: This ban-the-box law applies only if you are a public sector employer or vendor for the City of Hartford, CT.
Timing of inquiry: Public sector employers and vendors for the City of Hartford may only inquire into criminal history when required by law or when warranted due to the sensitive nature of the position. When required or warranted, such inquiry may only be made after a conditional offer of employment.
Adverse action implications:
Pre-adverse action. The pre-adverse action process must inform candidates what parts of the background check may lead to final adverse action.
Waiting period. You must wait 7 business days between sending a pre-adverse action notice and the final adverse action notice.
Individualized assessment. Employers covered under this law must conduct an individualized assessment prior to sending a final adverse action notice.
Final adverse action. The final adverse action process must inform candidates of the specific parts of the report that lead to adverse action.
Note: This law’s requirements are in addition to the requirements imposed under Connecticut state law.
Who must follow: This ban-the-box law applies only if you are a public sector employer or vendor for the City of New Haven, CT.
Timing of inquiry: Public sector employers and vendors for the City of New Haven may only inquire into criminal history after a conditional offer.
Adverse action implications:
Pre-adverse action notice. Along with your pre-adverse action notice, you must provide the background check with a highlight(s) of the particular conviction(s) that may warrant final adverse action.
Waiting period. After a candidate receives the pre-adverse action notice, you must provide 10 additional business days to respond with a rebuttal or mitigating information.
Individualized assessment. Employers covered by this law must conduct an individualized assessment prior to sending a final adverse action notice. The individualized assessment should take into consideration any information provided by the applicant.
Note: This law’s requirements are in addition to the requirements imposed under Connecticut state law.
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