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 SECTOR
Who must follow: This ban-the-box law applies only if you are a public sector employer for the State of Georgia.
Timing of inquiry: Public sector employers for the state of Georgia may not inquire into criminal history on job applications.
Who must follow: This ban-the-box law applies only if you are a public sector employer for the city of Atlanta, GA.
Timing of inquiry: Public sector employers for the city of Atlanta may only inquire into criminal history once the candidate has completed the second interview, or until deemed qualified.
Adverse action implications:
Final adverse action. The final adverse action process must inform the applicant which parts of the report led to final adverse action.
Who must follow: This ban-the-box law applies only if you are a public sector employer for the city of Augusta, GA, or for Augusta-Richmond County, GA.
Timing of inquiry: Public sector employers for the city of Augusta may only inquire into criminal history after the candidate is selected as a finalist.
Adverse action implications:
Individualized assessment. Employers covered by this law must conduct an individualized assessment prior to sending a final adverse action notice.
Who must follow: This ban-the-box law applies only if you are a public sector employer for Macon Bibb County, GA.
Timing of inquiry: Public sector employers for Macon Bibb County may only inquire into criminal history after the applicant has been deemed qualified for the position. They may not inquire prior to the first interview.
Adverse action implications:
Final adverse action. The final adverse action process must inform the applicant which parts of the report led to final adverse action.
GoodHire.com uses cookies. By entering and using this site, you consent to the use of only necessary cookies to enhance your site experience and improve our services.
