New ACLU report can be read here.
The WSBA's Civil Rights Law Section supports the Washington Fair Chance Act:
Watch the January 25 House Labor & Workplace Standards Committee hearing.
Updated 4:53 pm: Hearing on SB 5312 will be on Wednesday, February 1 at 1:30. You can watch the hearing here: http://www.tvw.org/watch/?eventID=2017021030
150 cities and counties and 24 states have now adopted "ban the box" policies. The jurisdictions encompass 206 million people, roughly two-thirds of the United States.
A handful of recent studies have asserted that ban-the-box policies are in fact detrimental to job applicants they are supposed to be helping. Research published in the Harvard Law Review and a University of Michigan Law School paper argue that the policies exacerbate "statistical discrimination" in hiring -- that is, if employers can't find out upfront which of their job applicants have criminal records, then they will assume that the Black and Latino applicants have criminal records and avoid calling them back.
The National Employment Law Project (NELP) makes a good case to be very weary of the studies' conclusions:
Our review of the studies leads us to these top-line conclusions: (1) The core problem raised by the studies is not ban-the-box but entrenched racism in the hiring process, which manifests as racial profiling of African Americans as “criminals.” (2) Ban-the-box is working, both by increasing employment opportunities for people with records and by changing employer attitudes toward hiring people with records. (3) When closely scrutinized, the new studies do not support the conclusion that ban-the-box policies are responsible for the depressed hiring of African Americans. (4) The studies highlight the need for a more robust policy response to both boost job opportunities for people with records and tackle race discrimination in the hiring process—not a repeal of ban-the-box laws.
In following the lead of a growing number of cities and municipalities, Tacoma acknowledged the obvious: People with a criminal conviction on their records have a difficult time finding employment, and that has consequences for folks trying to overcome their pasts and turn their lives around, and for our community as a whole.
From the Vermont Governor's press release:
The bill (H.261), prohibits employers from asking questions about prior criminal convictions on an initial job application, allowing applicants to be judged on their work history and qualifications rather than on a mistake made in their past. Employers will still be allowed to ask questions in later stages of the hiring process and the law provides exemptions for certain positions where a criminal conviction would automatically disqualify an applicant due to state or federal law.
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