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NOLO & Duke Join Growing List of Cities & Universities “Banning-the-box” on Employment & Academic Applications


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NOLO & Duke Join Growing List of Cities & Universities “Banning-the-box” on Employment & Academic Applications

The City of New Orleans recently joined a growing list of cities and related jurisdictions with “Ban-the-Box” legislation.

From TheAdvocate.com (Oct 18, 18):

The New Orleans City Council unanimously passed an ordinance that prevents city contractors from asking about potential hires’ criminal history on their job applications, a measure that extends an existing City Hall policy to people who want to work under employers with city contracts, cooperative endeavor grants or grant funding.

Councilmembers and proponents argue that applicants should be considered for employment on the merits of their skill and experience, not be automatically removed as a candidate because of their criminal history. (The measure does not prevent employers from performing background checks.) (1)

“Ban-the-Box” legislation relates to the use of criminal background records as part of employment application.

Adam Almeida, President and CEO of CriminalBackgroundrecords.com states: “Typically applications include the “Box” to check if the applicant had a criminal past. Just by checking this box is it suggested that many applicants make it no further in the process.”

From the National Employment Law Project (Sep 25, 18):

Nationwide, 33 states and over 150 cities and counties have adopted what is widely known as “ban the box” so that employers consider a job candidate’s qualifications first—without the stigma of a conviction or arrest record. Borne out of the work of All of Us or None, these initiatives provide applicants a fair chance at employment by removing the conviction history question from job applications and delaying background checks until later in the hiring process. (2)

Almeida adds: “Background checks are still conducted but the process is delayed in the hiring process.”

In a similar move Duke University has joined other Universities and New Orleans in “Banning-the-box.”

From DukeChronicle.com (Nov 01, 18):

By "banning the box"—and therefore no longer requiring applicants to disclose their criminal records when initially applying—Duke follows a number of similar policies adopted at other colleges.

The move came after other university systems such as the State University of New York system and the University of California system banned the box for all job applicants in September 2016 and July 2017, respectively. Louisiana and Maryland have also instituted statewide bans disallowing colleges from asking about crimes during the application process, and the Common Application is set to follow suit for next year's college application season. (3)

Almeida concludes: “A best practice for Universities and cities, such as New Orleans, remains that a well-qualified third-party background screening agency be utilized in vetting new students and employees.”

CriminalBackgroundRecords.com is a third-party background screening company that can provide compliant solutions for all screening requirements. From pre-employment to post-hire screening, as well as volunteer, caregiver and nanny checks, CriminalBackgroundRecords.com provides background screening services across a broad array of industries. From the smallest organization to the largest corporation, CriminalBackgroundRecords.com can fulfill every background screening requirement.

Notes:

  1. theadvocate.com/gambit/new_orleans/news/article_15651392-d30e-11e8-8ac6-67759ad93438.html
  2. nelp.org/publication/ban-the-box-fair-chance-hiring-state-and-local-guide/
  3. dukechronicle.com/article/2018/11/dukes-move-to-ban-the-box-follows-trend-established-by-other-states-universities

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