Connecticut bans the box

ban the box‘. Although the state’s ban-the-box law generally prohibits employers from inquiring into applicants’ prior arrests, criminal charges, or convictions on initial employment applications, there are exceptions to this restriction. An employer may inquire about an applicant’s prior arrests, criminal charges, or convictions on an employment application form if:

• the employer is required to do so by an applicable state or federal law
• a security or fidelity bond or an equivalent bond is required for the position

Under the law, employers may still inquire into applicants’ criminal histories, but such background inquiries must occur after an employment application has been completed, e.g., during an interview. The law further establishes a “fair chance employment task force” to study issues related to the hiring process, including the employment opportunities available to individuals with criminal histories. Eric Gjede of the Connecticut Business and Industry Association welcomes the legislation: “It still allows employers to protect employees, but it gives people a chance to get into the business and explain a little bit about themselves and not just be rejected at the get-go”. Ban the box has been controversial in some jurisdictions where it’s been enacted, but the drafters of the law say Connecticut has tried to take account of best practice around the country.]]>