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Nebraska Bans the Box, Bars Employers from Asking About Criminal Past

Nebraska Bans the Box, Bars Employers from Asking About Criminal PastNebraska has become the 11th state in the U.S. to join the Ban the Box movement. Nebraska Governor Dave Heineman (R) signed LB 907 on Wednesday April 14, 2014 that, among other things, prevents employers from inquiring about criminal history on initial job applications. The new law requires that employers cannot conduct a background check until the public employer has determined the applicant meets the minimum employment qualifications. This does not apply to any law enforcement agency, to any position for which a public employer is required by federal or state law to conduct a criminal history record information check, or to any position for which federal or state law specifically disqualifies an applicant with a criminal background.

The law takes effect in July 2014.

Ban the Box Legislation: An Update

In the United States, eleven states (including Nebraska) have embraced a Ban the Box policy, with four extending it to private employers.

Proponents of the Ban the Box movement believe removing any inquiries into an applicant’s past until later in the hiring process ensure they will not be automatically excluded from the pool of potential hires. They also say that employment for ex-offenders is the key to the successful societal re-integration.

However, opponents argue that Ban the Box prevents employers from adequately screening applicants when questions about criminal history are not asked until very late in the process. Ban the Box has also resulted in a patchwork of laws that create inconsistencies and make it increasingly difficult to perform what most would consider even the most basic due diligence in the screening process. Companies with multiple locations may have different regulations depending on the Ban the Box legislation specific to that locale.

Our Ban the Box White Paper is a helpful tool for employers to understand the proper usages of criminal records in the screening process and mitigate the risk of negligent hiring and disparate-impact claims. As Ban the Box continues to sweep the nation, we continually update our White Paper to provide the most up-to-date information available. Get your copy now »

Some of the statewide Ban the Box legislation effective this year:

  • California: Two new laws regulate permissible applicant inquiries in California. Senate Bill 530 – effective January 1 – amends California’s Labor Code to include an additional prohibition for public and private employers related to pre-employment inquiries. Effective July 1, 2014, AB 218 bars public sector employers from asking about criminal records on employment applications. The legislation stipulates law enforcement positions are exempted from the requirements, as are other positions that require a criminal background check by law. Other exemptions include: (1) if the applicant would be required to possess or use a firearm in the course of his or her employment; (2) if an individual who has been convicted of a crime is prohibited by law from holding the position sought by the applicant, regardless of whether that conviction has been expunged, judicially ordered sealed, statutorily eradicated, or judicially dismissed following probation; (3) if the employer is prohibited by law from hiring an applicant who has been convicted of a crime.
  • Minnesota: Governor Mark Dayton signed into law Senate File 523 to extend the states existing Ban the Box policy to include private employers. Effective January 1, the law prohibits employers from (1) inquiring into or consider or require disclosure of criminal record information until the applicant has been selected for an interview, or if there is not an interview, until a conditional job offer of employment has been extended to the applicant, and; (2) using any form of employment application that seeks such criminal record information. Exemptions include employers who are statutorily required to consider criminal history in hiring for particular types of employment such as child-care agencies and services that work with vulnerable adults. An interesting note: following the statewide policy, Minneapolis-based retailer Target Corp. announced their plans to Ban the Box on employment applications.
  • Rhode Island: The new legislation effective January 1 prohibits inquiries on employment applications regarding prior criminal convictions except when federal or state law mandates disqualification of a person from employment because of a prior conviction or specifically authorizes such inquiries. It applies to both public and private employers in Rhode Island employing four or more individuals, or any person acting directly or indirectly in the interest of an employer. The law amends section 28-5-7 of the State of Rhode Island General Laws entitled “Fair Employment Practices,” making it an “unlawful employment practice” for an employer to inquire about whether an applicant has ever been convicted of a crime before the first interview. Exemptions include law enforcement agency positions or positions related to law enforcement agencies.


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