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California Civil Rights Department Launches Online Fair Chance Act Resources

26 Oct

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Update Applicable to:

All California employers with 5 or more employees, and multi-state businesses with 5 or more employees with at least 1 employee working in California.

What happened?

The California Civil Rights Department (CRD) has released an interactive guide to assist employees with understanding their rights under the Fair Chance Act and see if their rights may have been violated when applying for a job.

What are the details?

This is part of a larger Anti-discrimination statute called the Fair Employment and Housing Act (FEHA), which is enforced by the Civil Rights Department (CRD). The FCA is coded in Government Code Section 12952.

This guide can be helpful to employers in order to ensure compliance with existing law and the expectations of the CRD. An exciting piece to this update is that the CRD has provided sample forms for employers to assist them in complying with the Fair Chance Act. The following are the sample forms available to employers:

·         Advertisement and Application / Compliance Statement

·         Conditional Job Offer / Letter

·         Individual Assessment / Form

·         Preliminary Notice to Revoke Job Offer Because of Conviction History / Letter

·         Individual Reassessment / Form

·         Final Notice to Revoke Job Offer Because of Conviction History / Letter

For more information, please see the links below:

Fair Chance Act Guidance for California Employers and Job Applicants

FCA FAQ pdf

CRD FCA sample forms

What do employers need to do?

Employers should review the above links and most importantly, take a look at the new sample forms and review them with their employment attorney to determine if they can be used for their business and make any necessary edits to more accurately reflect its operations and hiring processes.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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