LOGIN Request a call

← BLOG  |  EMPLOYMENT LAW UPDATES  |  NEWS

City of Philadelphia Strengthens Its “Ban on the Box” with Amendment

06 Feb

Share
Update Applicable to:Effective date
All employersJanuary 19, 2024


What happened?

On December 20, 2023, Philadelphia’s city mayor signed Bill 230571, amending its Fair Criminal Record Screening Standards.

What are the details? 

The amended Ordinance prohibits: 

(1) inquiries on employment applications regarding arrests and convictions 

(2) inquiries and personnel decisions based on records of an arrest that did not result in a conviction. 

The purpose of this is to increase the hiring and reduce the recidivism of qualified ex-offenders through employment.

The aim of this initiative is to provide more job opportunities for qualified ex-offenders and reduce the likelihood of them returning to prison. It is illegal for employers to reject an applicant or terminate an employee based on a conviction that has been overturned.


Business Considerations 

  • Create or update your background check policies and practices regarding the “Ban the Box” provisions. 
  • You may want to ensure how to oversee situations in which a candidate identifies that an offense falls in a post-conviction relief before potentially denying employment based on such a record.


Resources:


Source References

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

Learn more about how Vensure's Pennsylvania 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.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image