COVID-19 Update: Despite court closures in many areas, Sterling is still able to complete criminal checks with minimal disruption thanks to our proprietary end-to-end automation that allows us to access court information. For additional info on how Sterling is handling the COVID-19 situation, please visit our COVID-19 page.

May 25th, 2016 | Sterling

“Ban The Box: Where Are We Now?” Register for our webinar to find out.

Ban The Box: Where Are We Now? Register for our webinar to find out.

If you’re unfamiliar with Ban the Box – it’s quite simple. It’s a movement to eliminate asking if one of your potential candidates has been convicted of a crime until after you extend an offer. In fact, more than 100 US cities have embraced this practice – making it critical that hiring companies are remaining compliant and following the law.

Yet there is a lot of controversy surrounding this issue. On one hand companies feel like they are entitled to knowing the full history of a potential employee before extending an offer letter. On the other hand, some say that candidates with prior convictions are unfairly passed over for a past conviction that may not be relevant to their employment. It’s a slippery slope and it’s not getting any easier.

Regardless of your personal feelings on Ban the Box, one thing is for sure – with more and more cities enforcing this regulation, you need to be in the loop on what is happening. This is why on Wednesday, June 1 we will be hosting a webinar at 2:00 PM ET where you’ll learn:

  • Which states and cities have now banned the box
  • What employers can do to stay compliant across multiple jurisdictions
  • Why some employers paid the price for getting it wrong
  • Predictions for the growth and enforcement of Ban the Box laws in 2016

And for those of you looking for HRCI or SHRM credits – you’re in luck! This program has been approved for 1 credit hour.

Get all of the details by signing up for our webinar here.

See you soon!

Ban The Box: Where Are We Now? Register for our webinar to find out.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.