纽约市最近通过了公平机会招聘政策，这将影响雇主在进行员工背景调查时必须遵守的协议。这些政策是对现有纽约市公平机会法案或 NYCFCA 的修订，为有犯罪历史的个人提供额外的就业保护。新政策于 2021 年 7 月 29 日星期四生效。
根据修正案，该市的雇主必须采用新的两步程序进行背景调查，以审查候选人的犯罪历史。新背景调查方法的两步性质是由于 NYCFCA 限制了雇主可以用作撤销工作机会理由的信息。由于犯罪背景调查结果、ADA 允许的体检以及“雇主在提供有条件录取通知书之前无法合理知道的其他信息，纽约市雇主仍被允许撤回有条件录取通知书。
这条新规则最重要的含义不是它如何限制雇主进行犯罪历史筛查的能力——而是雇主不能再取消有条件的工作机会，以获得他们通过非犯罪背景调查收集的信息。一个例子：如果一所学校正在对教师进行背景调查，并希望核实候选人的教育、工作经历、专业执照和推荐信，学校必须在提供工作机会之前进行这些背景调查。
禁止诸如 NYCFCA 之类的框令禁止雇主在提供有条件的就业机会之前进行犯罪背景调查的情况并不少见。然而，由于大多数雇主为了方便而一次性安排所有背景调查，这一要求导致许多雇主将所有 背景调查推迟到提供初始就业机会之后。
为了遵守这些修正案，纽约市雇主应该习惯于分两个阶段进行员工背景调查。第一阶段可以包括大多数非犯罪背景调查，例如教育、就业、推荐信和专业执照的验证检查；民事历史检查；和信用记录检查。第二阶段可以包括任何可能揭示一个人犯罪历史的背景调查，包括犯罪历史检查和驾驶记录检查，因为这些有时可以显示刑事犯罪，例如酒后驾车。
如果雇主因任何原因无法进行两阶段背景调查，NYCFCA 要求他们建立内部系统，将犯罪历史信息与非犯罪详细信息“隔离”。该系统应确保招聘过程中的决策者在潜在雇主提供有条件的就业机会之前永远不会看到犯罪背景调查的详细信息。公司的某个人可以查看背景调查报告，编制一份报告，将非犯罪信息分离出来，然后将该信息提供给决策者。
在 GOOHO.CN，我们按单点方式分解我们的背景调查服务——这种方法使雇主可以轻松地将他们的员工背景调查分为不同的类别。
fair chance hiring policies that will impact the protocols that employers must follow while running employee background checks. The policies, which are amendments to the existing New York City Fair Chance Act or NYCFCA, provide extra employment protections for individuals who have criminal histories. The new policies went into effect on Thursday, July 29, 2021.
Under the amendments, employers in the city must adopt a new two-step process for conducting background checks to vet candidates for criminal history. The two-step nature of the new background check approach is due to the NYCFCA restricting the information that an employer can use as grounds for rescinding a job offer. NYC employers are still allowed to retract a conditional offer because of criminal background check results, medical examinations as permitted by the ADA, and “other information the employer could not have reasonably known before making the conditional offer.
The most significant implication of this new rule is not how it restricts employers in their ability to run criminal history screenings—rather, it is that employers can no longer rescind conditional job offers for information that they gleaned through noncriminal background checks. An example: If a school is running background checks for teachers and wishes to verify a candidate’s education, employment history, professional license, and references, the school must run those background checks before making a job offer.
It isn’t uncommon for ban the box ordinances such as the NYCFCA to bar employers from running criminal background checks until after making a conditional offer of employment. However, because most employers order all their background checks at one time for convenience, this requirement has caused many employers to delay all background checks until after making an initial employment offer.
To comply with these amendments, NYC employers should get accustomed to running employee background checks in two phases. The first phase can include most noncriminal background checks, such as verification checks for education, employment, references, and professional licenses; civil history checks; and credit history checks. The second phase can include any background checks that might reveal a person’s criminal past, including criminal history checks and driving record checks, as these can sometimes show criminal offenses such as DUIs.
If employers are unable, for any reason, to run a two-phase background check, the NYCFCA requires them to establish internal systems to “segregate” criminal history information from noncriminal details. This system should ensure that decision-makers in a hiring process never see criminal background check details before a potential employer makes a conditional employment offer. Someone at the company can look at the background check reports, compile a report that separates out noncriminal information, and then deliver that information to the decision-maker.
At backgroundchecks.com, we break down our background check services a la carte–an approach that makes it easy for employers to divide their employee background checks into separate categories.
