Who is required to post the City of Los Angeles Fair Chance Hiring Poster?
The City of Los Angeles Fair Chance Hiring Poster must be posted by (1) private employers with 10 or more employees who work within the geographic boundaries of the City and (2) City contractors and subcontractors.
Are there different posters for private employers and city contractors?
The City of Los Angeles, California has created separate posters for private employers and city contractors. The appropriate poster can be selected from the options drop-down menu.
City of Los Angeles Fair Chance Hiring Poster to be posted by private employers:
The City of Los Angeles’ Fair Chance Initiative, a.k.a “Ban the Box” Ordinance, establishes the following rights and restrictions applicable to private employers with 10 or more employees:
- Employers cannot seek information about an applicant’s criminal history until after a conditional offer of employment has been made.
- An employer that rescinds an offer of employment based on a criminal background check is required to perform an “individualized assessment” connecting the criminal history to particular aspects of the job, and to provide the applicant with written notification of the proposed adverse action and assessment documents.
- An applicant who has received a notice of adverse action has the right to the “Fair Chance Process.” This process allows the applicant to provide additional information regarding the accuracy of the report or to provide mitigating information. An employer must hold the job open for 5 days to allow the applicant to provide the additional information. An employer is required to reassess their decision in light of the supplemental information.
City of Los Angeles Fair Chance Hiring Poster to be posted by city contractors and subcontractors:
The City of Los Angeles’ Fair Chance Initiative, a.k.a. “Ban the Box” Ordinance, establishes the following rights and restrictions applicable to City contractors and subcontractors:
- City contractors and subcontractors cannot seek information about an applicant’s criminal history until after a conditional offer of employment has been made.
- An employer that rescinds an offer of employment based on a criminal background check is required to perform an “individualized assessment” connecting the criminal history to particular aspects of the job, and to provide the applicant with written notification of the proposed adverse action and assessment documents.
- An applicant who has received a notice of adverse action has the right to the “Fair Chance Process.” This process allows the applicant to provide additional information regarding the accuracy of the report or to provide mitigating information. An employer must hold the job open for 5 days to allow the applicant to provide the additional information. An employer is required to reassess their decision in light of the supplemental information.
The law is enforced by the Office of Contract Compliance.