Los Angeles Fair Chance Initiative

City of Los Angeles, CA Fair Chance Hiring Poster

$13.95

All employers in the City of Los Angeles with 10 or more employees working within the City’s geographic boundaries must post this poster.

17″ x 11″ – laminated both sides.

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SKU: 05081

The law requires additional posters for your industry

Pick your industry to be in complete compliance with all state and federal labor laws for your state and industry.

The City of Los Angeles’ Fair Chance Initiative, a.k.a “Ban the Box” Ordinance, establishes the following rights and restrictions:

  • 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.

The law is enforced by the Office of Contract Compliance. Employers with 10 or more employees who work within the geographic boundaries of the City are required to post the notice of the Fair Chance Initiative.

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:

  1. City contractors and subcontractors cannot seek information about an applicant’s criminal history until after a conditional offer of employment has been made.
  2. 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.
  3. 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.

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