Who must post the Los Angeles County, CA Fair Chance Ordinance Poster?
- Effective September 3, 2024, covered employers with employees who work within the unincorporated areas of Los Angeles County, California, are required to post the Fair Chance Ordinance Poster in a conspicuous place at every workplace, job site or other locations in the unincorporated areas of the County under the employer’s control frequently visited by their employees or applicants.
- Employers must also post the Fair Chance Ordinance posting(s) on website pages frequently visited by their employees or applicants.
- Employers post the Fair Chance Ordinance Poster in English and any other languages spoken by at least 10% percent of the employer’s workforce.
(LA County Municipal Code § 8.300.070)
Who is covered by the Los Angeles County Fair Chance Ordinance?
Covered employers include:
- Employers with:
- Five or more employees (regardless of location), and
- Applicants or employees whose positions involve or will involve working a least two hours a week in the unincorporated areas of Los Angeles County.
- Job placement, temporary agencies, and referral agencies, including non-profit organizations, and organizations providing vocational or educational training.
- Businesses that perform background checks on behalf of covered employers.
Covered employees include:
- Applicants and employees who perform or will perform at least 2 hours of work per week in the unincorporated areas of Los Angeles County, including working remotely, teleworking or telecommuting from a location within the unincorporated areas of the County.
- Temporary, seasonal work, part-time, contracted, and contingent workers.
- Independent contractors and freelance workers providing services for an employer pursuant to contract.
Los Angeles County Fair Chance Ordinance Poster Details:
The poster covers the following information:
- Employers are:
- Prohibited from asking individuals about their criminal history, including on a job application, during an interview, or through a criminal background check, until after a conditional job offer has been made.
- Required to engage in a Fair Chance process before taking adverse actions such as taking back job offers, denying promotions, or terminating employment due to criminal history.
- Types of criminal history or records employers are prohibited from considering.
- Prohibited terminology in job postings.
- A brief description of the Fair Chance process, which requires an employer to perform an individualized assessment as to whether an individual’s criminal history would negatively impact the job and gives the individual time to respond to the assessment, before the employer can make any final adverse employment decision.
- An aggrieved employee may file a complaint with the LA County Department of Consumer & Business Affairs (DCBA), Office of Labor Equity (OLE) within one year of the alleged violation, or file an intent-to-sue notice with DCBA, OLE, before filing a civil court action.