California employers would be wise to take another look at their criminal background check policies in light of the possibility the state may be forced to release many prisoners early because of jail overcrowding, some observers say.
Many employers, particularly large corporations, already have such policies in place. Nationally, all employers must contend with myriad state laws limiting how they may use this information as well as concern by the Equal Employment Opportunity Commission that these checks have a disparate impact on minorities.
In California, a three-judge federal panel has refused to delay a plan to release more than 40,000 inmates from the state’s overcrowded prison system. Gov. Arnold Schwarzenegger’s administration is appealing the decision to the U.S. Supreme Court, and the Legislature is considering the issue, but its ultimate resolution remains uncertain.
In light of the possible releases, “I think it’s a good idea to review company policies and decide what’s appropriate under the circumstances if it hasn’t already been done,” said Christopher W. Olmsted, an attorney with Barker Olmsted & Barnier in San Diego, who said he does not expect violent felons to be released.
Anthony J. Oncidi, a partner with law firm Proskauer Rose in Los Angeles, said that “the more reasonable employer should be more vigilant than ever about doing employment screening and background checks on applicants, because there’s going to be a number of unemployed, former convicted criminals dumped on the street who presumably will, among other things, be looking for a job.”
But firms should take care when constructing or amending background check policies, experts say.
One concern of the EEOC is criminal background checks’ disparate impact on minorities, experts note. According to the Department of Justice’s Bureau of Justice Statistics, as of June 2008, with more than 2.3 million inmates held in prison or jails, black males were incarcerated at 6.6 times the rate of white males.
“Studies reveal that some employers make selection decisions based on names, arrest and conviction records ... all of which may disparately impact people of color,” says the EEOC in discussing its E-RACE initiative, which is intended to “identify issues, criteria and barriers that contribute to race and color discrimination.”
Employers must also comply with the federal Fair Credit Reporting Act and parallel state laws, which require firms to first get applicants’ approval of background checks and to notify applicants if the information uncovered can result in a negative employment decision.
Meanwhile, each state has its own laws with regard to how criminal background checks may be used. In Pennsylvania, applicants can generally be denied a position only when the job is related to their crime, said Carrie B. Rosen, a member of law firm Cozen O’Connor in Philadelphia. An employer is “going to have a hard time arguing” a secretarial job applicant should be rejected because of a drunken driving conviction, she said.
Other states, such as New York, have a multifactor test, Rosen said.
New York’s law, which took effect in February, generally prohibits discrimination on the basis of criminal offenses and says factors including job responsibilities, the time elapsed since the crime was committed, the applicant’s age at the time, and the seriousness of the offense must be taken into account.
In California, an employer cannot take adverse action against an applicant if a person is arrested, but not convicted; if the criminal offense is more than 7 years old; or if the person was put into a community service-type program, Ashe said. The state also forbids employers from even asking about marijuana-related convictions that are more than 2 years old.
Observers note there are certain sectors where criminal background checks may be required, such as hospitals and schools.
There is no blanket rule on conducting background checks, Olmsted said. “The employer needs to exercise good judgment.”
“An employer, in most instances, is going to be safe in excluding those convicted of a felony, even if not specifically related to the job in question,” Oncidi said. “If the employer says, ‘I just don’t want a convicted felon working for me,’ there’s no law that says the employer must hire that person. It’s that simple.”
However, Paul E. Starkman, a partner with law firm Arnstein & Lehr in Chicago, said, “You don’t want to have a blanket written policy that says felons will not be hired.”
Although “alleged quite frequently,” negligent hiring is “a fairly difficult theory to prove,” Oncidi said. “Very few of them even actually get to trial.”
Still, Starkman said, although these cases “don’t come about very often,” when they do, “they can be a big number” in damages awarded.