If it is
approved in the next Florida legislative session, a proposed new state law
would prohibit private employers from inquiring into, or considering, a job
applicant’s criminal history on an initial employment application.
Such screenings would only be
allowed after the employer has determined that a job applicant meets the
minimum requirements to qualify for a job offer.
Bill SB-214, introduced in
Tallahassee on December 23, 2014, by State Senator Jeff Clemens (D-Lake Worth),
is entitled “An act relating to discrimination in employment screening.” It
seeks to address what Clemens describes as a statewide need to reduce barriers
to employment for people who have a criminal history, with the goal of lowering
unemployment rates in communities that have concentrated numbers of people who
have a criminal history.
According to the preface to the
proposed new law, “Restricting an employer from inquiring into or considering
an applicant’s criminal history on an initial employment application increases
employment opportunities for those who have a criminal history, thereby
reducing the rate of recidivism and improving economic stability.”
The new
statute, to become effective on July 1, 2015, provides as follows:
Unlawful employment screening.—Unless
otherwise
required by law, an employer may not inquire into or consider an
applicant’s criminal history on an initial employment
application. An employer may inquire into or consider an
applicant’s criminal history only after the applicant’s
qualifications have been screened and the employer has
determined that the applicant meets the minimum employment
requirements specified for a given position.
Clemens’
proposal tracks the position on job applicants’ criminal histories adopted by
the United States Equal Employment Opportunity Commission (EEOC), the Washington-based
agency that enforces federal laws against employment discrimination.
The
EEOC believes that an employer's use of an individual's criminal history –
especially if focusing on arrests rather than convictions -- in making
employment decisions may, in some instances, violate the prohibition against
employment discrimination under Title VII of the Civil Rights Act of 1964.
A
violation may occur when an employer treats criminal history information
differently for different applicants or employees, based on their race or
national origin, so that disparate treatment results. According to the federal
agency, national data supports a finding that criminal record exclusions have a
disparate impact on job seekers based on race and national origin.
Nationally,
African Americans and Hispanics are arrested in numbers disproportionate to
their representation in the general population. In 2010, 28% of all arrests
were of African Americans, even though African Americans only comprised
approximately 14% of the general population. In 2008, Hispanics were arrested
for federal drug charges at a rate of approximately three times their
proportion of the general population. Moreover, African Americans and Hispanics
were more likely than Whites to be arrested, convicted, or sentenced for drug
offenses even though their rate of drug use is similar to the rate of drug use
for Whites.
Furthermore,
African Americans and Hispanics also are incarcerated at rates disproportionate
to their numbers in the general population. Based on national incarceration
data, the U.S. Department of Justice estimated in 2001 that 1 out of every 17
White men (5.9% of the White men in the U.S.) was expected to go to prison at
some point during his lifetime, assuming that current incarceration rates
remain unchanged. This rate climbs to 1 in 6 (or 17.2%) for Hispanic men. For
African American men, the rate of expected incarceration rises to 1 in 3 (or
32.2%). Based on a state-by-state examination of incarceration rates in 2005,
African Americans were incarcerated at a rate 5.6 times higher than Whites.
Thus,
according to the EEOC, an employer's neutral policy (e.g., excluding job applicants
right away from employment based on certain criminal conduct) may
disproportionately impact some individuals protected under Title VII, and may
violate the law if not job related and consistent with business necessity.
Therefore,
the EEOC recommends that employers develop a targeted initial criminal history screen
for job applicants that considers the nature of the crime(s), the time elapsed
since the offense(s), and the nature of the job. The employer's policy should then provide an
opportunity for an individualized assessment for those people identified by the
screen, to determine if the policy as applied is job related and consistent
with business necessity. Applicants with a criminal history should be provided
an opportunity to explain their circumstances and personal history before a
final employment decision is made.