If you have ever been convicted of a crime, you know how it feels to have to "check the box" on each of your job applications. Not only do you have to disclose this information to complete strangers, but you have to worry about whether they will take your past criminal actions into consideration when ultimately making hiring decisions. Even if you have a clean record, you may have always wondered how checking this box would affect you, should it ever become an issue.
As of January 1, 2015, most employers will no longer be able to inquire about an applicant's criminal history until after the employer extends an offer to the candidate or if an initial determination had been made that the applicant is qualified for an interview. This law essentially will prevent employers from screening applicants based on their criminal histories, allowing qualified applicants a better opportunity to be selected for an interview and, in turn, employment.
Banning the Box on Job Applications
The proper name for "banning the box" is the Job Opportunities for Qualified Applicants Act. This Act, approved by Illinois Governor Pat Quinn, is a long-awaited victory for those with criminal histories. Ban the Box legislation followed a long history of decisions from the Equal Employment Opportunity Commission, which encouraged employers to hire the most qualified applicants, regardless of a possible criminal history. Regardless of whether employers were lawfully permitted to consider things such as an applicant's criminal history, applicants with criminal records always risked having this negative information come up thereby hurting their chances of consideration for the position.
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