Criminal histories and credit scores will soon be an off-limit topic for job applications in Delaware’s public sector. HB 167 passed the Delaware Senate on May 1, 2014, and is expected to be signed into law by Gov. Markell soon.
As we previously reported, the bill would prohibit public employers and contractors with State agencies from:
inquiring into or considering the criminal record, criminal history, or credit history or score of an applicant before it makes a conditional offer to the applicant.
Once a conditional offer of employment has been made, the employer may perform a background check but, even then,
may only consider felonies for 10 years from the completion of the sentence, and misdemeanors for 5 years from the completion of the sentence.
The bill would also require employers to “several enumerated factors” (i.e., the EEOC’s factors) when deciding whether to revoke a conditional offer based on the results of a background check.
The scope of the bill is broader than you may suspect. It would apply not only to public employers (i.e., State government), but also to “contractors with State agencies.” It does, however, provide for an exception for contractors who are subject to conflicting State or federal laws. For example, a child-care facility that contracts with the State would not be subject to the new law because it is obligated by other State laws to comply with certain background-screening requirements.
The trend towards prohibiting employers from inquiring into an applicant’s criminal history or credit score does not appear to be going away any time soon. Although, for now, only public employers in Delaware will be subject to this ban-the-box law, it may be just a matter of time before the scope is expanded to include private-sector employers, as well.
Other posts on criminal-history checks for potential employees