Need To Run Background Checks In Washington, D.C.? Fair Credit Reporting Act (FCRA) In order to set a standard for […]
\n","content":"We update this overview of Washington, D.C. background check laws and ban-the-box rules often. But laws change quickly, and we cannot guarantee all information is current. Always consult your attorney for legal advice.
In order to set a standard for hiring policies, the federal government created the Fair Credit Reporting Act, or FCRA, which monitors and protects both employers and job candidates.
\n\n\n\nDC Code Sec. 2-1402.66
Our Take: Employers are prohibited from requesting that a job applicant supply an arrest record at his or her own expense.
Fair Credit in Employment Amendment Act of 2016
Our Take: With a few exceptions, D.C. employers are prohibited from requesting or utilizing a current or prospective employee’s credit information when making an employment decision.
DC Code Sec. 2-1402.66
Our Take: DC Employers are prohibited from requesting that a job applicant supply an “arrest record” at his or her own expense. Please note that “arrest record” does not mean “consumer report.”
DISTRICT LAWS — PUBLIC AND PRIVATE COMPANIES
\n\n\n\nWho Must Follow: This ban-the-box law applies to all employers in the District of Columbia who employ more than 10 people within the District.
\n\n\n\nTiming of inquiry: Employers in the District of Columbia may only inquire into criminal history after making a conditional offer.
\n\n\n\nConsideration of records: The employer may only ask about criminal conviction(s) and pending cases. The employer can never inquire into arrests or criminal accusations that aren’t pending.
\n\n\n\nAdverse action implications:
\n\n\n\n