WALTHAM, MASS. (PRWEB) Ban-the-box laws can be unique to an individual state or municipality and this complexity can be highlighted in the New England states where ban-the-box laws are not equal across borders and can create confusion for hiring managers and employers. Adam Almeida, President and CEO of CriminalBackgroundRecords.com opines: “With new ban-the-box laws being implemented every day, the increasing complexity of asymmetrical laws, such as in the New England states, should immediately push companies to work with a well-qualified pre-employment background screening agency in order to stay compliant with various laws governing the use of criminal background records as part of a background check.”
Not all ban-the-box laws are created equal. Each state or municipality can create laws that may have the same outcome, such as ban-the-box, but different paths of arrival. The New England states prove to be the perfect example of how laws governing pre-employment vetting and background screening are different and with smaller sized states, employer’s face the challenge of managing various and complex laws.
From JD Supra’s webpage on February 19, 2020 (jdsupra.com):
Many states and localities have been adopting “ban-the-box,” prohibiting employers (including private employers) from asking applicants to disclose information concerning their criminal histories prior to an initial interview or a conditional offer of employment. Currently, all New England states except Maine and New Hampshire have a ban-the-box law that is applicable to private employers. (1) FULL RELEASE