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What are Connecticut background check and ban-the-box laws?
We update this overview of Connecticut 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.
- District Laws
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Fair Credit Reporting Act (FCRA)
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.
Conn. Gen. Stat.31-51i(h)(2)
Our Take: At the time a consumer reporting agency issues to an employer a consumer report containing criminal record information, it must provide written notice and a copy of the report to the consumer.
Public Act No. 11-223
Our Take: Credit Reports are prohibited in employment decisions unless: employer is a financial institution; employer reasonably believes employee is engaged in activity that is a violation of law; or report is substantially related to the job.
Ban-The-Box & Fair Hiring Laws
STATE LAWS — PUBLIC AND PRIVATE COMPANIES
Who must follow: This ban-the-box law applies to all employers in Connecticut.
Timing of inquiry: Employers in Connecticut may not inquire into criminal history on the job application form.
Consideration of records: Employers are prohibited from rejecting an applicant or terminating an employee because of erased records and prior conviction for which the individual has received a provisional pardon or certificate of rehabilitation pursuant to Conn. Gen. Stat. § 54-130a, or a certificate of rehabilitation pursuant to Conn. Gen. Stat. § 54-108f.
Adverse action implications: Your final adverse action notice must inform the candidate of what information in the background check led to final adverse action and why.
LOCAL LAWS — PUBLIC AND PRIVATE COMPANIES
See which Connecticut counties and cities have local ban-the-box and fair hiring laws.