FAQs

Frequently Asked Questions:

Q. Does the Fair Chance Employment Act require employers to hire individuals?

A. No, employers are not required to hire and individual under a fair-chance policy. In other words, the employer retains the discretion to hire the most qualified candidate.

Q. Doesn’t Connecticut have Fair Chance/Ban the Box policies already?

A. Yes, in 2010 the State of Connecticut passed into law legislation that eliminated “the box” from state government employment and contractor applications. Along with the state law, multiple municipalities including Hartford, New Haven, Bridgeport, Norwich and New London also have policies that eliminate “the box.”

We know that the most effective policies do not just remove the “box;” they ensure that conviction information is used fairly. Therefore, our Connecticut Fair Chance proposal will not only eliminate “the box” from all private employer applications but will also require employers to make individualized assessments instead of blanket exclusions, consider the age of the offense and its relevance to the job and all candidates should be given an opportunity to review background-check results.

Q. Who supports fair-chance policies?

A. Fair-chance policies are supported by policymakers across the political spectrum, law enforcement, faith leaders, labor unions, civil rights and criminal justice reform groups and more. The U.S. Equal Employment Opportunity Commission has also endorsed the policy.

Q. Who has adopted fair-chance policies?

A. Currently 19 states and over 100 cities and counties around the country have adopted fair chance policies. Six states and many local jurisdictions apply their policies to private employers and/or government contractors.

Target, Walmart, Home Depot, Koch Industries, Starbucks, Bed, Bath & Beyond have all removed the question about convictions from their initial job applications.