California Fair Chance Act (FCA) Packet
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Including guidance on criminal history; job application and advertisement requirements; a sample conditional offer of employment and criminal history inquiry; templates for assessing and notifying of adverse actions; and more.
California Fair Chance Act (FCA) Packet
If California employers, haven’t done so already, they will need to make changes to their background check and criminal history review process thanks to the Fair Chance Act (FCA). The FCA, also known as “Ban the Box,” is a California law meant to ensure workers with convictions are more fairly considered for jobs. This means California employers may not ask about conviction history on job applications. They must wait until after they have made a conditional job offer to a candidate to run a conviction background check.
This packet includes guidance for hiring and the law regarding considering criminal history; job application and advertisement requirements; a sample conditional offer of employment and criminal history inquiry; templates for assessing and notifying of adverse actions; forms for withdrawing an offer and much more (includes Local ordinances in Los Angeles and San Francisco); as well as guidance on obtaining background checks and all forms and templates to comply with FCRA and ICRA.
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This California’s Fair Chance Act Packet and any information contained herein is provided for informational purposes only, and does not constitute legal or tax advice. Any document(s) and information should be reviewed by your respective legal counsel for the jurisdiction(s) in which your employees are located and/or in which you operate to ensure compliance with all applicable federal, state, and local law, and to ensure that it is appropriate to your particular situation. This packet contains a non-exhaustive overview of applicable California state laws and local ordinances and does not include a complete explanation of each law or ordinance referenced in the materials. Note that state laws and local ordinances are regularly updated and new laws are implemented; therefore, you should review all relevant laws in effect for any changes. The materials are intended for personal use only and distribution without fpSOLUTIONS’ express written consent is prohibited.