CT HB05237

Prohibits employers from inquiring about prospective employees' arrests, criminal charges, or convictions on initial employment applications, unless required by law or a security/fidelity bond is needed for the position.

Bars employers from requiring employees or applicants to disclose erased criminal records and prohibits denying employment or discharging employees solely based on erased convictions or those with provisional pardons or rehabilitation certificates.

Requires employment application forms asking about criminal history to include a notice informing applicants they are not required to disclose erased records and defining which records qualify as erasable.

Limits access to criminal history information on employment applications to personnel departments and those involved in interviewing, with limited exceptions for financial institutions, securities brokers, and insurance producers for compliance purposes.

Establishes a Fair Chance Employment Task Force to study employment opportunities for individuals with criminal histories and report findings and recommendations to relevant legislative committees by January 1, 2017, and annually thereafter.