CT SB00933

Employers cannot inquire about prospective employees' arrests, criminal charges, or convictions on initial applications unless required by state/federal law or when a security/fidelity bond is required for the position.

Employers cannot require employees or prospective employees to disclose erased criminal records (as defined under sections 46b-146, 54-76o, or 54-142a).

Employment applications containing criminal history questions must include notice that applicants are not required to disclose erased records and explaining what records are subject to erasure.

Employers must adhere to Equal Employment Opportunity Commission guidance on using arrest, criminal charge, or conviction records in employment decisions under Title VII of the Civil Rights Act of 1964.

Employees or prospective employees may file complaints with the Labor Commissioner for violations of these requirements.

All provisions take effect October 1, 2017.