SB2282 Summary

• Prohibits lawsuits against employers, general contractors, premises owners, or third parties solely for hiring an employee or independent contractor convicted of a nonviolent, non-sexual offense.

• Bars introduction of evidence about prior nonviolent, non-sexual convictions in negligent hiring actions, unless the employer knew of the conviction or was grossly negligent in not knowing it and the conviction was directly related to the nature of the employee's work.

• Preserves existing lawsuits for failure to provide adequate supervision, but restricts when prior nonviolent, non-sexual conviction evidence can be used.

• Creates exceptions allowing prior conviction evidence in cases involving misuse of funds or property when the position involves fiduciary responsibilities, misappropriation by hired attorneys, or violent offenses by law enforcement officers or security guards.