MN SF361

Expands criminal history employment restrictions to private employers in addition to public employers, requiring both to follow rehabilitation and consideration guidelines when evaluating job applicants with criminal records.

Prohibits private employers from inquiring into criminal records before selecting an applicant for an interview, with exceptions for positions with statutory duty requirements.

Requires employers to consider evidence of rehabilitation including release documentation, time elapsed without subsequent conviction, and letters of reference before disqualifying applicants based on criminal history.

Establishes civil remedies for individuals injured by private employer violations, including damages, injunctive relief, and mandatory attorney fees if violation of interview timing requirements is found; discretionary attorney fees for knowing or reckless violations.

Limits admissibility of criminal history records in civil actions against private employers and exempts from restrictions certain occupations including peace officers, fire protection, school bus drivers, and medical/chiropractic licensing.