MS HB94

Prohibits employers from inquiring orally or in writing about an applicant's arrest, charges, or criminal convictions on employment applications, except for law enforcement positions and related roles.

Allows employers to inquire about specific criminal convictions if federal or state law mandates disqualification from employment based on those offenses.

Permits inquiries about criminal convictions if a fidelity bond or equivalent bond is required for the position and the conviction would disqualify the applicant from obtaining such a bond.

Authorizes employers to conduct fingerprinting and criminal history record checks, including child abuse registry checks and sex offender registry checks, as permitted by federal or state law.

Takes effect July 1, 2018.