NC H208

Prohibits employers from inquiring whether job applicants have been convicted of a criminal offense during the initial application and interview process.

Allows criminal history inquiries only after a conditional job offer is extended or where employment may pose an unreasonable risk to specific individuals or the public.

Requires the Commissioner of Labor to adopt rules defining employment categories where criminal history poses safety risks and establishing assessment factors for employers.

Establishes civil penalties of up to $100 per violation for employers who unlawfully inquire about applicants' criminal convictions.

Effective October 1, 2013 for employment applications submitted on or after that date.