NC H409

Establishes new hiring practices for state agencies to reduce employment barriers for individuals with criminal histories, except for positions required by law to conduct background checks, law enforcement roles, and positions involving direct interaction with minors or elderly.

Prohibits state agencies from asking applicants about criminal records until the applicant has signed a release waiver, is being considered for a specific position, and has received an interview.

Requires state agencies to consider five factors when evaluating applicants with criminal histories: nature and gravity of offense, time elapsed since offense, applicant's age at conviction, whether offense relates to job duties, and evidence of rehabilitation.

Mandates that applicants be informed of potential adverse employment decisions based on background checks and given opportunity to correct inaccurate information before final hiring decisions are made.

Requires the Office of State Human Resources to conduct quarterly compliance reviews, report annually to the General Assembly, and collect and publish data on hiring outcomes for applicants with criminal histories.