Connecticut has joined Austin, Texas; Portland, Oregon; and New York City in prohibiting the request of criminal history information on an initial employment application. It is recommended that employers conduct a broader assessment of their pre-employment screening practices to strengthen its compliance with federal, state and local laws, as well as the Fair Credit Reporting Act before its January 1, 2017 effective date. Companies also should consider where they stand with coverage and exceptions of the law; unlawful practices; notice requirements applicable to the exceptions; existing restrictions on the use of certain criminal history events; and proper enforcement.

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