Rivalry2

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Original 2026-01-01

Modified 2026-02-28

1 <h2>Need To Run Background Checks In Washington, D.C.?</h2>

2 GoodHire Offers State, National & Federal Criminal Background Checks:

3 <ul><li>Get up & running in minutes</li>

4 <li>Industry-leading turnaround times</li>

5 <li>US-based support, available at no extra charge</li>

6 </ul><h2>Fair Credit Reporting Act (FCRA)</h2>

7 In order to set a standard for hiring policies, the federal government created the Fair Credit Reporting Act, or FCRA, which monitors and protects both employers and job candidates.

8 <h2>District Laws</h2>

9 DC Code Sec. 2-1402.66

10 Our Take: Employers are prohibited from requesting that a job applicant supply an arrest record at his or her own expense.

11 Fair Credit in Employment Amendment Act of 2016

12 Our Take: With a few exceptions, D.C. employers are prohibited from requesting or utilizing a current or prospective employee’s credit information when making an employment decision.

13 DC Code Sec. 2-1402.66

14 Our Take: DC Employers are prohibited from requesting that a job applicant supply an “arrest record” at his or her own expense. Please note that “arrest record” does not mean “consumer report.”

15 <h2>Ban-The-Box & Fair Hiring Laws</h2>

16 DISTRICT LAWS - PUBLIC AND PRIVATE COMPANIES

17 Who Must Follow: This ban-the-box law applies to all employers in the District of Columbia who employ more than 10 people within the District.

18 Timing of inquiry: Employers in the District of Columbia may only inquire into criminal history after making a conditional offer.

19 Consideration of records: The employer may only ask about criminal conviction(s) and pending cases. The employer can never inquire into arrests or criminal accusations that aren’t pending.

20 Adverse action implications:

21 <ul><li>Pre-adverse action notice: A copy of the document Notice of Right to File Complaint must be included with a <a>pre-adverse action notice</a>.</li>

22 <li>Individualized assessment: Employers covered under this law must conduct an individualized assessment prior to sending a final adverse action notice.</li>

23 <li>Revocation of conditional offer: An employer may only take an adverse action against an applicant for a legitimate business reason. The employer’s determination of a legitimate business reason must be reasonable in light of the individualized assessment, which incorporates EEOC criteria.</li>

24 <li>Candidate’s right to access: If an applicant believes that a conditional offer was terminated on the basis of a criminal conviction, the applicant may request, within 30 days after the adverse action, that the employer provide the applicant within 30 days after the receipt of the request:<ol><li>A copy of any and all records procured by the employer in consideration of the applicant, including criminal records; and</li>

25 <li>A notice that advises the applicant of his or her opportunity to file an administrative complaint with the Office of Human Rights.</li>

26 </ol></li>

27 </ul>