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Original
2026-01-01
Modified
2026-02-28
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<p>New York City and the State of Oregon recently joined the growing list of states and jurisdictions to Ban the Box - prohibiting employers from requesting criminal history until later in the hiring process.</p>
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<p>New York City and the State of Oregon recently joined the growing list of states and jurisdictions to Ban the Box - prohibiting employers from requesting criminal history until later in the hiring process.</p>
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<p>Accurate Background’s latest compliance updates outline the key takeaways of this legislation and answer common questions your organization may have. For easy reference, we’ve included a quick summary of the legislation and links to the complete New York City and Oregon Ban the Box Compliance Updates below.</p>
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<p>Accurate Background’s latest compliance updates outline the key takeaways of this legislation and answer common questions your organization may have. For easy reference, we’ve included a quick summary of the legislation and links to the complete New York City and Oregon Ban the Box Compliance Updates below.</p>
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<p>You can access these Compliance Updates and other recent Ban the Box initiatives on our<strong><a>Legislative Updates</a></strong>page.</p>
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<p>You can access these Compliance Updates and other recent Ban the Box initiatives on our<strong><a>Legislative Updates</a></strong>page.</p>
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<h4>Oregon House Bill 3025</h4>
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<h4>Oregon House Bill 3025</h4>
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<p><strong>Effective:</strong>January 1,2016</p>
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<p><strong>Effective:</strong>January 1,2016</p>
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<p><strong>Key Takeaways</strong></p>
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<p><strong>Key Takeaways</strong></p>
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<ul><li>Affects any employer in Oregon with 1 or more employees.</li>
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<ul><li>Affects any employer in Oregon with 1 or more employees.</li>
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<li>Employers must not require an applicant to disclose a criminal conviction on the employment application.</li>
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<li>Employers must not require an applicant to disclose a criminal conviction on the employment application.</li>
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<li>Employers must not exclude an applicant from an initial interview solely because of past criminal conviction.</li>
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<li>Employers must not exclude an applicant from an initial interview solely because of past criminal conviction.</li>
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</ul><h4><strong>New York Fair Chance Act/Int. No. 318-A</strong></h4>
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</ul><h4><strong>New York Fair Chance Act/Int. No. 318-A</strong></h4>
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<p><strong>Effective:</strong>October 27, 2015</p>
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<p><strong>Effective:</strong>October 27, 2015</p>
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<p><strong>Key Takeaways</strong></p>
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<p><strong>Key Takeaways</strong></p>
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<ul><li>Affects any employer with 4 or more persons in their employ.</li>
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<ul><li>Affects any employer with 4 or more persons in their employ.</li>
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<li>Employers must not inquire about the applicant’s arrest or conviction record until after extending a conditional offer of employment.</li>
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<li>Employers must not inquire about the applicant’s arrest or conviction record until after extending a conditional offer of employment.</li>
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<li>Employers may take adverse action and rescind an offer of employment but must follow specific requirements as noted below.</li>
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<li>Employers may take adverse action and rescind an offer of employment but must follow specific requirements as noted below.</li>
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</ul><h2>Latest Posts</h2>
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</ul><h2>Latest Posts</h2>
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<p>The foregoing commentary is not offered as legal advice but is instead offered for informational purposes. Accurate Background is not a law firm and does not offer legal advice. The foregoing commentary is therefore not intended as a substitute for the legal advice of an attorney knowledgeable of the user’s individual circumstances or to provide legal advice. Accurate Background makes no assurances regarding the accuracy, completeness, currency, or utility of the following information. If any regulatory developments and impacts are continuing to evolve in this area, please contact an attorney for more assistance.</p>
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<p>The foregoing commentary is not offered as legal advice but is instead offered for informational purposes. Accurate Background is not a law firm and does not offer legal advice. The foregoing commentary is therefore not intended as a substitute for the legal advice of an attorney knowledgeable of the user’s individual circumstances or to provide legal advice. Accurate Background makes no assurances regarding the accuracy, completeness, currency, or utility of the following information. If any regulatory developments and impacts are continuing to evolve in this area, please contact an attorney for more assistance.</p>
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