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Original
2026-01-01
Modified
2026-02-28
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<p>As Accurate Background previously reported, Philadelphia’s Ban the Box legislation <a>Bill No. 150815</a>goes into effect<strong>Monday</strong>,<strong>March 14</strong>,<strong>2016. </strong> This law amends Chapter 9-3500 of the Philadelphia Code (“Fair Criminal Records Screening Standards”) to include more comprehensive requirements.</p>
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<p>As Accurate Background previously reported, Philadelphia’s Ban the Box legislation <a>Bill No. 150815</a>goes into effect<strong>Monday</strong>,<strong>March 14</strong>,<strong>2016. </strong> This law amends Chapter 9-3500 of the Philadelphia Code (“Fair Criminal Records Screening Standards”) to include more comprehensive requirements.</p>
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<p>Under this law, employers must:</p>
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<p>Under this law, employers must:</p>
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<ul><li>Not consider an applicant’s criminal history before a conditional offer of employment has been made</li>
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<ul><li>Not consider an applicant’s criminal history before a conditional offer of employment has been made</li>
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<li>Perform an individualized assessment of the applicant’s criminal history</li>
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<li>Perform an individualized assessment of the applicant’s criminal history</li>
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<li>Restrict consideration of criminal conviction to 7 years from date of inquiry</li>
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<li>Restrict consideration of criminal conviction to 7 years from date of inquiry</li>
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<li>Implement an adverse action process beyond FCRA requirements</li>
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<li>Implement an adverse action process beyond FCRA requirements</li>
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<li>Post a summary of requirements from Philadelphia’s Commission on Human Relations where required</li>
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<li>Post a summary of requirements from Philadelphia’s Commission on Human Relations where required</li>
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</ul><p>In addition, in the event the employer rejects an applicant for a job based in whole or in part on criminal record information, the employer shall allow the applicant ten (10) business days to provide evidence of the inaccuracy of the information or to provide an explanation. Please consult with your legal counsel to review the best process for your organization on how to comply with this expanded ordinance.</p>
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</ul><p>In addition, in the event the employer rejects an applicant for a job based in whole or in part on criminal record information, the employer shall allow the applicant ten (10) business days to provide evidence of the inaccuracy of the information or to provide an explanation. Please consult with your legal counsel to review the best process for your organization on how to comply with this expanded ordinance.</p>
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<p>Impacted employers should consider reviewing their hiring process to ensure compliance with the new law. You can read more about this, and other laws, by visiting Accurate Background’s<em><a>Legislative Updates</a></em>.</p>
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<p>Impacted employers should consider reviewing their hiring process to ensure compliance with the new law. You can read more about this, and other laws, by visiting Accurate Background’s<em><a>Legislative Updates</a></em>.</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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<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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