01.01.2018     New California Law for Pre-Adverse Action Letters

On January 1, 2018 a new California law goes into effect for all Pre-Adverse and Adverse Action letters. It is unique in that it contains new requirements as to what a potential employer must include in a pre-adverse action letter to job applicants—beyond what the federal Fair Credit Reporting Act FCRA”) already mandates. California employers should review their forms to ensure they comply with this new California requirement.


12.19.2016     Los Angeles Ban the Box

On December 19, 2016, Los Angeles Mayor Eric Garcetti signed into law Assembly Bill 218, known as the Los Angeles Fair Chance Initiative for Hiring, which creates a new ordinance that will limit employers' consideration of the criminal history of job applicants. The bill was sponsored by City Councilmember Curren D. Price, Jr. and adopted by the Council by a vote of 12-1 on November 30th. The ordinance becomes effective on January 22, 2017. 

Under the new law, employers located in Los Angeles are prohibited from inquiring into or seeking a job applicant's criminal history unless and until a conditional offer of employment has been made to the applicant. This includes prohibiting questions on an initial employment application regarding criminal history as well as questions during an in-person interview, as well as conducting any sort of criminal history background check prior to the conditional offer. Employers also have posting requirements to inform applicants of the provisions of the ordinance. 

Further, upon review of an applicant's criminal history, the employer may not take any adverse action (such as a denial of employment) unless the employer completes and provides the applicant with a written assessment of the applicant's criminal history "that effectively links the specific aspects of the applicant's criminal history with risks inherent in the duties of the employment position sought by the applicant." The employer is also required to provide the applicant five days to submit information refuting the findings of the assessment, and must provide the applicant with written notice of the adverse action as well. Employers are also required to retain records of such adverse action assessments for a period of three years from the date of the initial application. 

The ordinance does provide several exceptions to the prohibition of criminal history inquiries, namely if the employer is required by law to inquire about criminal history, if the position requires the applicant to carry a gun, of if other laws prohibit persons with criminal histories to hold the position in question. Under the ordinance, employers are subject to administrative enforcement as well as civil action in court. Applicants or employees that believe an employer may be in violation of the ordinance may report the alleged violation within one year of the violation to the Department of Public Works, Bureau of Contract Administration ("The Department"), which shall investigate the complaint. The Department may also initiate an investigation of alleged violations. If an employer is found to be in violation of the ordinance the Department will issue a written notice requiring the employer to cure the violation and may impose administrative fines of up to $2,000 per violation. An applicant or employee may also bring a civil action in court for violation of the ordinance within one year of completion of the administrative enforcement process. 

While the newly enacted law requires the Department to promulgate guidelines for the implementation of certain administrative enforcement provisions, the Department is authorized to issue warnings to employers immediately with penalties and fines being effective July 1, 2017. Accordingly, employers should begin to review and revise their hiring practices accordingly. Copyright (c) by NAPBS 2016. All rights reserved.

Please contact our office if you have any questions or require further information.

Star Systems - Client Support Team
P) 248.669.4000
E) Customer.Service@StarSystems.co




05.13.2016     Vermont Ban the Box

On May 3, 2016 Governor Peter Shumlin signed bill H.261 , to “ban the box.” The new law will prohibit employers in Vermont from asking on an initial job application if an applicant has a criminal record. The criminal record question can be asked at any time during the first interview or after the individual has been determined as qualified for the position.

If a Federal or State law prohibits a person with a conviction from holding a position or an employer is prohibited from employing a person with a certain conviction, the employer is permitted to ask about a criminal history but only for the disqualifying offenses. If an employer inquires about a prospective employee’s criminal history and if the person is eligible by law, they must be given the opportunity to explain the information and the circumstances regarding any convictions, including post-conviction rehabilitation. Employers who violate the law can be fined $100.00 per violation. The law will become effective on July 1st, 2017 and employers who violate the law can be fined $100.00 per violation.  

The draft bill can be found here:  http://legislature.vermont.gov/bill/status/2016/H.261 

Please contact our office if you have any questions or require further information.

Star Systems - Client Support Team
P) 248.669.4000
E) Customer.Service@StarSystems.co




04.06.2016     Jurisdiction Delays

The following U.S. Jurisdictions are currently experiencing operational delays which may delay results:

District of Columbia - All Counties - Courts will be closed on 04/16/2016 for César Chávez Day.  Courts will reopen on 04/18/2016.  Please expect delays of 24-48 business hours at this time.

Maine - All Counties - Courts will be closed on 04/18/2016 for Patriots' Day.  Courts will reopen on 04/19/2016. Please expect delays of 24-48 business hours at this time.

​Massachusetts - All Counties - Courts will be closed on 04/18/2016 for Patriots' Day.  Courts will reopen on 04/19/2016.  Please expect delays of 24-48 business hours at this time.

​Please contact our office if you have any questions or require further information.

Star Systems - Client Support Team
P) 248.669.4000
E) Customer.Service@StarSystems.co



03.25.2016     Jurisdiction Delays

The following U.S. Jurisdictions are currently experiencing operational delays which may delay results:

Alaska - All Counties - Courts will be closed on 03/28/2016 for Seward's Day.  Courts will reopen on 03/29/2016.  Please expect delays of 24-48 business hours at this time.

California - All Counties - Courts will be closed on 03/31/2016 for Cesar Chavez Day.  Courts will reopen on 04/01/2016.  Please expect delays of 24-48 business hours at this time.

California - San Bernardino County - Due to recent source website changes, the automation fulfillment is unavailable while it is being re-engineered.  In the meantime, requests will be fulfilled manually.  The expected turnaround time has changed from 7 days to 2 weeks.  We anticipate having an update from the courthouse and will share an update by 04/01/2016.

Illinois - Kankakee County - As the source website is under maintenance, all fulfillment capabilities have been temporarily suspended.  We anticipate the capabilities to be available by 03/22/2016 and share an update by 03/23/2016.

Nevada - Clark County - Due to inclement weather, courts were experiencing intermittent power outages on 03/21/2016.  Please expect delays of 2 -4 business days beyond already average turnaround times of 2-3 weeks.  

Please contact our office if you have any questions or require further information.

Star Systems - Client Support Team
P) 248.669.4000
E) Customer.Service@StarSystems.co















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