San Francisco Employers Annual Reporting Form Due April 30, 2018

Employers covered by San Francisco’s Health Care Security Ordinance (HCSO) and/or the Fair Chance Ordinance (FCO) are required to submit the 2017 Employer Annual Reporting Form to the Office of Labor Standards Enforcement by April 30, 2018.

Coverage
Employers may determine whether they are required to submit the form by filling out this survey. Employers who were not covered by the HCSO or the FCO in 2017 will be directed to a page indicating that they do not need to submit the form. Covered employers will be directed to the appropriate online form.

Covered employers should review the instructions before beginning the online form. A PDF preview of the form is also available.

Click here for additional resources on the reporting requirement.

For more information on the HCSO and FCO, employers may visit the city’s website.

Originally Posted by HR360

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New Fair Chance Law bans Washington employers from asking about criminal history

On Tuesday March 13, 2018, Governor Inslee signed into law a bill that would ban employers from adding that “box” that asks about one’s criminal background history during the initial application process.

Under House Bill 1298, an employer may no do the following:

  • include any question on any job application;
  • inquire either orally or in writing;
  • receive information through a criminal history background check;
  • or otherwise obtain information;

about an applicant’s criminal record until after the employer initially determines that the applicant is otherwise qualified for the position.

Once the employer has initially determined that the applicant is otherwise qualified, the employer may inquire into or obtain information about a criminal record.

An employer may not advertise employment openings in a way that excludes people with criminal records from applying. Ads that state “no felons,” “no criminal background,” or otherwise convey similar messages are prohibited.

An employer may not implement any policy or practice that automatically or categorically excludes individuals with a criminal record from consideration prior to an initial determination that the applicant is otherwise qualified for the position.

Exemptions 
Certain employers are exempt (§ 4) from these prohibitions, including employers who are expressly permitted or required under federal or state law to inquire into or consider information about an applicant’s or employee’s criminal record for employment purposes. This would include jobs in law enforcement, state agencies, schools and other businesses that supervise children, persons with disabilities and vulnerable adults.

The law is expected to take effect on June 6, 2018. Additional provisions are contained in the text of the law.

For the sake of our All In One Posters, it has not been determined at this moment whether a mandatory notice is required to be posted.