California Governor Jerry Brown signed Assembly Bill 22 which limits the use of credit reports in the pre-employment screening process. The new law takes effect on Jan 1, 2012. California joins six other states that have passed similar legislation, although all of these laws do contain specific exceptions depending on the type of position or industry. The new law amends both the CA Labor Code as well as CA Civil Code. An brief summary of the changes are below. Labor Code Section 1024.5 This new section of the Labor Code limits when private and public sector employers, except for financial institutions, can use consumer credit reports in connection with hiring and personnel decisions. However, employers may still consider credit reports if the individual is applying for (or works in) the following positions:
As defined by CA law, a management position is defined as one with all of the following characteristics:
Amended Civil Code Section 1785.20.5 This amended Civil Code section requires employers to notify the individual in writing the permissible purpose under Labor Code section 1024.5 that a credit report is being ordered. Recommended Actions Employers that hire in California, as well as Hawaii, Washington, Oregon, Illinois, Maryland and Connecticut, should review their policies to ensure they are in compliance with the new laws regarding credit reports. In addition, CA employers should make sure that their disclosure forms address the new requirement regarding written notification of permissible purpose for ordering credit reports. |
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