Are you one of the estimated 65 million Americans with a criminal record? If so, you might find job hunting difficult. Surveys show that a majority of employers – 92%, according to one survey – check criminal records when hiring for some or all positions. If you have a history of arrests or convictions, you might find it tough to compete for jobs, especially in the current economic climate.
There are some legal protections for job seekers with criminal records. Federal law and the laws of many states place some limits on how employers can use these records in making job decisions. New Mexico has not legislated in this area for private employers, however.
Two federal laws provide limited protection to applicants with criminal records.
Title VII of the Civil Rights Act of 1964 protects applicants and employees from discrimination in employment, including screening practices and hiring. Because arrest and incarceration rates are so much higher for African Americans and Latinos, an employer that adopts a general policy of excluding all applicants with a criminal record might be guilty of race discrimination.
The Equal Employment Opportunity Commission (EEOC) has issued guidance for employers, explaining how they can screen out applicants who criminal records pose an unreasonable risk without discriminating. In deciding whether a particular offense should be disqualifying, employers must consider:
The EEOC has also said that employers should give applicants with a record an opportunity to explain the circumstances and provide mitigating information showing that the employee should not be excluded based on the offense.
The Fair Credit Reporting Act (FCRA) addresses the issue of accuracy. Reports created by criminal background check firms may include errors, such as multiple listings of the same offense, incomplete information (for example, failing to report that the person was exonerated of a crime or that charges were dropped), information on convictions that have been expunged, misclassification of crimes, and even records that belong to another person with the same name.
The FCRA imposes responsibilities both on employers who request criminal background checks and on the firms that provide them. Employers must:
The firms that provide background checks must take reasonable steps to make sure that the information they provide is accurate and up to date. If you dispute what’s in the report, the agency must conduct a reasonable investigation. If the investigation reveals that the report was incorrect, the agency must inform you and any other person or company to whom it has provided the report.
States take a variety of approaches in limiting employer use of criminal records in hiring and other employment decisions. Some states prohibit employers from asking about arrest records or records that have been sealed or expunged. Some states require employers to consider whether the offense bears a reasonable relationship to the job. Some states have passed laws restricting how employers may use an applicant’s criminal record in making job decisions. Some states prohibit employers from considering older offenses. And, some states provide guidance to employers on what they should and should not ask about criminal records in interviews.
However, New Mexico is one of the minority of states that has not legislated in this area for private employers. Although the law places some limits on what the state may consider when it decides whether to hire or license a particular applicant, private employers face no such restrictions. If you believe you were turned down for a job by a New Mexico employer based on your criminal record, the federal laws described above provide your only possible recourse.