Employer Use of Arrest and Conviction Records in New Mexico

New Mexico law doesn't provide any protections for applicants with a criminal record.

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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.   

Federal Protections

Two federal laws provide limited protection to applicants with criminal records.

Title VII

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 nature of the job (including where it is performed, how much supervision and interaction with others the employee will have, and so on)
  • the nature and gravity of the criminal offense or conduct, and
  • how much time has passed since the offense or sentence.

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

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:

  • Get the applicant’s written consent before requesting a check.
  • Give the applicant notice if the employer plans to screen him or her out based on the contents of the report. In this situation, the employer must also give the applicant a copy of the report.
  • Notify the applicant once the employer makes a final decision not to consider the applicant based on the report.

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.

No New Mexico Law on Use of Criminal Records

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.  

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