The City of San Francisco has enacted this Ordinance to limit the employers’ ability to inquire into and consider an employee or applicant’s criminal history in hiring and employment decisions. The goal is to help individuals with past conviction to return to work force and be productive members of society, rather than suffer the consequences of prior criminal acts after they have already been convicted / served time. The full text of SF Fair Chance Ordinance can be found here. However, the key things to know about this Ordinance for both employers and employees are:
II. Prohibited Practices
An employer shall not, at any time or by any means, inquire about, require disclosure of or, if such information is received, base any adverse action in whole or in part based on the applicant or employee’s
Employers have to post notice of this law in the office and / or at a job site, similarly to other notices (such as minimum wage notice, and other required notices). The notice should be posted in English, Chinese, Spanish and any other language spoken by at least 5% of the employees at a job site.
Employer shall state in all job postings for positions in San Francisco that the employer will consider for employment qualified applicants with criminal history in a manner consistent with the requirements of this law.