Cities or Counties with a Fair Chance Policy
Source: National Employment Law Project
(Ordinance applies to the city)
- Banned the box
- Background check after conditional offer
- Right to provide additional information if found ineligible
On January 14, 2013, the Mayor of Tampa signed the ban the box ordinance approved by the City Council. Advocates in Tampa continue to work on expanding the ordinance to include contractors.
Sharon Streater, HOPE Lead Organizer
(Ordinance applies to city)
- Banned the box
- Background check only after applicant selected for hire
- Incorporates EEOC criteria individualized assessment
- Right to appeal denial of employment
In 2008, the City Council adopted an ordinance reforming both its hiring procedures and its contractor bidding policies. In July 2009, the City’s Human Resources Department released the
revised standard. The directive states that department heads will “not inquire about or consider criminal background check information in making a hiring decision.” Instead, “criminal information disclosure is required as part of the post-offer new hire process.” (emphasis in original). The application instructions even encourage people with a criminal record to apply for city jobs. The criminal background check screening is centralized in the Human Resources Department. Moreover, the screening process requires taking into account the specific duties of the job, the age of the offense, and rehabilitation. Denied applicants may appeal to Human Resources. Contractors are required to tally job opportunities for people with criminal records and report back to the City.
Employee Services Department