When did the ban the box movement start?

1998
The history of ban the box goes back to 1998, when Hawaii passed a law prohibiting employers from asking job applicants about their criminal history.

How effective is ban the box?

Regardless of whether banning the box actually increases ex-offender employment, the movement itself has been extraordinarily successful in the sheer number of municipal, state, and federal measures removing criminal background questions from employment applications.

Who is exempt from ban the box?

Positions in Criminal Justice Agencies are Exempt from California’s Ban the Box Law. Criminal Justice Agency employers are not covered by California’s Ban the Box law. California Government Code § 12952(d)(2).

Where is ban the box in effect?

Currently, thirteen states (and the District of Columbia) have ban-the-box laws that apply to private employers—California, Colorado, Connecticut, Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, and Washington.

What’s the ban the box law in Oregon?

Under Oregon’s “ban the box” law, an applicant may not be excluded from an initial interview solely because of a past criminal conviction, which means that an employer may not require an applicant to disclose a criminal conviction on a job application or prior to an initial interview.

When does the new law in Portland Oregon take effect?

Under the strict new rules, covered Portland businesses will be prohibited from asking prospective job applicants about their criminal history until after a conditional job offer has been made. The new law will be effective July 1, 2016.

What do you need to know about ban the box?

There are restrictions on the kind of questions employers can ask or information they can require you to give. These restrictions apply to an applicant’s salary history, credit history, employment status and (through “ban the box” laws) criminal history.

Is it illegal to exclude someone from an interview in Oregon?

Under Oregon’s “ban the box” statute, it is an unlawful practice for an employer to exclude an applicant from an initial interview solely because of a past criminal conviction. ORS 659A.360(1). That means an employer may not require an applicant to disclose a criminal conviction on a job application or prior to an initial interview.