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Ban-the-Box which started as a grassroots movement to restore the civil rights of formerly incarcerated individuals in 2004 slowly turned into a full-blown social movement, which now has taken the shape of legislation in many U.S. cities, counties and states. Today, hundreds of cities and counties have passed Ban-the-Box legislation in addition to 18 states that have passed legislation for some form of this law which restricts employers from asking potential hires about criminal backgrounds early in the job application process.

The rationale behind Ban-the-Box is that there are 70 million Americans have an arrest or conviction record, many of them suitable for employment. Many of them may be excluded from the job application process if they have to reveal up front about their criminal history. 

Also, using an individual’s criminal history in making employment decisions may violate the prohibition against employment discrimination under Title VII of the Civil Rights Act of 1964. However, all the cities, counties and states that have passed legislation to implement Ban-the-Box have different requirements as to when employers may request a criminal history or run a background check and what they can do with that information. Therefore, employers need to understand their respective state and city laws in order to remain compliant and avoid legal liability.


  • Understanding Title VII of the Civil Rights Act of 1964
  • Fair use of conviction information in the hiring process
  • Integrating the EEOC arrest and conviction record guidelines into the hiring process
  • Best practices for employers when using criminal history information
  • Why the EEOC’s interest in Employer’s use of criminal records in employment screening?


Join this webinar by HR expert, Diane L. Dee to get insights on the emerging trends and legislations such as Ban-the-Box and Fair Chance and understand how it will impact your hiring process. Also, learn about various city, county and state-specific laws regarding criminal background screening and the best practices to avoid legal pitfalls. Walk away with practical tips and solutions to help you comply while still making well-informed hiring decisions.


  • Disparate impact of policies and practices that screen individuals based on records of criminal conduct
  • Determining whether a criminal conduct exclusion is job-related and consistent with business necessity
  • Identifying the nature and gravity of the criminal offense or conduct
  • Do Fair-Chance policies work?
  • Green factors and criminal conduct screenings


  • Human resource professionals
  • Recruiting staff
  • Senior leadership
  • Managers and supervisors
  • Compensation professionals
  • Compliance professionals


 

Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country. Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

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