Fair chance hiring in New York City
CCHR's Fair Chance Act process for a New York City hire: coverage, the offer-first inquiry, non-convictions, and the written analysis.
- 50 min
- 7 modules + exam
- Certificate of completion
For employers hiring for work in New York City.
What you will be able to do
- State when a covered New York City employer may inquire
- Name non-convictions you may not use
- List the Article 23-A factor set CCHR uses for a pre-employment conviction
Syllabus
- 1Who the city law coversCCHR guidance on the Fair Chance Act applies the NYCHRL criminal-history rules to employers with four or more employees.8 min(open)
- 2Conditional offer before the inquiryThe Fair Chance Act makes it unlawful for most covered employers to ask about or consider criminal history before a conditional offer.8 min
- 3What the city says you may never useNon-convictions, youthful-offender adjudications, sealed matters, and ACDs are carved out of consideration.8 min
- 4The Fair Chance analysisIf you might withdraw the offer because of a conviction, you must use Article 23-A factors and give the person a real chance to respond.8 min
- 5What the product asks you to confirmThe order screen names New York City, requires the offer, and later uses the city worksheet if you consider adverse action.6 min
- 6Pending cases are not a shortcutLocal Law 4 extends Fair Chance protections to pending cases. Do not treat an open case as an automatic no.7 min
- 7Read CCHR, then counselThe primary page is the Commission on Human Rights Fair Chance Act guidance.5 min
- Final exam10 questions. 80% passes. Opens after the last module.
- Certificate of completionYour name, the course, and the date, with a public page anyone can check.
Sources
The primary sources this course is written from.
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