Screen & Verify
IncludedFair chance rules, applied before the invite goes out.
Choose a work location and PreHireBadge applies the local fair chance rule: in California, New York City, and a long list of other states and cities, the invite waits until you confirm a conditional offer.
- Conditional-offer gate by work location
- State and city notices shown to the candidate
- Reporting limits applied by state and pay band
Work location
Position
California requires a conditional offer before a background check. Confirm the offer to send this invite.
Illustrative example with sample data.
How it works
4 steps, start to finish
- 1
Pick the work location
The location decides which fair chance rule, notices, and reporting limits apply.
- 2
Confirm a conditional offer
If the location requires it, the order screen names the place and waits for the offer confirmation.
- 3
Candidate sees the right notices
Disclosure, then state and city notices for the job location and the candidate's home state.
- 4
Follow the local adverse-action rules
Assessment factors, waiting periods, and notice language follow the location if you consider adverse action.
Why it matters
What you get with fair chance compliance
Offer-first gates
The order screen names the jurisdiction when the conditional-offer box is empty and refuses to create the invite until it's confirmed.
Small-employer bands don't switch rules off
A 1–4 employee band still follows the California and NYC rule, because that band is not proof the employer is under the statutory threshold.
Location-aware notices
Candidates see notices for the job location and, after the address step, their home state. NYC candidates also get the city Fair Chance notice.
Reporting limits by state
ScreenForge Labs applies salary-based lookback thresholds by work state and pay band, and California's seven-year cap does not lift because of pay.
Blocked rows don't block a batch
In a CSV upload, a row blocked by a fair chance rule is listed, and the rest of the invites still go out.
Ban-the-box compliance shouldn't depend on memory
Fair chance laws decide when you may ask about criminal history, what you must tell the candidate, and how long you must wait before deciding. They vary by state and by city, and a multi-location employer or a nationwide gig platform cannot keep them straight by hand.
PreHireBadge turns those rules into product behavior. A California or New York City work location cannot be ordered until you confirm a conditional offer. The same gate applies in Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, Chicago, Baltimore, the District of Columbia, Portland, Buffalo, Rochester, and Seattle — using the stricter question even where local law only delays it until an interview.
The rules continue past the order. Candidates see the notices for the work location and their home state. New York and New York City assessments use the Article 23-A factors. California candidates can request extra business days once. These pages describe the product; they are not legal advice.
FAQ
Questions employers ask about fair chance compliance
Still unsure? Ask Peter, our assistant, in the bottom-right corner, or browse the help center.
Which locations require a conditional offer before the check?
California, New York City, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, Chicago, Baltimore, the District of Columbia, Portland, Buffalo, Rochester, and Seattle. The product uses the stricter question in each.
Why was my background check order blocked?
Fair chance rules in some places mean the invite waits until you confirm a conditional offer. The order screen names the work location. Confirm the offer, then send the invite again. The message is a product rule for that location, not a decision about the candidate.
My company has fewer than five employees. Does the California rule apply?
The product still applies it. A 1–4 employee band is not proof the employer is under the statute's threshold, so the conditional-offer gate stays on.
Can I rely on this as legal advice?
No. These pages describe how the product behaves. Talk to your own counsel about your obligations.
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