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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

  1. 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)
  2. 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
  3. 3What the city says you may never useNon-convictions, youthful-offender adjudications, sealed matters, and ACDs are carved out of consideration.8 min
  4. 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
  5. 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
  6. 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
  7. 7Read CCHR, then counselThe primary page is the Commission on Human Rights Fair Chance Act guidance.5 min
  8. Final exam10 questions. 80% passes. Opens after the last module.
  9. 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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