Ban the Box. 9.4 The Employer shall adhere to all applicable laws governing pre- employment inquiries with respect to prospective employees’ criminal histories. The Employer will not ask about criminal history or conduct a background check on a potential Employee prior to interviewing the potential Employee. Consistent with the Employer’s values, the Employer will not deny a potential Employee employment on the basis of criminal history unless the potential Employee’s criminal history is, in the Employer’s judgment, related to the job or suggests that the potential Employee may pose an unreasonable risk to others’ safety and/or the Employer’s reputation if hired. The Employer does not tolerate offenses -- criminal or otherwise -- of a sexually abusive or harassing nature. As a means of ensuring that all of its Employees are protected from sexually abusive or harassing conduct, reasonable evidence of such conduct shall be a basis to refrain from hiring an employee or for separation from employment should such conduct subsequently come to light.
Ban the Box. Arrest and Criminal Background Checks. (Sec. 39.08, MGO. Applicable to contracts exceeding $25,000.)
Ban the Box. Prior to making a contingent employment offer the Employer will not ask about criminal history or conduct a background check on a potential Employee. After a contingent employment offer is made it may only be rescinded if something in a potential Employee’s background check or criminal history is directly relevant to the job as per the Commonwealth of Virginia law.
