Common use of FAIR CRIMINAL RECORD SCREENING Clause in Contracts

FAIR CRIMINAL RECORD SCREENING. H.10.1 The Contractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “Act” as used in this section). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 Prior to making a conditional offer of employment, the Contractor shall not require an applicant for employment, or a person who has requested consideration for employment by the Contractor, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 After making a conditional offer of employment, the Contractor may require an applicant to disclose or reveal a criminal conviction. H.10.4 The Contractor may only withdraw a conditional offer of employment, or take adverse action against an applicant, for a legitimate business reason as described in the Act. H.10.5 This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment; (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories; (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the Contractor.

FAIR CRIMINAL RECORD SCREENING. H.10.1 A. The Contractor Subcontractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “Act” as used in this section). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 B. Prior to making a conditional offer of employment, the Contractor Subcontractor shall not require an applicant for employment, or a person who has requested consideration for employment by the ContractorSubcontractor, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 C. After making a conditional offer of employment, the Contractor Subcontractor may require an applicant to disclose or reveal a criminal conviction. H.10.4 D. The Contractor Subcontractor may only withdraw a conditional offer of employment, or take adverse action against an applicant, for a legitimate business reason as described in the Act. H.10.5 E. This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment; (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories; (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 F. A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the ContractorSubcontractor.

FAIR CRIMINAL RECORD SCREENING. H.10.1 F.8.1 The Contractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “Act” as used in this sectionSection F.8). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 F.8.2 Prior to making a conditional offer of employment, the Contractor shall not require an applicant for employment, or a person who has requested consideration for employment by the Contractor, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 F.8.3 After making a conditional offer of employment, the Contractor may require an applicant to disclose or reveal a criminal conviction. H.10.4 F.8.4 The Contractor may only withdraw a conditional offer of employment, or take adverse action against an applicant, for a legitimate business reason as described in the Act. H.10.5 F.8.5 This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment; (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories; (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 F.8.6 A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia D.C. Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the Contractor.

FAIR CRIMINAL RECORD SCREENING. H.10.1 The Contractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “Act” as used in this section). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 Prior to making a conditional offer of employment, the Contractor shall not require an applicant for employment, or a person who has requested consideration for employment by the Contractor, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 After making a conditional offer of employment, the Contractor may require an applicant to disclose or reveal a criminal conviction. H.10.4 The Contractor may only withdraw a conditional offer of employment, or take adverse action against an applicant, for a legitimate business reason as described in the Act. H.10.5 This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment;. (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories;. (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the Contractor.

FAIR CRIMINAL RECORD SCREENING. H.10.1 The Contractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “"Act” " as used in this section). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 Prior to making a conditional offer of employment, the Contractor shall not require an applicant for employment, or a person who has requested consideration for employment by the Contractor, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 After making a conditional offer of employment, the Contractor may require an applicant to disclose or reveal a criminal conviction. H.10.4 The Contractor may only withdraw a conditional offer of employment, or take adverse action against an applicant, for a legitimate business reason as described in the Act. H.10.5 This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s 's criminal history for the purposes of employment;. (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories;. (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the Contractor.

FAIR CRIMINAL RECORD SCREENING. H.10.1 The Contractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “Act” as used in this section). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 Prior to making a conditional offer of employment, the Contractor shall not require an applicant for employment, or a person who has requested consideration for employment by the Contractor, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 After making a conditional offer of employment, the Contractor may require an applicant to disclose or reveal a criminal conviction. H.10.4 The Contractor may only withdraw a conditional offer of employment, or take adverse action against an applicant, for a legitimate business reason as described in the Act. H.10.5 This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment; (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories; (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the Contractor.

FAIR CRIMINAL RECORD SCREENING. H.10.1 The Contractor shall comply with the provisions of the Fair Criminal Record Screening Amendment Act of 2014, effective December 17, 2014 (D.C. Law 20-152) (the “Act” as used in this section). This section applies to any employment, including employment on a temporary or contractual basis, where the physical location of the employment is in whole or substantial part within the District of Columbia. H.10.2 Prior to making a conditional offer of employment, the Contractor shall not require an applicant for employment, or a person who has requested consideration for employment by the ContractorFSMC, to reveal or disclose an arrest or criminal accusation that is not then pending or did not result in a criminal conviction. H.10.3 After making a conditional offer of employment, the Contractor FSMC may require an applicant to disclose or reveal a criminal conviction. H.10.4 The Contractor FSMC may only withdraw a conditional offer of employment, employment or take adverse action against an applicant, applicant for a legitimate business reason as described in the Act. H.10.5 This section and the provisions of the Act shall not apply: (a) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment;. (b) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories;. (c) To any facility or employer that provides programs, services, or direct care to, children, youth, or vulnerable adults; or (d) To employers that employ less than 11 employees. H.10.6 A person claiming to be aggrieved by a violation of the Act may file an administrative complaint with the District of Columbia Office of Human Rights, and the Commission on Human Rights may impose monetary penalties against the Contractor.