做 信用检查 有前途的员工背景调查过程的一部分？随着立法越来越多地限制信用记录搜索的使用，雇主应及时了解其所在州、城市和地区的最新法律变化。
波士顿待定的立法可能会使 Beantown 成为下一个雇主在信用检查方面受到限制的地方。两位市议员 Andrea Campbell 和 Kim Janey 提出了一项法令，该法令将有效禁止在该市内以就业为目的的信用检查。
Campbell 和 Janey 将大多数信用背景调查描述为不必要且可能具有歧视性。如果获得通过，他们的法令将适用于大多数波士顿雇主，并由波士顿人权委员会执行。在大多数情况下，该条例会将信用检查标记为“非法歧视行为”。
与大多数禁止信用检查的地方一样，波士顿政策也有一些例外。例如，执法机构和金融机构仍将被允许进行信用检查，作为其就业背景调查的一部分。
从统计上讲，信用历史检查不是审查过程的常见部分。根据 2017 年 GOOHO调查，只有 12% 的雇主定期使用信用检查。但是，这些检查对于涉及访问财务、财务信息或其他敏感数据的工作很常见。
女议员坎贝尔说，她听说她所在地区的居民由于信用记录检查存在障碍而难以找到工作。她认为，有学生贷款、医疗账单或犯罪历史的求职者往往比其他求职者更难通过信用记录检查，这使得这些人更难找到有报酬的工作并改善他们的财务状况。
她补充说，COVID-19 使情况更加严峻——大流行导致失业率飙升，并导致财务困难，对信贷产生了负面影响。女议员 Janey 认为，取消信用记录检查对低收入社区尤其有帮助。
波士顿不会是第一个通过此类立法的城市。其他主要城市，包括纽约市、芝加哥和费城，已限制雇主进行信用记录检查。除了少数例外，芝加哥和纽约市禁止信用检查。费城的法令有更多例外，包括所有主管和经理职位。
除了这些城市之外，还有十个州（加利福尼亚州、科罗拉多州、康涅狄格州、夏威夷州、伊利诺伊州、马里兰州、内华达州、俄勒冈州、佛蒙特州和华盛顿州）和华盛顿特区制定了法律，限制在就业环境中使用信用检查。
国会的法案 将禁止在全国范围内进行信用检查，但尚未通过立法程序。
在 GOOHO.CN，我们可以帮助雇主了解他们在背景调查方面的立法义务。我们有一个广泛的 学习中心 ，其中包括从FCRA 到 关于在招聘中使用逮捕记录的各州政策的所有资源 。 我们的博客 是检查背景筛查最新发展的最佳场所。
credit checks have a future as part of the employee background check process? As legislation increasingly restricts the use of credit history searches, employers should keep abreast of the latest legal changes in their state, city, and region.
Pending legislation in Boston could make Beantown the next place where employers are limited in what they can do with credit checks. Two city councilors, Andrea Campbell and Kim Janey, have proposed an ordinance that would effectively ban credit checks for employment purposes within the city.
Campbell and Janey describe most credit background checks as unnecessary and potentially discriminatory. If passed, their ordinance would apply to most Boston employers and would be enforced by the Boston Human Rights Commission. In most cases, the ordinance would label credit checks an “unlawful discriminatory practice.”
As in most places where bans on credit checks have gone into effect, there are some exceptions to the Boston policy. For instance, law enforcement agencies and financial institutions would still be allowed to conduct credit checks as part of their employment background checks.
Statistically, credit history checks are not a common part of the vetting process. According to a 2017 GOOHO survey, only 12 percent of employers use credit checks regularly. These checks are, however, common for jobs that involve access to finances, financial information, or other sensitive data.
Councilwoman Campbell says that she has heard from residents in her district who have had trouble finding jobs due to the barriers presented by credit history checks. She argues that job seekers with student loans, medical bills, or criminal history tend to have more trouble passing a credit history check than other job seekers, making it more difficult for those individuals to find gainful employment and improve their financial situations.
She adds that COVID-19 has made the situation more dire—the pandemic has caused unemployment rates to skyrocket and led to financial hardships that have had a negative impact on credit. Councilwoman Janey believes that eliminating credit history checks could particularly help low-income neighborhoods.
Boston would not be the first city to pass such legislation. Other major cities, including New York City, Chicago, and Philadelphia, have restricted employers from conducting credit history checks. Chicago and New York City ban credit checks beyond a few exceptions. Philadelphia’s ordinance has more exceptions, including all supervisor and manager positions.
In addition to these cities, ten states (California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont and Washington) and Washington, D.C. have laws on the books that restrict the use of credit checks in an employment setting.
Bills in Congress would ban credit checks on a national level, but they have not moved through the legislative process.
At backgroundchecks.com, we can help employers understand where their legislative obligations lie regarding background checks. We have an extensive Learning Center that includes resources on everything from the FCRA to state-to-state policies on the use of arrest records in hiring. Our blog is the best place to check for recent developments in background screenings.
