1. + Ban the Box Policy Change Christine Jung, Luthia Lee, Maceo Persson, Maryam Saadat PA725

2. + Outline of Training Background Purpose of the Policy Procedure Identifying Position as Requiring Background Checks Posting Job Announcements Examination Process Background Report Review Appeal Process

3. + Background on Ban the Box Millions of Americans have an arrest of conviction history that often makes it much harder to find work “Ban the Box” is an international campaign that aims to persuade employers to remove their hiring applications the check box that asks if applicants have a criminal record Enables ex-offenders to display their qualifications in the hiring process before being asked about their criminal records New legislation in California requires the background check question removed from state job applications

4. + Purpose Policy is intended to ensure that the City consistently uses the same policies and procedures when screening employment applications

5. + Policy “Ban the Box” - Procedure for Review of Candidates’ Criminal History The City will not conduct criminal background checks on applicants unless it is required by law or the City has made a good faith determination a background check is necessary for the position Applicants will be considered for employment based on merit If a background check is warranted, it will be conducted after the candidate is selected for the position If the background check yields information of concern, the applicant will be given an opportunity to review the findings and rebut the accuracy or relevance of the report

6. + Procedure: Identifying Positions as Requiring Criminal Background Check HR Analysts will perform review to determine if a position is in need of a criminal background check HR Analysts will conduct a meeting with the Hiring Department to determine if other factors indicate that a background check is necessary

7. + Procedure: Posting Job Announcements All recruitment information, announcements, and position description will contain the following statement if the position is determined to require a background check: “This Position is a critical position and is subject to a background check for any felony convictions related to its responsibilities and requirements. Employment is contingent upon successful completion of background investigation including criminal history and identity check. Only job-related felony convictions will be considered, and will not automatically disqualify a finalist candidate.”

8. + Procedure: Examination Process Eligible list created List certified to the Hiring Department Hiring Department conducts interviews and selects applicant Hiring Department notifies DHRM of the selected candidate and DHRM will send a conditional offer letter with Authorization to Release Information Form to candidate

9. + Procedure: Background Report Review When the City receives a background report of an applicant that contains the information that the City is authorized to received and the City is inclined to refuse, rescind, or revoke the offer of a position to an applicant, the City will: Notify the applicant of the potential adverse employment action Provide applicant with a photocopy of the background report Provide opportunity for applicant to discuss the background report Review any information and documentation received from the applicant and document all steps taken. If the decision is adverse to the applicant, the City will notify applicant of the decision and the specific reasons

10. + Procedure: Appeal Process Applicants may appeal an adverse decision to the Director of Human Resources Management The HR Director’s decision is final