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In October 2008, the City Council passed the Ban the Box Resolution (Resolution Number:  20081016-012).  This resolution directed the City of Austin to amend its employment application to no longer require disclosure of past criminal history during the initial job application process for certain positions within the City.  On May 21, 2015, the Austin City Council passed Resolution No. 20150521-025 directing the City Manager to provide staff support for a stakeholder process to develop language for potential policies to promote delaying inquiry into conviction history until later in the employment hiring process for private sector employers.

 

As a result of this resolution, the City of Austin formed a stakeholder group to discuss specific language for potential policies that promote delaying inquiry into criminal history until later in the hiring process.   While members of the business community were invited to participate in the stakeholder meeting, most of the stakeholders represented were from advocacy organizations. To respond to the need to have more balanced input from businesses, the City Council Economic Opportunities Committee asked the Human Resources Department to reach out to Austin businesses specifically to get their perspectives on various aspects we  would like to consider in the development of the City’s Fair Chair Hiring policy.

 

To help us gather input from Austin Businesses, please take a few moments to complete the below.

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* 1. How many employees does your business employ?

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* 2. Does your business currently conduct criminal background checks on applicants and employees?

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* 3. Does your business use the Texas Department of Public Safety to run background checks?

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* 4. What types of businesses should be exempt from having to remove the questions asking about criminal history on their employment application?

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* 5. If not asked on the application, when would be the best time for businesses to conduct background checks?

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* 6. Should businesses be required to notify job candidates if they do not pass a criminal background check and subsequently will not be hired?

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* 7. Should businesses be required to provide a copy of the criminal background report to job candidates who did not pass their criminal background check for disputing or explanation purposes?

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* 8. What penalties should businesses be assessed if they violate the Fair Chance Hiring resolution? (Check all that apply):

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* 9. If the Fair Chance Hiring resolution passes, then how long afterwards should the resolution become effective?

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* 10. Comments:

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