2.1 Employment

At present, 9 in 10 employers use background checks to screen applicants.1  The Center for American Progress estimates that “our nation’s poverty rate would have dropped 20% between 1980 and 2004 if not for mass incarceration and the subsequent criminal records that haunt people for years after they have paid their debt to society.”2 Criminal records create a catch-22 for many individuals: they cannot find employment due to their criminal records, but because they are unemployed or underemployed, they cannot afford the cost of expungement. 

Louisiana has made some progress toward reducing the impact of criminal records on hiring. In August 2021, La. R.S. 23:291.2 went into effect. This statute prohibits a prospective employer from considering arrest records or records of charges that did not result in a conviction when making hiring decisions. 

In the case of conviction records, the new law also requires an employer to make an individualized assessment of a person’s background before denying employment. The employer must determine if there is a direct and adverse relationship between the criminal record and the specific duties of the job being sought by considering:

  • The nature and gravity of the offense or conduct;
  • The time that has elapsed since the offense, conduct, or conviction; and,
  • The nature of the job sought.

These criteria are similar to those suggested by the Equal Employment Opportunity Commission in 2012.3  

Applicants may also request, in writing, a copy of the background check information used by the employer. If any records are arrest-only or if the records are inaccurate or incomplete for dispute purposes under the Fair Credit Reporting Act, an individual may be able to use that to challenge an adverse decision. Unfortunately, La. R.S. 23:291.2 does not explicitly provide a legal remedy or recourse if an employer improperly denies employment based on consideration of prohibited records. A person may, however, consider bringing an alternative legal argument, such as a tort claim for failure to hire. Remedies under the Fair Credit Reporting Act may also provide for potential damages against either the credit reporting company or the furnisher of the incorrect or inaccurate criminal record information, but do require the unsuccessful applicant to start the process with a dispute against the credit reporting company.

Disclaimer: The articles in the Gillis Long Desk Manual do not contain any legal advice.