Special interests succeed in watering down NJ Opportunity to Compete Act
In updating our book on New Jersey Collateral Consequences, J.C. Lore and I analyzed the provisions of New Jerseys’ new Opportunity to Compete Act, signed by Governor Christie in August and scheduled to become effective on March 15, 2015. The Act applies a ban-the-box requirement to most public and private employers with more than 15 employees. Having followed the bill through its passage in the House last spring, we were disappointed but not surprised to see that there were a number of employer-friendly amendments added to the Act just prior to final action in the Senate, with the result that there is a great deal of uncertainty about what the law actually accomplishes. The important provisions omitted from the bill in the Senate, after lobbying by business and industry groups, included
- A prohibition on considering certain types of criminal histories, including conviction records after a certain number of years;
- A private right of action against employers;
- A definition of “initial employment application process” that permits inspection of criminal records at an earlier stage of the employment process;
- A requirement that an employer make a good faith effort to discuss the applicants criminal record if it is of concern; and
- A provision permitting negligent hiring suits in cases of “gross negligence.”
The bill as amended also preempted local ban-the-box laws, so that Newark’s more progressive ban-the-box ordinance appears to be on life support.
Attached are the enacted version of the New Jersey Opportunity to Compete Act, as well as the “advance law” with brackets to show which language was removed in the Senate.
EDITOR’S NOTE: Much chastened, the author of the NACDL Restoration of Rights Resource has made appropriate modifications in the New Jersey profile. Note that similar last-minute amendments also substantially weakened the Delaware ban-the-box law, omitting similar provisions that would have prohibited employers from considering certain types of criminal records, notably convictions more than 10 years old. In the same fashion, last-minute amendments to Vermont’s Uniform Collateral Consequences of Conviction Act restricted its coverage to less serious offenses, disappointing its sponsors.
The lesson for advocates is that they must be eternally vigilant for last-minute lobbying by special interests to dilute provisions of progressive legislation intended to give people with a criminal record a fairer chance in the workplace. – ML