First fair chance licensing reforms of 2024

Expanding employment opportunities in licensed occupations has been a priority for criminal record reformers in the past half dozen years. Happily, fair chance licensing reforms also appear less politically controversial than some others, with Midwestern states like Iowa and Indiana among the most progressive in the Nation in their treatment of justice-impacted license applicants and licensees.

In the first three months of 2024, two more Midwestern states (South Dakota and Nebraska) enacted comprehensive changes to their licensing laws, while a third state (Pennsylvania) was poised to close a major loophole in its licensing scheme. These reforms continue a nationwide trend that since 2017 has seen 43 states and the District of Columbia enact 79 separate laws* to limit state power to deny opportunity to qualified individuals based on their criminal history. Significant legislation is under serious consideration in half a dozen additional states, so we expect this year to produce another bumper crop of fair chance licensing laws.

The new laws are described briefly below, and additional details can be found in the relevant state profile from the Restoration of Rights Project. Read more

Diversion pleas qualify as convictions under federal background check law

The federal Fair Credit Reporting Act (FCRA) prohibits companies engaged in criminal background screening from reporting records of arrests that are more than seven years old.  But since the 1990’s, there has been no time limit on reporting “records of convictions of crimes.” See 15 U.S.C. § 1681c(a)(2) and (5).  It might reasonably be assumed that criminal cases terminated in favor of the accused without a conviction (such as uncharged arrests, acquittals and dismissed charges) would fall into the first category, and so would not be reportable after seven years.  But we were recently alerted to a decision of the 7th Circuit from April that defined the term “conviction” in FCRA broadly to include any disposition involving a guilty plea, even if the charges are dismissed pursuant to a diversionary program with no resulting conviction under state law.

In Aldaco v. Rentgrow, a background screening company reported to Rafaela Aldaco’s prospective landlord that she had pleaded guilty to a battery charge twenty years earlier.  As a result, the landlord rejected Aldaco’s rental application.  Aldaco conceded her guilty plea, but pointed out that the court had deferred proceedings while she successfully completed a brief supervision sentence, after which the court had dismissed the battery charge without a judgment of conviction under Illinois law.  She sued the background screener, arguing that reporting her dated non-conviction disposition violated FCRA’s seven-year bar.

The court of appeals ruled against Aldaco, holding that the term “conviction” in FCRA must be defined by federal rather than state law, and that a guilty plea is all it takes to convert a state non-conviction disposition into one that qualifies as a conviction under federal law.  The leading Supreme Court case in this area is Dickerson v. New Banner Institute, 460 U.S. 103 (1983), which held that an Iowa man whose charges had been diverted and expunged after a guilty plea nonetheless had a “conviction” for purposes of the federal felon-in-possession law.  (Congress later revised the federal firearms law to incorporate state relief mechanisms into that law’s definition of conviction.  See 18 U.S.C. § 921(a)(20).)  The term “conviction” in other federal laws has been similarly interpreted  to include state non-conviction dispositions that include a guilty plea.  See United States v. Gomez, 24 F.3d 924 (7th Cir. 1994)(“prior conviction” under § 841(b)(1) includes a plea to a probationary sentence that did not result in a final adjudication); Cleaton v. Department of Justice, 839 F.3d 1126, 1130 (Fed. Cir. 2016)(5 U.S.C. § 7371(b) requires that “[a]ny law enforcement officer who is convicted of a felony shall be removed from employment,” and this includes a guilty plea simpliciter); Harmon v. Teamsters Local 371, 832 F.2d 976 (7th Cir. 1987)(29 U.S.C. § 504(a) prohibits persons “convicted of” various felonies from serving as an officer, director, consultant, or in other leadership roles in labor organizations, and the term is defined by federal law and includes deferred judgments).  These decisions suggest that absent a contrary indication from Congress,  federal courts will count diversionary pleas as convictions under federal law, including FCRA.

Short of revising FCRA itself, it would appear that there are two ways to ensure that state non-conviction dispositions are not included in background checks as federal “convictions” after seven years.  One is to eliminate the requirement of a guilty plea from diversionary dispositions.  The U.S. Sentencing Guidelines show the way: the provisions on criminal history distinguish between “[d]iversion from the judicial process without a finding of guilt” which is not counted as part of an individual’s criminal history for sentencing purposes, and “a diversionary disposition resulting from a finding or admission of guilt, or a plea of nolo contendere” which counts toward criminal history.  See U.S.S.G. § 4A1.2(f).  Therefore, if states want their diversion programs to achieve their stated goals of avoiding convictions in appropriate cases, they should consider phasing out plea requirements.

The second way to avoid having a diversionary disposition reported as a conviction is to ensure that diversion includes sealing or expungement of the record.  There is a growing body of caselaw interpreting FCRA’s requirements that data be both accurate and up to date to prohibit reporting sealed or expunged convictions.  See Sharon Dietrich’s analysis of the issue for CCRC here.  In fact, it appears that Aldaco herself may have been eligible to have her record expunged under Illinois law, though there is no indication that she sought this relief.  While expungement probably would not have mattered to the federal court’s holding on the meaning of “conviction,” it might have given Aldaco an alternative FCRA ground for challenging the background screener’s report.

 

This post is part of a series for CCRC’s non-conviction records project, a study of the public availability and use of non-conviction records – including arrests that are never charged, charges that are dismissed, deferred dispositions, and acquittals.

Other posts in the series:

CCRC to hold roundtable on criminal records at U. Michigan Law School

Colorado limits immigration consequences of a criminal record

Survey of law enforcement access to sealed non-conviction records

Administration withdraws proposal to require federal job-seekers to disclose diversions

Iowa high court holds indigent attorney fees bar expungement

NY judge rules police need court order to access sealed arrests

CCRC opposes requiring federal job seekers to disclose some non-conviction records

CCRC launches major study of non-conviction records

 

 

 

 

May background screeners lawfully report expunged records?

The following post, by Sharon Dietrich of Community Legal Services of Philadelphia, addresses the question whether reporting of an expunged or sealed case by a commercial background screener violates the Fair Credit Reporting Act.  Sharon is a national authority on FCRA as applied to criminal records, and we are pleased to reprint her analysis below. 

The Fair Credit Reporting Act (FCRA) governs the accuracy of criminal background checks prepared by commercial screeners.  While there is little case law holding that the FCRA prohibits commercial screeners from reporting expunged or sealed cases, there is little doubt that this is the case.

Two FCRA provisions are applicable to this issue.

  • Commercial screeners must use “reasonable procedures” to insure “maximum possible accuracy” of the information in the report.  15 U.S.C. §1681e(b).
  • A commercial screener reporting public record information for employment purposes which “is likely to have an adverse effect on the consumer’s ability to obtain employment” must either notify the person that the public record information is being reported and provide the name and address of the person who is requesting the information at the time that the information is provider to the user or the commercial screener must maintain strict procedures to insure that the information it reports is complete and up to date.  15 U.S.C. §1681k.

Numerous FCRA class actions have been brought under one or both of these provisions to challenge a commercial screener’s reporting of expunged or sealed cases.

  • Henderson v. HireRight Solutions, Inc., No. 10-459 (E.D. Pa. 2010).
  • Robinson v. General Information Services, Inc., No. 11-7782 (E.D. Pa. 2011).
  • Roe v. Intellicorp Records, Inc., No. 1:12-cv-2288 (N.D. Ohio 2012).
  • Giddiens v. LexisNexis Risk Solutions, Inc., No. 2:12-cv-02624-LDD (E.D. Pa. 2012).
  • Stokes v. RealPage, Inc., No. 2:15-cv-01520-JP (E.D. Pa. 2015).

All of these cases were settled, with the settlement typically requiring the discontinuation of the use of stale data or the screener to change its practice to verify data.

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Fair Credit Reporting Act applied to criminal records

The following is a summary of how the Fair Credit Reporting Act (FCRA) applies to criminal background checks, written by Sharon Dietrich of Community Legal Services of Philadelphia.  More detailed information about FCRA’s interpretation and enforcement is available in this 2011 FTC report.  Current information about FCRA’s enforcement as applied to criminal records will appear in the upcoming third edition of Collateral Consequences of Criminal Conviction: Law Policy and Practice.  

Where a criminal record report is provided to an employer by a credit reporting agency (“CRA”), the Fair Credit Reporting Act (“FCRA”), 15 U.S.C. § 1681 et seq, is applicable. See Beaudette, FTC Informal Staff Opinion Letter, June 9, 1998 (available here).  FCRA creates obligations both on CRAs preparing criminal background reports and on employers using them.

Among the duties of CRAs compiling criminal background reports for employers are the following:

  • CRAs may not report arrests or other adverse information (other than convictions of crimes) which are more than seven years old, provided that the report does not concern employment of an individual who has an annual salary that is $75,000 or more.   15 U.S.C. §§ 1681c(a)(5), 1681c(b)(3).
  • CRAs must use “reasonable procedures” to insure “maximum possible accuracy” of the information in the report.  15 U.S.C. §1681e(b).
  • Elements of cause of action: (1) Inaccurate information in report; (2) inaccuracy due to CRA’s failure to follow reasonable procedures to assure maximum possible accuracy; (3) consumer suffered injury (can include emotional injury); and (4) injury was caused by inaccurate entry.  Crane v. Trans Union, 282 F. Supp. 2d 311 (E.D. Pa. 2003)(Dalzell) (citing Philin v. Trans Union Corp., 101 F. 3d 957, 963 (3d Cir. 1996)).
  • A CRA reporting public record information for employment purposes which “is likely to have an adverse effect on the consumer’s ability to obtain employment” must either notify the person that the public record information is being reported and provide the name and address of the person who is requesting the information at the time that the information is provider to the user or the CRA must maintain strict procedures to insure that the information it reports is complete and up to date.  15 U.S.C. §1681k.

Expungement in Pennsylvania explained

imagesPennsylvania has been active in recent years in expanding its judicial relief mechanisms, though it still has a long way to go to catch up to states like Kentucky, Missouri, and New Jersey, which have in the past 12 months extended their expungement laws to some felonies and/or reduced waiting periods.  No one has been more active and effective in the effort to increase the availability of “clean slate” judicial remedies than Sharon Dietrich, Litigation Director for Community Legal Services of Philadelphia.   Sharon has written a comprehensive guide to existing authorities on expungement and sealing in her state, which also discusses pending bills that would extend these laws.  The abstract follows:

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Employment bars in long-term health care facilities declared unconstitutional in Pennsylvania

A few days ago we received the following communique from Sharon Dietrich of Community Legal Services of Philadelphia, announcing a major litigation victory that will be welcome news across the country.  On December 30 a unanimous 7-judge appeals court struck down the provisions of the Pennsylvania Older Americans Protective Services Act barring employment of people with criminal records in long-term health care facilities such as nursing homes and home health care agencies.  The provisions declared unconstitutional on due process grounds law include lifetime employment bans for offenses as minor as misdemeanor theft, which Sharon notes “prevented many Pennsylvanians with criminal records from working in that entire burgeoning field.”  The decision in Peake v. Commonwealth is here, and NPR’s report on the decision is here.

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“Preventing Background Screeners from Reporting Expunged Criminal Cases”

www.povertylawIn an article published this week by the Shriver Center, Preventing Background Screeners from Reporting Expunged Criminal Cases, Sharon Dietrich offers helpful advice for advocates on to how to combat the problem posed by the reporting of expunged and sealed criminal records by private commercial background screening services. Her advice is based partly on her own organization’s participation in litigation under the federal Fair Credit Reporting Act (“FCRA”) against one of the country’s larger background screeners — an experience that she recounts in detail.

Dietrich identifies the problem of improper private reporting of expunged records as one that “threatens to undermine the whole strategy of broadening expungement as a remedy for the harm of collateral consequences.” She describes the underlying issue as follows:

 [T]he commercial background-screening industry, which runs the lion’s share of the background checks obtained by employers and landlords, sometimes reports those expunged cases long after they have been removed from the public record. Companies in the background-screening industry typically maintain their own privately held databases of criminal cases from which they generate background checks. When updating their data from public sources (often state courts), these screeners often do not use methods to determine whether cases that were reported by their sources have been removed (i.e., expunged or sealed), and they continue to report them.

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Forgiving v. forgetting: A new redemption tool

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Title VII protections based on criminal record are modest not coercive

In a recent series of posts on The Volokh Conspiracy blog promoting his book The Eternal Criminal Record, Professor James Jacobs “[speaks] strongly against a public policy that coerces private employers to ignore job applicants’ criminal records while leaving them to cover the costs imposed by ex-offender employees.”    His arguments suggest that employers are being saddled with such costs (for which no proof whatsoever is presented) because of social activism on behalf of people with criminal records. In fact, modest legal protections for people with criminal records derive from longstanding employment discrimination law principles.

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