On June 10, 2021, the Louisiana legislature passed a new law that aims to prevent discrimination by employers based on criminal history records. Known as R. S. 23:291.2 (HB 707), this law is an important step in promoting fair hiring practices and protecting the rights of those with criminal records.

One of the key provisions of this law is that it prohibits employers from discriminating against job applicants or employees based on their criminal history records. This means that employers cannot use an applicant’s criminal history as the sole basis for denying them employment or for making any other employment decisions.

In addition to prohibiting discrimination, the law also provides criteria for employers to consider when making hiring decisions in conjunction with criminal history records. These criteria include the nature and gravity of the offense, the time that has elapsed since the offense, and the job-relatedness of the offense. This means that employers must take into account these factors when evaluating an applicant’s criminal history and determining whether or not to hire them.

This new law is an important step in promoting fair hiring practices and protecting the rights of those with criminal records. It ensures that employers cannot use an applicant’s criminal history as the sole basis for denying them employment and requires them to consider the nature and gravity of the offense, the time that has elapsed since the offense, and the job-relatedness of the offense when making hiring decisions. This law is a positive step in helping to reduce discrimination and ensuring that all individuals have equal opportunity to employment.

As laws and regulations related to employment evolve, it is important that employers take steps to ensure that their policies and procedures are compliant. To that end, we at Global Data Fusion recommend that employers review their policies and procedures with legal counsel.

It is important to note that the information provided above is for educational purposes only and should not be considered as legal advice. We strongly advise that employers consult with their legal counsel to ensure compliance with all applicable laws and regulations. By working with legal counsel, employers can ensure that their policies and procedures are up-to-date and in compliance, ensuring the protection of both the employer and the employee.