In
previous years, it was common for employers throughout the United States to
check a job applicant’s credit to help make employment decisions. If applicants
had poor credit, the potential employer would often see that as a sign of
irresponsibility and decide not to hire that person. However, in recent years,
with the economic downturn, more Americans than ever have credit problems.
Unemployment, mortgage foreclosures, and other financial struggles have made it
difficult for people to pay all of their bills and have caused a large number
of credit scores to plummet. Those lower credit scores have made it difficult
for some Americans to secure employment, which only furthers their financial
difficulties.
Recent reports,
however, have indicated that a low credit score has little to no reflection on
whether an applicant has the ability to adequately perform job duties. For that
reason, in December of 2013, Senator Elizabeth Warren (D-Mass.) introduced
proposed federal legislation, the Equal
Employment for All Act, which would amend the Fair Credit Reporting Act (FRCA) to
prohibit employers across the United States from using credit information to
make employment decisions, all in order to protect applicants and employees
from unjust discrimination.
California
Credit Check Laws
While
the federal legislation is still pending, California job applicants and
employees are already protected from discrimination based on credit checks.
California is one of ten states that have enacted such legislative protections
for employees as of January 1st, 2014. These states include California,
Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and
Washington. Additionally, 35 other states have pending legislation related to
employer credit checks.
Generally,
most California public and private employers may not use credit information as
the basis for any adverse employment action, such as hiring, demotion,
rejection for promotion, or termination. An employer may not otherwise
discriminate against or harass an employer based on credit information.
Exceptions
to the Law
There
are certain exceptions in which an employer may use credit information as the
basis of an employment decision. Such exceptions are necessary in fields of
employment that involve the handling of money or certain financial
responsibilities. Some exceptions include applicants for:
·
A managerial position who qualifies for the executive
exemption from wage and hour laws;
·
A position that allows the employee to transfer company
money, enter into financial contracts for the company, or be a signatory on the
company’s credit cards or bank accounts;
·
A position that gives the employee access to large amounts
of credit or bank applications or other personal information of customers;
·
A position that gives the employee access to trade secrets
or other confidential company information;
·
A position in which the employee handles large amounts of
client money.
It
makes sense that credit checks would be allowed for such positions that require
a large amount of trust or financial responsibility. However, for any other
type of position, California employers should never use credit information to
make decisions or to discriminate against an applicant or employee.
If you have any concerns about employer
credit checks, or if you believe that a company has violated employment laws,
contact the office of Pershing Square Law Firm today for assistance
in protecting your rights.
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