Sure, if we’re talking about employers having a look before offering someone a job.
If Council Bill No. 117583 is approved, employers in Seattle would no longer be able to inquire about a potential employee’s criminal history, nor would they be able to conduct a background check until a “conditional” offer of employment is given. Employers would be prohibited from refusing to hire an applicant because of a past arrest or conviction unless there is a “direct relationship” between the criminal record and the job sought.
The proposal puts employers in the likely litigious position of determining whether a “direct relationship” exists or whether it is “reasonably foreseeable” that employing the applicant will result in harm to people or property. Employers would be caught in a Catch-22, facing potential litigation if they reject the applicant or if they hire the applicant and that applicant causes harm while on the job.
Imagine the cable repairman coming to your home. The cable company would know he has a criminal record but it was forced to hire him because the company could not prove it is “reasonably foreseeable” the repairman would harm someone while on the job.
Thank you city of Seattle. You have no idea ho glad I am that I no longer live there.
So, to review:
You must be treated as a suspected criminal if you want to exercise your civil rights.
Your possible criminal record may not be asked about before you receive access to the money and/or property of your prospective employer.
That is the Progessive mind at work.
And in case you’ve missed it, this idea has already gone national.