If you are seeking employment in Connecticut, you are covered by its Fair Chance Employment Law, which is a “Ban the Box” law. The law applies to both private and public employers.
Under this law, an employer cannot ask about your prior arrests, criminal charges, or convictions on an initial employment application. The exceptions to this rule are if 1) the employer is required to do so by an applicable state or federal law, or 2) a security or fidelity bond or an equivalent bond is required for the position. An employer cannot ask about an erased record at any time.
In addition, this law bars employers from discriminating against you because of your criminal history. An employer cannot refuse to hire you or fire you solely because you have prior arrests or convictions.
There are a few cities within Connecticut that have their own “Ban the Box” Laws.
Hartford:
If you are seeking employment at a government agency in the City of Hartford, you are covered by its Ban the Box Ordinance. This ordinance only applied to the public sector of the City of Hartford and the city’s vendors.
Under this ordinance, an employer cannot conduct a criminal record check unless the check is required by state or federal law or the City has made a good-faith determination that the relevant position requires a background check. Instead, the City will review your qualifications and determine whether you are otherwise qualified for the position. They cannot conduct a background check unless they have determined you are otherwise qualified.
Once the employer has offered you conditional employment, they must notify you that a criminal record check will be conducted. At that time, you may submit a voluntary disclosure statement of your record and any mitigating factors relating to your record. If the employer decides to revoke your conditional offer you will have seven business days to respond by first-class mail to the HR Appeals Board if you wish to appeal the decision.