This month Connecticut joined the states that have passed a Ban-the-Box law per Public Law No. 16-83. It goes into effect on January 1, 2017.
This law prohibits covered employers from inquiring about a prospective employee's prior arrests, criminal charges or convictions on an initial employment application. Connecticut's ban-the-box law defines a "covered employer" as "any person engaged in business who has one or more employees."
Under the law, employers may still inquire into applicants' criminal histories, but not until an employment application has been completed, for example, during an interview.
However, there are exceptions to this restriction. An employer may inquire about an applicant's prior arrests, criminal charges or convictions on an employment application form only if: the employer is required to do so by an applicable state or federal law or a security or fidelity bond or an equivalent bond is required for the position.
The law further establishes a "fair chance employment task force" to study issues related to the hiring process, including the employment opportunities available to individuals with criminal histories.