Bill > S0285

This bill establishes the Consumer Credit History Employment Protection Act, which prohibits employers from using credit reports or asking about an applicant's financial history during the hiring process, with several key exceptions. Specifically, employers cannot request credit checks or include credit history questions in job applications, except in cases involving positions that require federal or state-mandated credit checks, national security clearances, roles with significant financial responsibilities (such as having signatory authority over funds exceeding $10,000), non-clerical positions with access to sensitive information, or jobs involving digital security systems. When a position falls under these exceptions, employers must provide notice to the applicant and obtain written consent before conducting a credit check. The bill also establishes enforcement mechanisms, allowing job applicants to file complaints with the Department of Labor and Training, which can impose administrative penalties of up to $10,000 per violation. Additionally, aggrieved applicants can file civil lawsuits within three years of a violation, potentially recovering up to $10,000 in damages plus attorneys' fees. The penalties will consider factors like violation severity, prior incidents, employer size, and knowledge of the law. The bill aims to protect job seekers from potential discrimination based on credit history and provides multiple avenues for addressing violations.

Justice

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