Bill > S0090

This bill enhances employee privacy protections by modifying existing Vermont employment laws across three key areas: credit history, criminal background checks, and drug testing. For credit history, employers are now more restricted in using an employee's credit report, requiring a direct relationship to specific job duties even for exempted sectors like financial institutions. In criminal background checks, the bill prohibits employers from asking about criminal history on initial job applications or during early interview stages, instead allowing such inquiries only after a conditional job offer is made, and requiring employers to consider factors like the nature of the offense, time passed, and relevance to job duties. For drug testing, the bill adds a requirement that drug testing (both for applicants and current employees) must have a direct relationship to the specific job duties, and clarifies protections around medical cannabis and rehabilitation opportunities. The bill also increases the civil penalty for violations from $100 to $1,000 and includes anti-retaliation provisions to protect employees who might challenge these practices. These changes aim to provide more fairness and privacy in employment screening processes while still allowing employers reasonable means to assess candidate suitability. The bill is set to take effect on July 1, 2025, giving employers time to adjust their practices.

Housing and Urban Affairs

https://legislature.vermont.gov/bill/status/2026/S.90