Source: https://infocubic.com/background_check_law/Hawaii
Timestamp: 2019-02-23 13:59:04
Document Index: 249601396

Matched Legal Cases: ['§378', '§44901', '§44936', '§1', '§12', '§5', '§10', '§7', '§4', '§7', '§1']

Employment Background Check Laws, Hawaii | Info CubicEmployment Background Check Laws, Hawaii | Info Cubic
Employee Background check laws by state > Hawaii
Hawaii Drug Screen Compliance
Hawaii Employment Screening laws
Employers that are either located in Hawaii or hiring Hawaii residents must abide by the Federal FCRA, and applicable Hawaii state employment laws.
This page was created to provide a simple explanation of what an end-user of a background screening report (also known as consumer report) can use in order to be in compliance with Hawaii state laws. This page also contains steps an end-user must take to stay in compliance with Hawaii state laws.
For more detailed information on Hawaii state laws, please consult your legal counsel.
Employment Background Check Laws In Hawaii:
Hawaii Revised Statutes 378-2.5: Employer inquiries into conviction record.
§378-2.5 Employer inquiries into conviction record. (a) Subject to subsection (b), an employer may inquire about and consider an individual’s criminal conviction record concerning hiring, termination, or the terms, conditions, or privileges of employment; provided that the conviction record bears a rational relationship to the duties and responsibilities of the position.
(c) For purposes of this section, “conviction” means an adjudication by a court of competent jurisdiction that the defendant committed a crime, not including final judgments required to be confidential pursuant to section 571-84; provided that the employer may consider the employee’s conviction record falling within a period that shall not exceed the most recent ten years, excluding periods of incarceration. If the employee or prospective employee claims that the period of incarceration was less than what is shown on the employee’s or prospective employee’s conviction record, an employer shall provide the employee or prospective employee with an opportunity to present documentary evidence of a date of release to establish a period of incarceration that is shorter than the sentence imposed for the employee’s or prospective employee’s conviction.
(d) Notwithstanding subsections (b) and (c), the requirement that inquiry into and consideration of a prospective employee’s conviction record may take place only after the individual has received a conditional job offer, and the limitation to the most recent ten-year period, excluding the period of incarceration, shall not apply to employers who are expressly permitted to inquire into an individual’s criminal history for employment purposes pursuant to any federal or state law other than subsection (a), including:
(5) The counties pursuant to section 846-2.7;
(12) Employers of individuals or supervisors of individuals responsible for screening passengers or property under 49 U.S.C. §44901 or individuals with unescorted access to an aircraft of an air carrier or foreign carrier or in a secured area of an airport in the United States pursuant to 49 U.S.C. §44936(a);
(18) The department of health pursuant to section 321-15.2. [L 1998, c 175, §1; am L 2003, c 95, §12; am L 2004, c 79, §5 and c 164, §10; am L 2005, c 93, §7; am L 2006, c 220, §4; am L 2008, c 28, §7]
An employer can only obtain criminal history on a potential candidate after they have issued that applicant a conditional offer of employment. A background screening cannot be started unless a conditional offer of employment has been made.
In the event that criminal conviction records exist, an employer may only consider an applicant’s criminal history for employment purposes if the criminal conviction has a rational relationship to the duties and responsibilities of the position.
Criminal conviction records beyond 10 years old, excluding the period of incarceration, can NOT be used in making employment decisions.
Hawaii Revised Statutes 378-2.7: Employer inquiries into and consideration of credit history or credit report.
(a) Notwithstanding section [378-2(a)(8)]:
(1) Inquiry into and consideration of a prospective employee’s credit history or credit report may take place only after the prospective employee has received a conditional offer of employment, which may be withdrawn if information in the credit history or credit report is directly related to a bona fide occupational qualification;
(2) The prohibition against an employer’s refusal to hire or employ, barring or terminating from employment, or otherwise discriminating on the basis of credit history shall not apply to employers who are expressly permitted or required to inquire into an individual’s credit history for employment purposes pursuant to any federal or state law;
(3) The prohibition against an employer’s refusal to hire or employ, barring or terminating from employment, or otherwise discriminating on the basis of credit history shall not apply to managerial or supervisory employees; and
(4) The prohibition against an employer’s refusal to hire or employ, barring or terminating from employment, or otherwise discriminating on the basis of credit history shall not apply to employers that are financial institutions in which deposits are insured by a federal agency having jurisdiction over the financial institution.
“Managerial employee” means an individual who formulates and effectuates management policies by expressing and making operative the decisions of the individual’s employer.
“Supervisory employee” means an individual having authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment. [L Sp 2009, c 1, §1]
An employer can only obtain a credit report on a potential candidate after they have issued that applicant a conditional offer of employment. Additionally, an employer may NOT obtain or use an applicant’s credit report or credit history in making a hiring decision unless there is a significant relationship between the credit history and the position’s duties and qualifications.
An employer can obtain a credit report after a conditional offer of employment is made only if:
(1) State or Federal Law authorizes the employer to obtain a credit report; or
(2) The position is managerial or supervisory where employees use independent judgment to perform their job; or
(3) The position is for a federally insured financial institution.
The offer of employment may be revoked upon review of the credit report only if there is a significant relationship between credit history and the position’s duties and qualifications.
Hawaii Ban the Box
Employers in Hawaii can only obtain criminal history information on an applicant after a conditional offer of employment has been made. This standard applies to ALL employers in Hawaii.
Honolulu $0.00
Kalawao $0.00
Kauai $0.00
Maui $0.00