Source: https://infocubic.com/background_check_law/Vermont
Timestamp: 2019-04-21 15:12:12
Document Index: 123913343

Matched Legal Cases: ['§21', '§21', '§ 495', '§ 2056', '§33', '§21', '§9', '§21', '§ 2480', '§21']

Employment Background Check Laws, Vermont | Info CubicEmployment Background Check Laws, Vermont | Info Cubic
Employee Background check laws by state > Vermont
Vermont Drug Screen Compliance
Vermont Employment Screening laws
Employers that are either located in Vermont or hiring Vermont residents must abide by the Federal FCRA, and applicable Vermont 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 Vermont state laws. This page also contains steps an end-user must take to stay in compliance with Vermont state laws.
For more detailed information on Vermont state laws, please consult your legal counsel.
Employment Background Check Laws In Vermont:
Vermont Statutes §21-495: Unlawful employment practice, and §21-495j: Criminal history records; employment applications.
(6) For any employer, employment agency, labor organization or person seeking employees to discriminate against, indicate a preference or limitation, refuse properly to classify or refer, or to limit or segregate membership, on the basis of a person’s having a positive test result from an HIV-related blood test;
§ 495j. Criminal history records; employment applications.
(a) Except as provided in subsection (b) of this section, an employer shall not request criminal history record information on its initial employee application form. An employer may inquire about a prospective employee’s criminal history record during an interview or once the prospective employee has been deemed otherwise qualified for the position.
(c) If an employer inquires about a prospective employee’s criminal history record information, the prospective employee, if still eligible for the position under applicable federal or State law, must be afforded an opportunity to explain the information and the circumstances regarding any convictions, including postconviction rehabilitation.
(1) “Criminal history record” has the same meaning as set forth in 20 V.S.A. § 2056a.
(2) “Employee” has the same meaning as set forth in section 495d of this chapter.
(3) “Employer” has the same meaning as set forth in section 495d of this chapter.
Employers may not inquire into an applicant’s criminal history during the initial stage of the employment process. Questions regarding criminal history may not be on the employment application form. Inquiries into criminal history can only be made when the applicant is deemed qualified for the position. However, the employer must also “afford the applicant an opportunity to explain the information and circumstances regarding any convictions including post-conviction rehabilitation.”
Vermont Statutes §33-6914(b): Access to criminal records.
(a) The commissioner may obtain from the Vermont crime information center the record of convictions of any person to the extent that the commissioner has determined by rule that such information is necessary to protect vulnerable adults.
(b) An employer may ask the commissioner to obtain from the Vermont crime information center the record of convictions of a person who is a current employee, volunteer or contractor, or a person to whom the employer has given a conditional offer of a contract, volunteer position, or employment. The request shall be in writing and shall be accompanied by a release by the current or prospective contractor or employee. If the person has a record of convictions, the commissioner shall inform the employer of the date and type of conviction.
(c) A person or organization serving vulnerable adults by assisting with employer functions, offering, providing, or arranging for home sharing, personal care services, developmental services, or mental health services for vulnerable adults, may submit a request to the commissioner concerning an individual who has applied to provide such services or an individual who is already so engaged. The request shall be in writing, and shall be accompanied by a release from the individual applying for or already providing such services. If the individual has a record of convictions, the commissioner shall inform the person or organization submitting the request of the date and type of conviction.
(d) The commissioner of health, or the commissioner’s designee, for purposes related to oversight and monitoring of persons who are served by or compensated with funds provided by the department of health, may ask the Vermont crime information center for the record of convictions of a person who is a current employee, volunteer or contractor, or a person to whom the employer has given a conditional offer of a contract, volunteer position, or employment. If the individual has a record of convictions, the Vermont crime information center shall inform the commissioner, or the commissioner’s designee, of the date and type of conviction.
(e) Information released to an employer under this section shall not be released or disclosed by the employer to any person. Any person who violates this subsection shall be fined not more than $500.00.
(f) Volunteers shall be considered employees for purposes of this section.
(g) As used in this section, “commissioner” means the commissioner of the department of disabilities, aging, and independent living or the commissioner of health or the commissioner’s designees.
Employers hiring individuals to work with vulnerable adults may not inquire into an applicant’s criminal history during the initial stage of the employment process. Questions regarding criminal history may not be on the employment application form. Inquiries into criminal history can only be made after the applicant has received a conditional offer of employment.
Vermont Statutes §21-301: Medical examination, expense.
It shall be unlawful for any employer, as defined in section 302 of this title, to require any employee or applicant for employment to pay the cost of a medical examination as a condition of employment.
Employers are prohibited from requiring any applicant to pay for, and provide, any of their own medical examinations as a condition of employment.
Vermont Statutes §9-2480e: Consumer consent.
(b) Credit reporting agencies shall adopt reasonable procedures to ensure maximum possible compliance with subsection (a) of this section.
(2) the use of credit information for the purpose of prescreening, as defined and permitted from time to time by the Federal Trade Commission.
All users of a consumer report, not just the employer or end user, must obtain consent of the applicant before procuring such a report. This standard applies to all consumer reports including credit reports.
Vermont Statutes §21-495i. Employment based on credit information; prohibitions.
(1) “Confidential financial information” means sensitive financial information of commercial value that a customer or client of the employer gives explicit authorization for the employer to obtain, process, and store and that the employer entrusts only to managers or employees as a necessary function of their job duties.
(2) “Credit history” means information obtained from a third party, whether or not contained in a credit report, that reflects or pertains to an individual’s prior or current:
(3) “Credit report” has the same meaning as in 9 V.S.A. § 2480a.
(1) Fail or refuse to hire or recruit; discharge; or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual’s credit report or credit history.
(2) Inquire about an applicant or employee’s credit report or credit history.
(G) The position of employment involves access to an employer’s payroll information.
(2) An employer that is exempt from the provisions of subsection (b) of this section may not use an employee’s or applicant’s credit report or history as the sole factor in decisions regarding employment, compensation, or a term, condition, or privilege of employment.
(d) If an employer seeks to obtain or act upon an employee’s or applicant’s credit report or credit history pursuant to subsection (c) of this section that contains information about the employee’s or applicant’s credit score, credit account balances, payment history, savings or checking account balances, or savings or checking account numbers, the employer shall:
(1) Obtain the employee’s or applicant’s written consent each time the employer seeks to obtain the employee’s or applicant’s credit report.
(2) Disclose in writing to the employee or applicant the employer’s reasons for accessing the credit report, and if an adverse employment action is taken based upon the credit report, disclose the reasons for the action in writing. The employee or applicant has the right to contest the accuracy of the credit report or credit history.
(3) Ensure that none of the costs associated with obtaining an employee’s or an applicant’s credit report or credit history are passed on to the employee or applicant.
(4) Ensure that the information in the employee’s or applicant’s credit report or credit history is kept confidential and, if the employment is terminated or the applicant is not hired by the employer, provide the employee or applicant with the credit report or have the credit report destroyed in a secure manner which ensures the confidentiality of the information in the report.
(e) An employer shall not discharge or in any other manner discriminate against an employee or applicant who has filed a complaint of unlawful employment practices in violation of this section or who has cooperated with the Attorney General or a State’s Attorney in an investigation of such practices or who is about to lodge a complaint or cooperate in an investigation or because the employer believes that the employee or applicant may lodge a complaint or cooperate in an investigation.
(g) This section shall apply only to employers, employees, and applicants for employment and only to employment-related decisions based on a person’s credit history or credit report. It shall not affect the rights of any person, including financial lenders or investors, to obtain credit reports pursuant to other law.
Employers are prohibited from inquiring about an employee’s or an applicant’s credit history, or obtaining a credit report. Employers may not make a hiring decision using credit history or a credit report unless they meet one of the following exceptions:
(1) The report is required by state or federal law,
(2) The position involves access to confidential financial information,
(3) The employer is a financial institution or a credit union,
(4) The position is for a law enforcement officer, emergency medical personnel, or a firefighter,
(5) The position requires a high level of financial fiduciary responsibility to the employer or client of the employer,
(6) The employer can prove that the applicant’s credit history is a significant predictor of performance for the specific position, or
(7) The position involves access to an employer’s payroll information.
Additionally, employers shall keep the credit information confidential and will destroy the credit information when an individual is not hired or leaves employment.
Vermont Ban the Box (§21-495j: Criminal history records; employment applications)
Addison $30.00
Bennington $30.00
Caledonia $30.00
Chittenden $30.00
Essex $30.00
Grand Isle $30.00
Lamoille $30.00
Orleans $30.00
Rutland $30.00
Windham $30.00
State of Vermont - Consumers
Under Vermont law, you are allowed to receive one free copy of your credit report every 12 months from each credit reporting agency.
If you believe a law regulating consumer credit reporting has been violated, you may file a complaint with the Vermont Attorney General’s Consumer Assistance Program, 104 Morrill Hall, University of Vermont, Burlington, Vermont 05405.
You have a right to place a “security freeze” on your credit report pursuant to 9 V.S.A. section 2480h at no charge if you are a victim of identity theft. All other Vermont consumers will pay a fee to the credit reporting agency of up to $10.00 to place the freeze on their credit report. The security freeze will prohibit a credit reporting agency from releasing any information in your credit report without your express authorization. A security freeze must be requested in writing by certified mail.
The proper information regarding the third party or parties, who are to receive the credit report or the period of time for which the report shall be available to users of the credit report.
A credit reporting agency that receives a request from a consumer to temporarily lift a freeze on a credit report shall comply with the request no later than three business days after receiving the request.
A security freeze will not apply to “preauthorized approvals of credit.” If you want to stop receiving preauthorized approvals of credit, you should call 1-888-567-8688.
A security freeze does not apply to a person or entity, or its affiliates, or collection agencies acting on behalf of the person or entity with which you have an existing account that requests information in your credit report for the purposes of reviewing or collecting the account, provided you have previously given your consent to this use of your credit reports. Reviewing the account includes activities related to account maintenance, monitoring, credit
The action can be brought against a credit reporting agency or a user of your credit report.