CONNECTICUT

Restriction  Explanation
Ban-the-Box 1: Use of criminal record only after applicant meets minimum employment qualifications This became effective January 1, 2017. Basically this is a pure Ban-the-Box law as it simply prohibits inquiring about a prospective employee’s prior arrests, criminal charges or convictions on an initial employment application. The law does not contain any guidance as to where or how an employer can pursue the inquiry into criminal records. Evidentially there are no restrictions after the application is completed.
Certificates of Rehabilitation Employer may not consider a conviction where the applicant has received a certificate of rehabilitation for that conviction.
Prohibits salary history inquiry during hiring process Effective January 1, 2019 – Employers are prohibited from inquiring about an applicant’s past salary, per §31-40z. Connecticut Gen. Stat.
State Public Employees – Ban-the-Box Provisions FOR PUBLIC EMPLOYERS ONLY: An employer, per section 5-270, may not inquire about a prospective employee’s past convictions until the prospective employee has been deemed otherwise qualified for the position. Records of arrest, which are not followed by a conviction, or records of convictions, which have been erased, may not be used, distributed or disseminated by the state or any of its agencies in connection with an application for employment or for a permit, license, certificate or registration.
Use of arrest record with no conviction State agencies may not deny employment for arrests that did not result in a conviction.
Use of credit report Employers may only request a credit report if such is substantially related to a current job or potential job. This is known as Public Act 11-223. The law cite is Conn. Gen. Stat. §Sec. 31-51tt – (Employer inquiries about an employee’s or prospective employee’s credit.)
Use of Social Media Password Information Effective October 1, 2015, employers in Connecticut are restricted from requesting or requiring access to the personal online accounts of applicants and employees. A “Personal online account” is defined as any online account used by an employee or applicant exclusively for personal purposes and unrelated to any business purpose of such employee’s or applicant’s employer or prospective employer, including, but not limited to, electronic mail, social media and retail-based Internet web sites.
Use or inquiry of sealed, expunged, pardoned or erased records “An employer may not require an employee or applicant to disclose erased records or deny employment because of the existence of an erased record.” This statement must appear on the application form.
Use or inquiry of sealed, expunged, pardoned or erased records Employer may not consider a conviction of an applicant that has been pardoned.