Fair Chance Initiative for Hiring Ordinance (FCIHO)

Fair Chance Initiative for Hiring Ordinance (FCIHO)

The FCIHO requires that Private Employers do not include any inquiries into a job applicant’s criminal history on job applications or postings. Private Employers cannot inquire about an applicant’s criminal history until after a conditional offer of employment has been made.  If an Offer of Employment is withdrawn as a result of a criminal history, the applicant must be given the opportunity for the Fair Chance Process.  For more details and forms, see links below:

For Private Employers 

• Fair Chance Initiative for Hiring Ordinance for Private Employers (LAMC 189)
• Rules and Regulations Implementing the FCIHO
• FCIHO Frequently Asked Questions
• FCIHO Notice to Applicants &  Employees (English / Spanish) (LAMC 189) REQUIRED POSTING!
• Complaint Form

Printable Forms and Sample Letter

• Notice to Rescind Employment Offer Sample Letter
• Individual Assessment and Reassessment Form

Informational Materials

• FCIHO Fact Sheet (English)

• FCIHO Fact Sheet (Spanish)

   

For City Contractors and Their Job Applicants

• City Contractors' Use of Criminal History For Consideration of Employment Applications (LAAC 10.48)

For more information on the FCIHO for City Contractors, please visit https://bca.lacity.gov/eeo_fair_chance.

California Fair Chance Act

The State of California recently adopted the California Fair Chance Act (AB-1008), which adds a section to the Fair Employment and Housing Act and went into effect on January 1, 2018. The law limits employers’ consideration of an applicant’s criminal history similar to the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance. Businesses who have employees working within the geographic boundaries of the City of Los Angeles must comply with both laws.

** If your background check report is incorrect, please contact the agency/company that ran your background check report to dispute the errors.**