Also, a new consent form for conducting background checks is also required as of January 1, 2018. The new form can be found here: https://hr.stanford.edu/processes/background-checks
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Ban the Box (AB 1008)
This law provides job applicants with prior conviction history a fair chance to obtain employment.
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Salary History (AB 168)
This law is designed to narrow the gender pay gap.
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- Job applications no longer include questions requesting an applicant's criminal history
- We cannot inquire into, or consider an applicant's conviction history until the applicant has received a conditional employment offer
- We may initiate background checks only after we make a written conditional offer of employment
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- Job applications no longer include questions requesting an applicant's salary history
- We can no longer ask about an applicant's salary history
- We cannot rely on salary history when determining whether to offer employment or what salary to offer (unless voluntarily provided)
- If an applicant voluntarily discloses salary history without prompting, we may consider that information to determine the salary for that applicant along with other factors in setting salary offer
- Upon request, we must provide the pay scale for the position to which an applicant applied
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