纽约州纽约县纽约市公平机会法修订规则10月30日生效：雇主须先给有条件录用、再查犯罪记录
2026年10月29日，据法律资讯报道，纽约州纽约县纽约市人权委员会已通过《公平机会法》修订规则，定于10月30日生效，纽约市雇主须在规则生效前检查自己的招聘与犯罪背景审查程序。修订规则基本吸纳了2021年生效的法律修正案，并进一步明确了雇主在考虑求职者犯罪记录时的要求。总体而言，《公平机会法》禁止适用范围内的雇主在作出有条件录用之前，询问求职者的犯罪历史；如果雇主考虑因犯罪记录撤回录用或采取其他不利行动，一般必须先进行个别化评估，并按规定的通知与回应程序操作，然后才能作出最终决定。修订规则还把对在职员工的保护纳入其中，包括对在职期间未决刑事案件或新定罪的评估办法：在职前定罪一般按纽约州矫正法第23-A条评估，在职期间的未决案件与定罪则按纽约市公平机会就业因素评估。除有限例外外，雇主不得询问或依据受保护的非定罪信息采取不利行动，包括某些已封存定罪、青少年犯裁决、违规记录，以及符合条件的延期撤销案件。这套规则适用于纽约市多数雇主的招聘环节，雇主应据此更新申请表、面试流程与背景审查时间表。
New York City's Revised Fair Chance Act Rules Take Effect Oct. 30 in New York County, New York: Employers Must Make a Conditional Offer Before Asking About Criminal History
On October 29, 2026, according to a legal advisory, the New York City Commission on Human Rights has adopted revised Fair Chance Act rules taking effect October 30, and New York City employers should review their hiring and criminal background screening procedures ahead of the effective date. The revised rules largely incorporate statutory amendments effective in 2021 and clarify existing requirements for considering criminal history in employment decisions. In general, the Fair Chance Act prohibits covered employers from inquiring about an applicant's criminal history before making a conditional offer of employment; if an employer is considering withdrawing an offer or taking other adverse action based on criminal history, it generally must first conduct an individualized assessment and follow specific notice and response procedures before making a final decision. The rules also incorporate protections for current employees, including how to evaluate pending criminal cases or convictions arising during employment: convictions predating employment are generally evaluated under Article 23-A of the New York Correction Law, while pending cases and convictions during employment are evaluated under the New York City Fair Chance Employment Factors. Subject to limited exceptions, employers may not inquire about or take adverse action based on protected non-conviction information, including certain sealed convictions, youthful offender adjudications, violations, and qualifying adjournments in contemplation of dismissal. The rules apply to the hiring processes of most New York City employers, who should update their applications, interview procedures and background-check timing accordingly.
来源：GSM·美国（原文链接）
图片来源：固定图库 cities 包：纽约市政厅（资料图）
