Covered employers
Private employers with 10 or more employees performing work in the City of Los Angeles, plus City contractors.
Timing of inquiry
No criminal-history inquiry of any kind — application, interview, or background check — is permitted until after a conditional offer of employment has been extended.
Individualized assessment
Before withdrawing a conditional offer, the employer must perform a written individualized assessment linking the specific conviction to the duties of the job, considering the nature and gravity of the offense, the time elapsed, and the nature of the position.
Adverse-action workflow
If the employer intends to rescind the offer, it must provide the candidate the written assessment, a copy of the report, and at least 5 business days to respond before issuing a final decision; if the candidate responds the employer must perform a written reassessment.
Notice & posting
Covered employers must post the FCIHO notice in a conspicuous workplace location and include a fair-chance statement in every job solicitation that says the employer will consider qualified applicants with criminal histories.
Enforcement & penalties
Bureau of Contract Administration, Office of Wage Standards. Penalties scale from $500 for a first violation up to $2,000 per subsequent violation, plus payments to the affected applicant.
Citations
- L.A. Mun. Code §§189.00–189.07
- 2024 FCIHO amendments (Ord. 188080)