Rod M. Fliegel\u2019s articles from Littler Mendelson are most popular:<\/p>\n
\n <\/ul>\n
At a Glance<\/p>\n
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<\/p>\n
\n
<\/p>\n
\n<\/ul>\n
On October 8, 2025, with the mayor’s signature,
Existing Obligations Summarized<\/strong><\/p>\n Pennsylvania law already limits employers’ consideration of
Clarifying Provisions<\/strong><\/p>\n The amendments clarify drafting ambiguities previously present
\n<\/ul>\n Expanded Obligations<\/strong><\/p>\n The amendments also expand obligations and further
\n<\/ul>\n Recommendations<\/strong><\/p>\n The Philadelphia amendments impact each stage of consideration
Businesses with operations in Philadelphia should evaluate
Suggested action items for businesses with employees or
\n<\/ul>\n Footnotes<\/strong><\/p>\n 1 See Phila. Code 9-3500 et seq.; William J. Simmons and
2 See 18 Pa.C.S. 9122.5; 9125.<\/p>\n 3 Employers will already be familiar with the nationwide
4 Although a sealing or expungement order may be entered
5 For examples of new or amended laws just this calendar
The content of this article is intended to provide a general
\nPhiladelphia, Pennsylvania enacted additional amendments to its Fair Criminal Record
\nScreening Standards Ordinance<\/a> (FCRSSO). The amendments continue
\nthe city’s trend of expanding protections for individuals with
\ncriminal records, and take effect January 6, 2026.1
\nBusinesses operating in Philadelphia must revise required notices
\nto applicants, employees, and independent contractors, among other
\ncompliance updates.<\/p>\n
\ncriminal records to only job-related misdemeanor and felonies, and
\nprohibits the use of certain defined “criminal history
\nrecord” information, such as “limited access” or
\nexpunged records, in hiring decisions.2
\nPhiladelphia’s FCRSSO has long required businesses to conduct
\nan individualized assessment of criminal records before adverse
\nactions, mandated notice requirements, and afforded a private right
\nof action for damages. The new amendments clarify and expand these
\nobligations.<\/p>\n
\nin the FCRSSO, such as:<\/p>\n
<\/p>\n
\nOffense” and “Incarceration” are now specifically
\ndefined terms.<\/li>\n
\n
<\/p>\n
\nnon-pending criminal charges that did not result in a conviction.
\nThe amendments substantially broaden the definition of
\n“adverse action.”<\/li>\n
\n
<\/p>\n
\nProcess” of the intent to conduct background checks. The
\namendments clarify that this includes statements made in “job
\nadvertisements,” which are broadly defined, and require any
\nsuch statements, if made, to include notice that an individualized
\nassessment will take place.<\/li>\n
\n
<\/p>\n
\nduring the individualized assessment process, but the amendments
\ninclude specific illustrative examples of what may constitute
\nrehabilitation, such as completion of treatment or educational
\nprograms.<\/li>\n
\n
<\/p>\n
\nseven years old unless the individual was released from
\nincarceration in the last seven years. The amendments provide a
\nnarrow definition of “incarceration” that can be used to
\nextend the consideration timeframe.<\/li>\n
\n
<\/p>\n
\nbusiness days to submit evidence criminal records were inaccurate
\nor to provide an explanation of the offenses. The prior wording of
\nthe law, read literally, suggested that the business only needed to
\nprovide this opportunity after it had already communicated
\nits final adverse decision. The amendments clarify the business
\nmust provide this opportunity before a final adverse
\ndecision is made.3<\/li>\n
\nrestrict consideration of criminal records (unless otherwise
\nrequired by state or federal law) as follows:<\/p>\n
<\/p>\n
\nfour<\/strong> years old, excluding any periods of
\nincarceration.<\/li>\n
\n
<\/p>\n
\n(Pennsylvania’s lowest level of offense).<\/li>\n
\n
<\/p>\n
\nexpunged and allow individuals to submit evidence of sealing or
\nexpungement if such records nevertheless appear in motor vehicle
\nreports. However, the amendments do not define what would
\nconstitute sufficient evidence presented by the individual in this
\nscenario that would require the business to treat the offense as
\noff-limits.4<\/li>\n
\n
<\/p>\n
\nrecord, businesses must provide: (i) a summary of rights under the
\nFCRSSO; (ii) a statement that the business will consider evidence
\nof any error, rehabilitation or mitigation; and (iii) instructions
\non how the individual can provide this information directly to
\nthe business. The amendments contemplate that the Philadelphia
\nCommission on Human Relations may create sample forms for
\ncompliance but does not provide a strict deadline for the
\nCommission to do so.<\/li>\n
\n
<\/p>\n
\nCommission on Human Relations under the FCRSSO, the business must
\nrespond with specifically enumerated information explaining its
\ndecision.<\/li>\n
\n
<\/p>\n
\nand use of criminal records and require careful attention.
\n“50-state” background screening compliance continues to
\nbe a headache for businesses (and background screening companies
\nthat often assist with administrative tasks related to compliance)
\nwith substantial new and unique jurisdictional requirements every
\nyear.5<\/p>\n
\nnecessary changes to when and how they inquire into criminal
\nhistory during the hiring or independent contractor engagement
\nprocess. They should also consider whether to undertake a broader
\n(and privileged) assessment to strengthen their compliance with
\nfederal, state, and local employment laws that regulate use of a
\ncriminal history (including in Philadelphia).<\/p>\n
\nindependent contractors in Philadelphia and other jurisdictions
\nwith “fair chance” laws are as follows:<\/p>\n
<\/p>\n
\nimpermissible inquiries regarding criminal records;<\/li>\n
\n
<\/p>\n
\nrequired postings are included;<\/li>\n
\n
<\/p>\n
\nabout fair chance hiring;<\/li>\n
\n
<\/p>\n
\nposting job openings or contract opportunities;<\/li>\n
\n
<\/p>\n
\nor influence hiring and staffing decisions to explain permissible
\ninquiries into, and uses of, criminal history;<\/li>\n
\n
<\/p>\n
\nadjudicating background reports;<\/li>\n
\n
<\/p>\n
\nprocess, including conditional offer templates and pre-adverse
\naction and adverse action notices; and<\/li>\n
\n
<\/p>\n
\ncompliance, including the timing of background checks, the
\ndistribution of mandatory notices, and the application of mandatory
\ndeferral periods.<\/li>\n
\nHaley Norwillo, New Pennsylvania Legislation and Philadelphia
\nOrdinance Amendment Tackle Pardoned Convictions, Expunged Records,
\nand Negligent Hiring Liability<\/a>, Littler ASAP (Jan. 4,
\n2024); Rod M. Fliegel, William J. Simmons and Wendy Buckingham; Philadelphia Enacts Amendments to and Expands
\nCoverage of its Background Screening Ordinances<\/a>, Littler
\nASAP (Jan. 26, 2021); Thomas Benjamin Huggett and William Simmons,
\nPhiladelphia Criminal Background Checks
\n\u2013 Fair Chance Hiring Law Poster<\/a>, Littler ASAP (Mar.
\n15, 2016); William Simmons and Thomas Benjamin Huggett, Beyond “Ban the Box” \u2013
\nPhiladelphia Makes Sweeping Changes to Criminal Records Screening
\nOrdinance<\/a>, Littler ASAP (Dec. 16, 2015).<\/p>\n
\n“pre-adverse action” requirements under the Fair Credit
\nReporting Act, including providing a copy of the consumer report
\nand summary of federal rights before taking adverse action based
\neven in part on the report. Now additional information will be
\nrequired at this stage specifically in Philadelphia, and for use of
\nany criminal record information, even if not obtained from a
\n“consumer report.”<\/p>\n
\nin a case, the records are not always cleansed from all public
\nrecord sources. The city council seems to have been especially
\nconcerned about motor vehicle records still reporting the
\noffenses.<\/p>\n
\nyear: Rod M. Fliegel and Rachel E. Simons, California Civil Rights Department (CRD) Ramps
\nUp Enforcement of the California Fair Chance Act (CFCA)<\/a>,
\nLittler ASAP (Aug. 18, 2025); Steven Kaplan and Brad Tobias, Prince
\nGeorge’s County, MD Amends Criminal Background Check
\nLaw<\/a>, Littler ASAP (Oct. 1, 2024); Kurt Erickson and Joe
\nSt. James, Minneapolis, Minnesota Amends its
\nAnti-discrimination Ordinance<\/a>, Littler ASAP (May 15,
\n2025); Rod Fliegel and Chad Kaldor, Washington’s Amended Fair Chance Act Will
\nImpose Additional Obligations on Covered Employers<\/a>,
\nLittler ASAP (Apr. 23, 2025).<\/p>\n
\nguide to the subject matter. Specialist advice should be sought
\nabout your specific circumstances.<\/p>\n","protected":false},"excerpt":{"rendered":"Rod M. Fliegel\u2019s articles from Littler Mendelson are most popular:
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