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dc.contributor.authorStrassel, Robert D.
dc.date.accessioned2020-11-12T20:49:09Z
dc.date.available2020-11-12T20:49:09Z
dc.date.issued2010-04-26
dc.identifier.other10886613
dc.identifier.urihttps://hdl.handle.net/1813/73421
dc.description.abstractNew York has a strong policy toward preventing discrimination based on prior criminal convictions and its progressive policy outlook should encouraged. In 2007 a report concluded that New York employees were largely unfamiliar with State laws regulating an employer’s use of prior criminal convictions for employment-related decisions, and in response, the legislature amended Section 296 of New York Executive Law to require employers to post and disseminate information regarding a job applicant’s or current employee’s rights with respect to an employer’s use of prior criminal convictions. With one in five adults having a criminal record in the United States, legislation such as this is vital to keeping the work force in New York strong.
dc.language.isoen_US
dc.subjectBuffalo
dc.subjectPoverty/Low Wage Work/Income Inequality
dc.subjectEquality/Civil Rights
dc.subjectWorkforce Development
dc.subjectLow Wage Work
dc.subjectPolicy Brief
dc.subjectPPG
dc.subjectGovernment
dc.titleCriminal Convictions and Employment Rights In New York State
dc.typearticle
dc.description.legacydownloadsEqualityCivilRights__Criminal_Convictions_and_Employment_Rights_in_New_York_State.pdf: 13 downloads, before Oct. 1, 2020.


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