Regulación sobre el uso de antecedentes penales en procesos de contratación

Explicación Simple

Cuando una empresa quiere contratar a alguien, puede mirar sus antecedentes penales para decidir si es adecuado o no. Si deciden no contratar a alguien por esa razón, deben decírselo por escrito.

Es como cuando un entrenador elige a los jugadores para un equipo. Solo selecciona a aquellos que cree que encajarán bien y le avisa a los que no fueron elegidos.

Ejemplo Práctico

Imagina que Juan solicita un trabajo en una tienda. La tienda revisa su historial y encuentra que tuvo un problema legal hace años. Si deciden no contratarlo por eso, deben informarle por escrito sobre su decisión.

Texto Original del Estatuto (Inglés)

18 Pa.C.S. 2002 - Amendment 1996 Amendment.Act 76 amended subsec. (b) and added subsec. (b.1). 1982 Amendment.Act 138 amended subsecs. (a) and (b). Referencesin Text.The Department of Public Welfare, referred to in this section, was redesignated as the Department of Human Services by Act 132 of 2014. Cross References.Section 9121 is referred to in section 1206 of Title 4 (Amusements); section 3705 of Title 22 (Detectives and Private Police); section 6344 of Title 23 (Domestic Relations); sections 2161, 6309 of Title 42 (Judiciary and Judicial Procedure). 18 Pa.C.S. 2008 - Amendment 2004 Amendment.Act 173 amended subsec. (a). 1982 Amendment.Act 138 amended subsec. (f). Cross References.Section 9122 is referred to in sections 3019, 9102 of this title. 18 Pa.C.S. 2012 - Amendments Cross References.Section 9123 is referred to in sections 2709, 9105 of this title. 18 Pa.C.S. 1979 - Amendment Cross References.Section 9124 is referred to in section 1310 of Title 4 (Amusements). 18 Pa.C.S. 1982 - Amendment § 9125. Use of records for employment. (a) General rule. --Whenever an employer is in receipt of information which is part of an employment applicant's criminal history record information file, it may use that information for the purpose of deciding whether or not to hire the applicant, only in accordance with this section. (b) Use of information. --Felony and misdemeanor convictions may be considered by the employer only to the extent to which they relate to the applicant's suitability for employment in the position for which he has applied. (c) Notice. --The employer shall notify in writing the applicant if the decision not to hire the applicant is based in whole or in part on criminal history record information. (Dec. 14, 1979, P.L.556, No.127, eff. imd.; June 11,