Rhode Island § 28-6.14-1 § 28-6.14-1. Criminal history on application for employment.

Rhode Island Statutes

§ 28-6.14-1 — § 28-6.14-1. Criminal history on application for employment.

Rhode Island § 28-6.14-1

Title 28Labor and Labor Relations

Ch. 28-6.14Employment Applications

This text of Rhode Island § 28-6.14-1 (§ 28-6.14-1. Criminal history on application for employment.) is published on Counsel Stack Legal Research, covering Rhode Island primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

R.I. Gen. Laws § 28-6.14-1 (2026).

Text

§ 28-6.14-1. Criminal history on application for employment.
(a) The director of labor and training shall have the same powers and duties as set forth
            in chapter 12 and chapter 14 of this title to investigate, inspect, subpoena, and
            enforce through administrative hearings, complaints that allege that an employer has
            included on any application for employment, except applications for law enforcement
            agency positions, or positions related to law enforcement agencies, a question inquiring
            whether the applicant has ever been arrested, charged with, or convicted of any crime;
            provided that:
         
(1) If a

Free access — add to your briefcase to read the full text and ask questions with AI

§ 28-6.14-1. Criminal history on application for employment.

(a) The director of labor and training shall have the same powers and duties as set forth in chapter 12 and chapter 14 of this title to investigate, inspect, subpoena, and enforce through administrative hearings, complaints that allege that an employer has included on any application for employment, except applications for law enforcement agency positions, or positions related to law enforcement agencies, a question inquiring whether the applicant has ever been arrested, charged with, or convicted of any crime; provided that:

(1) If a federal or state law or regulation creates a mandatory or presumptive disqualification from employment based on a person's conviction of one or more specified criminal offenses, an employer may include a question whether the applicant has ever been convicted of any of those offenses; or

(2) If a standard fidelity bond or an equivalent bond is required for the position for which the applicant is seeking employment, and the applicant's conviction of one or more specified criminal offenses would disqualify the applicant from obtaining such a bond, an employer may include a question whether the applicant has ever been convicted of any of those specified criminal offenses.

(b) The department of labor and training and the commission for human rights shall cooperate in the investigation of complaints filed under this section when the allegations are within the jurisdiction of both agencies.

(c) The department of labor and training shall disseminate information to employers and workers about the prohibitions prescribed in this section.