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Senate passes all of its SB15 alternatives

When one big bill won’t do but four smaller bills will.

Sen. Brandon Creighton

The Texas Senate on Tuesday preliminarily approved the last two bills in a package of splintered legislation aimed at limiting the ability of cities to regulate private companies’ employment policies.

The bills from state Sen. Brandon Creighton, a Conroe Republican, would preempt local rules that disallow employers from asking about an applicant’s criminal history and bar cities from enacting rules on how businesses schedule their employees’ shifts.

In 2016, Austin passed an ordinance — known as “ban the box” — preventing private employers with 15 or more employees from asking potential job candidates’ criminal history before extending a conditional job offer. At the time of passage, city officials said one of the goals was to reduce unemployment and lower the chances that people with criminal histories would reoffend. But more recently, some have slammed the city’s proposal for lacking teeth since it wasn’t being enforced.

If passed, Creighton’s bill would ensure local governments couldn’t implement such laws in the first place.

“I don’t dispute that many people are deserving of a second chance, but I do want private employers to make that decision and not the government,” Creighton told other senators. “It’s a lose-lose for both the applicant and the employer to go through a lengthy process just to learn that a felony may disqualify the applicant.”

Senate Bill 2488’s initial passage came in a party-line vote of 19-12, with only Republicans in support. It will need to get final approval from the Senate before it can head to the House.

According to the National Employment Law Project, an advocacy group that works to strengthen protections for low-income or unemployed workers, 34 states and more than 150 cities and counties have adopted “ban the box” ordinances. Some business owners and Republicans, however, have said that such laws potentially make an employer liable to their workers’ actions — should they go on to commit a crime.

See here and here for some background. Look, I can understand the argument for having a uniform set of rules under which businesses operate. I disagree with the proposed remedy – the undergirding force of all this was the Austin ordinance mandating sick leave, and if it were up to me there’d be a federal law mandating it for all businesses, because it’s a fricking stupid and harmful idea to make sick people go to work – but the principle makes sense.

In this case, though, the “such laws potentially make an employer liable to their workers’ actions” argument is totally specious. I mean, in the very sentence before that one, we learn that 34 states and more than 150 cities and counties have these “ban the box” laws in place. That’s more than enough actual experience to draw real, fact-based conclusions about the effect of these laws. Have any employers in any of those locations been successfully sued for hiring someone with a criminal record who was subsequently convicted of a crime? Either the data supports your hypothetical or it doesn’t, so which is it? The fact that bill proponents relied on a hypothetical suggests what the answer to that is.

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