The bill introduces the "Consumer Credit History Employment Protection Act" as a new chapter (Chapter 6.15) in Title 28 of the General Laws, which prohibits employers from inquiring about a job applicant's credit history during the hiring process. This includes banning questions about financial history during interviews and on job applications, as well as prohibiting the use of credit checks in making hiring decisions. However, there are exceptions to this rule for certain positions, such as those requiring a credit check by law, positions involving national security clearance, positions with significant financial responsibilities, non-clerical roles with access to trade secrets or national security information, and roles that allow employees to modify digital security systems.

The bill also outlines procedures for handling violations of this act. Job applicants can file complaints with the department of labor and training, which can impose penalties of up to $10,000 per violation. Factors such as the severity of the violation, prior violations, employer size, and knowledge of the law will guide penalty assessments. Half of the penalty will go to the department and half to the complainant. Additionally, aggrieved parties can file civil actions within three years of the violation to recover presumed damages, attorney's fees, and court costs, with the court considering similar factors in determining damages. The bill also amends Section 6-13.1-21 of the General Laws to reflect these changes, specifically removing "employment" from the contexts in which a person or business can request a credit report without informing the consumer. The act will take effect upon passage.

Statutes affected:
176: 6-13.1-21