Preemployment Screening and Testing: District of Columbia
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Stuart R. Buttrick, Susan W. Kline and Sarah E. Caldwell Breslin, Faegre Baker Daniels LLP
- Certain District of Columbia employers must test job applicants for drugs and alcohol prior to employment. See Drug and Alcohol Testing.
- Employers face restrictions, though, in testing prospective employees for marijuana use. See Marijuana Testing.
- The District of Columbia prohibits private employers from using lie detector tests as a condition of employment. See Polygraph Testing.
- Employers are limited in their use of arrest records as part of the preemployment screening process. See Arrest and Conviction Records.
- Effective December 2014, most employers in the District are restricted from criminal history inquiries prior to making a conditional job offer. See Ban the Box.
- Some employers, however, are required to conduct background checks of all prospective employees, including schools, health care facilities and others. See Mandatory Background Checks.
- DC law prohibits employers from asking about an applicant's credit history in most situations. See Credit Checks.