{"data":{"id":"us-dc/d.c.-code-1-620.43","jurisdiction":"us-dc","citation":"D.C. Code § 1-620.43","heading":"Limitation on disqualification.","body":"When considering whether to disqualify an applicant for a position that is not a covered position or take adverse action against an employee in a position that is not a covered position because of the applicant’s or employee’s criminal history, a public employer shall consider the following factors:\n\n(1)\nThe specific duties and responsibilities of the position sought or held;\n\n(2)\nThe bearing, if any, that an applicant’s or employee’s criminal background will have on the applicant’s or employee’s fitness or ability to perform one or more of the duties or responsibilities;\n\n(3)\nThe time that has elapsed since the occurrence of the criminal offense;\n\n(4)\nThe age of the person at the time of the occurrence of the criminal offense;\n\n(5)\nThe frequency and seriousness of the criminal offense;\n\n(6)\nAny information produced regarding the applicant’s or employee’s rehabilitation and good conduct since the occurrence of the criminal offense; and\n\n(7)\nThe public policy that it is generally beneficial for ex-offenders to obtain employment.","path":["Title 1. Government Organization.","Chapter 6. Merit Personnel System.","Subchapter XX-D. Criminal History Inquiries."],"source_url":"https://code.dccouncil.gov/us/dc/council/code/sections/1-620.43","current_through":"2026-08-20 (D.C. Law 26-175)","vintage":"","retrieved_at":"2026-08-29T05:44:07Z","sha256":"3533e91ea02a80c5eccf02158bf09912205342b21aee29559a3db6fa6400ea4c","source_id":"us-dc","stale":false,"prev":"us-dc/d.c.-code-1-620.42","next":"us-dc/d.c.-code-1-620.44"},"notice":"GroundRules: Original legal text. Not legal advice."}