Arizona Fifty-fifth Legislature - Second Regular Session Status: In Committee

SB 1507 — criminal conviction record; disclosure; limitations

Last action — Senate Second Reading

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  1. ✓
    Introduced
  2. 2
    In Committee
  3. 3
    Passed Senate
  4. 4
    Passed House
  5. 5
    To Executive
  6. 6
    Enacted

This bill died with Fifty-fifth Legislature - Second Regular Session. It reached “In Committee” and never advanced before the session ended, so it can no longer move — a new version would have to be reintroduced in the current session.

This bill is no longer active — its legislative session has ended, so there is no live prognosis. It would have to be reintroduced in the current session to move again.

Bill Text

How this bill changes current law

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AI-generated reading aid from the bill's amendatory text — verify against the official bill.

The bill prohibits inquiries about criminal conviction records during the hiring process except under certain conditions and establishes specific exceptions.

  • Title 23, chapter 2, article 1

    23-207. Hiring practices; criminal conviction record; disclosure prohibited; exceptions; applicability; definition A. UNLESS REQUIRED BY FEDERAL LAW, AN EMPLOYER MAY NOT INQUIRE ABOUT, CONSIDER OR REQUIRE DISCLOSURE OF THE CRIMINAL CONVICTION RECORD OF AN APPLICANT FOR EMPLOYMENT DURING THE HIRING PROCESS UNLESS ALL OF THE FOLLOWING CONDITIONS APPLY: 1. THE INQUIRY ABOUT, CONSIDERATION OF OR REQUIREMENT OF DISCLOSURE OF THE APPLICANT'S CRIMINAL CONVICTION RECORD TAKES PLACE DURING OR AFTER AN INTERVIEW BY THE EMPLOYER OR, IF THERE IS NO INTERVIEW, AFTER THE APPLICANT RECEIVES A CONDITIONAL OFFER OF EMPLOYMENT FROM THE EMPLOYER. 2. THE INQUIRY ABOUT, CONSIDERATION OF OR REQUIREMENT OF DISCLOSURE OF THE APPLICANT'S CRIMINAL CONVICTION RECORD IS FOR ONLY THE PERIOD OF SEVEN YEARS FROM THE DATE OF CONVICTION OR SEVEN YEARS FROM RELEASE FROM INCARCERATION, WHICHEVER IS LATER. B. SUBSECTION A OF THIS SECTION DOES NOT APPLY TO ANY OF THE FOLLOWING: 1. EMPLOYMENT POSITIONS THAT REQUIRE A VALID FINGERPRINT CLEARANCE CARD PURSUANT TO TITLE 41, CHAPTER 12, ARTICLE 3.1 OR TO ANY EMPLOYMENT POSITION AT A PUBLIC AIRPORT. 2. A POSITION REQUIRING AN APPLICANT TO SUBMIT FINGERPRINTS TO ACCESS STATE AND FEDERAL CRIMINAL RECORDS INFORMATION FOR NONCRIMINAL JUSTICE PURPOSES. 3. EMPLOYMENT POSITIONS WITHIN A LAW ENFORCEMENT, PROBATION OR PROSECUTING AGENCY, EMERGENCY MEDICAL SERVICES TRANSPORT EMPLOYMENT POSITIONS OR EMPLOYMENT AS A CERTIFIED COURT SECURITY OFFICER OR FIREFIGHTER. 4. ENFORCING TITLE 20, CHAPTER 2, ARTICLE 13 RELATING TO THE VIOLENT CRIME CONTROL AND LAW ENFORCEMENT ACT. C. THIS SECTION DOES NOT APPLY TO AN EMPLOYER WITH FEWER THAN FIFTEEN EMPLOYEES. D. FOR THE PURPOSES OF THIS SECTION, "INTERVIEW" MEANS ANY VERBAL INTERACTION BETWEEN AN APPLICANT AND AN EMPLOYER OR THE EMPLOYER'S REPRESENTATIVE RELATING TO THE EMPLOYMENT POSITION OR THE DUTIES OF THE POSITION.

    This section establishes restrictions on employer inquiries regarding criminal convictions during hiring, with specific exceptions.

  • Title 41, chapter 4, article 4

    41-755. Hiring practices; criminal conviction record; disclosure prohibited; exceptions; applicability; definition A. UNLESS REQUIRED BY FEDERAL LAW, A STATE AGENCY MAY NOT INQUIRE ABOUT, CONSIDER OR REQUIRE DISCLOSURE OF THE CRIMINAL CONVICTION RECORD OF AN APPLICANT FOR EMPLOYMENT DURING THE HIRING PROCESS UNLESS ALL OF THE FOLLOWING CONDITIONS APPLY: 1. THE INQUIRY ABOUT, CONSIDERATION OF OR REQUIREMENT OF DISCLOSURE OF THE APPLICANT'S CRIMINAL CONVICTION RECORD TAKES PLACE DURING OR AFTER AN INTERVIEW BY THE EMPLOYER OR, IF THERE IS NO INTERVIEW, AFTER THE APPLICANT RECEIVES A CONDITIONAL OFFER OF EMPLOYMENT FROM THE STATE AGENCY. 2. THE INQUIRY ABOUT, CONSIDERATION OF OR REQUIREMENT OF DISCLOSURE OF THE APPLICANT'S CRIMINAL CONVICTION RECORD IS FOR ONLY THE PERIOD OF SEVEN YEARS FROM THE DATE OF CONVICTION OR SEVEN YEARS FROM RELEASE FROM INCARCERATION, WHICHEVER IS LATER. B. SUBSECTION A OF THIS SECTION DOES NOT APPLY TO ANY OF THE FOLLOWING: 1. EMPLOYMENT POSITIONS THAT REQUIRE A VALID FINGERPRINT CLEARANCE CARD PURSUANT TO CHAPTER 12, ARTICLE 3.1 OF THIS TITLE. 2. A POSITION REQUIRING AN APPLICANT TO SUBMIT FINGERPRINTS TO ACCESS STATE AND FEDERAL CRIMINAL RECORDS INFORMATION FOR NONCRIMINAL JUSTICE PURPOSES. 3. EMPLOYMENT POSITIONS WITHIN A LAW ENFORCEMENT, PROBATION OR PROSECUTING AGENCY, EMERGENCY MEDICAL SERVICES TRANSPORT EMPLOYMENT POSITIONS OR EMPLOYMENT AS A CERTIFIED COURT SECURITY OFFICER OR FIREFIGHTER. C. FOR THE PURPOSES OF THIS SECTION, "INTERVIEW" MEANS ANY VERBAL INTERACTION BETWEEN AN APPLICANT AND AN EMPLOYER OR THE EMPLOYER'S REPRESENTATIVE RELATING TO THE EMPLOYMENT POSITION OR THE DUTIES OF THE POSITION.

    This section establishes similar restrictions on state agencies regarding criminal conviction inquiries during hiring, mirroring the provisions for private employers.

Action History

  1. Senate Second Reading

  2. Senate First Reading

Sponsors

Sponsorship breakdown

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1 sponsors · 3 co-sponsors · 89 not signed on

Sponsors (1)

Co-sponsors (3)

Not signed on (89)

89 members have not signed on to this bill.

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"Not signed on" means a member has not sponsored or co-sponsored this bill — it does not imply opposition. Members flagged Voted No have a recorded No vote on this bill.

Whip count is in markup. Polling the chamber and every recorded vote this session. Only the first open is slow. It’s instant for you after this. Calling the roll · Tallying · Engrossing

Subjects

public-safety civil-rights
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Frequently asked questions

Who sponsors SB 1507?
SB 1507 is sponsored by Martin Quezada, Raquel Terán, Richard C. Andrade, and Melody Hernandez.
What is the current status of SB 1507?
This bill died with Fifty-fifth Legislature - Second Regular Session. It reached “In Committee” and never advanced before the session ended, so it can no longer move — a new version would have to be reintroduced in the current session.
Where can I track SB 1507?
Track SB 1507 free on One Click Politics — get push/email alerts when it moves.

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