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Los Angeles Fair Chance Initiative for Hiring Notice

Effective Date: September 3, 2024

Last Updated: September 1, 2026

Aven Care Providers is committed to fair and lawful hiring practices. We consider qualified applicants with criminal histories in accordance with the California Fair Chance Act, the City of Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO), and other applicable federal, state, and local laws.

General Fair Chance Rule

For positions that are subject to the Fair Chance Act and the FCIHO and are not covered by a statutory exception, Aven Care Providers does not ask about, seek, or consider an applicant’s conviction history before making a conditional offer of employment. If a criminal-history check is conducted after a conditional offer and Aven Care Providers independently considers criminal-history information in deciding whether to withdraw the offer, Aven Care Providers will follow the assessment, notice, response, and reassessment requirements that apply.

Positions Subject to Legally Required Background Checks

Aven Care Providers is a California-licensed Home Care Organization. California law requires criminal-background screening and clearance for Home Care Aides and for certain other individuals who work in or for licensed home care organizations. Depending on the position, this process may include fingerprinting through the California Department of Justice (DOJ), review through the California Department of Social Services (CDSS), and clearance or an approved criminal-record exemption before the individual may perform covered duties.

The California Fair Chance Act and the Los Angeles FCIHO recognize position-specific exceptions where an employer is required by federal, state, or local law to conduct a criminal-background check for employment purposes or where the law restricts employment based on criminal history. For a position that qualifies for such an exception, Aven Care Providers will follow the applicable statutory and regulatory background-check, clearance, and employment restrictions.

An exception is not treated as applying automatically to every position merely because Aven Care Providers operates in a regulated industry. Aven Care Providers will rely on an exception only when the legal requirements for the particular position support it.

CDSS / DOJ Clearance Decisions

For positions subject to mandatory CDSS clearance requirements, eligibility to perform covered duties depends on obtaining the criminal-record clearance or exemption required by applicable law. CDSS determines whether an applicant receives a clearance or whether an exemption is available or granted. Certain convictions are non-exemptible under California law.

Where a government agency’s clearance or disqualification determination controls whether an individual may legally perform the work, Aven Care Providers will follow that determination and the applicable legal requirements.

Individualized Assessment and Fair Chance Process

When Aven Care Providers independently considers criminal-history information for an employment decision and the Fair Chance Act or FCIHO requires an individualized assessment, Aven Care Providers will evaluate whether the conviction history has a direct and adverse relationship to the specific duties of the position. The assessment will consider legally required factors, which may include the nature and gravity of the conduct, the time that has passed, and the nature and duties of the job.

Before making a final adverse employment decision based on criminal history where the Fair Chance process applies, Aven Care Providers will provide the applicant with the notices and information required by law and a reasonable opportunity, including at least the legally required response period, to challenge the accuracy of the record or provide information regarding rehabilitation, mitigating circumstances, or other relevant information. Aven Care Providers will consider timely information submitted by the applicant before making a final decision.

Information We Do Not Consider When Prohibited

Aven Care Providers will not consider criminal-history information that applicable law prohibits an employer from considering. The rules governing what information may be considered can vary depending on the position and the legal basis for the background check.

No Retaliation

Aven Care Providers prohibits retaliation against an applicant or employee for exercising rights protected by applicable Fair Chance laws or for raising a good-faith concern about compliance.

Official Notices and Additional Information

This website notice summarizes Aven Care Providers’ hiring practices and does not replace any official notice or posting required by law. Aven Care Providers will provide or post the City of Los Angeles Fair Chance notice and other required notices where applicable.

Questions

Questions regarding Aven Care Providers’ hiring process may be directed to: