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- What Makes a Great Job Description Management System? Start with Permissions - August 20, 2025
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Did you know? In some parts of Los Angeles, it’s actually illegal to post a job ad without stating that you’ll consider applicants with criminal records. Yeah, really.
And if you’re a talent acquisition leader juggling dozens of roles across the U.S., that one little detail can lead to a whole lot of risk (and manual editing headaches).
The Legal Landscape for Job Postings in Los Angeles
If you’re hiring in Los Angeles, you’re dealing with a mix of federal, state, city, and county-level laws. And they don’t all say the same thing.
Here’s a quick breakdown:
- California Fair Chance Act (AB-1008): Statewide “Ban the Box” law. No asking about criminal history before a conditional offer. Employers must do an individualized assessment before rejecting someone based on past convictions.
- City of Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO): Mirrors the state law but adds requirements around notices and timing of offers.
- Los Angeles County Fair Chance Ordinance (effective September 3, 2024): Requires all employers in unincorporated LA County to include specific language in job ads affirming they’ll consider applicants with arrest or conviction records. Phrases like “no felons” are banned outright.
So yes, depending on the zip code of the job, your posting might need very different legal language. And that’s where things get messy.
What This Looks Like in the Real World
We worked with a client hiring across California, including Los Angeles County. Their team wanted to follow the law, but job postings were inconsistent. Some had the required language, some didn’t. And recruiters didn’t always know the difference between the City of LA and unincorporated LA County.
The legal team was nervous. The TA team was overwhelmed. Nobody wanted to risk noncompliance, but no one had time to police every posting manually.
Enter: Ongig’s “Content Override Rules”
We recently helped a client create a simple rule inside their job description management system (Text Analyzer): “If the job location is in LA County, insert this Fair Chance language at the bottom of the job posting.”
The rule now runs in the background of the job posting template process. Recruiters just post like usual. Ongig handles the rest.
Example language auto-added:
“Qualified applicants with arrest or conviction records will be considered per the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act.”
Now, they’re 100% compliant. No back-and-forth emails. No last-minute edits. Just consistent, automated compliance.
Why This Matters for TA Leaders
Noncompliant Los Angeles job postings can lead to:
- Legal exposure or fines
- Delays in hiring (while legal reviews postings)
- Brand damage with candidates who know the law
Automating these requirements reduces risk and gives your recruiters time back to focus on what they do best…hiring.
And let’s be honest: TA teams already have enough on their plates. You shouldn’t have to become part-time employment law experts just to post a job.
We Make It Easy (So You Don’t Have To Think About It)
If you’ve got locations in Los Angeles—or New York, or Colorado, or anywhere else with job posting laws, our Content Override Rules can help.
Set the rule once. It runs forever. Every posting is compliant from the jump. Easy.
Why I Wrote This
Too many TA leaders we talk to are trying to manually keep up with local job posting laws. And it’s not sustainable. I wanted to show that there’s a better way. At Ongig, we’ve helped clients automate compliance with Fair Chance language and other legal requirements, so they can focus on hiring, not legal fine print.
If you’re juggling compliance across cities and states, request a demo and see how Ongig helps make job postings stress-free.
FAQs
1. Are employers in Los Angeles required to mention criminal history consideration in job ads?
Yes, in unincorporated parts of Los Angeles County, employers must include specific language that affirms consideration of applicants with arrest or conviction records.
2. What’s the difference between City and County job posting rules in LA?
City of LA follows the California law and adds some notice/posting rules. The County law requires affirmative language in the actual job posting and bans exclusionary terms like “no felons.”
3. Can Ongig automate Fair Chance language in my job postings?
Yes. With Content Override Rules, we can insert legally required language based on job location, automatically.
4. What if we hire in multiple jurisdictions with different laws?
No problem. You can set up multiple override rules in Ongig based on city, state, or even country—and layer in whatever compliance language you need.
5. What’s the risk of getting this wrong?
Posting without the required Fair Chance language can expose you to legal complaints, fines, or even lawsuits. It also signals to candidates that you may not be inclusive.
