Let’s stop casually asking this during interviews:

• Is there anything in your background we should know about?
• This role requires a clean background — would that be an issue?”

Those questions can violate state and city Fair Chance (Ban the Box) laws.

And yes — it happens more than you think.

If you’re being asked about your background before a conditional offer (depending on your state), that’s not a “casual” question.

It’s a compliance risk.
And it’s a potential red flag.

People deserve to be evaluated on their skills and qualifications first — not automatically screened out before they even get a fair shot.

In this week’s episode of Ask HR, I’m breaking down:

• What Ban the Box is — and is not

• When background questions are legally allowed

• How candidates should respond if asked too early

• What recruiters and hiring managers must understand to stay compliant

Tune in, share with a recruiter or hiring manager, and let’s raise the standard in hiring.

While I work closely in compliance, I don’t claim to know every legal nuance here. Legal experts, your perspective is welcome.

Related Resources

• EEOC — Fair Chance Hiring & Arrest/Conviction Guidance
  https://www.eeoc.gov/arrestandconviction
  The Equal Employment Opportunity Commission (EEOC) provides detailed guidance on how employers should consider arrest and conviction records under federal anti-discrimination laws. This includes individualized assessments, job-relatedness, business necessity, and compliance best practices.
• U.S. Department of Labor (DOL) — Fair Chance Act Resources
  https://www.dol.gov/agencies/eta/reentry/resources
  The Department of Labor provides implementation guidance on the federal Fair Chance Act, along with reentry employment resources and policy information.
• Fair Chance to Compete for Jobs Act — Full Legislative Text
  https://www.congress.gov/bill/116th-congress/house-bill/1076/text
  The official text of the federal Fair Chance to Compete for Jobs Act, enacted as part of the National Defense Authorization Act (NDAA).

What This Means in PracticeThe federal law applies to:

• Federal executive agencies

• The legislative branch

• Federal contractors

Employers covered under the law:

• Cannot ask about arrests or convictions on job applications or early in the hiring process

• May only conduct criminal background checks after a conditional offer

• Must follow limited exceptions (e.g., law enforcement, national security, access to classified information)

The Office of Personnel Management (OPM) oversees compliance and handles violations.

Another important note: This federal law does not replace state or local Ban the Box laws. It works alongside them. Because requirements vary by jurisdiction, timing rules and procedures may differ depending on where the role is located.

Why These Resources Matter

Compliance protects the business.

Fairness protects people.

Know the law.

Raise the standard.

Build better workplaces.

Listen now on Spotify and if you’re not yet a subscriber, join our #AskHR community. Send your HR questions to [email protected]

Subscribe to my Beyond HR newsletter: ⁠https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/⁠Learn more about YP Personnel Management & Consulting at yppmc.com#YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #BlendedSolutions #BeyondHR #SharedInsights

Ask HR is back—and we’re starting 2026 with a reminder we all need.

• Job searching isn’t about chasing every opportunity. It’s about alignment.

In this episode, you’ll learn:

• Why relationship-building is still one of the most powerful career strategies

• How intentional connections create long-term momentum—not just job offers

• What hiring should look like today and what leaders are really prioritizing

• Why credentials may open doors, but character keeps them open

This conversation is for anyone tired of applying everywhere, questioning their worth, or wondering if they’ve missed their moment. Spoiler: you haven’t.

• Key takeaway: Your career isn’t built by collecting titles, it’s built through alignment, presence, and relationships over time.

Subscribe, share, and send your HR-related questions to [email protected]
Subscribe to my Beyond HR newsletter: https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/
Learn more about YP Personnel Management & Consulting at yppmc.com

More voices. Bolder perspectives. Real HR conversations.

I’m inviting you to join Season Two—with yours truly, MOI!
I’m back with Ask HR with Youseline Poteau-Young.

This season, we’re going deeper- answering your questions and speaking directly with leaders across industries who are doing the work—often with little or no support—while building fair, people-centered practices.

• Tune in
• Subscribe
• Share

And join the conversation about people, culture, shared insights, and diverse perspectives- because the healthiest workplaces aren’t built on quiet assumptions — they’re built straight conversations.

This week’s episode takes you back to one of my favorite sessions — where I covered the “quiet trends” reshaping today’s workplaces. From quiet quitting and quiet firing to quiet hiring, quiet promoting, and quiet leading — these patterns aren’t so quiet anymore.

During my roundtable at the Workforce Health USA Conference, we explored:

·       What these quiet trends really mean and how they show up in daily work life.

·       Why they signal deeper cultural, communication, and leadership challenges within organizations.

·       How both leaders and employees can address them head-on through open dialogue, empathy, and accountability.

You’ll also hear insights from my fellow panelists on thesame topic at the Future Work USA Conference, where we discussed how these trends reflect a changing workforce — and what you can do to prevent silence from taking over your team’s engagement, morale, and productivity.

Because the healthiest workplaces aren’t built on quiet assumptions — they’re built on honest and straight conversations.

Have a question for the show, email us at [email protected]⁠. Don’t forget to subscribe, share, engage with us, and leave us a review!

#AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment#Coaching #ToxicWorkplace #BiasAtWork #RespectAtWork #HRInsights #WorkforceHealth #EmployeeEngagement #QuietQuitting #WorkplaceWellbeing #HRLeadership#CultureShift #SpeakUpCulture #InclusiveLeadership #WorkplaceTrends #PsychologicalSafety #FutureOfWork #Quieteading #QuietPromoting #QuietFiring

Episode Collaborators, Resources, and Sponsor

- Ask HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - delivering strategic, tactical, and practical HR solutions.

- We’re also excited to collaborate with INSPO. Learn more at www.inspo.expert or download the INSPO Experts App today in the App Store.

- Inside the 'Quiet Quitting' Trend—What's Really Turning Workers Off: https://www.newsweek.com/work-quiet-quitting-trend-psychology-cause-control-2119278

- Unpacking Quiet Quitting – SHRM Career Compass Podcast featuring India Forster

- Quiet Leading, Quiet Firing, Workforce Disengagement – Read more on SHRM.org

- Investing in Organizational Health – Rafael-Cristian Rios, Workforce Health Solutions

Conference speakers' page from the conference: https://events.reutersevents.com/healthcare/workforce-health-usa/speakers 

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Learn More About YPPMC and BOOK your FREE consultationtoday:

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·       Website: ⁠https://yppmc.com

In this episode of Ask HR!, we revisit key insights from Youseline’s panel discussion at the Hacking HRSpeaker Series on what it truly takes to build and sustain high-performing teams.

From setting clear expectations to fostering inclusion, the conversation highlights how a blend of tactical and strategic initiatives reinforces alignment, adaptability, and long-term engagement.

You’ll also hear the three essential HR actions that separate good teams from great ones:

• Cultivate a supportive culture
• Promote continuous learning
• Use data-driven decisions

And for business owners or HR departments of one, discover how the Buy, Borrow, Build Framework can help you maximize resources without going it alone.

Episode Collaborators, Resources, and Sponsor

• Ask HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - delivering strategic, tactical, and practical HR solutions.
• We’re also excited to collaborate with INSPO. Learn more at ⁠www.inspo.expert⁠ or download the INSPO Experts App today in the App Store.
• Hacking HR Speaker Series | April 29, 2024! https://hackinghrlab.io

Have a question for the show, email us at ⁠[email protected]⁠.

Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #INSO #LeadershipDevelopment #Coaching #AskHRPodcast #HighPerformanceTeams #BuildGreatTeams #FutureOfWork #CollaborationCulture #LeadershipDevelopment #WorkplaceCulture #InclusionAtWork #ContinuousLearning #DataDrivenHR

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Learn More About YPPMC and BOOK your FREE consultationtoday:

• https://calendly.com/yppmc⁠
• Website: ⁠https://yppmc.com

Toxic behavior in the workplace isn’t always easy to define. Is it simple rudeness, or something deeper, like racism or bias?

As leaders, we’re often the first line of defense. That’s why the PRO approach and our H.U.M.A.N. Framework matter. Together, they provide a practical roadmap for hearing concerns, understanding context, mobilizing interventions, modeling respect, and normalizing accountability.

- point of view, reactions, outcome (PRO)

- hear, understand, mobilize, act-action, and to normalize (H.U.M.A.N)

This episode/blog shares how leaders can step back, assess situations clearly, and respond with fairness, protecting both mental health and workplace culture. Because strong leaders don’t just react- they set the standard.

Have a question for the show, email us at [email protected]⁠. Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment #Coaching #ToxicWorkplace #BiasAtWork #RespectAtWork #HRInsights #WorkplaceWellness

Episode Collaborators, Resources, and Sponsor

· Ask HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - delivering strategic, tactical, and practical HR solutions.

· We’re also excited to collaborate with INSPO. Learn more at www.inspo.expert or download the INSPO Experts App today in the App Store.

FOLLOW US ON SOCIAL!

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Learn More About YPPMC and BOOK your FREE consultation today:

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· Website: ⁠https://yppmc.com

In this episode of #AskHR, we break down how to assessbehavior, reactions, and outcomes, so you can protect yourself and decide if your workplace is truly worth your energy.

Here’s what we cover:

The takeaway is that toxic behavior should never benormalized. Step back, focus on your direct experiences, and remember you deserve to work in a place that values respect and equity.

 Listen now on Spotify or your favorite podcast platform.
Have a question for the show, email us at ⁠[email protected]⁠.

Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment #Coaching #ToxicWorkplace #BiasAtWork #RespectAtWork #HRInsights #WorkplaceWellness

Episode Collaborators, Resources, and Sponsor

• Ask HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - deliveringstrategic, tactical, and practical HR solutions.
• We’re also excited to collaborate with INSPO. Learn more at www.inspo.expert or download the INSPO Experts App today in the App Store.

FOLLOW US ON SOCIAL!

• YouTube: https://www.youtube.com/@yp-pmc
• LinkedIn: https://www.linkedin.com/company/yppmc
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Learn More About YPPMC and BOOK your FREE consultation today:

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• Website: ⁠https://yppmc.com

Did you know the way we phrase our questions can significantly influence the outcome of our conversations? This week, we're diving into a powerful coaching skill I've recently learned: asking questions for impact, also known as the framing effect.

In this episode, we'll explore why shifting from a "telling" to a"coaching" mindset is a crucial skill for leaders. We'll learn how asking more questions empowers your team to think critically, uncover solutions, and take ownership, making them feel more valued and engaged in their work.

I'll walk you through three simple yet powerful techniques to reframe your questions:

1.     Reverse the Focus: Uncover blind spots and what might be missing by flipping your question from what you are doing to what you are not.

2.     Introduce a Constraint: Spark innovation and cut through the noise by adding a seemingly outrageous limit that forces your team to prioritize high-impact actions.

3.     Connect Emotionally to Your Future Self: Tap into wisdom and gain perspective by asking your team to imagine what advice their more experienced self would givethem.

By the end of this episode, you’ll have a new perspective on how to lead with questions, not answers, and you'll be equipped with practical tools to transform your conversations and build a more resourceful and confident team.

Thank you for tuning in. Have a question for the show, email us at [email protected].

Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment #Coaching #TeamBuilding #ProfessionalGrowth #TheFramingEffect #HRLeadership #INSPO

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Learn More About YPPMC and BOOK your FREE consultation today:- https://calendly.com/yppmc⁠- Website: ⁠https://yppmc.com

A special shout-out to our episode collaborator, INSPO. I'm so excited to partner with them on this episode. To learn more, visit www.inspo.expert⁠ or download the INSPO Experts app on the app store today.

What If a Person Is Not Right for the Team? Part 3: From Poor Fit to Culture Add, The Future of Thriving Teams! In the final episode of our three-part series, we shift the conversation from what’s wrong to what’s possible. After learning to spot the signs of poor team fit (Part 1) and exploring the ripple effects of ignoring them (Part 2), we now focus on building teams that thrive. In this episode we explore the three pillars of Future-Ready Teams: 1- inclusive collaboration, 2- shared accountability,3- growth through differenceThe intentional inclusion of people who uniquely strengthen a team.Find the complete series here:- Part 1 → What If a Person Is Not Right for the Team? The High Cost of Poor Team Fit: Spot the Early Signs!- Part 2 → What If a Person Is Not Right for the Team? The Ripple Effect of Poor Team Fit and What You Can Do About It- Part 3 → What If a Person Is Not Right for the Team? Part 3: From Poor Fit to Culture Add, The Future of Thriving Teams!Listen to the full 3-part series now on Spotify, YouTube, or your favorite podcast platform.And before you sign off, don’t forget to subscribe, follow, share, and engage with us. #AskHR, #YouselinePoteau, #YPPMC, #HRGladiators #TeamFit, #WhatIf, #HR, #GoodHR, #Leadership, #PsychologicalSafety, #SharedAccountability, #TeamDynamics #PeopleLeaders, #LeadershipDevelopment, #StrategicHR #WorkplaceCulture, #PeopleandCulture, #BuildingBetterTeams, #HighPerformingTeams #CulturalAdd #FutureReadyTeams#TeamBuilding #CultureShiftFOLLOW US ON SOCIAL!- YouTube: https://www.youtube.com/@yp-pmc- LinkedIn: https://www.linkedin.com/company/yppmc- Instagram: https://www.instagram.com/yppmc_- TikTok: https://www.tiktok.com/@yppmc_- Facebook: https://www.facebook.com/yppmc- Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today:- https://calendly.com/yppmc⁠- Website: ⁠https://yppmc.com

In this second part of our three-part series, we ask: whathappens when the early warning signs of a poor team fit are ignored?

The impact goes far beyond simple awkward moments; it creates a ripple effect that damages productivity, fuels disengagement, and wears down psychological safety.

In this episode, you'll learn:

· Three critical ripple effects and how to get ahead.

· How to move from simply hoping someone "fits in" to actively building a team that is dynamic, resilient, and future-ready.

· That, it's about shared accountability among all of us: leaders, HR, and employees.

Tune in now to learn how to recognize the red flags beforethey disrupt your team’s rhythm.

Next week, Part Three of the series will come to an endwhere our focus will be on how we move forward, shifting from the concept of cultural fit toward a team that values diversity of thought, collaboration, and shared accountability.

Have a question for the show? Email us at [email protected].

And don’t forget to subscribe, share, and leave us a review! #AskHR #YouselinePoteau #YPPMC #HRGladiators #TeamFit #WhatIf #HR #GoodHR #Leadership #PsychologicalSafety #SharedAccountability #TeamDynamics #PeopleLeaders #StrategicHR#LeadershipDevelopment #WorkplaceCulture #PeopleandCulture #BuildingBetterTeams #HighPerformingTeams

FOLLOW US ON SOCIAL!

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· Facebook: https://www.facebook.com/yppmc

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 Learn More About YPPMC and BOOK your FREEconsultation today:

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· Website: ⁠https://yppmc.com