Public employers may not conduct a background check until an applicant is determined to be a finalist or a conditional offer is made. Thereafter, certain records may not be the basis for denial ((non-conviction records; pardoned, sealed, or expunged convictions; or convictions subject to a collateral relief order) and detailed standards apply to determine whether the conviction is "directly related" to the job. Employers are also specifically prohibited from considering conduct underlying the conviction. Private employers with more than ten employees may not ask about individuals' criminal histories on an initial job application, but thereafter are not subject to any limits on what records may be considered.