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At that point, you've spent a fair amount of money onboarding the employee, and they'd likely be eligible to file for unemployment benefits. Even if there are no further repercussions under the "ban the box" regulations, it still tips the scale—at least a bit—toward reducing the friction for those with criminal records to obtain employment.

You prove it in court just like any other employment discrimination case. The law doesn't need to catch 100% of lawbreakers to work effectively.

It prevents computer-based application filtering.

They dont. Employees are continually screwed over by employers, and even so most people work in Employment At Will states - so its even harder to prove it was anything.