A new bill proposes to add a section to the California Fair Employment and Housing Act containing new state-wide restrictions on an employer’s ability to make pre-hire and personnel decisions based on an individual’s criminal history.
September 15 was the last day in 2017 for bills to pass both houses of the California Legislature and be forwarded to the governor. Governor Jerry Brown (D) has until October 15, 2017 to sign, veto, or otherwise not act upon these bills.
The holiday weekend marked the end of summer fun, but state legislatures across the country remained hard at work in August. Predictive scheduling and protected time off remain very hot topics. Several antidiscrimination bills also made headway.
Ninth Circuit finds plaintiff's allegations of inaccurate reporting of information about his marital status, age, education background and employment history constitute harm sufficiently concrete to satisfy the injury-in-fact requirement for standing.
Final regulations implementing New York City's Fair Chance Act—one of the nation's most comprehensive "ban the box" laws—take effect on August 5, 2017.
A court's recent certification of a class of applicants in an FCRA action serves as a reminder of the importance of vigilance with regard to FCRA compliance.
The filing of a new discrimination lawsuit by the EEOC answers the question whether, after five years of intensive scrutiny, employers can breathe a sigh of relief in terms of screening job applicants based on criminal records.
A federal court in Wisconsin recently held that an employer potentially violated the FCRA when it provided the employee with fewer days to dispute information contained in the report than the number of days provided in the adverse action notice.
