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.
A court in New York recently provided answers to questions regarding who may be liable under the state’s fair employment law for discrimination based on an individual’s conviction record.
On April 28, 2017, the Federal Trade Commission (FTC) issued a blog article entitled “Background checks on prospective employees: Keep required disclosures simple.”
