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Here’s what we’ve been reading…
“In June, new laws will go into effect that restrict employers’ ability to request and use criminal history information about applicants in three jurisdictions: Kansas City, Missouri; the State of Washington; and the city of Spokane, Washington.” – huntonretailindustryblog.com
Salary History Bans – A running list of states and localities that have outlawed pay history questions
“State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants.
The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying on an applicant’s pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with coworkers.
Here, we track the states, cities and other jurisdictions that have passed such bans, and offer a brief description of each law’s requirements, its effective date and a link to the original law.” – hrdive.com
“California is rife with regulation of how employers may obtain and consider background check information for use in hiring and personnel decisions. The relatively new California ban-the-box law (effective January 1, 2018) and the older Los Angeles and San Francisco ordinances and amendments to the California Labor Code set strict rules on when and how employers can consider criminal and credit histories in employment.” – seyfarth.com
“Frito-Lay Inc., a subsidiary of Pepsico Inc., has agreed to pay $2.4 million to settle a class action lawsuit alleging that the company violated the Fair Credit Reporting Act by using consumer credit reports when they conducted background checks as part of a hiring process without properly disclosing this practice to the job applicant.” – topclassactions.com
“Can employers deny employment to people who use cannabis under a medical prescription authorized by state law? In more and more states, the answer is now “No.”
Changes in cannabis laws are creating a new haze for employers. What follows is a quick summary citing some (not all) states that now require employers to think twice before denying employment to individuals because they tested positive for the use of marijuana that they are ingesting for state-authorized medical reasons.” – seyfarth.com
“On May 25, 2018, the EU’s new data protection law goes live. The General Data Protection Regulation, commonly known as the GDPR, is the biggest change to European data protection law in over 20 years and will seriously impact businesses across the U.S. and around the world.” – lockelord.com
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FYI Screening provides reliable, in-depth, and compliant background checks for organizations of every size. We offer a beautiful, user-friendly background screening system, backed by in-depth expertise, and great customer service. FYI Screening provides you with everything you need to create a compliant and effective background screening process for your company.