On September 19, 2018, the Federal Motor Carrier Safety Administration [...]
In February 2014, GIS reported that the San Francisco City [...]
We’ve already covered Ban-the-Box, which moves questions about criminal history to the end of the hiring process.“Beyond-the-Box” laws go further, in sometimes unique and confusing ways.
While other similar databases have been discontinued over concerns with their processes and compliance, the NRMA Retail Theft Database goes the extra mile.
If your work includes hiring in any capacity, you’ve most likely heard about the expansion of bans on salary history questions for applicants. Here’s what you need to know.
Unless your company is already abiding by ban-the-box laws and best practices, there’s a high likelihood that your application asks whether the applicant has ever been convicted of a crime, and for a description or explanation of the crime.
If the FCRA is the granddaddy of all the laws and regulations regarding background checks, the EEOC’s 2012 background screening guidance is probably the great-uncle that you really need to get to know better.
When it comes to background checks, there’s a whole litany of laws, guidances and regulations you need to be aware of. But the granddaddy of them all is the Fair Credit Reporting Act, aka the FCRA.
A federal district court judge ruled on Monday that Philadelphia’s ban on salary history inquiries violates Freedom of Speech.
Effective October 13, 2018, employers in Massachusetts face new restrictions on how to inquire about prior criminal records.