ALL OTHER LEGAL ARTICLE INDEX FOR 2019 FROM THE BACKGROUND BUZZ (57)
JANUARY I MASSACHUSETTS: The state of Massachusetts has adopted a new criminal justice reform that significantly alters existing “ban the box” laws.
FEBRUARY I NATIONAL: More than 1,000 state-level labor and employment-related bills were introduced in just the first month of 2019, covering arbitration agreements to workplace bullying.
One Simple Step Congress and the Courts Must Take to Increase Accuracy in Background Checks MARCH I NATIONAL: The Hill details the issues surrounding policymakers’ roles on the impact of the overall effectiveness of a background check.
MARCH I FLORIDA: Two bills that address biometric information privacy were part of the 60-day Florida Legislature session.
MARCH I COLORADO: A bill that was pending in the Colorado legislature could remove the requirement that higher education institution applicants reveal their conviction histories.
MARCH I TEXAS: Houston’s Visa Energy Marketing faced a more than $50,000 fine for hiring door-to-door salespeople without first conducting background checks.
MARCH I OKLAHOMA: Intended to bring together members of law enforcement, business, and medical marijuana patients, a law was signed that amends the state’s medical marijuana law.
MARCH I NEW JERSEY: New Jersey’s Cannabis Regulatory and Expungement Aid Modernization Act would legalize the recreational use of marijuana for adults older than 21.
MARCH I UTAH: Utah’s “Clean Slate” law – House Bill 431 – would automatically expunge certain misdemeanor crimes after a designated time has passed.
MARCH I NATIONAL: Background screening company Checkr has seen an increase in the number of lawsuits it faces and Artificial Intelligence could be to blame.
MARCH I NATIONAL: A draft legislation to amend the FCRA could have a significant impact on the information available to employers from CRAs for background screening purposes.
APRIL I NEW MEXICO: Legislation has been adopted in New Mexico that prohibits private employers from making inquiries into an applicant’s criminal history on the initial employment application.
APRIL I MICHIGAN: Senate Bill 203 would amend the Medical Marijuana Facilities Act by requiring background checks on many new categories, including managerial employees of the applicant.
APRIL I NATIONAL: The House Oversight and Reform Committee passed a bipartisan bill that would “ban the box” and prohibit federal agencies and contractors from asking applicants about criminal history until after a conditional employment offer has been made.
APRIL I NEW YORK CITY: Under a new bill approved by the City Council, New York City employers wouldn’t be allowed to require job candidates to submit to drug testing for marijuana as a condition of hiring.
MAY I CALIFORNIA: A Ninth Circuit Court of Appeals decision holds that the measuring period for a criminal charge runs from the date of entry rather than the date of disposition.
MAY I WASHINGTON: Washington has become the third state on the Pacific Coast to pass legislation prohibiting employers’ inquiries into applicant salary history.
MAY I MAINE/OHIO: Maine and Cincinnati both now prohibit employers from making salary history inquiries of potential employees.
JUNE I NATIONAL: The Federal Trade Commission (FTC) has approved publication of a Federal Register notice announcing the rescission of several model forms and disclosures under the FCRA.
JUNE I ALASKA: Alaska’s Supreme Court ruled in favor of a registered sex offender who claimed the Alaska Sex Offender Registration Act (ASORA) violated his right to privacy and his right to pursue employment.
JUNE I NATIONAL: The Federal Trade Commission (FTC) recently re-emphasized the requirements of the Fair Credit Reporting Act (FCRA) for non-employees that are engaged for service.
JUNE I NEW YORK: The Fingerprint Bill has been passed by the New York Senate that requires all religious and private schools in the state to run fingerprints and a background check on potential employees.
JUNE I NATIONAL: The Second Circuit held that a business may not be liable under the Fair Credit Reporting Act (FCRA) for publishing false information unless it was intended to be a “consumer report.”
JULY I COLORADO: Private employers with 11 or more employees in the state of Colorado are prohibited from inquiring about the criminal history of job applicants before they are hired.
JULY I NATIONAL: The Fair Chance Act passed the House of Representatives as part of a larger package related to military defense.
JULY I OHIO: Toledo’s salary history ban prohibits employers from refusing to hire or otherwise retaliate against an applicant for failing to disclose his or her salary history.
JULY I OHIO: Effective June 25, 2020, Toledo will become the second state to enact a law that will prohibit employers from asking job applicants about salary history.
JULY I DELWARE: Delaware’s House Bill 199 authorizes the Delaware State Bank Commissioner to require individuals seeking financial services licenses to provide fingerprints for criminal background checks.
JULY I NEW JERSEY: The New Jersey Supreme Court was charged with determining whether the NJ Law Against Discrimination protections require employers to provide reasonable accommodations to employers who use medical marijuana.
JULY I ALASKA: A sex offender who moved to Alaska claimed the Alaska Sex Offender Registration Act violated his right to privacy, his right to pursue employment and his right to integrate into society.
JULY I NEW YORK: New York’s Fingerprint Bill has been passed and requires all religious and private schools to run fingerprints and a background check on potential employees.
JULY I NATIONAL: Court records show that employers resolving class action lawsuits over alleged background check violations paid out a total of $174 million over the past decade.
AUGUST I SOUTH CAROLINA: A former inmate who now works with Just Leadership USA pushed for an ordinance to make “Ban the Box” a state law, which now includes vendors who contract with the city.
AUGUST I TEXAS: The Fifth Circuit found that the Equal Employment Opportunity Commission (EEOC) exceeded its authority when it issued guidance that limited criminal background checks in hiring.
AUGUST I ILLINOIS: Illinois employers are now prohibited from asking for an employer’s wage history during the hiring process.
AUGUST I NEW JERSEY: Legislation has been signed in New Jersey that prohibits employers from requesting or relying on a job applicant’s salary history in hiring and pay-setting decisions.
AUGUST I OHIO: The Pay Equity Act to Prohibit the Inquiry and Use of Salary History in Hiring Practices was signed in Ohio, prohibiting employers with 15 or more employees from asking about salary history.
AUGUST I NATIONAL: SecurTest, Inc. agreed to settle Federal Trade Commission (FTC) charges that its website falsely claimed that it participated in the EU-U.S. and Swiss-U.S. Privacy Shield frameworks.
SEPTEMBER I GEORGIA: The U.S. District Court for the Northern District of Georgia has ruled that screening independent contractors doesn’t trigger the requirements for a background check for “employment purposes” under the law.
SEPTEMBER I NATIONAL: The watchlist of “known or suspected terrorists” has been ruled unconstitutional by U.S. District Judge Anthony Trenga.
SEPTEMBER I COLORADO: Colorado has enacted the Colorado Chance to Compete Act, prohibiting employers from requiring applicants to disclose whether they have been convicted of a felony.
SEPTEMBER I NATIONAL: The 9th U.S. Circuit Court of Appeals ruled that the measuring period for a criminal charge runs from the date of entry rather than the date of disposition under the FCRA.
SEPTEMBER I NEW YORK: New York politicians have drafted a Data Privacy Act very similar to the European Data Protection Regulation that gives New Yorkers more control over personal information.
OCTOBER I NATIONAL: According to Lex Machina’s “Consumer Protection Litigation Report,” Fair Credit Reporting Act (FCRA) cases rose dramatically over the past decade from 1,299 in 2010 to 3,582 in 2018.
OCTOBER I NATIONAL: Background checks can be a great way to determine the best candidate when making hiring decisions, however, they can also create a liability for employers under the FCRA.
NOVEMBER I CALIFORNIA: Employers in the state of California must remember that, in order to avoid liability, a job applicant can no longer be rejected because they have a criminal record.
NOVEMBER I CALIFORNIA: A bill was signed in California that codifies a strict set of requirements that employers must use for determining whether a worker is an employee or an independent contractor.
NOVEMBER I NEW JERSEY: A lawsuit has been filed against the New Jersey Attorney General that seeks to block enforcement to revisions to NJ law that require nationwide consumer reporting agencies to make credit reports available in multiple languages.
NOVEMBER I NEW YORK CITY: The New York City Council updated its anti-discrimination rules to include independent contractors.
NOVEMBER I WASHINGTON: Yakima School District employee and applicant drug screening documents have been ruled exempt because they were part of an application for employment with the state.
NOVEMBER I FLORIDA: A proposed bill in Tallahassee, Fla., will require background checks for delivery drivers, with the exception of UPS, FedEx or food delivery.
NOVEMBER I CALIFORNIA: Recent rulings suggest that the statute of limitations for an employee to file a claim for an alleged violation of federal and/or state background and credit checks can begin on the employee’s first day of work.
NOVEMBER I WASHINGTON: Landlords in Seattle are fighting a local housing ordinance that forces them to accept potentially violent criminals as residential tenants.
DECEMBER I NATIONAL: WebRecon LLC has reported that Fair Credit Reporting Act (FCRA) litigation has increased by 8.7 percent year-over-year since 2011, with 4,163 claims filed through October 2019.
DECEMBER I NATIONAL: Recent decisions in Equal Pay Act (EPA) litigations confirm that such cases can be difficult to fight since they are often highly fact-driven.
DECEMBER I CALIFORNIA: Information collected from a natural person by a business if the individual is acting as a specific type of job applicant is exempt from CCPA compliance until January 2021.
DECEMBER I Criminal history can be a crucial tool in the employment decision process, but the EEOC warns against allowing it to have a disparate impact on minority applicants.