Thirteen states have enacted Ban the Box laws.
Confused about the Ban the Box Mashup? Use our Guide!
Posted by Izzy McLean, N.C. Licensed Attorney on Nov 6, 2014 8:00:00 AM
Topics: Hirease, ban the box, EEOC, compliance, Legislation
The EEOC Loses Discrimination Lawsuit
Posted by Izzy McLean, N.C. Licensed Attorney on Sep 25, 2014 8:00:00 AM
In September of 2012, the U.S. Equal Employment Opportunity Commission approved its strategic enforcement plan for Fiscal Years 2013-2016. Of the six priorities adopted by the Commission, “eliminating barriers in recruitment and hiring” was at the top of the list.
Topics: Law Changes, In The News, EEOC, hiring lawsuits, compliance, Legislation, Title VII
EEOC Pursues Case against International Electronics Company
Posted by Izzy McLean, N.C. Licensed Attorney on Sep 10, 2014 8:00:00 AM
In December 2012, the Equal Employment Opportunity Commission filed suit against a leading international electronics manufacturer, claiming it violated the Americans with Disabilities Act when it terminated a temporary worker with a prosthetic leg who was hired by a staffing firm. Now, this case will most likely head to a jury.
Topics: In The News, EEOC, hiring lawsuits, compliance, ADA, employer liability
Telecommuting Accommodations to be Reconsidered in EEOC Suit
Posted by Izzy McLean, N.C. Licensed Attorney on Sep 4, 2014 9:00:00 AM
In 2011, the EEOC filed suit in U.S. District Court, alleging a domestic vehicle manufacturer violated the Americans with Disabilities Act (ADA) by failing to accommodate an employee’s disability. The employee at issue suffered from Irritable Bowel Syndrome and requested permission to telecommute on an as-needed basis. Though granted a telecommuting trial period, the employer ultimately decided the position was not suitable for telecommuting.
Topics: In The News, EEOC, compliance, lawsuits, ADA
D.C. Bans the Box for Private Employers
Posted by Izzy McLean, N.C. Licensed Attorney on Aug 28, 2014 8:00:00 AM
Private employers in D.C. must now delay inquiry into applicants’ criminal histories until after a conditional offer of employment is made. Additionally, if an employer revokes that conditional offer after gathering information about an applicant’s criminal record, it must demonstrate a “legitimate business reason” for doing so. Otherwise, that employer may be fined between $1000 and $5000.
Topics: ban the box, EEOC, Background Screening, accredited background check
Governor Christie signed “The Opportunity to Compete Act” into law August 11, 2014, making New Jersey the 13th state to “have banned the box”. New Jersey now joins Hawaii, Massachusetts, Minnesota, Rhode Island, and Illinois as states that have reached into the realm of private employment and established rights for ex-offenders.
Topics: In The News, ban the box, criminal background check, EEOC, Legislation, FCRA
EEOC Claims Retailer's Hiring Policies Illegally Discriminate
Posted by Izzy McLean, N.C. Licensed Attorney on Aug 8, 2014 8:00:00 AM
In June, The Equal Employment Opportunity Commission filed suit against a retailer that operates over 10,000 stores nationwide, claiming its use of criminal background checks disproportionately, and adversely, affects African American applicants and employees.
Topics: In The News, criminal background check, EEOC, lawsuits, Background Screening, Title VII
Will New Jersey be the Next State to Ban-the-Box?
Posted by Marketing Hirease on Aug 7, 2014 8:00:00 AM
It appears that New Jersey will be the next state in the nation to pass Ban the Box legislation. The NJ Senate and Assembly passed a bill at the end of June that will require employers to refrain from inquiring about criminal convictions until after an initial interview has taken place.
Topics: Background Screening Services, In The News, human resources, ban the box, EEOC, hiring, compliance, legislature, Background Screening, Legislation, HR Onboarding
Considering Previous Drug Use in Employment Decisions
Posted by Stephanie DeContreras on Jun 24, 2014 12:00:00 PM
Drug screening has become more and more popular among companies and is often included as a part of a background check. For many companies, failing a drug screen is reason enough to remove the applicant from their pool of prospects. What happens if that applicant decides they want to apply again, and this time they're drug free? Can a company have a policy in place to disqualify applicants from future consideration if they have previously failed a drug screen?
Topics: human resources, EEOC, hiring, compliance, Legislation, Drug Testing, Drug Screening, ADA, Rehabilitation
The EEOC and Background Screening Policies
Posted by Stephanie DeContreras on Jun 18, 2014 1:00:00 PM
Topics: In The News, EEOC, hiring lawsuits, hiring, compliance, legislature, lawsuits