On Tuesday, NJ Governor Chris Christie issued this press release announcing bipartisan legislation designed to strengthen New Jersey’s already existing ban the box law, known as “The Opportunity to Compete Act.” Continue reading
It may not have occurred exactly as I’ve depicted above. Although, this accompaniment foreshadows a strong second career in musical direction for the Bloggerking, amirite? Continue reading
Rideshare service, Lyft, Inc., allegedly violated Philadelphia’s Fair Criminal Records Screening Standards Ordinance, also known as Ban the Box, according to this press release from the law firm Outten & Golden LLP. Continue reading
I’ll open this post with a haiku. Because, I feel like we could all use a haiku.
President-Elect
For HR, what will he do?
Not a stinkin’ clue!
Today we have a guest blogger at The Employer Handbook. It’s Andrew Gwynn. Andrew is the Principal, Compliant Background Chex. If you dig Andrew’s post, go connect with Andrew on LinkedIn.
(And if you want to guest blog on an employment-law topic at The Employer Handbook? Email me).
The City of Philadelphia announced today that Mayor Nutter has signed an Executive Order to implement this amendment to the Fair Criminal Screening Standards Ordinance, known as Ban the Box.
Some states and cities have made it illegal to ask about criminal convictions on job applications. A new bill introduced last week in both the U.S. House and Senate called the Fair Chance Act may “ban the box” across the country for all federal agencies and federal contractors.
If you follow me on Twitter (@Eric_B_Meyer), you saw I broke the news last Friday that the Fourth Circuit Court of Appeals (here) joined the Sixth Circuit (here), in excluding expert testimony from the U.S. Equal Employment Opportunity Commission on how certain background checks may have a disparate impact on certain protected classes.
Yesterday, at the Ohio Employer’s Law Blog, Jon Hyman quoted the money shot from the recent Fourth Circuit opinion. Ultimately, the Fourth Circuit found the EEOC’s expert testimony to be “fatally flawed in multiple respects.”
While two circuit courts have thrown shade at the EEOC for its background check crusade — #THEREWILLBEHATERS — this does not mean that employers are in the clear. Consider first, that the EEOC’s Strategic Enforcement Plan lists Eliminating Barriers in Recruitment and Hiring as its number one priority. And the word I hear is that the EEOC, which, too runs background checks, is going to continue its war on criminal and credit checks until the Supreme Court weighs in.
The Employer Handbook Blog