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By 2028, one in four job candidate profiles may be fraudulent, driven by AI tools and impersonation tactics. Six percentof candidates admitted to interview fraud, and many use AI to manipulate their resumes or responses. Employers mustdeploy layered safeguards — such…
The California Civil Rights Department has intensified enforcement of the Fair Chance Act, which restricts howemployers use conviction history in hiring. Employers cannot ask about or consider criminal records before offering aconditional job offer; after that,…
A Talogy study of 855 industrial hiring professionals found that rushing to fill entry-level roles leads to rising costs,declining productivity, and safety risks. Key stats: 73% felt pressure to hire quickly, 63% saw reduced productivity,56% reported poor work…
A new law in Florida makes background screenings simpler by requiring the Agency for Health Care Administration(AHCA) to set up a public website detailing who needs a screening and how to get one. It allows reuse of screeningnumbers across multiple organizations,…
Minnesota and Iowa have updated their employer drug testing laws. Minnesota now permits oral fluid testing for drugs,including cannabis, under its Drug and Alcohol Testing in the Workplace Act. Employers must comply with statutoryrules, such as providing test results…
Recent studies indicate that oral fluid tests can detect recent cannabis use, but they may not accurately reflectimpairment levels. THC concentrations in saliva can remain elevated for extended periods, even after the effects havesubsided, leading to potential false…
Courts are increasingly ruling that positive THC test results alone can’t prove on-the-job impairment. Employers relyingsolely on chemical tests face legal risk and costly verdicts. Legal protections in many states prohibit discipline basedonly on off-duty cannabis…
Effective July 1, 2025, Colorado’s Privacy Act expands to impose obligations on any organization handling biometricidentifiers or biometric data, even if previously exempt. Required actions include clear prior notice, informed consent, apublic written policy with…
Effective Oct. 1, 2025, California’s Civil Rights Council has updated FEHA to cover AI-based employment tools,broadly defining “automated decision systems” and treating them as employer agents. The rules require retainingrelated records for four years and offer an…
Tribal employers, though sovereign, must comply with federal employment laws when hiring non-tribal workers. RecentICE enforcement in Indian Country highlights risks tied to Form I-9 and E-Verify compliance. Tribal businesses may notbe legally required to use E-Verify…