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Washington’s updated Fair Chance Act expands restrictions on when employers may conduct criminal backgroundchecks. Medium and large employers must generally wait until making a conditional job offer before requestingcriminal history. Employers must also follow…
Many organizations can tell you exactly how fast they filled a role and how much it cost. Far fewer can tell you whetherthe person they hired turned out to be who and what the process said they were. LinkedIn’s 2025 Future of Recruitingreport found that 89% of talent…
The Eighth Circuit ruled that a consumer reporting agency (CRA) did not violate the Fair Credit Reporting Act when itrelied on information from an official court website. The court held that using authoritative public records satisfies theFCRA’s “maximum possible…
Retail employers often need to fill jobs fast, with seasonal demands, high turnover, and multiple store locations allpushing hiring managers to hire quickly. But properly vetting applicants is particularly important in retail given the risksaround cash handling,…
For employers that use third-party background checks, the legal risk often lies less in the substance of the report andmore in the process employed to obtain and use it. Third-party screening vendors can be helpful, but they do noteliminate the responsibility to…
A job applicant has filed a proposed class-action lawsuit alleging SpartanNash rescinded her job offer after relying on a background check she was not allowed to review before the decision. The complaint claims the company violated the Fair Credit Reporting Act by…
A job applicant has filed a proposed class-action lawsuit alleging Lowe’s rescinded his job offer after relying on a background check he was never allowed to review or dispute. The complaint claims the company violated the Fair Credit Reporting Act by failing to…
New Jersey employers face new legal exposure following a May 26, 2026 court decision allowing private lawsuits for cannabis-based hiring decisions. While pre-employment drug testing for cannabinoid metabolites remains permissible, employers must carefully evaluate…
The DOJ’s 2026 decision to move certain medical marijuana products to Schedule III has created a “dual framework” under federal law. While the change recognizes accepted medical uses for some cannabis products, recreational marijuana remains federally illegal….
Maine has enacted a new law protecting medical cannabis patients from workplace discrimination, reinforcing job-related safeguards for registered users. The measure limits employers from taking adverse action against employees or applicants solely based on their…