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A recent California court decision is a strong reminder that compliance in the background screening space is not just about checking the box— it’s about getting every detail right. In an alert, Atkinson, Andelson, Loya, Ruud & Romo highlights a case allowing…
The California Fourth Appellate District, Division One, recently held that an employee or job applicant does not need to prove actual harm beyond establishing a statutory violation to have standing under the California Investigative Consumer Reporting Agencies Act…
California has finalized regulations on automated decision-making technology (ADMT), strengthening consumer protections under state privacy law. The rules require businesses to disclose when AI is used in significant decisions, offer opt-out rights, and provide…
California employers can face lawsuits for even minor or “technical” violations of background check laws, especially under statutes like the Investigative Consumer Reporting Agencies Act (ICRAA) and related consumer reporting rules. Recent court decisions show that…
Companies are grappling with operational and legal challenges as they implement AI in HR systems. While AI tools can streamline hiring, performance management, and employee monitoring, they also raise concerns about bias, discrimination, and compliance with labor and…
The U.S. Third Circuit Court of Appeals clarified that Pennsylvania’s Criminal History Record Information Act (CHRIA)applies whenever an employer receives criminal history information, no matter the source. In Phath v. CentralTransport, the court ruled that an…
There are key Fair Credit Reporting Act (FCRA) requirements employers must follow when conducting backgroundchecks through third-party consumer reporting agencies. Before obtaining a report, employers must provide a separatewritten disclosure and obtain written…
Massachusetts’ Wage Transparency Act requires employers with 25+ employees to disclose salary or hourly payranges in all internal and external job postings and to provide this information to applicants and current employeesupon request, starting October 29, 2025….
California’s new employment regulations, effective Oct. 1, 2025, govern the use of artificial intelligence and automated-decision systems (ADS) in hiring and employment practices. The rules prohibit discrimination through AI tools and hold employers—and their…
PeopleFacts will pay $2.4 million to settle a class action alleging it failed to provide timely notice to consumers when reporting potentially negative employment data. The settlement covers 21,047 U.S. individuals affected between November 2021 and June 2025, with…