August 2019 Regulatory Updates — Read More
Federal
- Department of Labor Releases Wage and Hour Compliance
- Truck Driver Compensation, U.S. Department of Labor Releases Opinion
- EEO Releases EEO-1 Component 2 Guidance, Online Filing System Now Live
- Expansion of Preventive-care Benefits Under High-deductible Health Plans (HDHPs)
- Foreign Workers Must Provide Social Media Information in Visa Applications
State
- Alabama Bans Wage Discrimination
- Colorado Ban the Box Enacted
- Maine Bans Salary History
- Maine Veterans Allowed Time Away from Work for VA Medical Appointments
- Maine Pregnant Workers Rights Amended
- Maine Unemployment Compensation Prohibited from Marijuana-Related Termination
- Maine Anti-discrimination Law and Restriction of Non-compete Agreements
- Massachusetts Publishes Final Paid Family and Medical Leave Regulatory Language
- New Hampshire Passes Non-compete Agreement Law
- New Jersey Passes Employment Protections for Medical Marijuana
- New York City: Reminder To Post Sexual Harassment Training Notice
- New York: Second State to Ban Workplace Hair Discrimination
- Pittsburgh, Pennsylvania Paid Sick Leave Returns
- San Antonio, Texas Delays Paid Sick Leave
- Washington Now Includes Obesity as a Protected Class
Ask the HR Expert — Get the Answer
Q: I have a client that’s insisting I release my employees’ background screening reports for my employees who work at the client’s location. Are we allowed to release this information?
The FCRA Way: 4 Steps to a Compliant Background Check — Read More
Background checks are common during the hiring process and appear straightforward, but the reality is that a compliant background check can be murky. To combat common mistakes, we’ve put together some steps that will help you comply with the federal FCRA and Equal Employment Opportunity Commission (EEOC) requirements.
FREE HR Webinars — Register Now
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Check It! Navigating A Compliant Background Check
Wednesday, August 28
11:00 a.m. MDT