On April 7, 2015 a major national online retailer was sued in federal court in Seattle. Like a multitude of other lawsuits sweeping the nation against employers, this lawsuit targets the technicalities of the fair credit reporting act and alleges failures to comply with specific sections. These technicality lawsuits are sweeping the nation and are resulting in astronomical settlements by the employers as well as unwanted and unneeded public relations press.
How many employees does a job applicant meet during your interview process? Do all of them know what interview questions are illegal? Do they understand that asking some questions could land themselves and the company in court?
In a case in which a U.S. university should have abide by the saying "leave no stone unturned," an educational administrator was recently disciplined because of a criminal record he had but did not disclose to the school. To make matters worse, the university admitted it had not run criminal background screenings on employees.
For the 2013-16 fiscal years, the Equal Employment Opportunity Commission started chipping away at the mountain of litigation classified under staffing and hiring practices is one of its top six priorities.
Employment verification is an essential task for U.S. employers. In order to maintain a compliant operation, businesses must ensure that all employees they hire are legally authorized for work in the country. Often, this is established through completion of Form I-9 or participation in E-Verify. However, sometimes even undertaking these actions can prove to be rife with obstacles and potential for noncompliance for unaware businesses. That sentiment was recently reinforced after numerous government entities weighed in on pre-population of certain Form I-9 fields.