In 2024, more states aim to conceal criminal records. Ohio has now introduced a bill aimed at providing support to former inmates as they seek employment opportunities. The proposed “Getting Rehabilitated Ohioans Working” or GROW Act would involve the sealing of specific criminal records during job applications, offering potential benefits to Ohio’s workforce, according to its sponsors. The proponents of the measure asserted that sealing records would open doors to employment for rehabilitated individuals in Ohio while shielding employers from potential penalties associated with hiring them. H ..read more

Employers all over the country continue to be affected by state and local pay transparency laws. States such as Illinois, Hawaii, New York and California have all passed their own pay transparency laws while other states have proposed laws and are awaiting effect. The retail industry is now facing challenges with the ever-evolving laws. These laws introduce unique obligations that are particularly important for employers in the retail sector to take into account. For instance, in California, retail employers with fewer than 15 workers are only required to disclose ..read more

Maryland is looking to join New Hampshire and New Jersey as one of the states to pass privacy laws in 2024. On April 6, 2024, the Maryland Legislature approved a comprehensive privacy measure. If signed into law, Maryland Online Data Privacy Act of 2024 (MODPA) will come into effect on October 1, 2025. While bearing similarities to previous state consumer privacy statutes, MODPA introduces several unique provisions that may necessitate adjustments to compliance programs for affected companies. Notably, the legislation includes a provision stipulating that it will not apply to any personal data ..read more

In the realm of modern employment practices, the utilization of background checks has emerged as a pivotal component in the hiring process. These checks serve as a critical tool for employers to assess the suitability of prospective candidates, ensuring both workplace safety and regulatory compliance. However, the landscape of employment practices continues to evolve. The Massachusetts House of Representatives approved a bill on March 14, 2024, which aims to ban employers from acquiring or utilizing credit reports for employment-related decisions. The legislation is anticipated to undergo Sena ..read more

In the swiftly evolving landscape of artificial intelligence (AI) governance, navigating the intricacies of policy, ethics, and technology integration has become paramount. As AI technologies continue to advance at an unprecedented pace, governments, organizations, and individuals grapple with the complexities of harnessing its potential while mitigating associated risks. On March 28, 2024, the Office of Management and Budget (OMB) issued and released Memorandum M-24-10, titled “Enhancing Governance, Innovation, and Risk Management in Federal Agencies’ Adoption of Artificial Intelligence.” Thi ..read more

As of 2023, Individuals in California convicted of most types of felonies, even those involving violent crimes, can request the expungement of their records, with the exception of sex offenses. Eligibility criteria require applicants to have completed their entire sentences, including probation, and maintained a clean record for two years without any re-arrests. Starting in July, the law will also aim for the state Department of Justice to conceal non-serious, nonviolent, and non-sexual felony convictions from public access once the defendant has finished their sentence and remained free of fu ..read more

A growing number of states have implemented statutes or policies commonly known as “salary history bans” or equivalent measures. Numerous states, such as California, Colorado, Illinois, New York, and Washington, enforce the requirement for employers to include salary ranges in job postings. Conversely, in Connecticut, Maryland, Nevada, and Rhode Island, employers must disclose salary ranges either by default or upon request during the interview stage, rather than in the job postings themselves. Alabama, Delaware, Hawaii, and Minnesota prohibit employers from requesting applicants’ salary histo ..read more

As of 2024, significant changes have occurred in the United States regarding cannabis regulations, as the majority of states have developed their own sets of rules governing its employment-related usage. These regulations are diverse and reflect the varying perspectives on cannabis legalization throughout the nation. Despite progress made on a state-by-state basis, individuals with legitimate medical marijuana prescriptions still encounter legal hurdles and uncertainties concerning their workplace rights and protections. Federal Law Challenges One of the primary factors complicating this issue ..read more

It has been over a year since New York City passed their pay transparency law, and the New York City Commission on Human Rights is cracking down on compliance. The Commission is diligently working to uphold legal standards and remains unwavering in its commitment, undeterred by instances of partial compliance. With complaints initiated by the Commission itself, even a single noncompliant job posting will prompt thorough investigation and pursuit. The pay transparency law requires employment agencies and employers to include a sincere salary range for any job, promotion, or transfer opportunity ..read more

By 2024, most states throughout the United States have recognized and enacted their respective cannabis workplace regulations. Despite state-level laws and acceptance, individuals holding valid medical marijuana prescriptions have encountered legal hurdles when it comes to workplace protections. While many states have legalized medical marijuana, the federal government maintains its classification of cannabis as a Schedule 1 drug, categorizing it among substances deemed to have no accepted medical utility and a high potential for abuse. Federal courts, including those interpreting the American ..read more