Are Pay History Bans the New “Ban The Box”?

Just as business owners are coming to grips with Ban the Box laws, states, counties and cities are passing ordinances banning salary history inquiries. These laws generally restrict hiring firms from inquiring about salary histories or benefit packages. Some also prohibit companies from screening based on prior salaries (e.g. interviewing only those meeting a specific…

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Can Job Candidates Legally Disguise Their Appearance for an Interview?

What can a business owner do if an applicant alters his or her physical appearance for an interview, hiding tattoos, piercings and other non-traditional body art? Can the organization subsequently fire  candidates who then come to work without disguising their body modifications? With the Millennial generation (and many workers from other eras) widely adopting non-traditional body…

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Should Foundations Check Recipients of Grants?

Foundations often collect large amounts of money intended for community projects or other worthwhile purposes. It has been reported that the methods these organizations use for financial distribution are falling under closer scrutiny as donors are presented with more options. Foundations have to make sure money raised goes directly to the people and institutions for…

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Second Chance Laws versus Expungement Laws—Not Necessarily the Same

One of the controversial trends in state legislative initiatives is permitting people convicted of crimes to have their criminal records expunged. Having a conviction record expunged means, essentially, it no longer exists. Expungement laws are often referred to as Second Chance Laws, but not all Second Chance laws allow expungement. Consider, for example, the difference…

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Background Checks: Always Obtain the Candidate’s Permission

It hasn’t been that long since employers who were interested in recruiting someone for employment would do a background and reference check without telling the individual he or she was being considered for the job. The rationale was that not informing the candidate meant the employer wouldn’t have to explain why a job offer wasn’t…

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Midwest Court Rules Intentional Segregation by Race Is Not Necessarily Discrimination

Is it discriminatory to transfer a minority employee to a different store where the customer base matches his race? Not necessarily, according to The United States Court of Appeals for the Seventh Circuit, which covers Illinois, Indiana and Wisconsin. In EEOC v. AutoZone, Inc., the court recently ruled that defendant AutoZone did not violate the anti-segregation…

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