📢 Key Regulatory Updates for Employers in Q3 2024 & Beyond The compliance landscape is evolving rapidly, and the third quarter of 2024 has brought significant legislative changes affecting background screening, pay transparency, and AI in hiring. Here are the highlights and what to expect in 2025: 📋 Criminal History Reform LA County Ban-the-Box: New ordinance prohibits discussing an applicant’s criminal history until after a conditional job offer is made, with multiple assessments required. Prince George’s County, MD Employment Fairness Act: Expanded coverage limits the types of criminal information considered, particularly older non-violent offenses. Maryland’s New Reporting Restrictions: SB 41 and HB 622 tighten what can be included in background checks, particularly for roles under $75K. FDIC Section 19 Updates: Streamlined hiring processes in financial institutions by removing certain restrictions on older and minor offenses. 💰 Pay Transparency Laws New mandates in Maryland, Illinois, and Minnesota require salary ranges in job postings. Upcoming regulations in NYC and federal pay data reporting are expected to introduce even stricter wage reporting requirements. 🌿 Marijuana Legalization & Drug Testing Minnesota and Ohio have updated their policies, impacting how employers conduct drug testing and address recreational marijuana use. The DEA is considering rescheduling marijuana from Schedule I to III, with potential impacts on workplace drug policies. 🤖 Privacy, Technology & AI in Employment New data privacy laws in Montana, Oregon, and Texas exempt background checks under the FCRA, but other employment data may still be affected. AI Regulations are tightening, with Illinois and Colorado introducing restrictions to mitigate bias in hiring processes. Expect more states to follow in 2025. 🚀 What’s Next for 2025? Clean Slate Laws are gaining momentum, limiting criminal history data for employers. Pay Transparency & Data Reporting will expand, with stricter rules for wage and demographic data reporting. AI Regulations will continue to evolve, emphasizing transparency and bias auditing. Employers should proactively review and adapt their policies to ensure compliance as these new rules take effect. Staying informed is key to navigating this changing landscape! 🛠️ #Compliance #EmploymentLaw #HRTrends #BackgroundChecks #PayTransparency #AIinHiring
BACKGROUND SCREENING COMPLIANCE NEWS: 📢 Key Regulatory Updates for Employers in Q3 2024 & Beyond The compliance landscape is evolving rapidly, and the third quarter of 2024 has brought significant legislative changes affecting background screening, pay transparency, and AI in hiring. Here are the highlights and what to expect in 2025: 📋 Criminal History Reform LA County Ban-the-Box: New ordinance prohibits discussing an applicant’s criminal history until after a conditional job offer is made, with multiple assessments required. Prince George’s County, MD Employment Fairness Act: Expanded coverage limits the types of criminal information considered, particularly older non-violent offenses. Maryland’s New Reporting Restrictions: SB 41 and HB 622 tighten what can be included in background checks, particularly for roles under $75K. FDIC Section 19 Updates: Streamlined hiring processes in financial institutions by removing certain restrictions on older and minor offenses. 💰 Pay Transparency Laws New mandates in Maryland, Illinois, and Minnesota require salary ranges in job postings. Upcoming regulations in NYC and federal pay data reporting are expected to introduce even stricter wage reporting requirements. 🌿 Marijuana Legalization & Drug Testing Minnesota and Ohio have updated their policies, impacting how employers conduct drug testing and address recreational marijuana use. The DEA is considering rescheduling marijuana from Schedule I to III, with potential impacts on workplace drug policies. 🤖 Privacy, Technology & AI in Employment New data privacy laws in Montana, Oregon, and Texas exempt background checks under the FCRA, but other employment data may still be affected. AI Regulations are tightening, with Illinois and Colorado introducing restrictions to mitigate bias in hiring processes. Expect more states to follow in 2025. 🚀 What’s Next for 2025? Clean Slate Laws are gaining momentum, limiting criminal history data for employers. Pay Transparency & Data Reporting will expand, with stricter rules for wage and demographic data reporting. AI Regulations will continue to evolve, emphasizing transparency and bias auditing. Employers should proactively review and adapt their policies to ensure compliance as these new rules take effect. Staying informed is key to navigating this changing landscape! 🛠️ #Compliance #EmploymentLaw #HRTrends #BackgroundChecks #PayTransparency #AIinHiring
