The new year brings new laws for California employers to grapple with. We highlight the most significant new employment laws affecting California employers as of January 1, 2018.  Companies based in California or with operations in California are encouraged to review their policies and procedures in light of these developments.
Continue Reading California Employers: Are You Compliant with 2018’s New Laws?

On January 22, 2017, the City of Los Angeles ‘banned the box’ when the Los Angeles Fair Chance Initiative for Hiring (Ban the Box) (the “Initiative”) went into effect, prohibiting private employers in Los Angeles “from inquiring into or seeking a job applicant’s criminal history unless and until a conditional offer of employment” is made to the individual.
Continue Reading LA’s Law Banning the Box for Private Employers Effective This Month

At least thirteen states, the District of Columbia, and almost 100 cities and counties have passed so-called “ban the box” laws, which restrict the scope of permissible investigations into job applicants’ criminal history, and, in some cases, the timing of such inquiries.
Continue Reading Hawaii Supreme Court Weighs In On Whether Criminal Conviction is Related to Radiological Technician Position

On July 14, 2014, the Council of the District of Columbia (“D.C. Council”) unanimously voted to “ban the box,” approving a bill that will restrict when an employer may ask a job applicant about his criminal background. The bill will now go to Mayor Vincent Gray for his signature, and then to Congress for approval.
Continue Reading Washington, D.C. Council Votes to Ban the Box

In September, the Newark Municipal Council passed Ordinance 12-1630, which prohibits any employer with five or more employees from asking job candidates before or during the application process about their criminal history (i.e., the ordinance “bans the box” from an employment application). 


Continue Reading Newark Joins Other Cities By Passing A New “Ban The Box” Ordinance