June



CMS.DataEngine.CollectionPropertyWrapper`1[CMS.DataEngine.BaseInfo]
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June 5, 2015
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New Illinois Laws in 2015: What Employers Should Know

"Joining the current ""Ban the Box"" trend, the Job Opportunities for Qualified Applicants Act prohibits Illinois employers from asking job applicants about their criminal history until after the employer determines that the individual is qualified for the position and notifies the individual that s|he has been selected for an interview. If an employer does not conduct interviews, then any inquiry into an applicant's criminal background cannot take place until after the employer makes a conditional offer of employment. In light of this new legislation, Illinois employers with multi-state locations or branches should review any ""national"" or uniform job applications, especially those completed via the Internet."

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CMS.DataEngine.CollectionPropertyWrapper`1[CMS.DataEngine.BaseInfo]
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June 5, 2015
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Virginia Limits Employer Access to Social Media Accounts of Employees and Applicants

Effective July 1, 2015, employers in Virginia will be prohibited from requiring, requesting, or causing a current or prospective employee to disclose the username and password to the individual's social media account.

he new law also prohibits employers from requiring an employee to add another employee, a supervisor, or an administrator to the list or contacts associated with the individual's social media account or changing the privacy settings. An employer taking or threatening to discharge, discipline, or otherwise penalize any employee in retaliation for his or her refusal to comply with a request or demand that violates the new law is in violation of the law. Failing or refusing to hire a prospective employee for exercising his statutory rights also is a violation.

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CMS.DataEngine.CollectionPropertyWrapper`1[CMS.DataEngine.BaseInfo]
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June 5, 2015
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California District Court Holds that LinkedIn's "Reference Searches" Function Not a Consumer Report Under the Fair Credit Reporting Act

"A judge recently handed down an important decision regarding the application of the FCRA to one of LinkedIn's search products. The decision comes amidst a fluid legal landscape for employers and consumer reporting agencies trying to remain in compliance with the FCRA and provides another example of a court grappling with how to reconcile new technologies with existing statutes.

The central dispute was whether "Reference Searches" fit within the FCRA's definition of "consumer report." If so, LinkedIn may have been on the hook for failing to comply with the FCRA's disclosure, authorization and other requirements. But the judge sided with LinkedIn, concluding that reference searches are not consumer reports under the FCRA."

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