October

"In January 2015, Groshek sent a 2,300-word missive to representatives for Time Warner Cable, threatening to sue for violations of a consumer-protection law called the Fair Credit Reporting Act.

The message relayed Groshek's confidence that he could win a huge verdict at trial "think upwards of $5-10 million," he wrote unless the company paid him a six-figure settlement to go away. Within a recent 18-month stretch, Groshek applied to 562 jobs, including one at Time Warner Cable.

But it doesn't appear he had any intention of keeping a job long-term. Instead, his aim seems to be to catch companies violating the law during the hiring process, so he can threaten a class-action lawsuit and demand a settlement. Documents show Groshek has used the tactic to extract at least $230,000 in legal settlements from businesses across the country and that he has threatened to sue at least 46 companies."

With the recent approval of the EU-US Privacy Shield framework and the ability to start filing online registrations on 1 August, many companies have questions about the advantages and disadvantages of Privacy Shield as compared to other cross-border transfer mechanisms to cover trans-Atlantic data flows.

Hogan Lovells answers your questions in their publication International Data Transfers - Considering your options, a high-level analysis of the EU cross-border transfer options for companies including the EU Standard Contractual Clauses, Intra-Group Agreements and other ad-hoc contracts, Binding Corporate Rules, Privacy Shield, and Consent and the pros and cons of choosing each one.

Privacy Shield is another option on a menu of choices for EU entities looking to transfer personal data to the United States, and US companies looking to demonstrate their reliability to EU organisations.

"Recently, many cities and states have passed ""Ban-the-Box"" (BTB) policies, which restrict employers from asking about applicants ' criminal histories on job application forms. BTB is meant to open doors to employment for people with criminal records and is often presented as a means of reducing unemployment among black men, who have records at disproportionate rates. One concern is that depriving employers of individual criminal record information before the interview stage could lead them to statistically discriminate on the basis of race or other characteristics like education or employment history. We investigate BTB 'seffects on discrimination in initial employment decisions as well as the effects of race and criminal records on employer callback rates.