2016

"A judge in California dismissed a class action lawsuit by a driver against Lyft, Inc., after determining the employee could not demonstrate ""concrete harm"" as a result of the company's background screening procedures. The ruling was similar to a recent case against the ride-sharing company, as well as one against Spokeo."

"In accordance with ""Ban the Box"" laws, Portland, Oregon, has issued an Ordinance that prohibits the use of background checks, criminal histories and self-disclosed information, when considering a new hire. Although certain employers are excluded, like those with six or fewer employees or law enforcement agencies, the rules apply to the majority of companies. Following a conditional offer for employment, the history of the applicant may be used when considering its relevance to the job. To assist employers in making decisions, the Attorney's Office has created a Criminal History Matrix, as well as protocol for companies who violate the Ordinance."

A woman who recently lost a JPMorgan Chase Bank NA job offer due to the FBI's fingerprint background check service also lost the Fair Credit Reporting Act class action because she failed to genuinely demonstrate the claim. The bank's request was granted that required both parties to produce evidence regarding the background check and the use of Fieldprint to produce its consumer reports. The woman has also sued two other companies over similar allegations.

Registration may be required for link.