April

As of September, more than 150 cities and counties and 29 states have adopted laws that limit what employers can ask job applicants. The "ban the box" legislation is designed to give individuals with a criminal history a fair chance at employment.

The law, however, goes beyond requiring employers to remove a check box from application forms. It is important for businesses to become familiar with state and local laws, implement an attorney-approved, state-specific job application and modify hiring procedures to delay any criminal history inquiries until legally allowed.

In early February, a federal judge enjoined the Equal Employment Opportunity Commission (EEOC) and U.S. Attorney General from enforcing against the State of Texas the EEOC 's 2012 Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964 (the "Guidance").

The summary judgment was granted for the State of Texas on the basis of the EEOC 's issuance of the Guidance without providing notice to the public and an opportunity to comment, as required under the Administrative Procedures Act (APA). The EEOC continues to press lawsuits against employers concerning the use of criminal records for hiring and other employment purposes.

Australian doctor used stolen security pass to access children's hospital.  Recently sacked from being a warden at a private hospital, the case illustrates the need for strict checks to be made in all parts of an organisation, whatever the indusrty, but especially where there is potential access to the vulnerable.

25-year-old Delaney was allowed access to staff-only areas, only caught when he requested help with renewing his credentials.