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The Opportunity to Compete Act is the standard practice for background check procedures, unless the applicant voluntarily discloses information about his or her criminal history during the application process. If this happens, then the employer may inquire further about the applicant’s criminal records.
In December, 2015, there were some additional clarifiers put into place regarding this Act in preparation of the new year. This law prohibits employers who employ 15 or more employees from publishing any job advertisement that states that any applicant with a criminal arrest or conviction will not be considered.
The one consideration that is taken into account is for those employers who use a uniform application for multi-state locations. In these instances, the application can ask the question about criminal records, however, it must state that an applicant for a position in New Jersey is instructed not to answer until after the initial interview.
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Connecticut has joined several other states in requiring mandatory sexual harassment prevention training. By October 1, 2020, employers of all sizes will be required by
As part of the 2019-2020 New York State Budget, the legislature has passed a fee increase that will affect organizations that are conducting criminal history
Cutting corners doesn’t get you very far. In fact, in one company’s life cycle, cutting corners has simply made them travel in a circle, and
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