In this Issue: FCRA Compliant Pre-Adverse and Adverse Notification. New Invoice Format Takes Effect.

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Ohio Bill H.B. 56

Ohio State SealThere is an Ohio bill (H.B. 56) currently moving its way through the usual channels on its way to becoming, or failing to become, a law. It is, essentially, a “Ban-the-Box” law- which is well and good. No job candidate should be seen for his or her history prior to being permitted to first accurately represent their present, so to speak. Whatever can be said against ban the box laws, there is no denying that more and more states are rubber stamping the idea- because those legislators recognize that “the box” is perfectly capable of disqualifying qualified people due to unrepeated (even unrepeatable) mistakes of their past- and can cause many otherwise well-meaning businesses to come under fire from the EEOC.

However, the relatively unique feature of this Ohio bill is a line on page three (an amendment to section 9.73 of the Revised Code, subsection F) which states:

No appointing authority shall use the record of an arrest of an applicant that is not followed by a conviction or plea of guilty in connection with an application for employment.”

To view the full text go here.

Avoiding FCRA Adverse Action Violations

One of the big things currently facing employers is that of class action lawsuits being brought against them by the FCRA (Fair Credit Reporting Agency). The real and virtual pages of journals and blogs that cover hiring law and corporate legal proceedings are filling up with these stories. Companies big and small, spending their time and money in courtrooms across the country for violations of pre-adverse and adverse action notification regulations.

To view the full text go here.
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