Hire Image LLC

Effective December 20, 2022: The federal government and its contractors are prohibited from asking about the criminal history of a job applicant prior to a conditional offer of employment at  Hire Image . President Trump recently signed the National Defense Authorization Act for Fiscal Year 2020 into law.  This law includes The Fair Chance Act (“Act”) that becomes effective two years after the date of enactment, banning the box for the federal government. There are some important exceptions in the Act for federal positions related to law enforcement and national security duties, positions requiring access to classified information, and positions where access to criminal history is required by law. Click here for more information at  Hire Image  website. Ban the Box laws have already spread throughout much of the country and now to the federal government. For more information on Ban the Box and other laws, and whether they affect your state, visit our resourc...

Hire Image  will host a free webinar:  Is Your Drug-Free Workplace Going Up in Smoke? Hire Image ’s CEO, Christine Cunneen and Sarah R. Skubas, Principal at Jackson Lewis P.C will discuss  safe workplace practices in order to protect employees, customers and property. There is also little doubt that a large contributing factor to a safe workplace is a drug-free work policy.  However, when marijuana is now legal (in some form) in over 50% of the states, how do they go about implementing one?  With each new law seems to come a new question for employers. What are my rights as an employer?  Am I allowed to drug test all of my candidates and current employees?  Do I need a new Drug-Free Work Policy?  Should I change my drug testing program?  The questions are endless.  To further complicate matters, recent court rulings, including those involving federal contractors, are interpreting the various laws with varied opinions. Get the ...

A federal appeals court upheld the dismissal of the Equal Employment Opportunity Commission’s lawsuit against Kaplan Higher Education Corporation. The lawsuit between the EEOC and Kaplan has been lengthy and drawn out. In December 2010, the EEOC sued Kaplan in federal district court in Ohio, claiming that Kaplan’s use of pre-employment credit checks was in violation of Title VII, and had a disparate impact on protected class members. The EEOC alleged that Kaplan’s use of credit checks caused it to screen out more African-American applicants than white applicants. In November 2012, Kaplan and the EEOC both filed separate motions for judgment before trial. Kaplan’s motions argued that the EEOC had failed to identify a particular employment practice, that their expert opinion was inadmissible, and that Kaplan’s use of credit history information was job related and consistent with business necessity. The EEOC’s motion argued that the court should reject Kaplan’s defense that its u...