The information on this blog, and the materials published on this website generally, are provided by Bello Welsh for informational purposes only and should not be viewed as legal advice. This information is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. We strongly recommend that readers seek specific legal counsel before taking any actions that could have legal implications.
Effective July 21, 2011, changes to the Fair Credit Reporting Act (“FCRA”) now require employers to disclose additional information to employees and job applicants when using credit information to make an adverse employment decision. The new disclosure requirements, resulting from the Dodd-Frank Wall Street Reform and Consumer Protection Act (“Dodd-Frank”), mandate that an employer making […]
The Connecticut Paid Sick Leave Act, which is awaiting signature by the Governor, will require employers employing 50 or more people within the state to provide qualified employees with one hour of paid sick leave for every 40 hours worked by the employee, up to a maximum of 40 hours per year. The Act, which […]
The federal Genetic Information Nondiscrimination Act (GINA) prohibits discrimination against employees and job applicants on the basis of genetic information. GINA also limits employers’ ability to obtain genetic information and imposes obligations for keeping such information confidential. The EEOC recently issued regulations defining “genetic information” broadly to include not only genetic testing information, but also […]
The recently enacted Illinois Employee Credit Privacy Act prohibits most Illinois employers from obtaining credit histories or reports and using them in any employment decision. The law prohibits (1) inquiring about an employee’s or applicant’s credit history; (2) seeking credit reports on employees or applicants from a consumer reporting agency; (3) and discriminating against an […]
New York’s recently enacted Wage Theft Prevention Act (WTPA), which goes into effect April 12, 2011, amends the New York Labor Law’s requirements regarding notifications to employees of their wage rates and related information. The law creates greater protections for employees and subjects employers to increased penalties for non-compliance. Annual and New Hire Wage Rate […]