What do you do with employment applications for candidates that you did not hire? Do you put them in a files or throw then out? The anti-discrimination laws may require you to keep for at least a year these applications, along with resumes, interview notes, drug screens, employment tests, reference checks, and background or credit checks.
You probably never thought that the Americans with Disabilities Act (ADA) may impact your company’s website. As a retailer, you are well aware of the need for wheelchair ramps, accessible parking spaces, and enough room between aisles to allow customers to pass. But how does the ADA apply to a website?
On July 15, 2015, the Wage and Hour Division of the Department of Labor (DOL) issued what will be effectively a new standard of who qualifies as an independent contractor that will likely limit significantly the number of workers that meet the criteria. While claiming this was just an “interpretation” of the current standard and not a new standard, this “interpretation will result in a finding that “most workers are employees” and independent contractor status is limited to the few individuals who are truly in business for themselves.
On September 3, 2015, a new law went into effect prohibiting many private sector employers in New York City from requesting or using an employee’s or applicant’s consumer credit history. Unless one of the limited exception applies, employers may not ask employees or applicants about their credit status, bankruptcies, judgments or liens, and using any consumer credit history information. Additionally, as of October 27, 2015, New York City will regulate employers’ use of criminal history for pre-employment screening.