| Summary: Philadelphia city council has passed an ordinance making it an unlawful employment practice for an employer to inquire about a prospective employee’s wage history, to require disclosure of wage history, or to condition employment or consideration for an interview on disclosure of wage history, or to retaliate against a prospective employee for failing to comply with any wage history inquiry or for otherwise opposing any act made unlawful by the law. The ordinance is awaiting Philadelphia Mayor Jim Kenney’s signature. |
| Impact(s): Philadelphia employers |
| Summary: The U.S. Office of Personnel Management (OPM) is issuing a final rule revising its regulations pertaining to when, during the hiring process, a hiring agency can request information typically collected during a background investigation from an applicant for Federal employment. The OPM recognizes that there are legitimate, job/position-related reasons why a hiring agency may need to determine suitability at an earlier stage in the employment process. As such, this rule allows agencies to request from OPM an exception to accommodate such circumstances. Requests for an exception must be submitted to OPM by the agency’s Chief Human Capital Officer (or equivalent) at the agency headquarters level. |
| Impact(s): Federal agencies |
| Summary: Rite Aid filed a motion to dismiss or alternatively for summary judgment in a potential class-action lawsuit alleging that Rite Aid violates the FCRA by using consumer reports for employment purposes without following the statute’s pre-adverse action requirements. The plaintiff had already settled claims as part of a related suit against LexisNexis. Rite Aid argues that the plaintiff’s claim was based on an agency relationship between LexisNexis and Rite Aid. Thus, Rite Aid argues that plaintiff settled the suit with LexisNexis, she gave up her claims against Rite Aid. |
| Impact(s): FCRA compliance – for general legal review |
