JUNE 2018 ISSUE
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As "Ban the Box" laws spread like wild fire, so do the trends for employers no longer being allowed to ask about or use previous wages earned when compensating new hires. As a part of the "Equal Pay for Equal Work" movement, Connecticut employers may no longer make inquiries about previous wages or verify this information through employment background checks. This would include total compensation: hourly rate, salary, commission, or bonuses.  Read More
The General Data Protection Regulation (GDPR) was first proposed in 2012; however, it was not enacted by the European Union (EU) Parliament and Council until December 2016. GDPR became effective on May 25, 2018, and puts forward a policy for data protection with enhanced obligations for businesses. Its jurisdiction is global, and applies to any company (no matter its location) that deliberately offers services or goods to the European Union, or that monitors the behavior of people within the EU.   Read More
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The most effective way to reduce employee turnover rates is by conducting employment background checks on all new hires. If organizations lack an effective background screening program, the money spent to train and on-board is wasted. Continuity among employees is a major driver to increase profitability and improve the culture of a business.  Read More
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When you are screening employees, there are many regulations that limit what questions you can ask. These laws vary by state, and the punishment for violating these screening regulations can be severe! If you ask inadmissible questions, you could be held liable for breaking the law, even if you are acting in good faith. This is why it is imperative that you download this free cheat sheet that outlines exactly what questions you are not allowed to ask new hires.  Read More