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September Updates

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This Short List addresses the following topics:
  1. REMINDER! EEO-1 Component 2 Reporting is Due September 30th
  2. DOL Says DOT Drivers Sleeping in Berths While Off-Duty is Unpaid Time
  3. 2nd Circuit: Collectively Bargained Arbitration is Governed by the Scope of the Agreement
  4. 9th Circuit: The Dynamex Independent Contractor Test Does Not Apply Retroactively – For Now
  5. New Noncompete Restrictions in Maine, New Hampshire, and Rhode Island
  6. Arizona: Mini-COBRA and Bona Fide Associations Updates
  7. California: Hairstyles Soon to Be Protected From Discrimination
  8. Emeryville, CA: Small Independent Restaurant Minimum Wage Hold Repealed
  9. Florida: Unemployment Compensation Protections for Domestic Violence Victims
  10. Indiana: Direct Sellers are Exempt from Minimum Wage Rules
  11. Iowa: Enacts Negligent Hiring Protections for Employers
  12. Louisiana: Electronic Notice to Employees Permitted for Group Health Insurance Plans
  13. Kansas City, MO: Enacts Salary History Inquiry Ban
  14. New Hampshire: Child Labor Hours Restricted
  15. New York: Paid Family Leave Benefit Schedule Update
  16. New York: Whistleblower’s Immigration Status is Protected
  17. Ohio: Motor Carrier Drivers Excluded from Definition of “Employee”
  18. Pittsburgh, PA: Paid Sick Leave is Revived by State Supreme Court
  19. Vermont: Expunged Records Make Criminal Convictions Vanish
  20. Virginia: Updates to Minimum Wage Exemptions and Nondisclosure Agreements
  21. West Virginia: Effect of Expunged Criminal Convictions

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New Jersey: Ban-the-Box Requirements Strengthened

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All Employers with 15+ NJ Employees

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December 20, 2017

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Originally effective on March 1, 2015, the New Jersey Opportunity to Compete Act (“OCTA”) prohibits employers of 15 or more employees working over 20 calendar weeks in New Jersey from making inquiries into an applicant’s criminal history during the initial application process, among other provisions. As of December 20, 2017, Senate Bill S-3306 applies new amendments to OCTA, further strengthening protections for applicants.

The OCTA amendment specifies that employers are prohibited from (1) soliciting information about an applicant’s current or expunged criminal record during the initial application phase, including when using online employment applications that require the disclosure of current or expunged criminal records in order to proceed with the application; and (2) performing online searches seeking criminal history information.  Employers may ask about current or expunged criminal records after the initial application process, but may not refuse to hire an applicant solely because a criminal record has been expunged or erased through executive pardon, with few exceptions.

Action Items

  1. Review the text of S-3306 here.
  2. Revise written or electronic employment applications to remove any questions pertaining to an applicant’s current or expunged criminal history.
  3. Have hiring personnel trained on the updated requirements.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

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