Background Check, Drug Test & Hiring Screening Rule Watch

Why this is recommended

A cannabis testing ban that took effect in the applicant's state, a background check error the law now requires be disclosed before a rejection, or a settlement paying $500 to everyone screened wrongly are each worth more than the membership, and the applicant is never told.

What the Tab covers

Who it is for

Anyone applying for a job, the 70 million Americans with a record, and everyone who uses cannabis legally and wants to keep their job.

When it runs

States and cities pass screening laws mid-week and employers update policies at month start

Scope

Fair chance, ban-the-box and clean slate laws by state and city; cannabis, drug and alcohol testing rules for applicants and employees; credit check, salary history and social media screening restrictions; FCRA, CFPB and FTC enforcement against background check companies and employers with settlements; AI, automated decision and video interview screening laws; occupational licensing reforms for people with records; DOT, FMCSA, federal contractor and security clearance testing rules; screening policy changes at employers with 10,000 or more staff

Suggested task

The objective your Tab starts with. You can edit every line of it once the Tab is yours.

Fair chance and ban-the-box laws by state and city, cannabis and drug testing rule changes for job applicants and employees, credit check and salary history restrictions, background check accuracy and FCRA enforcement with settlements, AI and automated screening laws, occupational licensing barrier reforms for people with records, federal contractor and DOT testing rule changes and employer policy changes at large companies, with the jurisdiction, agency or employer first and what an applicant can now refuse or dispute.

Track hiring screening rules in the United States. Report only confirmed, source-backed items from the last 7 days: fair chance, ban-the-box and clean slate law changes by state and city with effective dates; cannabis, drug and alcohol testing rule changes for applicants and employees; credit check, salary history and social media screening restrictions; FCRA, CFPB, FTC and state enforcement actions and settlements against background check companies and employers with applicant remedies; AI, automated decision and video interview screening laws and enforcement; occupational licensing reforms for people with records; DOT, FMCSA, federal contractor and security clearance testing rule changes; and screening policy changes at employers with 10,000 or more staff. Prefer state legislatures and labor departments, the CFPB, FTC, EEOC, DOT, court documents, employer announcements and established employment reporting; ignore law-firm marketing and unverified anecdotes. Put the jurisdiction, agency or employer first in the title and state what an applicant can now refuse, dispute or claim. Use high severity for a law taking effect within 90 days in a state with 5 million or more workers, a settlement with a claims process, or a testing rule change at DOT. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who it affects, what to do, the date, and the source link. If nothing qualifies, push nothing and submit the run receipt.