This presentation will explain the requirements imposed by the New York City Fair Chance Act. That law generally prohibits employers from making inquiries about an applicant’s criminal conviction record until after the employer has extended a conditional offer of employment. But the law was expanded effective July 29, 2021. Among other things, it is now clear that employers cannot discriminate against current employees who are convicted during employment or who have pending arrests. Employers as well as temporary help companies and consumer reporting agencies that conduct background checks now need to comply with a host of specific directives and notice requirements. Since there are very real consequences from non-compliance, as will be explained during this presentation, it is imperative for all covered entities and persons to become familiar with the requirements as a first step in instituting a program to ensure compliance and avoid or minimize legal claims.
As the largest purchaser of goods and services in the world, the United States Government requires f...
The practice of law places legal professionals under extraordinary and often chronic stress, making ...
This seminar concerns a scope, jurisdiction, and exceptions to the Federal Arbitration Act. The Act ...
New York City’s new Non-Primary Residence Property Surcharge—commonly known as the pied-...
During this course you will take a deep dive into federal bid protest litigation at the U.S. Court o...
2026 was a very important year when it comes to federal procurement developments, Artificial Intelli...
Adverse and derogatory information often has devastating effects on a contractor's ability to win co...
This program provides a practical roadmap to mastering every stage of the discovery process in civil...
Perfectionism is often rewarded in the legal profession. It drives attention to detail, thorough pre...
Data privacy remains one of the most rapid areas of growth in the class action space. Plaintiffs con...