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A background article written by CNN's legal analyst & Supreme Court biographer Joan Biskupic who details the decision-making process leading to the landmark court decision in R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission. Archived from the original on November 13, 2020. Retrieved on November 24, 2020.
Credit reports are legal to use for employment screening in all states, although some have passed legislation limiting the practice to only certain positions. John Ulzheimer, president of The Ulzheimer Group and the founder of CreditExpertWitness.com, stated in a CNBC report that, "[credit scores] indicate if you're in financial distress. These ...
In December 2020, New York City passed Int. 1208-2018, which was signed into law in January 2021. [ 82 ] [ 83 ] The law was originally set to take effect on May 15, 2022, but was later delayed until November 1, 2022, after pushback from businesses resulted in amendments which limited the requirement to jobs which are physically located within ...
An investigative report by The Wall Street Journal published on November 16, 2021, stated that Kotick had been well aware of the misconduct at the company but had done little to stem it. The report describes one example of a former female employee of Activision's subsidiary Sledgehammer Games who said she had been raped by her male supervisor ...
Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [citation needed] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and delegated duties.
California Civil Code § 3369, enacted in 1872, was California's early unfair competition statute. It "addressed only the availability of civil remedies for business violations in cases of penalty, forfeiture, and criminal violation." [3] A 1933 amendment expanded the law to prohibit "any person [from] performing an act of unfair competition."
It is an unfair practice for a supplier, in a transaction or proposed transaction involving goods or services, to: (a) do or say anything, or fail to do or say anything, if as a result a consumer might reasonably be deceived or misled; (b) make a false claim; (c) take advantage of a consumer if the person knows or should reasonably be expected ...
The duty of fair representation is incumbent upon Canadian [1] and U.S. labor unions that are the exclusive bargaining representative of workers in a particular group. It is the obligation to represent all employees fairly, in good faith, and without discrimination.