Louisiana Background Checks After the Aug. 1 Expungement Change
Louisiana background checks remain lawful, but the rules on expunged records and conviction-based denials need a tighter checklist.
In this edition
- Louisiana Background Checks After the Aug. 1 Expungement Change
- San Francisco Fair Chance Hiring Changes: Four Conviction Categories and 14-Day Acknowledgment
- Edit Your Arbitration Clause So Confidentiality Survives and Employees Can Still Say It Happened
- Report-to-Response Checklist for Credible Complaints
- After an Accommodation Request, Build a Defensible RIF Paper Trail
In this issue
- Louisiana Background Checks After the Aug. 1 Expungement Change
- San Francisco Fair Chance Hiring Changes: Four Conviction Categories and 14-Day Acknowledgment
- Edit Your Arbitration Clause So Confidentiality Survives and Employees Can Still Say It Happened
- Report-to-Response Checklist for Credible Complaints
- After an Accommodation Request, Build a Defensible RIF Paper Trail
- Termination Notice After an EEOC Charge: State the Job Reason
San Francisco Fair Chance Hiring Changes: Four Conviction Categories and 14-Day Acknowledgment
A practical checklist for the new hiring rules: barred categories, the notice sequence, and penalty exposure.
Edit Your Arbitration Clause So Confidentiality Survives and Employees Can Still Say It Happened
A defensible arbitration policy can keep the substance of a case confidential while still letting employees say a case exists and file charges.
Report-to-Response Checklist for Credible Complaints
A credible report starts a duty to respond; the litigation risk comes from an undocumented response: use a report-to-response checklist to show each step was neutral, proportionate, and consistent.
After an Accommodation Request, Build a Defensible RIF Paper Trail
A RIF after an accommodation request is defensible when the file shows the business reason, decision-makers, and criteria existed independently of the request.
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Termination Notice After an EEOC Charge: State the Job Reason
In the 11th Circuit, an EEOC charge is protected participation, so write the termination notice around an independent job reason, not the charge.
Keep the Agency Answer From Becoming the Termination Reason in Court
Approve one documented termination reason before answering an unemployment claim, so the agency answer cannot become the court record.
Freeze Personnel Decisions for 48 Hours When Organizing Surfaces
A short no-decision window can preserve the crew, keep records neutral, and stop a routine personnel call from becoming a federal labor-law dispute.
Illinois Jury-Duty Policy 2027: 26-Employee Line and Regular-Rate Math
Treat the new paid jury-duty rule as a payroll and policy update, while keeping jury leave protected and non-retaliatory for every employer.
Texas TRAIGA Checklist for AI Hiring and Firing
A practical pre-deployment checklist for employers using AI to screen, score, or terminate, focused on proof, records, and defensible process.
Before Disciplining Over a Personal Social-Media Post, Run This Two-Part Check
A personal post is not automatically work speech. Use a two-part check before discipline or termination.
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