It is routine for employers to perform background checks on potential new employees before extending a job offer. After all, applicants are not always accurate about their past, and a bad hire can substantially damage a business -- both financially and through a loss of goodwill.
One of the most feared prospects for many employers is a workforce unionization effort. Management and human resources personnel will often take vigorous measures to avoid the increased labor expense and inflexibility regarding personnel decisions that seem to invariably follow once a company becomes unionized.
Two new employment statutes recently passed by the Illinois state legislature will substantially change how when and how employers conduct criminal background checks of job applicants and address the needs of pregnant employees. As the January 1, 2015 effective date of these statutes approaches, Illinois employers should ensure that their policies and practices are in compliance with each law.
A great deal of the discussion surrounding the Affordable Care Act (“ACA”) deals with large companies and the burden to “big business.” It is estimated that 96% of all businesses in the United States have 50 or fewer employees and employ nearly 34 million workers. For these companies and their smaller counterparts (those having 25 or fewer employees), there is a great deal of confusion about the ACA.
On July 9, 2013, Illinois became the final state in the nation to allow residents to carry concealed weapons. The Illinois State Police intends to begin accepting applications for concealed carry licenses on January 5, 2014 and licenses will be issued thereafter. For employers concerned about the potential risk for increased violence in the workplace due to employees and others carrying concealed weapons, there are a few basic steps that they should consider taking.