There’s a lot involved in running your business from day-to-day.
In addition to everything else you have on your plate, it can be overwhelming to keep up with the latest developments in local, state, and federal regulations. These regulations may be related to the various areas of managing your company – among them, changes in employment forms, and Ban the Box and marijuana laws from one jurisdiction to the next.
So, take a deep breath and use this primer to stay abreast of what’s going on in these three key areas:
I-9 Form Changes
As of January 31, 2020, all employers must use the latest version of Form I-9, posted on October 21, 2019, by the U.S. Citizenship and Immigration Services. The I-9 form verifies identity and employment authorization of anyone hired in the U.S.
Ban the Box Legislation
State and local laws restricting inquiries into and specifics regarding the use of criminal records by employers continue to evolve and proliferate. It’s critically important that you monitor related developments, including fair credit reporting laws and Title VII of the Civil Rights Act. This is especially relevant if you’re a multi-state employer.
Ban the Box mandates vary from state to state and even among local municipalities. Here are a few examples of recent changes:
- Maryland’s latest statewide law took effect February 29.
- New restrictions in St. Louis, MO, become law on January 1, 2121.
- Federal contractors will be subject to new Ban the Box restrictions on February 20, 2021.
- In addition to California’s statewide restrictions, San Francisco has its own Ban the Box law. The city’s Fair Chance Ordinance (FCO) outlines the details.
Drug Testing Related to Marijuana Laws
When it comes to current marijuana laws, there’s no single answer about how cases should be handled from job to job or state to state.
- If you’re a Pennsylvania employer, you need to be familiar with the specifics of the Pennsylvania Medical Marijuana Act 16 (MMA). This mandate protects medical marijuana users from disparate impact without forcing employers to make special accommodations for use or to violate federal laws. And that’s an example of just one state jurisdiction.
You could fill a volume with details on the latest local, state, and federal regulations on these and other relevant employment laws. But even if you did, it would all change tomorrow.
So, how is a diligent employer supposed to keep up with it all?
The answer lies in finding a business partner who can ensure customized employment, background screening, and drug testing services that meet the specific needs of your growing company. Based in Blue Bell, PA, Chane Solutions is a nationwide leader in these areas, serving clients coast to coast with the latest knowledge, expertise, and market intelligence. Read our related posts or contact us today to learn more.