Recent Resources

• Pennsylvania Employer Facing Lawsuit Over Marijuana Drug Test

  • May 19, 2022

  Compliance Update: A Pennsylvania senior living retirement community is facing a federal lawsuit over claims it denied employment based on a positive marijuana drug test.

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• Lack of Training, Compliance Monitoring Factors in Willful FCRA Violation

  • May 16, 2022

  Compliance Update: A nationwide employer recently saw its summary judgment win in a Fair Credit Reporting Act (FCRA) class action suit thrown out the window in California state court. 

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• Keep On Keeping Up—with Compliance

  • May 10, 2022

  When it comes to legal and regulatory change, employers and the human resources professionals who handle the hiring and onboarding processes often struggle to keep pace.

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• Court Determines Plaintiff Lacks Standing over FCRA Allegations

  • May 9, 2022

  Compliance Update: In contrast to a recent court ruling, the U.S. Court of Appeals for the Eighth Circuit found a plaintiff lacked standing to bring suit over an employer’s allegedly deficient disclosure form and adverse action process required under the Fair Credit Reporting Act (FCRA).

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• CBD Oil Use Results in Positive Drug Test and Employment Termination

  • May 2, 2022

  Compliance Update: A recent case focused on the termination of an employee due to a positive drug test for marijuana that was the result of CBD oil use.

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• The Cure for the (All Too Common) Compliance Headache

  • April 20, 2022

  Asurint’s April webinar will help you keep your head amidst a shifting legal landscape.

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• Florida Mandates Background Checks for Apartment Employees

  • April 18, 2022

  Compliance Update: The Florida State Senate recently passed “Miya’s Law” mandating background checks of apartment employees following a tragic incident where Miya Marcano was kidnapped and murdered by a maintenance worker who used a master key to gain access to her apartment.

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• Pre-Adverse Action Failures Sufficient for Lawsuit to Proceed

  • April 13, 2022

  Compliance Update: A recent decision from the Middle District of North Carolina provides employers with ample reason to double-check their adverse action compliance.

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