The City of Chicago recently updated its existing “Ban the Box” Ordinance to further limit an employer’s ability to consider conviction records of both new and current employees.  With the new amendments, employers covered by the Ordinance who wish to review conviction records must engage in an individualized assessment, provide pre-adverse and final adverse action notices, and include additional language to the notices regarding the right to file a claim.Continue Reading Chicago Updates Its “Ban the Box” Rule to Limit an Employer’s Consideration of Conviction Records

The recent advancements in Artificial Intelligence (AI) and the emergence of ChatGPT have opened up new possibilities for employers to enhance efficiency and reduce human error. But with these advances comes potential risk.  Acknowledging the advent of the use of AI in the workplace, the Equal Employment Opportunity Commission (EEOC) launched its Artificial Intelligence and Algorithmic Fairness Initiative in late 2021.  On May 18, 2023, the EEOC released a technical assistance document addressing the use of AI by employers when making employment decisions such as hiring, promotion, and firing. Continue Reading Possible Bias in AI Selectivity?  EEOC Issues Guidance on Use of Artificial Intelligence in Employment Selection Procedures

Alcohol dependence can raise significant implications for health, work performance and safety in the workplace. Employers should be prepared to address these concerns with a well-drafted policy that sets out the procedures to follow should any concerns be raised. The following are suggested for such a policy:Continue Reading A UK Perspective on Dealing with Alcohol Dependence in the Workplace