From California to Indiana, new employment legislation has passed and is pending. Within the past few months San Francisco has enacted a ban on asking a job applicant what their salary history is, while it is likely that the state of Oregon will soon be reducing the penalties for the possession of drugs like heroin, cocaine and meth. Ultimately, you’re going to want to keep your eyes peeled on these new employment laws.
Managing a successful business is no easy feat when you factor in risks such as competition, inventory and staffing. What many businesses don’t take into account is the liabilities they may face from current staff who may have been involved in illicit activities outside of work. Employees with inclinations towards activities that violate company policy rely upon the fact that their job will stop looking into their background once they are hired. Annual updates of personnel records that include the same background check you perform upon hiring is something that many companies overlook, but can have a significant positive impact on overall operations.
The applicants for #3 “looked” good. They were brother-and-sister. They both had good jobs, and their incomes suggested that they could afford the rent. They both had fairly good credit scores (above 650). In the past, we would have rented to them.
That was then, this is now.
Now we can also run Criminal Background Checks.
The second amendment is stated in the Bill of Rights as: “A well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed”. However, in the wake of recent, horrific events like the Cinemark shooting in Colorado and the elementary school shooting in Connecticut, the 2nd Amendment has been debated as either necessary or outdated. With more than 6 million people in the United States estimated to have “right to carry” permits, this issue is on the minds of the entire nation.