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Elsewhere in the Courts: ADA

- A federal appeals court has ruled that a deaf employee may sue his employer for violation of the Americans with Disabilities Act because the company failed to provide the employee with a sign language interpreter at critical meetings. Instead, a coworker provided written notes of the meetings, which often included only main points and failed to note questions and answers.

State Legislation: Virginia: Background Checks

- A new law (formerly H.B. 690) in Virginia will require those who work with public transit services undergo a criminal background check. The law applies to employees hired directly by the government as well as those working through an independent contractor.

Preventing Violence at Work

- Addressing workplace violence in all its forms reduces absenteeism, turnover, and litigation. It also improves morale, and most importantly, saves lives. Good policies and proper training are keys to success.

Survey Finds Security Directors Fear Latin America Most

- A joint survey conducted by Control Risks and International SOS finds that business leaders believe Latin America is the riskiest region in the world to send their business travelers while terrorism and civil unrest continue to be the greatest travel concern for businesses.

ADA

- The city of Yakima, Washington, did not violate the Americans with Disabilities Act when it required one of its officers to undergo an exam to determine his fitness for duty, a federal appeals court has ruled. The officer had become increasingly volatile and had been accused of violence.

Employment

- A federal appeals court has ruled that a company’s unwritten policy denying employment to all of their job applicants with theft-related convictions was sufficient to thwart a racial discrimination lawsuit. The court ruled that the woman who claimed she was not hired because of her race could not pursue her lawsuit because her theft convictions would have disqualified her.

Pregnancy Discrimination

- A company that transferred a pregnant welder out of her job and onto light duty without first determining whether she was unable to continue in her welding position may be guilty of discrimination. A federal appeals court has ruled that the employee may pursue her lawsuit against her employer.

Preventing Employee Fraud

- By understanding what types of fraud are most prevalent during a downturn, security can keep internal theft from creating a fiscal crisis for the company.

Seminar on Workplace Violence Reminds Businesses That "No One is Immune"

- Little more than a block from the location of the Discovery Channel hostage crisis this past summer, AlliedBarton and ASIS International's suburban Maryland chapter held a workplace violence seminar to preach preparedness.

Stay Calm in a Crisis

- Training is the key to ensuring that faculty, staff, and students make the best possible decisions during and after a school emergency.

EEOC Issues Final Rule on Genetic Discrimination

- The Equal Employment Opportunity Commission (EEOC) has issued a final rule implementing the federal Genetic Information Nondiscrimination Act (GINA) of 2008, which bars employers from discriminating against employees based on their genes.

State Legislation: Massachusetts: Background Checks

- A bill (H.B. 275) pending in the Massachusetts General Court would require that employers conduct criminal history checks on employees who work as security staff in bars, clubs, or other establishments that serve alcohol. In the bill “security staff” is defined as bouncers, doormen, floor staff, or other workers performing duties related to the admission of patrons or maintaining safety and order. The background check should focus on “violent criminal history or other incidents that are strictly related to the duties of the position,” according to the bill.

State Legislation: Illinois: Credit Checks

- A new Illinois law (formerly H.B. 4658) makes it illegal for employers in the state to conduct credit checks on applicants for most jobs. Though employers may still conduct background checks, they may not inquire about an applicant’s credit history or obtain a copy of their credit report.
 




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