Workplace privacy for employers: employee data rights, monitoring disclosure laws, background screening compliance and algorithmic hiring audits.
Employers now hold employee data under the same privacy rules that govern consumer data in several states, a shift most HR functions were not built for. This hub covers employer obligations.
Three states condition workplace electronic monitoring on notice rather than on consent, and each builds the requirement differently. Connecticut makes a posted notice the legal notice. New York requires a notice on hiring and a posting. Delaware offers a choice between a daily electronic notice and a one-time acknowledged one.
Read more →Three states regulate what happens to an applicant's face during hiring, through four statutes that each define permission differently. Maryland asks for a signed waiver with four listed contents. Illinois asks for notice, an explanation and consent, and separately for a written release. Texas asks only that the individual be informed and consent before capture.
Read more →The Fair Credit Reporting Act does not have one adverse action notice. It has a notice owed before a decision that only employers owe, and a notice owed after any adverse action taken on a consumer report by anyone. The two sit in different sections, carry different contents, and answer to different silences in the statute.
Read more →Four published Ninth Circuit opinions have construed a single sentence of the Fair Credit Reporting Act: the requirement that an employment background check disclosure appear in a document that consists solely of the disclosure. Read in sequence, Syed, Gilberg, Walker and Luna map what may sit on the page, what the page is, and where the line still has not been drawn.
Read more →New Jersey's tracking device statute, N.J.S.A. 34:6B-22, was approved on January 18, 2022 and took effect ninety days later. It reached that form after four reprints that moved it from a fourth-degree crime to a civil penalty, from written consent to written notice, and from any tracking device to one designed for the sole purpose of tracking.
Read more →The Fair Credit Reporting Act does not ask credit bureaus to be careful about who receives a consumer's file. It gives a closed list of permissible purposes and forbids everything else, on both sides of the transaction — the agency that furnishes the report and the person who obtains it.
Read more →The Illinois Workers' Compensation Act makes its own remedies exclusive for injuries covered by it, and Illinois employers argued that a fingerprint timeclock claim was such an injury. In McDonald v. Symphony Bronzeville Park, the Illinois Supreme Court answered the certified question in the negative, on grounds that turn on what kind of injury the compensation scheme was built to price.
Read more →There is no general American law on algorithmic decisions. What exists is a set of narrow regimes reaching them from different directions: California ADMT rules attaching to decisions in named life domains, profiling opt-outs in the state comprehensive statutes, employment statutes imposing audits and notice, and an FTC remedy that reaches the model itself.
Read more →Illinois is not the only state with a biometric privacy statute — it is the only one where a private plaintiff can bring the claim. Texas, Washington and Colorado each regulate the capture and retention of biometric identifiers, and each reserves enforcement to a state official. This guide reads the three statutes against each other and traces what that enforcement design produces in practice.
Read more →There is no single employee privacy statute in any state. What exists is a stack of laws written decades apart, each aimed at whatever the anxiety of its moment was — a paper file, a tape recorder, a Facebook password, a fingerprint scanner. Read in the order they arrived, the stack explains its own gaps. This guide takes them chronologically rather than by state.
Read more →The Fair Credit Reporting Act governs employment background checks through a chain of definitions that decides whether it applies at all, then through a short list of steps around the hiring decision. Most reported litigation concerns the format of one piece of paper handed to the applicant before the report is ordered.
Read more →Illinois BIPA is the only major US biometric statute that lets individuals sue directly, which is why a single-state law drives nationwide settlement exposure. This guide sets out what the statute requires, what the Illinois Supreme Court has held about accrual and injury, and where the obligations sit relative to biometric rules in other states.
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