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Read our latest thinking on employment screening, compliance, and hiring from the team at KRESS.
If you run screening end to end, your ADA compliance exposure is rarely the interview.
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If you use automated tools anywhere in your hiring or screening process and you have candidates or employees in Connecticut, you now have two deadlines.

If you use any AI in hiring, promotion, or discipline decisions that touch Illinois workers, HB 3773 already applies to you.

If you just saw "eligible" on your background check, you haven't been hired.

You saw the words, and now you're worried...

Start with your exposure … You're about to hand someone the keys to a company car. The MVR report is the way you'll find out in advance whether that's a bad idea.

If you're hiring in California, New York City or San Francisco, the moment you run a background check is set by law, not by preference.

Your drug policy probably names "marijuana" and "delta-9 THC" and stops there. Two federal dates this fall will turn that wording into a liability, and they are not the same date.

If you're the employer, the risk in a flagged background check isn't the finding.

If you hire in healthcare, someone has told you that you need a FACIS search. Fewer people can tell you what it checks, why there are three levels, or which one your roles need.

What changed on August 10, 2026 … If you hire for any role that touches San Francisco, these rules already apply to you.

If you're managing subcontractor compliance the same way you track direct hires, you may be missing key requirements. That gap can carry real risk on federal projects.
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