Blog

Montana’s labor laws don’t change often, but they stand out for one reason: Montana is not classified as an at-will employment state.

In 2023, the Federal Trade Commission reported >31k cases of employment identity theft. That was an 18% increase from the previous year. Many of these cases involved stolen IDs used to get jobs. Most would pass a standard background check. But the problem has evolved.

What the 5th Circuit’s Ruling Means for Employers … A federal appeals court confirmed a decision from the National Labor Relations Board (NLRB) that expanded employee protections under section 7 of the National Labor Relations Act (NLRA)…

Hiring decisions carry weight. A single oversight in the background check process can open the door to legal trouble, disrupt your hiring strategy, and damage your company’s reputation.

The Risk of Résumé Fraud Is Real … Has a job candidate ever “padded” their résumé in hopes of landing a position with your company? It's more common than you may think. Some job candidates lie to get hired.

In today's rapidly evolving gig economy, hiring practices have dramatically changed. The surge in freelance work has opened up opportunities for businesses to tap into a diverse pool of skilled professionals.

Hiring new employees is one of the most important decisions businesses make. But when employment screening reveals something concerning in a candidate’s background check, employers must follow a specific legal process to ensure fairness and transparency.

If you’re new to conducting employment screenings as part of your hiring process, one thing that you will learn very quickly is that not everyone comes back with a clean record, sometimes leading to a failed background check.

Terminating someone’s employment is always stressful, no matter how bad the fit may be for your business. It's a common experience—40% of Americans have been laid off or terminated at least once in their careers.

It is a sad reality of the hiring process that many job applicants choose to lie on their resumes about their background and credentials.

For many employers, background checks feel like a box to check during the hiring process. Once a candidate passes their pre-employment screening, the assumption is that the risks have been mitigated. But the reality is far more complex.

When hiring for high-impact positions like CEOs, CFOs, or board members, the stakes couldn’t be higher. These leaders guide your company’s strategy, manage resources, and shape its reputation. But what happens if the wrong person is entrusted with such responsibility?