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As an HR professional, you’re almost certainly aware that businesses are under more pressure than ever to identify and crack down on workers who might steal, harass, or even commit violent acts in the workplace.

Most businesses try to avoid anything controversial or political, and for good reason. In today’s polarized political climate, even the barest hint of offensive speech or actions can have repercussions, even accidentally.

Employment stories from around the country resonated nationwide last week as different states work to address different problems.

Texas has been the No. 1 state in the U.S. for job growth so far in 2018, but the Federal Reserve Bank of Dallas reports that the state’s economy is likely entering a slowdown.

More positive news arrived for job seekers last week when the Labor Department announced another net gain of jobs in July, showing that employers continue to find ways to expand.

If your company conducts pre-employment physical testing, are you taking the potential liability into account? The EEOC is cracking down on the potential for discrimination inherent in the policy.

Last week, we learned that increasing immigration enforcement can have very real consequences for human resources professionals, that using legal substances at home can lead to problems at work, and that even former ride-share drivers can still cause major P.R.

A man in Florida illustrated the dangers of trusting a cheap background check company by suing HireRight for unfair business practices after HireRight sought his arrest records that did not result in convictions.

As summer rolls on, the employment market continues to heat up. A new jobs report last week contained more positive news on employment gains, even while wages remain mostly flat.

Oklahoma just became the 30th state in the U.S. to allow access to medical marijuana. Could it be a bellwether among other politically conservative states nearby?

The Department of Transportation announced recently that, beginning June 30, it will require employers who perform drug testing on job applicants to use a revised custody and control form (CCF). If you’re not sure if that applies to your company, contact the experts at KRESS for confirmation!

Like most other aspects of your business, employment screening must stay nimble and adaptive in order to keep pace with the evolving demands of the marketplace. Every year, new problems and possibilities arise in the screening industry that could affect your bottom line.