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Fair chance hiring laws continue to evolve on the local and state level across the country. Here’s what employers need to know about the latest developments in San Francisco, Washington and Philadelphia. San Francisco Fair Chance Ordinance Amendments Starting August 10, 2026, amendments to San Francisco’s Fair Chance Ordinance (FCO) take effect. These amendments were passed on July 10, 2026, leaving little time for employers to review and modify processes to come into compl

On July 9, 2026, the Federal Trade Commission (FTC) announced a $2.25 million settlement with a tenant screening company after filing a complaint alleging several violations of the Fair Credit Reporting Act (FCRA). According to the complaint, the tenant screening company failed to: (i) follow reasonable procedures to assure maximum possible accuracy, (ii) disclose all information contained in the consumer’s file and the sources of such information upon consumer request, and

Virginia joined a growing number of states that have taken action to limit how employers may inquire into or use wage or salary history of prospective employees via passage of SB215. SB215 goes into effect July 1, 2026 which will be here before you know it, so employers be sure to review and take action. The law will prohibit employers from: Seeking the wage or salary history of a prospective employee; Relying on the wage or salary history of a prospective employee when c

Oklahoma employers take note – the Sooner State has updated its Medial Marijuana and Patient Protection Act. The changes go into effect November 1, 2026. What does the law currently say? Under the law today, unless otherwise required by federal law or required to obtain federal funding, employers cannot: Refuse to hire, discharge, discipline or otherwise penalize an applicant or employee solely on the basis of their status as a medical marijuana licensee. Refuse to hire, di

On April 23, 2026, the Department of Justice (DOJ) issued a press release announcing FDA-approved marijuana products and marijuana products regulated by a state medical marijuana license in Schedule III of the Controlled Substances Act. This move follows President Trump’s Executive Order on the subject issued in December. The press release also announced that the Drug Enforcement Administration (DEA) will hold an expedited administrative hearing beginning June 29, 2026 that

California employers buckle up! A recent decision from the Court of Appeal, Fourth Appellate District in California is raising serious alarm bells. In an opinion filed February 4, 2026, the Court determined that under California state law, a mere technical violation of the Investigative Consumer Reporting Agencies Act (ICRAA) is sufficient for a lawsuit to proceed against an employer – no actual harm needed. What’s ICRAA? Before we dive into the case opinion, let’s start w