<?xml version="1.0" encoding="UTF-8"?><rss xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:atom="http://www.w3.org/2005/Atom" version="2.0"><channel><title><![CDATA[Background Legal Advisory, LLC]]></title><description><![CDATA[Background Legal Advisory provides legal consulting to consumer reporting agencies and employers navigating the complexities of background screening.]]></description><link>https://www.uebellaw.com/blog</link><generator>RSS for Node</generator><lastBuildDate>Sun, 21 Jun 2026 08:29:46 GMT</lastBuildDate><atom:link href="https://www.uebellaw.com/blog-feed.xml" rel="self" type="application/rss+xml"/><item><title><![CDATA[Virginia Passes Ban on Wage and Salary History Inquiries]]></title><description><![CDATA[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 considering that...]]></description><link>https://www.uebellaw.com/post/virginia-passes-ban-on-wage-and-salary-history-inquiries</link><guid isPermaLink="false">6a037e55e889759477a78323</guid><pubDate>Tue, 12 May 2026 19:25:26 GMT</pubDate><dc:creator>Kelly Uebel</dc:creator></item><item><title><![CDATA[Oklahoma Employers Face Modified Medical Marijuana Law]]></title><description><![CDATA[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, discharge,...]]></description><link>https://www.uebellaw.com/post/oklahoma-employers-face-modified-medical-marijuana-law</link><guid isPermaLink="false">69fe1e5c20805f9d8a86f6c3</guid><pubDate>Fri, 08 May 2026 17:35:21 GMT</pubDate><dc:creator>Kelly Uebel</dc:creator></item><item><title><![CDATA[Federal Update: Marijuana Rescheduling]]></title><description><![CDATA[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 will consider...]]></description><link>https://www.uebellaw.com/post/federal-update-marijuana-rescheduling</link><guid isPermaLink="false">69fb6df0f97c5203756513bc</guid><pubDate>Wed, 06 May 2026 16:38:31 GMT</pubDate><dc:creator>Kelly Uebel</dc:creator></item><item><title><![CDATA[California Employers Beware – Mere Technical Violation Sufficient for Lawsuits]]></title><description><![CDATA[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 with a refresher...]]></description><link>https://www.uebellaw.com/post/california-employers-beware-mere-technical-violation-sufficient-for-lawsuits</link><guid isPermaLink="false">69d7ef40c55f668b5307a79b</guid><pubDate>Thu, 09 Apr 2026 18:28:46 GMT</pubDate><dc:creator>Background Legal Advisory</dc:creator></item></channel></rss>