On January 18, 2010, a bill (A4323) was signed into law (P.L.2009, c.335) requiring all construction contracts entered into and funded, in whole or in part, by the state of New Jersey to include mandatory equal employment opportunity and affirmative action contract language that requires contractors to make a good faith effort to recruit and employ minorities and women. Failure of a contractor to satisfy the good faith effort requirement of its contract may subject the contractor to assessments imposed pursuant to findings of the Contract Compliance and Audit Unit. The bill also requires the Contract Compliance and Audit Unit to be responsible for determining whether minorities and women have been offered a fair opportunity for employment on state contracts with regard to funds from the American Recovery and Reinvestment Funds Act (ARRA). Within 90 days of the effective date, the division will prepare a contracting guide identifying the management practices that have the greatest success in increasing the number of (1) small and minority and women-owned businesses made aware of contracting opportunities with the state and (2) such businesses competing for contracts with the state or subcontracts with entities contracting with the state.
U.S. Citizenship and Immigration Services (USCIS) announced that the agency is postponing the implementation of the revised Form I-539 and the new Form I-539A.
On February 18, 2020, U.S. Citizenship and Immigration Services (USCIS) reached the H-2B cap for the second half of fiscal year (FY) 2020. USCIS received significantly more petitions than there were H-2B visas available for the remainder of the fiscal year, requiring the agency to conduct a computer-generated lottery to select a sufficient number of H-2B petitions for adjudication.
Second Verse, Same as the First: Ninth Circuit Weighs in Again on Background Check Disclosures, Raising the Compliance Bar Even Higher
The disclosure requirement of the federal Fair Credit Reporting Act (FCRA) remains one of the most contentious and expensive litigation areas for employers. The case law from various federal district courts has been a mixed bag, leaving employers to question what it means to provide a “clear and conspicuous” disclosure in a writing that “consists solely” of the disclosure.