Utah Senate Bill 70: Consumer Reporting Amendments Explained
Utah joined the list of states in 2025 that have enacted legislation regulating what information can be reported to organizations requesting...
With Verified Credentials' mobile-first candidate experience, you meet candidates where it's most convenient. Learn how easy we make it.
|
Now offering DOT services!Get your drivers on the road quickly and meet DOT regulations. |
Gain clarity about your compliance responsibilities with our new Adverse Action Guide! Use the interactive map to learn what regulations apply in your area.
Verified Credentials is a leading background screening company. Since 1984, we’ve helped validate and secure relationships through the use of our comprehensive screening solutions. We offer a wide variety of background checks, verifications, and innovative screening tools.
Our accreditation confirms that our policies, processes, and employee training meet rigorous industry compliance standards.
Starting in 2020, Cincinnati, Ohio will join jurisdictions such as New York and New Jersey in adopting a “Salary History Ban”. Salary History Bans typically restrict when, or if, an employer can ask an applicant about the applicant’s compensation history.
Under the Cincinnati Salary History Ban, it is unlawful (with some exceptions) for employers to:
The ordinance also requires employers, upon a reasonable request, to provide the pay scale for a position to an applicant who has been given a conditional offer of employment.
Even though inquiries about salary history may be restricted, employers may still engage in discussion with the applicant about their expectations with respect to salary, benefits, and other compensation, including but not limited to unvested equity or deferred compensation that an applicant would forfeit or have cancelled by virtue of the applicant’s resignation from their current employer.
The full text of the Salary History Ban can be found in the Cincinnati Code of Ordinances.
This ordinance will be effective beginning in April, 2020. This gives you some time to examine this new law with your legal advisors and determine how it may impact you. Verified Credentials will continue to monitor and provide updates as they become available.
Utah joined the list of states in 2025 that have enacted legislation regulating what information can be reported to organizations requesting...
The phrase, “don’t mess with Texas,” has taken on a whole new meaning. If you were considering using AI for business in Texas, you might want to hold...
In 2024, we covered both Minnesota’s and Rhode Island’s Data Privacy Acts. While Rhode Island’s law will not go into effect until 2026, Minnesota’s...
Protecting job candidates means more laws take their corner on privacy rights. More locations are restricting information about employment...
There has been an increase in jurisdictions adopting “salary history bans,” like the salary history bans we have discussed in New Jersey, New York, ...
“Salary history bans” are increasingly being adopted by states and local jurisdictions, like an upcoming salary history ban in New York. We’re seeing...