Increasingly companies are using third-party digital hiring platforms to recruit and select job applicants. These products, explicitly or implicitly, promise to reduce or eliminate the bias of hiring managers in making selection decisions. Instead, the platforms grade applicants based on a variety of purportedly objective factors. For example, a platform may scan thousands of resumes and select applicants based on education level, work experience, or interests, or rank applicants based on their performance on an aptitude test – whatever data point(s) the platform has been ...
As we previously reported, since 2017 employees have filed dozens of employment class actions claiming violations of Illinois’ 2008 Biometric Information Privacy Act (“BIPA”). In short, BIPA protects the privacy rights of employees, customers, and others in Illinois against the improper collection, usage, storage, transmission, and destruction of biometric information, including biometric identifiers, such as retina or iris scans, fingerprints, voiceprints, and scans of face or hand geometry. Before collecting such biometric information, BIPA requires an ...
Blog Editors
Recent Updates
- Podcast: Non-Competes in 2026 - FTC Signals Major Policy Shift – Employment Law This Week
- In Lawsuits, Facts Matter. Employers That Embrace DEI Can Weather the Storm
- Video: NLRB Shifts Enforcement, DOL’s Non-Union Focus, and EEOC’s DEI Crackdown - Employment Law This Week
- After Ames, the Third Circuit Ends New Jersey’s Background Circumstances Rule for Reverse Discrimination Claims
- SEC Issues New Guidance Under Rule 701 for Employee Equity Compensation