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Employment Privacy Blog

News, commentary, and legal updates from attorneys in the Data Security and Workplace Privacy Practice Group at Fisher Phillips.
Posts from July 2018.

Have you noticed recently that when you click on most websites a notice appears stating that the host uses cookies? Many are aware that on May 25, 2018 the GDPR (“Global Data Protection Regulation”) took effect.  The law applies to any person or organization that is physically located in the European Union (“EU”) and has a website, as well as any website that targets consumers in the EU. The law requires a cookie consent notice, depending on the type of cookie used by the site. Hence, the recent increase in cookie notices.

Most companies perform background checks on employees at the outset as part of the application / new hire process. A number of background check companies are now offering “continuous screening” or re-screening services as a risk management tool where background checks are performed on all employees annually or semi-annually. Continuous background checks are gaining popularity among employers. In theory, this will catch items that were missed during the new hire process as well as criminal events that have transpired since the employee was hired. This is viewed as a risk management tool to protect against employee theft, embezzlement, fraud, violence, etc.

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