Illinois has passed the Job Opportunities for Qualified Applicants Act. The Act provides that a private employer may not inquire into or require disclosure of a job applicant's criminal record or criminal history before the candidate has been notified that the candidate has been selected for a job interview or has been offered a conditional offer of employment. It requires consideration of the nature and gravity of a candidate's conviction record, the time elapsed since the conviction, and whether the conviction has a direct bearing on the candidate's fitness before excluding a candidate.

We have made several important policy updates to our model California handbook including the following:

• Non-Disclosure / Confidential Company Information
• Publicity, Statements to the Media
• Use of Communication and Computer Systems
• Use of Social Media
• Workplace Conduct
• Solicitation and Distribution
• San Francisco Family Friendly Workplace
• Working Hours and Schedule (includes important meal and rest period requirements under CA law)
• Victims of Domestic Violence Sexual Assault or Stalking
• Pregnancy Disability Leave
• Travel Time for Nonexempt Employees