EBI is proud to present our new Screening News Update videos. From now on, our Legislative Alert blog posts will contain BOTH a text and a video version. We hope you enjoy this new feature.
Who’s Driving That Car?
The highly competitive ride-sharing companies Uber and Lyft came together for a brief moment to fight new regulations proposed by the California legislature. One bill would have required more stringent background checks and drug and alcohol testing for all of the Lyft and Uber drivers, but lawmakers say that bill is now dead.
There were not enough votes to support the proposed changes which would have included mandatory background checks from the state Justice Department and driving records from the DMV. It also would have barred companies from hiring drivers within seven years of a felony conviction. These are the same rules taxi and limo companies have to follow, but for now, these two companies are right where they want to be—outside of the box.
Massachusetts fixed a big loophole in their law that made people with intellectual and developmental disabilities even more vulnerable to abuse by their caretakers. The state only required a search of their database called CORI, but that database only contains information from crimes committed in Massachusetts. Applicants with abusive and violent criminal histories in other states easily slipped through the cracks.
Governor Deval Patrick signed the bill to close that loophole. Now the caretakers’ employers will have to conduct National Criminal History Background Checks through fingerprints.
The Massachusetts Down Syndrome Congress led the fight for more stringent screening.
EEOC – v – Swissport Fueling
In EEOC - v - Swissport Fueling the jury couldn’t decide if some of the claimants experienced any discrimination on the job, so they said the EEOC was not entitled to punitive damages for 7 of the 14 people who sued.
The EEOC argued that the jury didn’t properly follow the Court’s instructions and gave an inconsistent verdict; therefore the decision should be dismissed.
The court also denied the EEOC’s motion for “judgment as a matter of law”….as well as their motion for a new trial.
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