January 2024 Newsletter

Happy New Year! 2024 is Here So Let’s Get to Work!

Everyone at Private Eyes is very excited about what’s to come over the next 12 months as we continue to push forward, innovate, and support our clients. There are significant legal changes, some of which we mention below, as well as emerging technological shifts like AI that we need to adapt to. Regardless, we’re not only ready but looking forward to all we will accomplish in 2024.

We expect that our lending solutions will be a key resource for our clients as they tackle any changes to the interest rate environment. Hiring is still relatively strong but getting increasingly competitive so having thorough and accurate background checks will be an invaluable asset to hiring managers. We are 100% focused on supporting our clients through all that 2024 may bring. Let’s hit the ground running and make 2024 our best year yet.

As always, please reach out to our team with any questions.

Stay Safe & Healthy

Sandra James

Reminder: Important Cannabis Change for 2024

The State of California and the State of Washington have enacted new legislation revolving around the pre-employment drug screening of Marijuana. Here’s a summary of the key points:

Background: The People of the State of California and Washington have recently enacted a law that recognizes the presence of tetrahydrocannabinol (THC), the psychoactive compound in cannabis, as an indicator of impairment and psychoactive effects. The law acknowledges that after THC is metabolized, it is stored in the body as non-psychoactive cannabis metabolites, which do not necessarily signify impairment but simply indicate recent cannabis consumption.

Key Provisions:

• Non-Discrimination: Employers are prohibited from discriminating against individuals based on their off-the-job and away from work cannabis use.
• Drug Screening Tests: Discrimination based on the presence of non-psychoactive cannabis metabolites in drug screening tests is not allowed, except for scientifically valid preemployment screenings that do not test for non-psychoactive metabolites but the psychoactive compound.
• Exceptions: Certain exceptions exist, including exemptions for employees in the building and construction trades and those subject to federal background investigations and clearances.
• On-the-Job Use: The law emphasizes that employees are still not permitted to possess, be impaired by, or use cannabis on the job.

Effective Date: The legislation is set to become operative on January 1, 2024.

Important Note: While the law aims to protect individuals from discrimination based on cannabis use, it does not override other state or federal laws related to drug testing and employment conditions.

To remain compliant with these new state laws, employers should utilize drug screening methods that do not test for metabolized THC. If suspicion exists that an employee is under the influence or impaired by cannabis, they can still be tested for the active component of THC by utilizing an oral test.

We will continue to keep you updated on developments in cannabis legislation and its impact on employment practices. you have any questions or concerns regarding this legislation, feel free to reach out to sales@pebackgroundchecks.com.

Contact us if you have questions

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California new laws for 2024: Employees get protection for using cannabis

Under two new laws, employers in California can’t ask workers about their use of cannabis outside the workplace and can’t use hair or urine tests. Employees in construction are excluded, as are applicants for federal jobs with background checks.

Read the article

You Ask, We Answer!

Q: What is the role of data security when using AI in the hiring process?

A: When someone applies using your company’s AI system, they hand over a significant amount of personal data. For instance, they typically must give their names, addresses and contact information as part of the application process. They may also be required to provide access to credit reports or other documents that might have sensitive personal information. If that data is stolen, it could leave your business vulnerable to lawsuits. Therefore, it’s critical that you have data security policies in place as well as other safeguards to protect the business in the event of a data breach.

In the era of advancing AI technology, it’s crucial to recognize the enduring significance of human involvement in the hiring process. To ensure a comprehensive assessment of your preferred candidate, consider collaborating with a reputable firm like Private Eyes, which specializes in conducting thorough background checks before onboarding. This strategic partnership integrates human expertise with technological capabilities, ensuring a well-rounded evaluation of candidates for a more informed and confident hiring decision.

Learn more

Do you have a question you would like answered? Reach out to us!

California new laws for 2024: Employees get protection for using cannabis

Under two new laws, employers in California can’t ask workers about their use of cannabis outside the workplace and can’t use hair or urine tests. Employees in construction are excluded, as are applicants for federal jobs with background checks.

Read the article