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State-by-state HR guidance.
Every state page below layers the federal rule, the state statute, and any commonly-triggered city ordinance for the HR topics practitioners ask about most.
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- FCRA adverse action — The two-step FCRA adverse action process: pre-adverse notice with a copy of the report and Summary of Rights, a reasonable waiting period, and the final adverse action notice.
- Ban-the-Box and Fair Chance hiring — When employers may ask about criminal history, individualized assessment requirements, and the state and city ordinances that add rules on top of federal EEOC guidance.
- Wage and hour — FLSA exempt vs non-exempt classification, overtime rules, meal and rest breaks, off-the-clock work, and state daily-overtime rules that overlay the federal floor.
- Leaves and accommodations — Coordinating FMLA, ADA reasonable accommodation, workers' comp, pregnancy accommodation, and state paid family and medical leave programs.
- Drug testing and marijuana — Pre-employment, reasonable-suspicion, and post-accident drug testing across states with off-duty cannabis protections and safety-sensitive carve-outs.
- Pay transparency and pay equity — State and city pay range disclosure laws, pay equity analyses, and how to respond to an applicant's compensation question.
- Harassment prevention and training — Mandatory sexual harassment training in CA, NY, IL, CT, DE, ME, WA — plus prevention policies, complaint channels, and Faragher/Ellerth defenses.
- Background check basics for HR — What a compliant employment background check includes, FCRA disclosure and authorization, and how to interpret common report components.