Learn key hiring legal risks--DEI, AI screening, non-competes & more--to avoid costly lawsuits & investigations.
The legal issues affecting the hiring process - DEI, reverse discrimination, compensation disclosure, ban the box, credit check laws, non-compete limitations, AI screening tools - to name a few - have never been so complex, challenging and potentially costly as in 2025. Understanding that while the presidential Executive Orders prohibit illegal DEI, all DEI is often targeted. Employers are buffeted by the storm around DEI and potential reverse discrimination claims likely to be made easier to prove by the Supreme Court's recent decisions. It's clearly a challenge for employers to hire employees with the requisite skills without slipping up on one of these issues and becoming the target of a government investigation or private litigation. Understanding the numerous obligations and requirements is step one. Step two is putting in place the policies and practices to prevent legally risky hiring activities. Step three is making sure everyone involved in the hiring process has the necessary understanding to be able to select the best applicants to fill open positions but doing so in ways that are also least likely to trigger a costly and time-consuming government investigation or lawsuit. This live webinar will provide the understanding of the applicable laws and how an employer can decide if an AI test is legally sound, when to use a non-compete, how many job postings must provide compensation and benefit information and what background screening, including via social media, and applicant inquiries can be used lawfully.
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Why Lorman?
Over 38 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Hidden Dangers in AI Applicant Screening Tools and Social Media Screening
- Determining If an AI Tool Disproportionately Screens out Protected Class Applicants?
- Can the AI Vendor Demonstrate Both the Effectiveness and Non-Discriminatory Nature of the Tool?
- Developing State and Local Laws Impose Many Obligations on Employer Use of AI for Hiring
- How Can Social Media Screening Be Used in the Hiring Process?
Compensation, Benefit and Non-Compete Information for Potential Applicants
- Compensation Information Is No Longer Confidential
- Many State/Local Laws on Compensation and Benefit Disclosure May Apply to Employers' Remote Jobs
- NLRB in Flux but Has Said Employers Cannot Bar Employees From Discussing Compensation
- Complying With Proliferating State Limitations on Non-Competes
Complying With Fair Credit Reporting Act, Credit Check and Criminal History Inquiry Limitations
- Fair Credit Reporting Act Reach and Requirements
- States/Localities' Ban the Box Laws
- States/Localities' Limitations on Credit Checks
DEI and LGBTQ+ Investigation and Litigation Concerns
- Trump Administration's DEI Executive Orders and EEOC Agenda and Reverse Discrimination Claims
- Trump Administration's LGBTQ+ Executive Orders and OSHA Agenda
- Complying With State and Local Laws Addressing LGBTQ+ Rights While Federal Enforcement Is in Flux
Manager Interviewers - the Possible Weak Link in Lawful Hiring
- Manager/Supervisor Interviewers Often Don'T Know the Complexity of Lawful Hiring
- Training Manager/Supervisor Interviewers on Structured Interviews
- Creating Cheat Sheets for Manager/Supervisor Interviewers as to What Is and Is Not Appropriate for Applicant Interviews
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Why Lorman?
Over 38 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on May 15, 2025.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program may qualify for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
- AK CLE 1.5
- Alaska attorneys may receive 1.5 hours of continuing legal education for completing this program. Please contact the Alaska Bar Association or go to www.alaskabar.org for details regarding reciprocity with other states.
- AL CLE 1.6
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.6 hours credit.
- AR CLE 1.5
- This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.5
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services for auditing purposes. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.5
- Lorman Education Services is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
- CT CLE 1.5
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
- GA CLE 1.5
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.5 CLE hours.
- HI CLE 1.5
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
- IL CLE 1.5
- This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
- IN CLE 1.5
- This program has been approved by the Indiana Commission on Continuing Legal Education. Participating attorneys are eligible to receive up to 1.5 hours of Distance Education credit.
- MO CLE 1.8
- This course qualifies for self-study CLE credit in Missouri.
- ND CLE 1.5
- North Dakota CLE policy does not allow for pre-approval of any self-study courses. This course may qualify for up to 1.5 hours of CLE credit.
- NH MCLE 1.5
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 94 Minutes.
- NJ CLE 1.8
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
- NM CLE 1.5
- This program has been approved by the New Mexico Minimum Continuing Legal Education Board for 1.5 hours of credit.
- NV CLE 1.5
- This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
- NY CLE 1.5 including Areas of Professional Practice 1.5
- This course has been approved in accordance with the requirements of the New York Continuing Legal Education Board for up to a maximum of 1.5 credit hours in the area(s) of Areas of Professional Practice for 1.50 hours. Each hour may be counted only as satisfying one category of credit. Duplicate credit for the same hour of instruction is not permitted. This course qualifies for both established and newly admitted attorneys. Lorman Education- Noggin Guru, Inc. has a financial hardship guideline. Please contact customer service at 1.866.352.9539 for instructions on how to apply.
- OH CLE 1.5
- This course has been approved by the Ohio Supreme Court Commission on Continuing Legal Education for 1.5 CLE credit hours. To fulfill CLE requirements for self-study, web-based programs, you must complete 100% of the polling questions during the program. Your hours will be filed electronically within thirty (30) business days by Lorman Education Services provided you fulfilled 100% attendance and polling questions answered.
- PA CLE 1.5
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
- TN CLE 1.57
- This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.57 hours of credit.
- VT CLE 1.5
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hour(s) of CLE credit. Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
- WI CLE 1.5
- This program qualifies for 1.5 hour(s) of ondemand CLE through the WI Board of Bar Examiners.
- WV MCLE 1.9
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.9 MCLE hours.
HR Certification Institute 1.5
- This E-Learning program has been pre-approved for 1.5 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
MP3 Download
- AK CLE 1.5
- Arizona CLE 1.5
- CA MCLE 1.5
- CT CLE 1.5
- HI CLE 1.5
- MO CLE 1.8
- NJ CLE 1.8
- NM CLE 1.5
- VT CLE 1.5
- WV MCLE 1.8
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 38 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Frank C. Morris, Jr.
Epstein Becker & Green, P.C.
- Chair, employment law practice in Washington, D.C. and co-chair of the ADA and Public Accommodations Group for the national law firm of Epstein Becker & Green, P.C.
- Speaker on the ADA and employment law to the judicial conferences for the federal judges of the Third, Fourth, Fifth, Sixth, Seventh and Eleventh Circuits
- Adjunct professor at The George Washington University Law School
- Named to The Best Lawyers in America and the Washington, D.C. Super Lawyers list and in Washington, D.C. and Baltimore’s Top-Rated Lawyers
- Represents and counsels employers and public accommodations nationally in employment, labor, leave and disability matters
- Can be contacted at [email protected]
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Why Lorman?
Over 38 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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