This second installment of a three-part series outlines the limits employers face under Seattle Ordinance No. 124201.
In conducting job applicant or employee background checks, employers are subject to certain legal requirements.
It can be very tempting for an employer to classify a worker as an "independent contractor" or an unpaid intern or trainee instead of an "employee" because of the cost savings. Aviva Kamm outlines how employers can be held liable for misclassification.