2024 Legislative Annual Update

April 7, 2025 Tracy Vrchota

2024 Compliance Update

The article below is for general purposes only and not to be interpreted as legal advice and may not be all inclusive of all regulations enacted that impact your organization.

Country / Jurisdiction	Bill / Statute Reference	Effective Date	Impact	Description
US / California	AB 3278	01/01/2027	Alcohol/Drug Testing	A driver shall not operate a commercial motor vehicle if the department receives notice from the federal Drug and Alcohol Clearinghouse that the driver is prohibited from operating a commercial motor vehicle.
US / California	AB 1008	01/25/2025	Data Privacy / Artificial Intelligence	Introduces several crucial changes to the California Consumer Privacy Act (CCPA), with significant implications for businesses involved in AI development and data processing. The bill explicitly states that personal information can exist in various formats. This expansion is particularly noteworthy as it directly addresses the role of AI systems in processing and generating personal information.
US/ San Diego County, California (Unincorporated areas)	Ordinance 10914	10/10/2024	Ban The Box / Fair Chance	San Diego County’s new Fair Chance Ordinance restricts how employers can use criminal background checks including, but not limited to: • Employers cannot inquire into or consider any criminal record history until after a conditional offer has been made. • Employers must make a written individualized assessment of the criminal record history and the nature of the job sought. • Employers may not fill the open position during the dispute unless exigent circumstances require the position to be filled immediately.
US/ Los Angeles County, California (Unincorporated areas)	Ordinance 2024- 0012	09/03/2024	Ban The Box / Fair Chance	The Ordinance includes the following requirements: • Employers to provide notice of their intent to conduct a background check • Prohibits inquiries into criminal history prior to the Employer/candidate/employee receiving a copy of the criminal background check report • Additional obligations for adverse action including, but not limiting to the following if related to criminal history: (i) sending via email and mail; notifying individuals of specific criminal offense(s); an initial and secondary individualized assessment and including specific language.
US/ California	SB 1100	01/01/2025	Discrimination: Driver’s License	This law prohibits employers from advertising a position of employment that requires a driver’s license unless there is a reasonable expectation that driving is a function of the position. In addition, an employer would be required to show that using an alternative form of transportation would not be comparable in travel time or costs to the employer.
US / Colorado	SB 205	02/01/2026	Artificial Intelligence	This law provides obligations related to employment and interactions with artificial intelligence systems.
US / Colorado	HB 1004	08/07/2024	Ban-the-Box / Fair Chance	Bars state licensing boards from considering certain prior criminal records. Boards must also ensure that the criminal records directly correlate to the individual’s desired profession.
US / Colorado	SB 22-099	07/01/2025	Clean Slate / Expungement	Colorado’s Clean Slate Act expands its protections to include arrests without charges and completed diversions. This will also include automatically sealing eligible non-conviction records when no charges were filed within one year.
US / District of Columbia	D.C. Law 24-284: Second Chance Amendment Act of 2022	01/01/2026	Clean Slate/ Expungement	Washington, D.C., expands its criminal justice reforms mandating automatic expungement for decriminalized or legalized offenses, including marijuana possession. Also facilitates sealing for misdemeanor convictions after a 10-year waiting period. Retroactively, records for marijuana possession charges will be expunged by January 1, 2025. However, misdemeanor convictions will only be sealed by January 1, 2027, or 10 years after sentence completion.
US / Delaware	SB 111	08/01/2024 / 11/08/2021	Clean Slate / Expungement	Clean Slate Act calls for the State Bureau of Identification to identify and expunge eligible records each month. When a record is scheduled to be expunged, the State Bureau of Identification shall notify all courts and law enforcement agencies that have any records regarding the case.
US / Florida	HB 975	07/01/2025	Background Screening Requirements / Healthcare	Requires all health care professions licensed by DOH to undergo background screening as a requirement for initial licensure.
US / Hawaii	HB 1595	10/01/2025	Clean Slate / Expungement	Will automatically expunge eligible low-level marijuana possession cases at no cost to the individuals affected and also affects those with convictions for possessing three grams of marijuana..
US / Hawaii	HB 2492	10/01/2025	Requirements/ DOT	Beginning November 18, 2024, the examiner of drivers shall not issue, renew, transfer, or upgrade a commercial driver's license; renew the Hazmat endorsement; or issue, renew, or upgrade a commercial learner's permit; if the results of a query to the Federal Motor Carrier Safety Administration's Drug and Alcohol Clearinghouse is that the driver is prohibited from operating a commercial motor vehicle.
US / Illinois	SB 0508	1/1/2025	E-Verify	Imposes stricter guidelines on how employers can use E-Verify, requiring employers to provide additional information and protections to employees during the work authorization verification process. Employers must provide detailed explanations to employees if there is a dispute regarding their work authorization documents, including the specific document issue, reasons for the dispute, and steps to correct it.
US / Prince George’s County Maryland	CB-019-2024	09/16/2024	Ban-the-Box / Fair Chance	Amends the county’s Fair Criminal Record Screening Standards for the purpose of prohibiting employers in Prince George’s County from inquiring into or considering certain past criminal records of prospective job applicants, subject to certain exemptions.
US / Maryland	SB 41	10/01/2024	Credit Reporting	Changes the requirements on prohibitions and what information can be included in a consumer credit report by a consumer reporting agency. Under the new bill, the exemption threshold for an individual in a position with an annual salary of at least $20,000 is increased to $75,000.
US / Maryland	SB 541	10/01/2025 / 04/25/2024	Data Privacy	The Maryland Online Data Privacy Act imposes obligations on individuals or legal entities that determine the purpose and means of processing personal data ("Controllers").
US/ Minnesota	HF2023 / SF 2055; HF 4641 / SF 4714	01/01/2025	Clean Slate / Expungement	Minnesota Clean Slate Act provides for the automatic expungement of eligible criminal records following the discharge of sentences and after a designated waiting period of 1-5 years, depending on the crime.
US / Nebraska	LB 1074	01/01/2025	Data Privacy	The Nebraska Data Privacy Act is a comprehensive privacy law that will provide privacy rights to residents of the State as well as impose compliance requirements on businesses that need to comply with this privacy law.
US / New Hampshire	HB 1038	01/01/2025	Criminal Record Reporting	Prohibits registered sex offenders from employment at businesses providing direct services to minors or direct supervision or oversight of minors.
US / New Jersey	S 2311	04/01/2025	Background Screening Requirements / Healthcare	Requires criminal history background check for individuals seeking licensure issued by boards regulating certain health care professions.
US / New York	S7551A	11/16/2024	Clean Slate / Expungement	It provides the Unified Court System up to three years from that date (until November 16, 2027) to set up the required processes to automatically seal eligible conviction records. Once that work is complete, convictions that are eligible will be sealed for certain civil background check purposes.
US / North Carolina	S565 / SL 2024-35	07/08/2024	Clean Slate / Expungement	Revises the laws governing the automatic expungement of records and the availability of expunged records.
US / Pennsylvania	Ordinance 2024-0705	09/24/2024	Drug Testing	The law protects both job applicants and current employees who are medical marijuana patients. Employers are prohibited from discriminating in hiring or employment because of the individual’s lawful status as a medical marijuana patient, including by requiring pre-employment testing for marijuana and conducting any such testing during the course of employment.
US / South Dakota	SB 12	07/01/2024	Drug Testing	Permits employers to either fire or refuse to hire patients for “safety-sensitive jobs” if they test positive for THC metabolites on a drug screen. The legislation also prohibits patients from suing an employer for wrongful termination if they fail an employer-mandated drug test.
US / Texas	HB 4504	01/01/2025	Clean Slate / Expungement	Certain individuals are automatically eligible to have their arrest records expunged if specific conditions are met.
US / Virginia	Code § 19.2-392.6	07/01/2025	Clean Slate / Expungement	The law offers automatic sealing for certain misdemeanor convictions and dismissed charges, targeting offenses such as petit larceny, disorderly conduct, and misdemeanor marijuana violations. For most eligible offenses, the law imposes a seven-year waiting period during which individuals must maintain a clean record to qualify for sealing. However, marijuana-related violations under the now-repealed § 18.2-250.1, which previously criminalized certain marijuana-related activities, are immediately eligible for record sealing without a waiting period.
US / Virgin Islands	35-0115	09/22/2024	Ban-the-Box / Fair Chance	Expands on prior restrictions, prohibiting any inquiry or box on a job application related to criminal convictions. Employers are also prohibited from conducting a criminal background check until after a conditional offer has been granted. Employment applications must include a specific language. Employers may rescind a conditional offer for pending charges filed within the last six months, a felony conviction in the past five years or a misdemeanor conviction that occurred in the past three years. Prior to rescinding the offer based on such information, employers have additional obligations.
International / Belize	Belize – Criminal Records Rehabilitation of Offenders Act 2024	08/01/2024	Clean Slate / Expungement	Employers may not be able to access certain past convictions on an individual's record if they have been expunged under the new law, depending on the specific circumstances of the offense and the individual's rehabilitation process.
International / EU	EU – Artificial Intelligence Act	08/01/2024	Artificial Intelligence	Employers using AI for recruitment, performance evaluation, promotion decisions, or task allocation are considered high-risk and must comply with strict regulations including detailed risk assessments, transparency measures, and human oversight. Certain AI applications are completely prohibited, including systems designed to infer emotions in the workplace, which could lead to discriminatory practices. Employers must inform employees when AI is being used to make decisions about them, explaining how the AI system works and the factors considered.
Federal / Agency	FAA – PRIA Forms 8060-12 and 8060- 13	09/09/2024 Please note: we are still monitoring FAA 8060-13	FAA Requirements	The FAA's transition from the Pilot Records Improvement Act (PRIA) to the Pilot Records Database (PRD) means that all pilot record access and reporting will now be done through the PRD system, effectively ending the use of PRIA procedures on September 9, 2024, with all historical records required to be submitted to the PRD by that date.
Federal / Agency	DOL – Artificial Intelligence and Worker Well-Being: Principals and Best Practices for Developers and Employers	Publication Date: 10/30/2024	Artificial Intelligence	To help employers and AI developers implement these Principles, the Department of Labor is issuing this set of Best Practices. The Principles and Best Practices apply to the development and deployment of AI systems in the workplace, and should be considered during the whole lifecycle of AI The Principles and Best Practices are not intended to be an exhaustive list but instead a guiding framework for businesses. AI developers and employers should review and customize the best practices based on their own context and with input from workers. Best Practices include: Ethically Developing AI; Establishing AI Governance and Human Oversight; Ensuring Transparency in AI Use; Protecting Labor and Employment Rights; Using AI to Enable Workers; Supporting Workers Impacted by AI; Ensuring Responsible Use of Worker Data.
Federal / Agency	DOT – OST – 2022- 0027	Publication Date: 10/15/2024	Drug Testing	The Department of Transportation (DOT) proposes to amend its regulations for conducting workplace drug and alcohol testing for the federally regulated transportation industry to allow, but not require, electronic signatures on documents required to be created and utilized under the regulations, the use of electronic versions of forms, and the electronic storage of forms and data.