the local, county, or city level—can have the effect of discouraging employers from seting up operations or hiring in places that place an undue burden on doing business. Tis fragmentation of hiring laws on the city and state level


can lead to problems in the hiring process including background checks. Larger enterprises that hire in more than one state need to spend time and resources trying to deal with a variety of different state laws, including compliance costs and complexity. However, the problem is more acute when employment laws are passed at the local or county level. For any employer that has employees or operations in more than one city, the cost of local compliance substantially increases the cost of doing business. A good analogy


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of these fragmented city and state laws would be to imagine having railroad tracks that are different sizes in each city and state so that a train traveling on these tracks can only go to certain city, county, or state borders and no further. In other words, the train has to come to a screeching halt. For example, in the last 2 years several cities and counties


passed “Ban the Box” legislation that removes the box applicants are asked to check on job applications if they have a criminal history and delays that question until later in the hiring process, usually until after the initial interview. Many of these local laws then go on to also regulate what criminal matters an employer who hires in that city or county can consider. For example, in


datia focus 13


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