• The Fair Chance Act is proposed legislation to prevent federal agencies and federal contractors from asking job applicants to disclose their criminal history before a federal agency makes a job offer to the applicant. On October 7, 2015, the U.S. Senate Homeland Security and Government Affairs Committee voted unanimously to pass the Equal Opportunities Act. The bill will also include exceptions for potential employers asking criminal history questions for law enforcement and homeland security positions, as well as positions requiring access to classified information, and for certain jobs involving interaction with minors. It has also been reported that several major corporations, including Home Depot, Koch Industries, Target, Walmart and Bed, Bath & Beyond, have implemented hiring practices similar to those that fall under the provisions of the Fair Chance Act. As of June 2016, the bill has yet to be voted on in either the US Senate or the US House of Representatives.

  • The Fair Credit Reporting Act (FCRA) of 1970 is a federal law designed to ensure the fairness and accuracy of the information contained in consumer reports, such as a credit report. It sets legal standards for the collection, use and dissemination of consumer credit information. It also contains notice and opt-out provisions for affiliate-to-affiliate credit information sharing and for pre-verified contact with consumers. The FCRA was amended by the Fair and Accurate Credit Dealings Act (FACTA) of 2003 (PL 108-159, 12/4/03). FACTA requires the commission and other agencies to implement many of the new FCRA provisions through rules and regulations.

  • The Fair Labor Standards Act (FLSA) of 1938 is the law that establishes the national hourly minimum wage and promulgates the rules for eligibility for overtime pay. The U.S. Department of Labor’s Wage and Time Division enforces the law, and virtually all wage and time claims cite a violation of the FSLA. Wage and hour claims claim that workers classified by employers as “exempt” (and therefore not eligible for overtime pay) are in fact eligible for overtime pay. Claims for wages and hours of work are a serious danger to employers; a number of class action lawsuits over wages and hours settled for more than $10 million.

  • Fair Rent Coverage (FRV) is provided as part of the Extra Living Expenses (ALE) under the homeowners policy and as D coverage under the residence policy. If an insured rents a home (or part of a home) to a tenant and that home (or part of a home) becomes uninhabitable due to damage from a covered hazard, FRV coverage will reimburse the insured for the lost rent. Any expenses that do not continue while the house (or part of the house) is uninhabitable (such as electricity) are then deducted from the fair rent. Payment will be made for the least amount of time needed to repair or replace that house (or part of the house) rented or rented to others.

  • Fair use is a legal concept based on section 107 of the Copyright Act that allows limited use of a copyrighted work for certain purposes (eg, criticism, commentary, news, education). Section 107 relies on four factors in assessing fair use: (1) the purpose and nature of the use, (2) the nature of the copyrighted work, (3) the extent and materiality of the portion used, and (4) the impact of the use on the potential market or value of the work, protected by copyright. Fair use is particularly relevant in relation to media professional liability, as use of copyrighted material beyond the scope of fair use may result in increased liability for the insured.

  • Good Faith Insurance is designed to cover criminal losses arising from a person’s failure to faithfully perform a company’s statutory or statutory duty, such as in the case of a government official or employee. Although this coverage may sometimes be required in the private sector, in most cases it is written for government organizations.

  • False arrest is the illegal detention of a person on the basis of unfounded accusations of committing a crime. Although false arrest charges can be brought against government law enforcement officials, more often it is an offense committed by private security guards or others assigned to protect their employer’s property or members of the public while on the employer’s premises. False arrest is a bodily injury (PI) offense that is insured under general liability and other forms of liability insurance.

  • False Pretending, Subterfuge and Arrangement are included in the Garage Cover Form Exclusion for Physical Damage Coverage, which excludes coverage for losses incurred by the insured as a result of the fraudulent actions of others. Examples of false excuses include hiding a customer with a car under the pretense of a test drive, selling a car by an insured and receiving a false check for it, and selling a car by an insured and being instructed to deliver it to the wrong person because of fraudulent instructions. The exemption can be waived by adding false pretence insurance to the garage’s liability policy. This confirmation applies to the insured when the insured vehicle has been fraudulently seized. It also covers losses caused by the purchase by the insured person of a car from a person who did not have legal ownership of the vehicle. Coverage is most needed by car dealers, but it may also be desirable for banks that sell seized cars to the public.

  • The Families First Coronavirus Response Act (FFCRA) — the Families First Coronavirus Response Act — is a law passed in March 2020 that requires employers with 500 or fewer employees to provide paid leave to their employees. illness or extended family leave and sick leave for specified reasons related to the COVID-19 pandemic. It requires up to 80 hours of paid sick leave at the employee’s normal rate while the employee is in quarantine or experiencing symptoms of COVID-19 and is seeking medical attention. If an employee needs to care for a quarantined person or care for a child whose school or child care facility is closed due to a pandemic, the employee is entitled to 80 hours of paid sick leave equal to two-thirds of his or her regular rates. to pay. An additional 10 weeks of paid extended family leave and sick leave equal to two-thirds of the employee’s regular wage rate must also be provided if the employee is to care for a child whose school or childcare provider is closed for COVID-related reasons. 19.

  • The Family Leave and Sick Leave Act (FMLA) of 1993 is a law that allows employees to take up to 12 weeks of unpaid leave each year while maintaining their job. Such leave is permitted in the event of a serious illness of an employee or a family member, the birth or placement (by way of adoption or foster care) of a child. The law applies to employers with 50 or more employees and to employees who worked for the employer for at least 1,250 hours during the previous year. Allegations of discrimination against those who take leave under the Act (or those who cannot take leave under the Act) can be filed with the Department of Labor, which will investigate and enforce claims. In addition, an employee can sue their employer on an individual basis. Such claims are covered by Employment Practices Liability (EPL) policies.