All posts in: Industry News

ban-the-box

Ban the Box, also known as The Fair Chance Act, is a law that prohibits employers from inquiring about a candidate’s past criminal record on a job application. The name “Ban the Box” stems from a common checkbox question that asks applicants if they have ever been arrested or convicted of a crime. Including the question on job applications has caused the 70 million American adults with previous criminal records to have a harder time getting past the application stage of the hiring process.

The legislation is designed to prevent employers from automatically disqualifying candidates based on their criminal history. By removing the box, ex-offenders have the opportunity to showcase their skills and qualifications without their past records hindering them in the initial stages of the hiring process. Through this legislation, employers are encouraged to heavily consider the severity level and how long it’s been since the offense(s) occurred before ruling out a candidate. 

As of July 2019, 35 states and over 150 cities and counties have adopted a ban-the-box or a fair-chance policy, either for federal agencies or the private sector, or both. According to NELP, “over 258 million people in the United States—over three-fourths of the U.S. population—live in a jurisdiction with some form of ban-the-box or fair-chance policy.” And the amount of localities that are adopting these types of policies, or even policies that are more strict, are growing exponentially.

Below are some resources that provide additional information regarding Ban the Box: 

Society of Human Resource Management (SHRM)
Ban the Box Laws by State and Municipality 

National Employment Law Project
Ban the Box: U.S. Cities, Counties, and States Adopt Fair Hiring Policies

Employment Screening Resources
Legislation Compliance: Ban the Box

GovTrack.us
H.R. 1076: Fair Chance Act

What are your thoughts regarding this legislation? Share your opinion by leaving a comment below.

CBD

Cannabidiol (CBD) has gained a lot of recent media attention due to a number of industries incorporating it in their food, beverage, and beauty products. Food vendors, restaurants, and hotels have begun introducing or considering the use of CBD infused products in their menus, which makes it essential for professionals working within these industries to understand more about this trend.

While CBD is promoted to ease anxiety and inflammation, people continue to have misconceptions because it’s a chemical compound in cannabis. There is much stipulation to the legality of CBD depending on the composition and origin of the product. It continues to be regulated per state until further clarifications have been made. While some states consider CBD legal, others are unclear or have yet to form an opinion on the matter.

Bristol Associates’ Vice President David Alford recently made four placements in one of the largest vertically integrated hemp producers in the county. We asked David a series of questions to learn more about CBD and its impact on varying industries.

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On October 10, 2018, Bristol’s President Benjamin Farber moderated the Global Gaming Expo (G2E) panel, Taking Charge of Your Career to Achieve Your Preferred Future. Joining Ben on the panel were Bellagio’s Human Resources Director Brenda Dysinger and Affinity Gaming’s Director of Human Resources Greg Kite. The three executives discussed two major areas of development to provide professionals with the necessary tools to prepare for their future: Effective Networking and Nailing the Interview Process.

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Signing an approved document / salary history

On October 12, 2017, Governor Jerry Brown approved AB 168, a law that prohibits all California employers from requesting potential employees’ salary history, including previous compensation and benefits. The law has been effective since January 1, 2018.

Additional US states and cities including Delaware, Oregon, Massachusetts, New York City, Philadelphia, and Pittsburgh have also prohibited employers from inquiring about salary history.

With the law in effect, all applicants and candidates in the areas listed above are free to voluntary disclose their salary history if they desire, but it is not a requirement.

Below are articles from several publications to provide more information about AB 168.

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2016-ges-title-slide

For 16 consecutive years, Bristol Associates and Spectrum Gaming Group have surveyed casino gaming executives from around the country about their career goals, job satisfaction, and outlook on the industry. The data we’ve gathered provides insight into the factors that are most important to executives when pursuing a new position and their perception of the casino gaming industry as a whole. This year we received over 1,300 responses—the highest number of participants in our survey since inception.

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Seminole Hard Rock large

Seminole Tribe of Florida was voted the top employer to work for in the 2015 Casino Gaming Executive Satisfaction Survey. Pictured above is the Seminole Hard Rock Hotel & Casino.

We are pleased to announce that Bristol Associates is conducting the 16th Annual Casino Gaming Executive Satisfaction Survey in conjunction with Spectrum Gaming Group.

Please take a few minutes to complete the online questionnaire here.  All individual responses are kept confidential. Participants in the survey will receive a link to the results.

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As the restaurant industry has grown with the strengthening economy, there has been an increase in jobs, and along with it an increase in competition to hire and retain top talent. At Bristol Associates, we’re always interested in learning why candidates are attracted to some types of companies more than others.

We conducted a survey with a sampling of 170+ candidates from our database of restaurant executives in order to find out:

  • Which restaurant segment has the most satisfied managers and executives?
  • What attracts top talent to each restaurant segment?

The infographic below illustrates our key takeaways.​


If you’re interested in working with Bristol Associates, click here if you’re an employer, or here if you’re a job seeker.

Steve is an executive recruiter in the restaurant and casino industries. He joined Bristol Associates in 2006 and is a die hard Los Angeles Lakers fan. You can contact him by email or for his full bio click here.

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restaurant industry preferenceWe are excited to kick off Bristol Associates’ latest survey that will analyze restaurant industry preferences among management-level professionals, and we would love to have you participate. The national survey is designed to explore which segments of the industry restaurant professionals prefer to work in and why. The survey should take no more than 2 minutes to complete.

Click here to take the 2 minute survey.

Thank you in advance for your time! We look forward to sharing the results with you.

NewsletterWe are excited to announce that we’ll be launching a monthly newsletter starting in December. Subscribe here to have it delivered straight to your inbox every month.

Here’s what you can expect:

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  • Hiring tips to keep you informed of the latest trends and best practices
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We look forward to providing information that could lead to your next great hire or new job. Click here to subscribe.