{"id":1104,"date":"2019-08-26T16:35:41","date_gmt":"2019-08-26T16:35:41","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=1104"},"modified":"2026-03-05T14:55:34","modified_gmt":"2026-03-05T14:55:34","slug":"employee-information","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/employee-information\/","title":{"raw":"Employee Information","rendered":"Employee Information"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss laws related to employee information<\/li>\r\n<\/ul>\r\n<\/div>\r\nEmployee information is an area that is governed by federal, state and local laws. Key legislation includes the following:\r\n<ul>\r\n \t<li>The Fair Credit Reporting Act (FCRA)<\/li>\r\n \t<li>The Drug-Free Workplace Act (1988)<\/li>\r\n \t<li>The Privacy Act (1974)<\/li>\r\n \t<li>The Worker Adjustment &amp; Retraining Notification (WARN) Act<\/li>\r\n \t<li>Employee Polygraph Protection Act (EPPA)<\/li>\r\n<\/ul>\r\nLet's take a closer look at each of these.\r\n<h2>The Fair Credit Reporting Act (FCRA)<\/h2>\r\n<h2><img class=\"alignright wp-image-2344\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/08233626\/gavel-3195577_960_720-300x199.jpg\" alt=\"Decorative image.\" width=\"350\" height=\"233\" \/><\/h2>\r\nFCRA is a federal law that regulates the collection of consumers' credit information and access to their credit reports.[footnote]Kagan, Julia. \"<a href=\"https:\/\/www.investopedia.com\/terms\/f\/fair-credit-reporting-act-fcra.asp\" target=\"_blank\" rel=\"noopener\">Fair Credit Reporting Act<\/a>.\" Investopedia. May 14, 2019. Accessed September 12, 2019.[\/footnote] Specific provisions related to employers:\r\n<ul>\r\n \t<li>An employer must obtain a candidate\u2019s written consent to request his or her credit report.<\/li>\r\n \t<li>An employer must notify a candidate if the information in his or her credit report was the basis of a negative decision. For additional notice details, refer to the Federal Trade Commission\u2019s publication <a href=\"https:\/\/www.investopedia.com\/terms\/f\/fair-credit-reporting-act-fcra.asp\" target=\"_blank\" rel=\"noopener\">A Summary of Your Rights Under the Fair Credit Reporting Act<\/a>.<\/li>\r\n<\/ul>\r\n<h2>The Drug-Free Workplace Act (1988)<\/h2>\r\nThis Act requires federal contractors and all federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant of $100,00 or more.[footnote]\"<a href=\"https:\/\/guidelinesandprinciples.org\/wiki\/index.php\/Drug_Free_Workplace_Act_of_1988\" target=\"_blank\" rel=\"noopener\">Drug Free Workplace Act of 1988<\/a>.\" Guidelines &amp; Principles for Nonprofit Excellence. Accessed September 12, 2019. [\/footnote] The Act does not apply to those that do not have, nor intend to apply for, contracts\/grants from the federal government. The Act also does not apply to subcontractors or subgrantees.\r\n<h2>The Privacy Act (1974)<\/h2>\r\nThis act, which applies only to federal government agencies, requires employers to provide employees with access to their personnel file.\r\n\r\nState law may provide private sector and state and local government employees rights similar to The Privacy Act. For example, attorney Lisa Guerin notes that California law gives both employees and former employees the right to inspect their personnel and payroll records, with some exceptions detailed in her \u201c<a href=\"https:\/\/www.nolo.com\/legal-encyclopedia\/accessing-your-personnel-file-payroll-records-california.html\" target=\"_blank\" rel=\"noopener\">Accessing Your Personnel File and Payroll Records in California<\/a>\u201d article on legal publisher Nolo\u2019s website. One notable exception: Employers need not provide personnel records to a former or current employee who has filed a lawsuit against the employer based on an employment matter.[footnote]Guerin, Lisa. \"<a href=\"https:\/\/www.nolo.com\/legal-encyclopedia\/accessing-your-personnel-file-payroll-records-california.html\" target=\"_blank\" rel=\"noopener\">Accessing Your Personnel File and Payroll Records in California<\/a>.\" NOLO. Accessed September 12, 2019.[\/footnote]\r\n\r\nA number of states and localities (currently 17 states and 19 localities) prohibit employers from requesting a job applicant\u2019s salary history.[footnote]\"<a href=\"https:\/\/www.hrdive.com\/news\/salary-history-ban-states-list\/516662\/\" target=\"_blank\" rel=\"noopener\">Salary History Bans.<\/a>\" HR Drive. August 13, 2019. Accessed September 12, 2019.[\/footnote] Some states\u2014California, for example\u2014also prohibit an employer from using an applicant's pay history as a basis for compensation if volunteered.\r\n\r\nThirteen states have \u201cban the box\u201d laws that prohibit private employers from asking about an applicant\u2019s criminal history on a job application and 30 states have laws that apply this ban to government employers.[footnote]Barreiro, Sachi. \"<a href=\"https:\/\/www.nolo.com\/legal-encyclopedia\/what-is-a-ban-the-box-law.html\" target=\"_blank\" rel=\"noopener\">What is a Ban-the-Box Law?<\/a>\" NOLO. Accessed September 12, 2019.[\/footnote] California\u2019s Assembly Bill (AB) 1008 which prohibits salary history inquiries also prohibits public and private employers with at least five employees from \u201cinquiring into or considering\u201d an applicant\u2019s criminal conviction history until after a conditional offer of employment has been made. Since a background check would reveal this information, that would also have to be deferred until a conditional offer is made. If an employer wants to revoke the offer based on the individual's criminal history, it must engage in a procedure referred to as a \u201cfair chance\u201d process.[footnote]Ebbink, Benjamin. \"<a href=\"https:\/\/www.fisherphillips.com\/california-employers-blog\/california-just-banned-the-box\" target=\"_blank\" rel=\"noopener\">California Just Banned the Box!<\/a>\" Fisher Phillips. October 16, 2017. Accessed September 12, 2019.[\/footnote] Perspective point: Approximately 1 in 3 California adults has an arrest or conviction record.\r\n\r\n[caption id=\"attachment_2794\" align=\"aligncenter\" width=\"1400\"]<img class=\"wp-image-2794 size-full\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/01011844\/BantheBox_update.png\" alt=\"See image caption for link to alternative text.\" width=\"1400\" height=\"887\" \/> <a href=\"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/ban-the-box-laws-alternative-text\/\" target=\"_blank\" rel=\"noopener\">Alternative text for Ban-the-Box Laws by State can be accessed here.<\/a>[\/caption]\r\n<h2>The Worker Adjustment &amp; Retraining Notification (WARN) Act<\/h2>\r\nThis act doesn\u2019t protect employee information but rather creates a duty for employers to inform employees of a plant closure or significant layoff. Specifically, the Act requires employers to give employees 60 days notice of a planned closure or layoff affecting 50 or more workers.\r\n<h2>Employee Polygraph Protection Act (EPPA)<\/h2>\r\nThe Act \u201cprohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment. Employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test or for exercising other rights under the Act.\u201d[footnote]\"<a href=\"https:\/\/www.dol.gov\/whd\/polygraph\/\" target=\"_blank\" rel=\"noopener\">Employee Polygraph Protection Act (EPPA) Overview<\/a>.\" U.S. Department of Labor. Accessed September 12, 2019.[\/footnote] For additional details, including permitted use and guidance, refer to the U.S. Department of Labor\u2019s <a href=\"https:\/\/www.dol.gov\/whd\/polygraph\/\" target=\"_blank\" rel=\"noopener\">Employee Polygraph Protection Act<\/a> page.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/030a1ee6-accd-484d-8ddf-297959c1b0af\r\n\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss laws related to employee information<\/li>\n<\/ul>\n<\/div>\n<p>Employee information is an area that is governed by federal, state and local laws. Key legislation includes the following:<\/p>\n<ul>\n<li>The Fair Credit Reporting Act (FCRA)<\/li>\n<li>The Drug-Free Workplace Act (1988)<\/li>\n<li>The Privacy Act (1974)<\/li>\n<li>The Worker Adjustment &amp; Retraining Notification (WARN) Act<\/li>\n<li>Employee Polygraph Protection Act (EPPA)<\/li>\n<\/ul>\n<p>Let&#8217;s take a closer look at each of these.<\/p>\n<h2>The Fair Credit Reporting Act (FCRA)<\/h2>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-2344\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/08233626\/gavel-3195577_960_720-300x199.jpg\" alt=\"Decorative image.\" width=\"350\" height=\"233\" \/><\/h2>\n<p>FCRA is a federal law that regulates the collection of consumers&#8217; credit information and access to their credit reports.<a class=\"footnote\" title=\"Kagan, Julia. &quot;Fair Credit Reporting Act.&quot; Investopedia. May 14, 2019. Accessed September 12, 2019.\" id=\"return-footnote-1104-1\" href=\"#footnote-1104-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> Specific provisions related to employers:<\/p>\n<ul>\n<li>An employer must obtain a candidate\u2019s written consent to request his or her credit report.<\/li>\n<li>An employer must notify a candidate if the information in his or her credit report was the basis of a negative decision. For additional notice details, refer to the Federal Trade Commission\u2019s publication <a href=\"https:\/\/www.investopedia.com\/terms\/f\/fair-credit-reporting-act-fcra.asp\" target=\"_blank\" rel=\"noopener\">A Summary of Your Rights Under the Fair Credit Reporting Act<\/a>.<\/li>\n<\/ul>\n<h2>The Drug-Free Workplace Act (1988)<\/h2>\n<p>This Act requires federal contractors and all federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant of $100,00 or more.<a class=\"footnote\" title=\"&quot;Drug Free Workplace Act of 1988.&quot; Guidelines &amp; Principles for Nonprofit Excellence. Accessed September 12, 2019.\" id=\"return-footnote-1104-2\" href=\"#footnote-1104-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a> The Act does not apply to those that do not have, nor intend to apply for, contracts\/grants from the federal government. The Act also does not apply to subcontractors or subgrantees.<\/p>\n<h2>The Privacy Act (1974)<\/h2>\n<p>This act, which applies only to federal government agencies, requires employers to provide employees with access to their personnel file.<\/p>\n<p>State law may provide private sector and state and local government employees rights similar to The Privacy Act. For example, attorney Lisa Guerin notes that California law gives both employees and former employees the right to inspect their personnel and payroll records, with some exceptions detailed in her \u201c<a href=\"https:\/\/www.nolo.com\/legal-encyclopedia\/accessing-your-personnel-file-payroll-records-california.html\" target=\"_blank\" rel=\"noopener\">Accessing Your Personnel File and Payroll Records in California<\/a>\u201d article on legal publisher Nolo\u2019s website. One notable exception: Employers need not provide personnel records to a former or current employee who has filed a lawsuit against the employer based on an employment matter.<a class=\"footnote\" title=\"Guerin, Lisa. &quot;Accessing Your Personnel File and Payroll Records in California.&quot; NOLO. Accessed September 12, 2019.\" id=\"return-footnote-1104-3\" href=\"#footnote-1104-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<p>A number of states and localities (currently 17 states and 19 localities) prohibit employers from requesting a job applicant\u2019s salary history.<a class=\"footnote\" title=\"&quot;Salary History Bans.&quot; HR Drive. August 13, 2019. Accessed September 12, 2019.\" id=\"return-footnote-1104-4\" href=\"#footnote-1104-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> Some states\u2014California, for example\u2014also prohibit an employer from using an applicant&#8217;s pay history as a basis for compensation if volunteered.<\/p>\n<p>Thirteen states have \u201cban the box\u201d laws that prohibit private employers from asking about an applicant\u2019s criminal history on a job application and 30 states have laws that apply this ban to government employers.<a class=\"footnote\" title=\"Barreiro, Sachi. &quot;What is a Ban-the-Box Law?&quot; NOLO. Accessed September 12, 2019.\" id=\"return-footnote-1104-5\" href=\"#footnote-1104-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a> California\u2019s Assembly Bill (AB) 1008 which prohibits salary history inquiries also prohibits public and private employers with at least five employees from \u201cinquiring into or considering\u201d an applicant\u2019s criminal conviction history until after a conditional offer of employment has been made. Since a background check would reveal this information, that would also have to be deferred until a conditional offer is made. If an employer wants to revoke the offer based on the individual&#8217;s criminal history, it must engage in a procedure referred to as a \u201cfair chance\u201d process.<a class=\"footnote\" title=\"Ebbink, Benjamin. &quot;California Just Banned the Box!&quot; Fisher Phillips. October 16, 2017. Accessed September 12, 2019.\" id=\"return-footnote-1104-6\" href=\"#footnote-1104-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a> Perspective point: Approximately 1 in 3 California adults has an arrest or conviction record.<\/p>\n<div id=\"attachment_2794\" style=\"width: 1410px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-2794\" class=\"wp-image-2794 size-full\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/01011844\/BantheBox_update.png\" alt=\"See image caption for link to alternative text.\" width=\"1400\" height=\"887\" \/><\/p>\n<p id=\"caption-attachment-2794\" class=\"wp-caption-text\"><a href=\"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/ban-the-box-laws-alternative-text\/\" target=\"_blank\" rel=\"noopener\">Alternative text for Ban-the-Box Laws by State can be accessed here.<\/a><\/p>\n<\/div>\n<h2>The Worker Adjustment &amp; Retraining Notification (WARN) Act<\/h2>\n<p>This act doesn\u2019t protect employee information but rather creates a duty for employers to inform employees of a plant closure or significant layoff. Specifically, the Act requires employers to give employees 60 days notice of a planned closure or layoff affecting 50 or more workers.<\/p>\n<h2>Employee Polygraph Protection Act (EPPA)<\/h2>\n<p>The Act \u201cprohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment. Employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test or for exercising other rights under the Act.\u201d<a class=\"footnote\" title=\"&quot;Employee Polygraph Protection Act (EPPA) Overview.&quot; U.S. Department of Labor. Accessed September 12, 2019.\" id=\"return-footnote-1104-7\" href=\"#footnote-1104-7\" aria-label=\"Footnote 7\"><sup class=\"footnote\">[7]<\/sup><\/a> For additional details, including permitted use and guidance, refer to the U.S. Department of Labor\u2019s <a href=\"https:\/\/www.dol.gov\/whd\/polygraph\/\" target=\"_blank\" rel=\"noopener\">Employee Polygraph Protection Act<\/a> page.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_030a1ee6-accd-484d-8ddf-297959c1b0af\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/030a1ee6-accd-484d-8ddf-297959c1b0af?iframe_resize_id=assessment_practice_id_030a1ee6-accd-484d-8ddf-297959c1b0af\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1104\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Employee Information. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li><strong>Authored by<\/strong>: mohamed_hassan. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/illustrations\/gavel-equality-judgment-justice-3195577\/\">https:\/\/pixabay.com\/illustrations\/gavel-equality-judgment-justice-3195577\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1104-1\">Kagan, Julia. \"<a href=\"https:\/\/www.investopedia.com\/terms\/f\/fair-credit-reporting-act-fcra.asp\" target=\"_blank\" rel=\"noopener\">Fair Credit Reporting Act<\/a>.\" Investopedia. May 14, 2019. Accessed September 12, 2019. <a href=\"#return-footnote-1104-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1104-2\">\"<a href=\"https:\/\/guidelinesandprinciples.org\/wiki\/index.php\/Drug_Free_Workplace_Act_of_1988\" target=\"_blank\" rel=\"noopener\">Drug Free Workplace Act of 1988<\/a>.\" Guidelines &amp; Principles for Nonprofit Excellence. Accessed September 12, 2019.  <a href=\"#return-footnote-1104-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-1104-3\">Guerin, Lisa. \"<a href=\"https:\/\/www.nolo.com\/legal-encyclopedia\/accessing-your-personnel-file-payroll-records-california.html\" target=\"_blank\" rel=\"noopener\">Accessing Your Personnel File and Payroll Records in California<\/a>.\" NOLO. Accessed September 12, 2019. <a href=\"#return-footnote-1104-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-1104-4\">\"<a href=\"https:\/\/www.hrdive.com\/news\/salary-history-ban-states-list\/516662\/\" target=\"_blank\" rel=\"noopener\">Salary History Bans.<\/a>\" HR Drive. August 13, 2019. Accessed September 12, 2019. <a href=\"#return-footnote-1104-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-1104-5\">Barreiro, Sachi. \"<a href=\"https:\/\/www.nolo.com\/legal-encyclopedia\/what-is-a-ban-the-box-law.html\" target=\"_blank\" rel=\"noopener\">What is a Ban-the-Box Law?<\/a>\" NOLO. Accessed September 12, 2019. <a href=\"#return-footnote-1104-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-1104-6\">Ebbink, Benjamin. \"<a href=\"https:\/\/www.fisherphillips.com\/california-employers-blog\/california-just-banned-the-box\" target=\"_blank\" rel=\"noopener\">California Just Banned the Box!<\/a>\" Fisher Phillips. October 16, 2017. Accessed September 12, 2019. <a href=\"#return-footnote-1104-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><li id=\"footnote-1104-7\">\"<a href=\"https:\/\/www.dol.gov\/whd\/polygraph\/\" target=\"_blank\" rel=\"noopener\">Employee Polygraph Protection Act (EPPA) Overview<\/a>.\" U.S. Department of Labor. Accessed September 12, 2019. <a href=\"#return-footnote-1104-7\" class=\"return-footnote\" aria-label=\"Return to footnote 7\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":3,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Employee Information\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"\",\"author\":\"mohamed_hassan\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/illustrations\/gavel-equality-judgment-justice-3195577\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"}]","CANDELA_OUTCOMES_GUID":"a05d84f5-797e-4e52-aa89-4a8c360580e9, 8a2a8407-9253-4de3-83b3-85efb2ea2354","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1104","chapter","type-chapter","status-publish","hentry"],"part":1100,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1104","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":20,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1104\/revisions"}],"predecessor-version":[{"id":3467,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1104\/revisions\/3467"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/1100"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1104\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=1104"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=1104"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=1104"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=1104"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}