Welcome back to our Workplace newsletter. It just happened: Starting January 1, 2023, employee data in California will be subject to california consumer privacy law. On Monday, bills extending exemptions for employee data under the CCPA failed to pass.
Usama Kahf, co-chair of Fisher Phillips’ data security and privacy team and head of the company’s consumer privacy team, explained what this means for compliance. “Employers doing business in California should be fully aware of their employment data obligations under the CCPA and CPRA and use the next four months to prepare for compliance. Litigation and enforcement actions are likely to increase – and a proactive inventory of consumer and employee data, along with proper training and communication about ACCP/ACPL requirements will reduce the risk of fines covered employers.
Today, the rise of remote work is opening the door to deep Zoom interviews, Pinterest being investigated, and one-person advice. Plus, read to the end to see a job interview that accidentally aired on the BBC.
— Meg Morrone, Editor-in-Chief (E-mail | Twitter)
How to hire a real person
Every time the fake deep Keanu Reeves appears in my TikTok feed, I think this is the real Keanu doing memes for my personal enjoyment. There are similar accounts for Jason Statham and Robert Pattinson, allegedly all directed by the same person. They’re harmless enough, unless you think deepfakes, even for honest good fun, slowly train us to believe everything we see on the internet.
Columnist Mike Elgan wrote that impersonating employees are on the rise in the workplace, thanks to easy-to-use deepfake technology. Here’s how you can protect yourself when hiring.
Include real identity verification before hiring, and make sure the identity matches the background check. (Don’t assume your back-end provider verifies identity.)
- Know the law of the state you are in to find out what is allowed in terms of collecting biometric data.
- Perform thorough background and criminal record checks, and verify identity throughout the hiring and onboarding process.
- If you conduct background and identity checks on remote hires, do the same for in-office hires to avoid discrimination.
Embrace AI. Invest in automated fraud detection to assess resumes and candidates. Fraud detection has been used for years in banking, insurance and other areas, and now also in hiring.
Try to see everyone in person at least once. Consider moving away from remote hiring in favor of in-person interviews, even for remote staff. And hire remote staff for quarterly or annual internal team building.
Don’t believe every resume. Rely more on skills assessment and testing for technical positions rather than claims of experience, certifications, and education based on resumes.
- Verify identities at the time of testing and track test results with a post-test interview. Imposters are likely to seek employment elsewhere if they need to prove their qualifications.
Read the full story.
California Department of Civil Rights takes a look at Pinterest
Pinterest is being investigated by the California Department of Civil Rights, and whistleblower and former Pinterest employee Ifeoma Ozoma is among those contacted as possible witnesses.
The department contacted Ozoma and other potential witnesses a week ago to ask them to interview them as part of the investigation. “CCRD’s mission is to protect the people of California from unlawful discrimination, harassment, and retaliation, in employment, among other things,” reads the email, which has been reviewed by Protocol. “CCRD is investigating Pinterest, and you have been identified as a potential witness.”
Ozoma said he heard from former colleagues who also received the email, all women.
Read the full story.
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By the numbers
harvard business review recently published a survey with the Women’s Conference on the impact of the pandemic on our sense of community at work. Researchers asked about 1,500 participants how connected they felt to others at work and found that feeling had dropped by 37% since the pandemic. When people feel connected at work, they are 58% more likely to thrive at work, 55% more engaged and 66% more likely to stay with their company, according to the researchers.
HR advice: throw away the script and be human
Previously, the CHRO’s job was one of paperwork and compliance, but in recent years the role has changed dramatically. We’ve found that the best people leading HR teams these days tend to be some of the most empathetic and emotionally intelligent people we know…because they have to be. Each week, we’ll bring you a tip from the Office of Human Resources on how to navigate the new normal. Today’s advice comes from Pat Wadors, Human Resources Director at UKG.
“My main advice for any C-level leader who needs to communicate about issues that impact the lives of their employees: throw away the script and be human. Leaders became far too scripted two years ago, when we were having conversations that we frankly weren’t having ‘I don’t know how to have. For example, talking to employees about how we’re going to handle COVID-19 in these early days. The killing of George Floyd. General political and social unrest We only said what we knew, and even then we only said two of these five scripted things.As we went through 2020, top leaders threw in the script and spoke to employees on a human level about what they knew and what they didn’t know. They demonstrated vulnerability. They were transparent and real. And the conversations were all the more meaningful, even though the news was bad is. Whatever news you deliver, I plead with leaders to toss the script, get back to the bullets, and speak from the heart.
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Thoughts, questions, advice? Send them to [email protected].