July 2023

Rule of Three: Know It, Follow It, Live It

Ever hear of the rule of three—“life, liberty, and the pursuit of happiness”? It’s easy to remember, it’s concise, and it rolls off the tongue. You see it all the time, whether in ads or newspaper/magazine writing or in sacred secular documents such as the Declaration of Independence. Let’s add the law to the list […]

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EEOC Offers Guidance on Discrimination Caused by Artificial Intelligence

Artificial intelligence (AI) is increasingly being used in all areas of life and work, including in evaluating and hiring applicants. Although AI can be more efficient in recruiting, evaluating, and weeding through millions of résumés, it can also cause employers to run afoul of best practices—if not the law—of equal employment opportunity. EEOC’s AI Focus

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USCIS To Publish Revised Form I-9

On Aug. 1, 2023, U.S. Citizenship and Immigration Services will publish a revised version of Form I-9, Employment Eligibility Verification (PDF, 899.28 KB). Among the improvements to the form is a checkbox employers enrolled in E-Verify can use to indicate they remotely examined identity and employment authorization documents under an alternative procedure authorized by the Department of

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EEOC Offers Guidance on Discrimination Caused by Artificial Intelligence

Artificial intelligence (AI) is increasingly being used in all areas of life and work, including in evaluating and hiring applicants. Although AI can be more efficient in recruiting, evaluating, and weeding through millions of résumés, it can also cause employers to run afoul of best practices—if not the law—of equal employment opportunity. EEOC’s AI Focus

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ICE Says Employers Must Comply with Form I-9 Verification Rules by August 30

Federal law requires employers to perform in-person inspections of new employees and their documents, as well as current employees with expiring Employment Authorization Documents (EADs) to verify that they’re authorized to work in the United States. Employers must fully and accurately complete a Form I-9 when they inspect the employee’s documents within three business days

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Bereavement Leave for Complex Family Relationships

My employee wants to use California’s new bereavement leave after the death of the father of her child — with whom she lived but never married. Another requested it for her ex-father-in-law, whom she remained close to after her divorce. One more request came in to use the new leave for a “designated person.” Exactly

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