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How Anonymous is Anonymous Data?
Turns out, it probably isn’t too difficult to put together some pieces of your identity using the “anonymous” data that is tracked by various companies. Lots of interesting things in this post by Chris Dale about various sources of data and how they will start to show up in the legal world as eDiscovery, but a…
Linked: Making Work Safe for Mental Illness
We’ve been talking about making the workplace “safe” for a number of years now. First, there were the obvious, physical safety issues, and then the focus on sexual harassment, then on to bullying, and diversity. It’s important. You simply don’t get the best results from employees who don’t feel safe.
And yet, in a time when there is an increasing number of employees dealing with mental health issues, we also need to consider what we do to make sure they feel safe as well, for the same reasons. People who don’t feel safe, will not speak up, will not bring their best work to the table, and might just be looking for a safer work environment.
Linked: California Enacts Statutes Which Will Make Discovery More Costly
Ah California, making things difficult for us poor Litigation Support folks. SB 370 changes the rules in California, and could, potentially be quite messy and expensive, depending on how the rules get clarified in the Courts. In a nutshell, it’s going to change how we produce documents: “Going forward, the producing party is required to…
Linked – Hackers Will Soon Be Trying to Send Your Driverless Car Off a Cliff
Fooling your cars GPS system into believing you are somewhere else, apparently, has already been done: “In December, CNN confirmed that instead of showing the cars where they really were — cruising along the Moskva River — the GPS suddenly insisted the cars were 20 miles away, at the Vnukovo International Airport.” What’s next? How…
Linked: Smartphone Phishing Attacks Increasing
Hackers are moving to mobile because most of us are moving to mobile. That’s not surprising, and given the fact that it’s a little more difficult to spot on a mobile device, that’s just a bonus.
Linked: Covid-19 Explodes the Myth That Women ‘Opt’ Out of the Workforce
I’m a man with no children. So, working extra hours when the need arises isn’t really an issue. (It’s a mental health and work/life balance issue when it never ends, but when that happens I can choose to go do something else, and we’ve made some progress in recognizing this in many workplaces.) On the other hand, I know, pretty instinctively, that if I put a hard 40 hour limit, or a hard ending of my day at a certain time, no matter what, I’d probably be out of a job. Yet, for people with children, there needs to be a hard cap on the hours spent working. The pandemic creating this home/virtual school issue made this worse, and more obvious, but it’s always been an issue. Lots of workplaces talk a good game about balance and flexibility, but when push comes to shove, most of them will also demand that you figure out your childcare issues on your own time and be available to work in a pinch. So, you login from home all evening and work, and if you’re a single parent, the kids get ignored, or maybe you can find someone else to watch them for you. If there are two parents, you’d better hope you both don’t have those kinds of jobs, because one of you needs to be available for childcare, you can’t both be online working all night.
And, if you have to choose which one leaves that kind of work arrangement, well, in general, women get paid less and have less advancement opportunities, (partially because they are more likely to “opt-out”), so they are going to be the ones to opt out, perpetuating the impression that women make these choices, that are then used to justify not changing the workplace to accommodate working mothers. After all, they’re likely to leave anyway, right?
It’s really quite the little, vicious, circle we’ve made for women in the workplace.
