Belief: if your HR or benefits-plan vendor has a SOC 2 report, your employee data is covered. A SOC 2 report is a point-in-time snapshot of a vendor’s controls, scoped and methodology-dependent. It is not a guarantee, and it does…
Belief: California’s workplace violence prevention plan was a 2024 project. Once the plan was written and the training was delivered, the obligation was satisfied. Labor Code §6401.9 does not work that way. The statute imposes ongoing obligations, including annual review…
Belief: dashcams are only about accidents, so they reduce employment risk. Dashcams often collect employee data: audio, location, driver behavior, and sometimes scoring. Once a company uses that data in coaching or discipline, the system becomes employment evidence. California adds…
Belief: using a public GenAI tool for legal work is like using a search engine, so privilege stays intact. Privilege depends on confidentiality. If a tool’s terms allow retention or disclosure, your prompts and outputs can become discoverable, and the…
Belief: keeping everything is safer than deleting anything. Over-preservation feels safe until it turns into a liability layer. Old data becomes searchable, discoverable, and costly to manage—especially when legal holds never get released. The operational failure pattern is hold drift….
Belief: if counsel is involved in a breach response, all the work automatically becomes privileged. Courts don’t treat it that way. A forensic report can become discoverable when it looks like a business investigation that happened to run through legal….
Belief: if an AI tool joins meetings to take notes, consent is handled by the platform. In California, consent is a workflow the employer owns. Recording and transcription risk grows when notice is inconsistent or treated as implied. The failure…
Artificial intelligence is now embedded across the employment lifecycle—resume screening, interview recording, productivity monitoring, performance analytics, and termination risk modeling. In California, the risk is not just whether a decision was fair. It is whether the employer can explain what…
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