Roundup: ADA, video calls and perfume; DEI incentive compensation; AI and human ‘oversight;’ CA noncompetes; CA fast food minimum wages

This is a great piece by one of my favorite employment lawyers, Robin Shea. She explains how the ADA can affect your policies or practices on things like whether cameras should be on or off for video calls and wearing strong scents to work.

Most of all, it's a great example of how people often think they understand how to handle employment situations, but it could cause legal issues.

While advising caution, this article does a great job of explaining how to create an effective incentive compensation policy tied to DEI goals. The short version is: Keep the goals broad and the plan focused on addressing historic discrimination and improving business.

The only way to mitigate the risks of human bias is to be curious, care about who we may harm, ask hard questions, and monitor the information our tools are giving us and the outcomes they are contributing to.

Human oversight is only as good as the data, questions, and humans involved.

California has amended its noncompete laws. Again.

I'm not too concerned about legal challenges but I agree there will no doubt be some. And there are some noteworthy changes in the amendments, but only one is a big deal..

There are few, if any, places in the US where people can afford to live on a job that pays minimum wage. It's worse in California.

So, it's not a surprise that California recently raised its minimum wage for fast food workers to $20/hr. After reading this great piece explaining the new law, I really need a cheeseburger and fries.