So your boss sucks. They play favorites. They make arbitrary decisions and everyone knows they have no idea what they’re doing. They change rules on a whim. You’re right. Your boss sucks. But they’re probably not doing anything illegal. They're just bad at their job.

Three people saw someone who was alienated and struggling. They accommodated. They didn’t have to be fluent in another language. They just had to remember enough high school Spanish to recall the word that this woman was blanking on. That's all it took to welcome her back into the conversation. 

In most cases, your boss wasn’t evil. You just didn’t get along. Good thing you don’t have to anymore. Even if your boss did do something super illegal, you don’t always get justice. Even if you did get justice, it doesn’t undo the awful thing that happened to you. It’s better to get out of the situation. Keep the awful thing from happening in the first place. 

The consensus: AI use is fine... when you know what you’re doing. If you don't know what you're doing, you don't know enough to catch its errors. But if they got the question right, how do you know if it was because of AI or their knowledge?

Maybe you’ve had this experience: You’re in crisis. You can’t work, so you call in. A well-meaning person you hardly know sends you information about the Employee Assistance Program (EAP). You look into what it covers and wonder how this could possibly help. The minimum CYA measure to guard against the wild things that people in crisis do.

These days, it seems obvious that workers should be able to demand an accurate accounting for their time. But it wasn’t always that way. 

A hundred years ago, in the heyday of unions, non-unionized businesses needed a way to make their low wages, long shifts, and poor working conditions look a little more attractive. So they did what lazy corporate wonks have done to increase morale since the beginning of time: They threw a pizza party. 

But hang on, what’s the point of making someone find a printer, and a scanner, and a pen, and those little “sign here” stickies anyway? Why, crime, of course!

The most common reason to hold on to employment records is because at some point, someone is going to need them. You may get a zombie tax letter with a five-figure fine from a state where no one’s worked for years. An employee may go through a nasty divorce and need payroll records from several years ago. Someone could file a complaint of systemic bias, and you’ll need complete records going back years to defend yourself. You may want to run a report on long-term trends and n