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AI Applications In HR: Investigating Workplace Incidents

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AI Applications In HR: Investigating Workplace Incidents

This is a guest post by Jakub Ficner.

As an HR professional, you wear many hats. Sometimes, there doesn’t seem to be enough time in the day to get everything done. Luckily, new technologies like artificial intelligence (AI) are popping up to help HR teams run more efficiently and effectively.  From 2023 to 2030, AI is expected to achieve a 37.3% growth rate annually. So, it stands to reason that it is becoming more common practice in areas such as HR, to help you complete all of your tasks without sacrificing quality or speed.

One of the strongest areas for AI potential in HR is in investigating misconduct and workplace incidents. Keep reading to learn more about how AI can make the jobs of HR professionals easier in this area while keeping ethical considerations at the forefront.

AI for Employee Misconduct Investigations

Following the proper steps for an employee misconduct investigation can save you money, reduce stress and disruption and protect you from reputation damage. Being respectful, thorough, and transparent, and following a consistent process, minimizes the incident’s effect on your organization as a whole. But what if you simply don’t have the time or resources to conduct an employee investigation as quickly or thoroughly as you should? That’s where AI comes in.

Anyone who has taken part in an HR investigation knows that writing the final report is one of the most time-consuming (and error-prone) steps involved. This document is key to communicating your findings and suggested course of action to involved parties, senior management, and the board (if you have one), so it needs to be complete and easy to read. The details must be concise yet comprehensive to ensure they accurately reflect the case at hand and make justified recommendations for proactive steps forward. However, if you have a large case volume or just a lot of other work to do, you might not have capacity to write top-notch reports.

An AI assistant can help HR professionals generate investigation summaries in just minutes, with minimal effort. Using pre-configured templates for your industry and/or investigation type, AI pulls all relevant case information into a fulsome final report. This way, investigation reports can be more consistent, decreasing the chance of human error, such as a forgotten detail or piece of evidence.

As HR professionals, we also know the importance of trend analysis for proactive policy implementation and report recommendations. Luckily, AI technology can also be harnessed in this regard. Rather than spending hours on in-depth data analysis, as HR investigations formerly were structured, AI is equipping professionals to be able to quickly identify issues by geographic location, employee, case type, and more. With just a few clicks, AI allows HR teams to see areas of risk where they should focus preventive efforts such as new or different training, employee engagement programs, or performance plans.

AI for Employment Law Compliance

Employment law compliance can be one of the most confusing aspects of an HR professional’s job. Regulations and requirements are constantly changing, and it can be tough to keep up.

The potential of AI is that your team can ramp up and scale efforts more quickly through the inclusion of policy adherence and consistency throughout your processes. For instance, OSHA guidelines require filings for certain workplace injuries, which is an area that normally falls to HR professionals. However, many HR practitioners are unsure or tend to overlook the filing process for injuries. AI tools can assist with filing the report and during the disposition process to ensure consistent policy application in case summarization and resolution. In addition, AI-generated case summaries (described in the last section) ensure your final reports are compliant. So, using the OSHA example, you’d just have to choose an OSHA report template, and AI assistants can populate reports with all of the information required in the right order for you to send off. A trained HR practitioner equipped with AI provides the necessary check and balance to ensure these reports are up to current compliance standards.

AI For Other HR Tasks

Workplace investigations aren’t the only AI applications for HR. To streamline tedious tasks and save your efforts for more complex work, you can use AI to streamline:

  • Resume screening
  • Interview scheduling
  • Communication with applicants (e.g. thank you for applying, resume rejection)
  • Answering common employee questions
  • Spotting red flags of flight risk in employees
  • Suggesting professional development courses to employees based on their tasks, role, and experience

All of these tasks take up a lot of time for HR professionals, but can easily be automated using an AI helper. AI is ushering in a new era for HR professionals, one where you don’t have to take the time to send a receipt email to every applicant or craft a new response every time an employee asks a frequently answered question. By employing AI tools, you can refocus and apply your time and skills to tasks that will have a bigger impact on employees, applicants, and your company as a whole.

Maintaining Employee Privacy When Using AI

With any new practice or technology, it’s natural to have questions and concerns. Keeping employee data secure is a top priority, especially when using AI; it should make your job easier, not more stressful.

When choosing any AI tool for your HR team, from investigation assistants to resume screeners, look for the following features:

  • Storing and handling case data on reliable, secure infrastructure
  • Access controls required to view and edit each case and piece of information
  • Built-in data privacy compliance as required by HIPAA, GDPR, CCPA, and more
  • Audit trails on each case to show who accessed the data, actions they took, and when
  • Data anonymization

These precautions ensure that data doesn’t fall into the wrong hands and reduce your organization’s risk of a non-compliance penalty with data security regulators. Plus, you can feel good about protecting employees while completing your tasks more efficiently.

The Bottom Line on AI for HR

In the past few years, AI technology has been emerging with use cases for every industry, often making processes faster, more consistent, and less prone to errors. For HR teams, it can help you automate tedious tasks, resolve workplace investigations faster, create consistent documentation across cases, and analyze employee incident data to reduce risk to employees and your company. Some individuals shy away from the use of AI, for fear of it detracting from their impact in the organization. However, the amount of use cases that AI can employ shows that if you use it effectively as an HR professional, you can create a better workplace, have an impact on your colleagues, and free up your time to focus on higher-level initiatives that are even more impactful.

 

About The Guest Post Author

Jakub Ficner is the Director of Partnership Development at Case IQ, the leading investigative case management software for ethics and compliance, human resources, fraud, and corporate security incidents within mid-sized and large organizations.

Jakub is a passionate and determined team player with experience prospecting and implementing complex global solutions in a variety of industries. He has worked in cross-functional and multi-cultural teams in Canada, the United States, Germany, and India.

Not So “Final”? Texas Federal Court Enjoins Enforcement of FTC’s Noncompete Ban, Leaving Future of Commission’s Rule in Doubt

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Not So “Final”? Texas Federal Court Enjoins Enforcement of FTC’s Noncompete Ban, Leaving Future of Commission’s Rule in Doubt

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Remote Senior Backend Engineer – Java/Kotlin at Starbridge

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Remote Senior Backend Engineer – Java/Kotlin at Starbridge

Founded by a CEO that previously built and exited a software company for $100m+, we are building software that helps entrepreneurs and businesses globally to find opportunities to partner with governments, submit proposals using AI and see how and why governments have awarded contracts in the past. 

Compensation for this role is between 110k USD – 210k USD depending on seniority.  Significant early/founding equity will also be available offered at a similar amount to the salary. 

We are looking for a remote generalist senior backend engineer with experience in JVM (and preferably Kotlin) to join our early team to build our product from zero to one. Your role will include projects working with other team members such as scraping, processing & deriving insights from millions of documents, contributing to a unique RAG based LLM writing application & integrating enterprise systems.

10 social media tips for employers and employees: Employment & Labor Insider

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10 social media tips for employers and employees: Employment & Labor Insider

Did you know that this Sunday will be “Social Media Day”? Neither did I.

But even after all this time, social media continues to get employees and employers in trouble. Here are six tips for employees, followed by four tips for employers. (That adds up to 10.) Following these tips may not always keep you out of hot water, but they’ll certainly help you stay cool.

Social media tips for employees

No. 1: Know your rights (or lack thereof). You may have heard of the First Amendment and how it guarantees freedom of speech. That is kind of true, but it’s also misleading because the First Amendment doesn’t shield you from all repercussions from what you say. For example, if you post on Facebook that your boss is an idiot, and your boss sees it and gets mad, your boss can fire you without violating the First Amendment, right? Right. The First Amendment protects you from having the government throw you in jail for expressing your opinions. But it won’t protect you from losing friends, facing social backlash, or even losing your job because of what you say, so post accordingly. (If you work for the government, you have more First Amendment protections than private sector employees, but even then your rights are not unlimited.)

No. 2: Steer clear of political debates. If you enjoy posting about politics, watch out, especially in today’s climate. Regardless of what you say, political posts are likely to upset half of your friends or followers. Or maybe that’s just me — I live in a swing state. Some individuals might react so strongly to your views that they could stop being your friends, or cause even more serious problems for you.

“YOU’RE WEARING MY COLOR!” “NO, YOU’RE WEARING MY COLOR!”

No. 3: Don’t post about sex or illegal activity. If you must share about sex or illegal activities, avoid doing it on social media. Inquiring minds don’t want to know. (Posting about sex could be deemed sexual harassment if seen by co-workers who are offended. Which leads to the next point…)

No. 4: If you must overshare, unfriend or block all of your co-workers first. If you just can’t resist posting something risky/risque, then unfriend or block your co-workers first and crank up those privacy settings as far as they will go. But it’s still better not to post that type of content at all. If you post with precautions, someone might still find your post, take offense, and report you to your employer.

THERE’S A REASON IT’S CALLED “NOT SUITABLE FOR WORK.”

No. 5: You have the right to remain silent. Anything you say can and will be used against you in the workplace. Always assume that your social media posts could come back to haunt you. Employers (current and prospective) and online vigilantes are always watching.

No. 6: On the other hand, boring is good. If your posts are about cute babies, the buffet at the Golden Corral where you ate the other night, your adorable Labradoodle Maximus, and happy birthday wishes to your friends (but nothing about their ages!), you’re probably in the clear. For now.

ADORABLE MAXIMUS IS A GOOD THING TO POST ON SOCIAL MEDIA. (AWWWW . . .)

Social media tips for employers

No. 7: Understand your rights. Generally, you have the right to act against an employee for inappropriate social media posts that offend co-workers, disparage your business, disclose confidential information, or damage your company’s reputation. You can also take action based on posts that are discriminatory or harassing based on race, sex (including sexual orientation and gender identity), national origin, religion, age, or disability, and against employees who communicate threats via social media or who post about their illegal activities.

If you are an employer in the health care industry, you can also take action to prevent and address (when it occurs) postings that may violate the privacy rights of patients or their families. 

No. 8: Seek legal advice. Always consult with your labor or employment counsel before acting. Posts related to terms and conditions of employment may be considered “protected concerted activity” under the National Labor Relations Act, making it potentially unlawful to act against the employee. This applies even to non-union companies, and even a simple “Like” could be protected.

No. 9: Ignorance is bliss. Prohibit, or at least strongly discourage, your managers and supervisors from being “friends” or “contacts” with employees on social media. Otherwise, they might learn more about their employees than they really need or want to know. For example, that Jane is taking anti-depressants. Or that Joe belongs to a bizarre religious cult. Ignorance can be bliss—and it can also be a defense against discrimination claims. (You can’t discriminate against someone based on a protected characteristic if you don’t even know about that characteristic.)

No. 10: Be fair and consistent. Hold all “similarly situated” employees to the same standards of conduct that apply to social media. You may need to be stricter with higher-ups who violate your policy.

A little caution and common sense can go a long way in preventing a social media disaster. Stay smart, stay cool, and keep those posts drama-free!

 

The Job Seeker’s Guide to Expanding Your Network: Building Bridges for Career Success

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The Job Seeker’s Guide to Expanding Your Network: Building Bridges for Career Success

The Job Seeker’s Guide to Expanding Your Network: Building Bridges for Career Success

The post The Job Seeker’s Guide to Expanding Your Network: Building Bridges for Career Success appeared first on Distinctive Career Services.

Sex and gender identity: managing conflicting views

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Sex and gender identity: managing conflicting views

There has been a significant shift in individual and societal openness around sex and gender identity in recent years. The debate is complex and inevitably there are a range of views and opinions on the issues.  

Several recent employment tribunal cases have been brought by claimants who believe that a person cannot change their sex. This belief is generally referred to as “gender critical”. Employment Appeal Tribunal (EAT) decisions have concluded that this belief is capable of protection under the Equality Act 2010 (EqA) as a “philosophical belief“. 

Gender critical beliefs provide scope for conflict and disagreement in the workplace, as well as complications arising from conflict with other protected characteristics under the EqA, particularly gender reassignment, sex, sexual orientation, disability and religion.  

This poses a challenge for employers, who are responsible for preventing discrimination and harassment in the workplace and promoting diversity, equality and inclusion. Even the most well-intentioned employers can be subject to litigation if they fail to adequately balance the competing issues. Employers should consider the following points to navigate the challenges effectively.  

One protected characteristic cannot trump another  

There is no hierarchy of protected characteristics in the EqA. An employer should remember to revert to legal principles around discrimination and consider any specific guidance in place. It must not be swayed by its own subjective beliefs. 

Distinguish between conduct and beliefs  

Whether action taken was because of the claimant’s protected belief or the way in which that belief was manifested can be crucial to whether discrimination has or has not taken place. An employer is in a stronger position where it acts in response to a worker’s conduct in manifesting their views, but it is not always straightforward (or possible) to adequately separate that conduct from the beliefs themselves.  

In Forstater v CGD Europe and others ET/22200909/2019, the ET concluded that disassociation was only possible where the manifestation of a belief is inappropriate or where objection could reasonably be taken. As the claimant’s comments, while controversial and provocative, were not (on the whole) objectively offensive or unreasonable, but rather an expression of her views as part of a wider debate on the issues, her conduct and beliefs were intrinsically linked.  

In contrast, in Higgs v Farmor’s School ET/1401264/19, the ET found Ms Higgs’ Facebook posts were objectively homophobic and transphobic, resulting in a finding in her employer’s favour. 

Instil a culture of dignity and respect  

While healthy and respectful debate is a normal part of life, this does not give individuals carte blanche to say whatever they like. All workers should be treated with dignity and respect, and discriminatory behaviour should not be tolerated. However, sometimes employers and staff have to tolerate views that they do not agree with.  

It was relevant in Mackereth v DWP [2022] EAT 99 that the claimant was not put under any pressure to change his beliefs, nor was he interrogated about them, and his employer had actively tried to find a way to accommodate his beliefs.  

Use language carefully 

An employer should consider using gender-neutral drafting in workplace policies, procedures and other documents. Where reference to men or women is required, it should also consider updating definitions of those terms to include those who identify as such or are non-binary.  

An employer should not necessarily insist that staff declare their pronouns, instead leaving this to individual choice. 

Revisit social media policies 

An employer may benefit from revisiting its social media policies to ensure they provide guidance and sufficient coverage for workers sharing their views on social media, particularly on topics that could be controversial, discriminatory or in conflict with others’ rights.  

Social media is a common way for views to be manifested: Forstater, Bailey v Stonewall and others ET/2202172/2020 and Higgs all involved posts and debates on popular social media platforms. However, an outright ban on social media use is perhaps unfeasible. 

Understand and justify rationale  

Where risks of discrimination and conflict are high, an employer should think carefully when making policy or other decisions in the workplace. Even where policies apply to everyone, they may disadvantage people with one or more protected characteristics.  

This is not necessarily discriminatory unless the policy cannot be objectively justified as a proportionate means of achieving a legitimate aim. An employer who can clearly articulate its legitimate aims and demonstrate that its approach is proportionate with reference to alternatives is in a stronger position.  

This is demonstrated in Mackereth, where the EAT was satisfied that the employer’s pronoun policy:  

  • Had legitimate aims of ensuring transgender service users were treated with respect and in accordance with their identities, and of promoting equal opportunities.  
  • Was a proportionate means of achieving those legitimate aims.  

Implement regular training  

The mere existence of anti-discrimination policies is not sufficient for an employer to demonstrate that it is taking steps to avoid discrimination. An employer should actively bring policies to workers’ attention and regularly repeat equality, anti-harassment and unconscious bias training. 

Consider communal spaces, facilities and services 

An employer should ensure that all workers, visitors, clients or service users have access to facilities and services where they are comfortable, can feel respected and safe, and can be free from hostility. This may require employers to revisit their bathroom, shower and changing room accommodation, and their identification and security measures.  

Similarly, employers who employ or provide services to vulnerable people may need to think carefully about how to balance the needs of those service users with the rights of staff. In Mackereth, the vulnerability of transgender service users was relevant to the outcome of the claim.  

Similarly, where organisations provide services to other vulnerable groups (for example, victims of sexual abuse), the welfare of those service users may result in having to exclude employees of a particular sex or gender identity from working with them. 


How To Tailor Your Resume For Each Job Application

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How To Tailor Your Resume For Each Job Application

Crafting a resume that catches the eye of potential employers is a critical step in the job application process. It’s the first impression you make, highlighting your skills, experience, and fit for the role you’re applying for. Tailoring your resume for each job application may seem time-consuming, but it significantly increases your chances of landing an interview.

In today’s job market, where competition is fierce, a one-size-fits-all approach to resume writing simply doesn’t cut it. To stand out, you need a resume that speaks directly to the job description and showcases how your background makes you the perfect candidate. An online CV maker free tool can be a starting point, offering templates that help you structure your resume.

Read on to learn how to make your resume stand out and unlock new career opportunities with these tailored steps.

Deciphering the Job Description

Before crafting a targeted resume, understand the employer’s needs. The job description is a roadmap to your resume’s success.

Here’s how to unlock its secrets:

  • Identify the skills and experiences they crave: Carefully examine the responsibilities and qualifications listed. Don’t just skim. Look for specific verbs that indicate desired behaviors and accomplishments. For instance, ‘spearheaded’ suggests leadership, while ‘increased efficiency by 20%’ showcases measurable results.
  • Decode the keyword language: Keenly focus on keywords scattered throughout the description. These can be technical skills, soft skills, or industry-specific terms. Including relevant keywords demonstrates you possess the specific vocabulary and expertise they seek.
  • Understanding what matters most: Job descriptions often include a laundry list of duties. However, some skills and experiences will be more crucial for success in the role. Look for repeated keywords, phrases in bold font, or sections titled ‘Requirements’ or ‘Essential Skills.’ These areas highlight the most valued qualifications.

You gain insights into the employer’s ideal candidate by deciphering the job description. This knowledge empowers you to tailor your resume, showcasing how your skills and experience perfectly match their requirements.

Highlighting Your Relevant Skills And Achievements

Now that you’ve identified the employer’s needs through the job description, it’s time to demonstrate why you’re the ideal candidate.

Here’s how to turn your skills and accomplishments into resume gold:

  • Mine your past for relevant gems: Review your work experience and accomplishments. Identify specific instances where you demonstrated the skills and qualities highlighted in the job description. Did you lead a project requiring problem-solving skills like those mentioned? Perhaps you used your communication skills to achieve exceptional client satisfaction, mirroring a desired quality in the job posting. Unearth these examples to demonstrate your alignment with their needs.
  • Numbers speak louder than words: Whenever possible, quantify your accomplishments using numbers, percentages, or metrics. This adds undeniable weight to your achievements. For instance, instead of simply stating ‘increased sales,’ quantify it as ‘increased sales by 15% within the first quarter.’ Measurable results showcase the impact you can make.
  • Focus on results, not just duties: Don’t just list your past responsibilities. Explain how you used your skills to achieve specific results. For instance, instead of stating ‘managed social media accounts,’ elaborate on how you ‘developed and implemented a social media strategy that resulted in a 20% increase in follower engagement.’ The focus here is shifting from simply having a responsibility to demonstrating how you actively used your skills to achieve success.

By strategically highlighting your relevant skills and achievements, you create a compelling narrative that showcases your value and directly addresses the employer’s requirements.

Crafting A Compelling Summary Or Objective

Your resume summary or objective is your golden elevator pitch. It’s a concise introduction that grabs the hiring manager’s attention and highlights your value proposition.

Here’s how to craft a winning summary:

  • Tailor it for each job: Don’t use a generic summary for every application. Instead, personalize it with keywords and achievements directly related to the specific job description. This shows you’ve carefully considered the role and possess the skills they seek.
  • Focus on value, not goals: Shift the focus from your career goals to the value you bring to the employer. Instead of ‘seeking a challenging opportunity,’ highlight your skills and experiences that directly address the employer’s needs.
  • Keep it short and sweet: Aim for three to four sentences written in strong action verbs. This concise snapshot should leave the hiring manager wanting to learn more about you in the interview.

By crafting a compelling summary that showcases your unique value and alignment with the job requirements, you increase your chances of landing that coveted interview.

Showcasing Work Experience

Your work experience section is your chance to spotlight your skills and achievements most relevant to the specific job you’re targeting.

Here’s how to transform your past experiences into resume gold:

  • Prioritize for impact: Don’t list your experiences chronologically. Instead, prioritize them based on their relevance to the job description. The most relevant experience should be featured first, grabbing the hiring manager’s attention.
  • Action verbs are your allies: Use strong action verbs to describe your accomplishments. These verbs should reflect the skills and qualities highlighted in the job description. For instance, instead of simply stating ‘managed a team,’ use a verb like ‘spearheaded’ or ‘mentored’ to showcase a more proactive approach.
  • Quantify your success: Numbers add undeniable weight to your achievements. Quantify your accomplishments using metrics, percentages, or specific figures whenever possible. Did you increase sales by 20%? Or did you streamline a process that saved the company 10% in costs? Quantifiable results demonstrate the impact you can make.

By tailoring your work experience section to directly address the employer’s needs and showcasing your achievements with impactful language and quantifiable results, you create a compelling narrative that positions you as the perfect candidate for the role.

 

Conclusion

Crafting a targeted resume is a strategic approach that significantly increases your chances of landing your dream job. By deciphering the job description, highlighting relevant skills and achievements, and tailoring each section to the specific opportunity, you create a compelling resume that speaks directly to the employer’s needs.

Remember, your resume is your chance to make a lasting first impression. Invest the time to tailor it for each application, and you’ll be well on your way to unlocking exciting new career possibilities. Embracing skills worth learning and showcasing them in your resume can open doors to opportunities that align with your career aspirations and growth.

Understanding Pregnancy Discrimination | Pregnancy Discrimination Lawyers

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Understanding Pregnancy Discrimination | Pregnancy Discrimination Lawyers

 

Wage theft is a pervasive issue affecting many employees across various industries. It can take many forms, from unpaid overtime to illegal paycheck deductions. This blog will explore what wage theft is, how to recognize it, and the steps you can take to protect your rights.

 

What is Wage Theft?

Wage theft occurs when employers do not pay employees the full wages they are legally entitled to. Common forms of wage theft include:

  • Unpaid Overtime: Not paying employees for overtime work, despite exceeding the standard 40-hour workweek.
  • Minimum Wage Violations: Paying employees less than the federal or state minimum wage.
  • Illegal Deductions: Making unauthorized deductions from employee paychecks.
  • Misclassification: Classifying employees as independent contractors to avoid paying benefits and overtime.
  • Off-the-Clock Work: Asking employees to work before clocking in or after clocking out without compensation.

Recognizing Wage Theft

Identifying wage theft can be challenging, but there are several signs to watch for:

  • Pay Discrepancies: Noticing differences between hours worked and hours paid.
  • Denied Overtime: Being told overtime is not paid or receiving straight time pay for overtime hours.
  • Misclassification Issues: Being classified as an independent contractor despite performing the duties of an employee.
  • Unexplained Deductions: Seeing unexpected deductions on your paycheck.

Legal Protections Against Wage Theft

Federal and state laws provide robust protections for employees against wage theft:

  1. Fair Labor Standards Act (FLSA): This federal law sets the minimum wage, overtime pay, and recordkeeping standards for most private and public sector employees.
  2. State Wage and Hour Laws: Many states have their own wage and hour laws that provide additional protections beyond the FLSA, including higher minimum wages and stricter overtime requirements.
  3. Whistleblower Protections: Employees who report wage theft are protected from retaliation under various federal and state laws.

Steps to Take if You Experience Wage Theft

If you believe you are a victim of wage theft, it’s crucial to act promptly:

  1. Document Everything: Keep detailed records of your hours worked, pay received, and any communications with your employer regarding pay.
  2. Report the Issue: Inform your employer or HR department about the wage discrepancies. Sometimes, a simple conversation can resolve the issue.
  3. File a Complaint: If internal reporting does not resolve the issue, you may need to file a complaint with the U.S. Department of Labor’s Wage and Hour Division (WHD) or your state labor agency.
  4. Seek Legal Advice: Consulting with an experienced wage and hour attorney can help you understand your rights and determine the best course of action.

Wage theft is a serious violation of workers’ rights that can significantly impact your livelihood. Understanding your rights and the legal protections available can empower you to take action against unscrupulous employers. If you suspect you are a victim of wage theft, don’t hesitate to seek legal advice to protect your rights and ensure fair compensation.

Talk to an Experienced Employment Attorney Now

Experiencing wage theft can be frustrating and intimidating, but you don’t have to face it alone. Consulting with an experienced employment attorney at The Spiggle Law Firm can provide the guidance and support you need to navigate this challenging situation.

For a detailed discussion on how we can assist you, contact us for a free case review. Call us at (202) 972-6547 or complete our online contact form to get started.

At The Spiggle Law Firm, our 5-star lawyers represent clients in all types of employment law claims, providing strategic representation and client-focused service in the pursuit of optimal outcomes and the maximum available recoveries. We are ready to help you seek the justice you may deserve.

Remote Senior Software Engineer, Platform at Speechify Inc

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Remote Senior Software Engineer, Platform at Speechify Inc


Overview

As Speechify expands, our Platform team seeks a Senior Software Engineer. This role is central to ensuring our success at Speechify by working on key features like: Payments, Analytics, Subscriptions and our API. If you are passionate about strategizing, enjoy high-paced environments, and are eager to take ownership of product decisions, we’d love to hear from you.


What You’ll Do

  • Design, develop, and maintain robust APIs including Public TTS API, Internal APIs like Payment, Subscription, Auth and Consumption Tracking, ensuring they meet business and scalability requirements.
  • Oversee the full backend API landscape, enhancing and optimizing for performance and maintainability. 
  • Collaborate on B2B solutions, focusing on customization and integration needs for enterprise clients.
  • Work closely with cross-functional teams to align backend architecture with overall product strategy and user experience.


An Ideal Candidate Should Have

  • Proven experience in backend development: TS/Node (required), Go (nice to have)
  • Direct experience with GCP and knowledge of AWS, Azure, or other cloud providers.
  • Efficiency in ideation and implementation, prioritizing tasks based on urgency and impact.
  • Preferred: Experience with Docker and containerized deployments.
  • Preferred: Proficiency in deploying high availability applications on Kubernetes


What We Offer

  • A dynamic environment where your contributions shape the company and its products.
  • A team that values innovation, intuition, and drive.
  • Autonomy, fostering focus and creativity.
  • The opportunity to have a significant impact in a revolutionary industry.
  • Competitive compensation, a welcoming atmosphere, and a commitment to an exceptional asynchronous work culture.
  • The privilege of working on a product that changes lives, particularly for those with learning differences like dyslexia, ADD, and more.
  • An active role at the intersection of artificial intelligence and audio – a rapidly evolving tech domain.


Think you’re a good fit for this job? 

Tell us more about yourself and why you’re interested in the role when you apply.
And don’t forget to include links to your portfolio and LinkedIn.


Not looking but know someone who would make a great fit? 


Speechify is committed to a diverse and inclusive workplace. 

Speechify does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

How To Document Your Accident For Legal Purposes: Essential Steps And Tips

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How To Document Your Accident For Legal Purposes: Essential Steps And Tips

If you’ve been involved in an accident, documenting as much as possible can have a huge impact on any legal proceedings that follow, as well as your insurance claim.

Safeguarding your personal well-being is obviously priority number one, but documenting everything should come in at a close second.

This article will walk you through all the steps you need to take to properly document an accident, why it’s important to do this, and how you can use this documentation to aid in any legal proceedings that may follow.

Let’s get straight into it.

Documenting the Incident

Documenting an accident accurately is crucial for legal purposes, even though this might be the last thing on your mind at the moment.

Immediate Steps Post-Accident

First, ensure your safety and seek medical attention if needed. Call emergency services to report the incident and get a police report from the officer. This report will be essential for legal claims.

Next – if possible – take clear, detailed photographs and videos of the accident scene. Use your smartphone if necessary. Document injuries, vehicle damage, and any relevant road conditions.

Collect contact information from witnesses and, if possible, obtain their statements. Witness accounts can provide independent evidence of the events.

Gathering and Preserving Evidence

Photographic evidence is critical. Capture images from multiple angles and distances. Focus on visible injuries, property damage, and environmental factors such as skid marks or weather conditions. Videos can offer a broader context and should not be overlooked.

Maintain an accident journal where you detail the incident and your injuries. Record the immediate aftermath, pain levels, and any medical visits. This ongoing record supports your claim by providing a continuous timeline.

Secure any physical evidence, such as damaged personal belongings or parts of a vehicle. Keep receipts and invoices related to medical treatments and repairs.

Legal Documentation for Insurance Claims

Notify your insurance company promptly. Provide a comprehensive account of the accident along with any collected evidence. Communication with insurers should be documented for reference.

Submit the police report to your insurer. This official document is critical when determining fault and processing claims. Ensure all forms and documents are filled out accurately.

Engage with a legal professional if needed to assist with the documentation process. They can provide guidance on legal requirements and help ensure your documentation meets all necessary standards.

If you aren’t sure where to find legal help, companies like The Accident Helpers are a great place to start, as they can assist with finding the right lawyer for your situation.

Medical Assessment and Recovery

Ensuring accurate and timely documentation of injuries is essential for supporting your legal claim. This section covers seeking prompt medical care, tracking your injuries, and managing financial aspects related to medical treatments.

Seeking Immediate and Ongoing Medical Care

After an accident, it is vital to seek immediate medical attention. A healthcare professional can evaluate your injuries, provide necessary treatments, and advise on recovery steps. Prompt care is crucial for identifying hidden or delayed injuries.

Don’t neglect follow-up appointments. Ongoing medical care is essential to monitor your recovery, adjust treatments, and document progress. Regular visits provide a continuous record of your condition, which is beneficial for your personal injury claim.

Always keep detailed records of all medical visits, including doctor’s notes, treatment plans, and prescriptions. These records serve as evidence for your insurance claim process, and any lawsuit that may arise.

Tracking Injuries and Treatment

Maintaining a detailed record of your injuries and treatments helps substantiate your claim. Use an injury diary to note pain levels, symptoms, and how injuries affect daily activities. Document therapy sessions and any prescribed exercises.

Photographic evidence is also crucial. Take clear, detailed pictures of visible injuries like bruises or cuts. Update these photos periodically to show changes and progress in your recovery. This visual documentation strengthens your legal case.

Keep track of any medical records, including X-rays, lab results, and doctor’s reports. These documents provide factual and chronological evidence of your injury’s impact, aiding in fair compensation evaluations.

Financial Aspects of Medical Care

Managing medical bills and related expenses is an important part of the recovery process. Collect all receipts, bills, and statements related to your treatment, including hospital stays, medications, and therapy sessions.

Submit these documents to your insurance provider promptly. Proper handling of these records helps ensure your insurance claim is processed accurately and efficiently.

Keep track of any missed workdays due to medical appointments or recovery needs. Documentation of lost income can be crucial for claiming compensation. Consult with your attorney to understand how these financial losses can be included in your overall claim for fair compensation.

Consulting with a Legal Professional

Contacting a legal professional is crucial after an accident. Their expertise can guide you through the complexities of documenting your injuries and building your case.

Remember to choose a lawyer who specializes in personal injury law. This specialization ensures they have the relevant experience to handle your case effectively.

In Summary

Thoroughly documenting your accident may sound like a lot of work, but it’s more than worth the effort, especially if you have a potential case or insurance claim.

Don’t forget to:

  • Take as many photos and videos as possible.
  • Take nearby witness statements or ask them for their contact details to follow up.
  • Keep track of all expenses incurred, including medical bills.
  • Keep track of all injuries.

Seek legal counsel as soon as possible.

Featured Photo by Glenn Carstens-Peters on Unsplash

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