Podcasts about age discrimination

Comment on the Show by Sending Mark a Text Message.Have you ever wondered how age discrimination can stealthily undermine a stellar career? Join Mark Carey as he unpacks the gripping story of Lisa Stashak, a 58-year-old sales executive who generated an astounding $186 million for Freesia, Inc. while navigating the murky waters of remote work from Maryland. After a corporate restructuring in 2018, Lisa found herself at the center of an alleged ageist culture that systematically targeted employees over 40. As the only high-performing exception, she became the unwitting victim of age discrimination, facing pay cuts, demotions, and a toxic work environment dominated by younger supervisors. This episode dives deep into the legal intricacies of constructive discharge and age discrimination, revealing how Lisa's role was diminished despite her extraordinary contributions. As remote work becomes the norm, we also explore the implications for employee rights and the vulnerabilities that remote workers face under current labor laws. Lisa's state claims were dismissed due to her remote work status, raising critical questions about the protection of employee rights in an increasingly digital workplace. What does this mean for you? Tune in as we discuss the complexities of employment discrimination, the challenges of navigating workplace policies, and the importance of understanding your legal rights in the face of workplace issues like hostile work environments and retaliation. This episode of Employee Survival Guide® is not just about one woman's struggle; it's a clarion call for all employees to advocate for their rights and navigate the murky waters of employment law. With insights into severance negotiation, workplace dynamics, and the ever-evolving landscape of employee empowerment, you'll gain valuable knowledge to help you survive and thrive in your career. Don't miss this opportunity to arm yourself with the tools and strategies needed to combat age discrimination and other forms of workplace injustice. Whether you're dealing with a toxic boss, negotiating a severance package, or simply trying to understand your employment rights, this episode is packed with essential information and insider tips. Join us as we challenge the status quo and empower you to take control of your career and workplace experience. The future of employment protections is in your hands! If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will help other employees find the Employee Survival Guide.  For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer:  For educational use only, not intended to be legal advice. 

Grab your favorite beverage for a special, highly opinionated "just us girls" episode of the podcast, featuring Joel Cheesman and Maureen “Moe” Clough taking the mic without the rest of the usual crew. This week, the duo delivers a light-hearted yet deeply substantive look into the massive worker backlash against artificial intelligence and the brutal realities of today's hiring market. The hosts kick things off with quick hits covering a disastrous, heavily booed commencement speech at the University of Central Florida and a surprising take on the narrative depth of The Devil Wears Prada 2. From there, the conversation tackles major industry shifts as massive job platforms like Upwork and ZipRecruiter face severe financial softening, sparking a debate on whether automation is permanently consuming traditional contractor roles. The gloves come off as they dissect a bold claim from Andreessen Horowitz labeling legacy HR software giants like Workday a "cartel," while analyzing how defensive tech acquisitions—such as Ashby buying Talent Llama—signal a broader software-as-a-service apocalypse. Moe offers her expertise on age discrimination, discussing a lawsuit against Bloomberg Industry Group. The discussion moves to the backlash against automated hiring tools and LinkedIn's new paid consultation feature. Finally, there is a disagreement over Google's new Gemini-powered smart glasses. Chapters 00:00 - Introduction to the Podcast and Hosts 01:35 - Current Events and AI's Impact 05:30 - AI and the Youth Perspective 10:01 - Data Centers and Community Impact16:31Industry News: Upwork, ZipRecruiter, and Workday 19:59 - The Future of Work and AI's Role 22:00 - The SaaS Cartel and Its Challenges 25:02 - Age Discrimination in the Workplace 34:56 - AI's Role in Hiring and Recruitment 42:21 - The Rapid Evolution of AI in Hiring 45:04 - LinkedIn's New Monetization Features 52:51 - The Controversy of Smart Glasses 01:03:01 - The Inevitable Rise of Smart Technology

Comment on the Show by Sending Mark a Text Message.What happens when a highly qualified executive finds themselves at the mercy of a toxic corporate culture? Join Mark Carey and his co-host as they unravel the intricate web of employment law in the gripping case of Malkani v. Gartner, Inc., where the stakes are high and the implications for employee rights are profound. This episode dives deep into the harsh realities of sexual harassment, age discrimination, and the dismantling of the corporate ladder, spotlighting Robert Malkani's abrupt career upheaval following a corporate reorganization.Malkani's story serves as a cautionary tale about the hidden dangers lurking within corporate structures, where discrimination based on age and sex can thrive unchecked. His sudden demotion under the toxic management of Eric Potts exemplifies how a hostile work environment can lead to devastating consequences for employees. As the hosts dissect the legal framework surrounding Malkani's claims, they emphasize the critical role of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA), which could potentially expose corporate misconduct that is often swept under the rug in arbitration.Understanding your rights in the workplace is paramount, especially in a landscape where HR departments frequently prioritize risk management over genuine employee protection. This episode not only sheds light on the systemic issues within corporate HR but also equips listeners with the knowledge to navigate employment disputes and advocate for themselves. With a focus on employee empowerment, the conversation touches on crucial topics such as severance negotiation, workplace culture, and the importance of recognizing retaliation and discrimination in all its forms.As the episode wraps up, Mark and his co-host reflect on how recent legal changes may reshape corporate America, urging listeners to stay informed and engaged in the fight against workplace injustices. Whether you're an employee facing challenges in a toxic work environment or simply someone invested in understanding the evolving landscape of employment law, this episode is packed with insights and actionable advice. Tune in and arm yourself with the knowledge to survive and thrive in today's corporate world!Don't miss this essential episode of the Employee Survival Guide®, where we tackle the uncomfortable truths about sexual harassment, discrimination, and the rights of employees in today's workplace. Join us for an enlightening discussion that promises to empower and inform. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will help other employees find the Employee Survival Guide.  For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer:  For educational use only, not intended to be legal advice. 

I never thought I'd be glued to the Supreme Court docket like this, but here we are on a crisp April morning in 2026, and Steve Bannon's legal saga just took a wild turn. Picture this: Stephen K. Bannon, the fiery former strategist to President Donald Trump, convicted back in 2022 for contempt of Congress after defying a subpoena from the House committee investigating the January 6 Capitol riot. He served four months in federal prison, but now, SCOTUSblog reports that the Supreme Court, in its Monday order list, has sent his case back to the lower court. The Department of Justice has already filed a motion to dismiss the indictment entirely. It's a massive win for Bannon, clearing the path for his conviction to vanish just as Trump gears up for another White House run. Listeners, this feels like poetic justice in the endless Trump orbit legal battles—Bannon's loyalty to Trump never wavered, and now the courts might let him walk free.But hold on, because the Trump world's legal ripples don't stop there. Just days ago, on April 7, the justices also added a new case to their 2026-27 docket challenging veterans' benefit laws, though it's not directly tied to Trump. Still, the court's moves echo broader fights over executive power that Trump champions. Fast forward to this week, and Attorney General Pam Bondi—Trump's pick, confirmed earlier this year—has been flexing muscle through the Department of Justice's AI Litigation Task Force. Established back on January 9, 2026, this squad is primed to sue states over AI laws, arguing they burden interstate commerce or clash with federal rules. Baker Botts' AI Legal Watch notes it's all part of a White House push from March 20, including a National Policy Framework for Artificial Intelligence that urges Congress to protect voices and likenesses from AI deepfakes—think Trump's image cloned without permission—while carving out spots for satire and news.Trump's influence seeps into procurement too. The General Services Administration dropped its "Basic Safeguarding of Artificial Intelligence Systems" clause on March 6, forcing companies to ditch their own AI terms for government deals, claiming ownership of custom tech, and sticking to American-made systems. It's a Trump-era clampdown on Big Tech, overriding commercial safety nets. Meanwhile, in a nod to hiring fairness that could hit Trump's business empire, Judge Rita Lin in the Northern District of California greenlit core age-discrimination claims in Mobley v. Workday on March 6. The ruling says the Age Discrimination in Employment Act covers job seekers, not just employees—huge for AI bias suits that might one day scrutinize Trump Organization practices.These threads weave a tapestry of Trump-shaped legal shifts: from Bannon's potential exoneration to AI battles shielding his brand. As federal preemption looms over state regs like New York's LLC Transparency Act, enforced since January 1, it's clear 2026 is reshaping the game.Thanks for tuning in, listeners. Come back next week for more, and this has been a Quiet Please production. For more, check out Quiet Please Dot A I.Some great Deals https://amzn.to/49SJ3QsFor more check out http://www.quietplease.aiThis content was created in partnership and with the help of Artificial Intelligence AI

Comment on the Show by Sending Mark a Text Message.What happens when a loyal employee faces a shocking betrayal from the very company they dedicated their life to? Join Mark Carey in this gripping episode of the Employee Survival Guide® as he unravels the harrowing tale of Frosty Ellis Yancey, a 42-year veteran of Midwest Block and Brick, who found herself at the center of a devastating corporate scandal involving age discrimination and a canceled transfer that turned her life upside down.Frosty's journey is a cautionary tale for anyone navigating the complex waters of employment law, especially when it comes to age discrimination. After receiving the green light for a lateral transfer to Houston, she sold her home in St. Louis and made significant life changes, only to have her dreams shattered by an abrupt cancellation from management. This episode dives deep into the legal intricacies of her case, exploring concepts such as constructive discharge and the implications of age discrimination. Mark and his co-host dissect recent court rulings, including the landmark Supreme Court decision in Muldrow v. City of St. Louis, which could reshape the legal landscape for employees facing similar corporate betrayals.Listeners will gain invaluable insights into the importance of securing written agreements and the potential pitfalls of corporate bureaucracy that can leave long-serving employees vulnerable. The discussion raises critical questions about the role of human resources in employee relations and the systemic issues within corporate structures that often lead to workplace discrimination and hostile work environments. With age discrimination at the forefront, it's essential for employees to understand their rights and the necessary steps to protect themselves in the face of corporate challenges.This episode is not just about Frosty's story; it serves as a wake-up call for employees everywhere. As Mark and his co-host navigate the murky waters of employment law, they empower listeners with practical tips on negotiating severance packages, understanding employment contracts, and recognizing the signs of a toxic workplace. Whether you're dealing with performance reviews, facing discrimination, or simply trying to survive in a demanding work environment, this episode is packed with insights that can help you advocate for your rights and navigate the complex landscape of employment law. Don't miss out on this eye-opening discussion that highlights the importance of vigilance, legal awareness, and employee empowerment in today's corporate world. Tune in to the Employee Survival Guide® and equip yourself with the knowledge to thrive in your career while safeguarding your rights against age discrimination and other employment law issues.To Show Your Support: send Frostie Ellis-Yancey an email to frostieyancey@sbcglobal. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will help other employees find the Employee Survival Guide.  For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer:  For educational use only, not intended to be legal advice. 

Comment on the Show by Sending Mark a Text Message.Have you ever felt the suffocating grip of a Performance Improvement Plan (PIP) hanging over your career like a dark cloud? Join Mark Carey in this eye-opening episode of Employee Survival Guide® as he navigates the treacherous waters of corporate dynamics, revealing how PIPs can be weaponized against employees, particularly in cases of discrimination. Drawing on the poignant story of Joanne Walsh, a dedicated 26-year veteran at HNTB Corporation, we shed light on the unsettling realities of age discrimination and the psychological pressure that can accompany a performance improvement plan after declining a promotion. Through Joanne's experience, we unravel the legal implications of her situation, showcasing how the performance improvement plan became a tool for her employer to push her out without formal termination. This episode not only highlights the challenges of proving constructive discharge but also emphasizes the crucial importance of documenting workplace interactions. As we dissect the intricate details of her case, we also provide listeners with essential strategies to navigate similar predicaments. Why should you never quit? Because it's vital to let employers terminate you instead, ensuring you maintain your rights and leverage in any severance negotiation. We discuss the importance of filing formal complaints to protect your employee rights and how to advocate for yourself in a hostile work environment. With insights into employment law and practical job survival skills, this episode serves as a powerful reminder of the realities of workplace discrimination, including age discrimination, and the often-overlooked nuances of employment contracts. Join us for an engaging discussion that empowers you to take control of your career and navigate the complexities of workplace culture. Whether you're facing performance monitoring, dealing with workplace bullies, or simply seeking to understand employment law issues, this episode is packed with valuable insights and insider tips. Don't miss out on learning how to protect your rights and thrive in your career amidst the challenges of modern work life. Tune in and equip yourself with the tools you need for effective employee advocacy and empowerment! If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will help other employees find the Employee Survival Guide.  For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer:  For educational use only, not intended to be legal advice. 

Patrick Dolan, Employment Lawyer at Conti & Dolan, joins Jon Hansen to discuss all things employment law. Patrick talks about age discrimination, trades, and phone usage reimbursements. He also talks about unfair vs illegal treatment. To learn more about how Patrick can help you, call him at 1-312-332-7800 or visit contidolanlaw.com.

Comment on the Show by Sending Mark a Text Message.Have you ever felt overlooked in the workplace simply because of your age? Join Mark Carey in this eye-opening episode of Employee Survival Guide® as he uncovers the stark realities of age discrimination through the lens of the landmark legal case, Caldrone v. Circle K Stores, Inc. This episode dives deep into the hidden job market, revealing how formal promotion processes often stand in stark contrast to the informal practices that can sideline highly qualified older employees in favor of younger candidates. Age discrimination is not just a buzzword; it's a pressing issue that affects countless employees navigating their careers. Carey takes listeners through the multi-year legal saga of Caldrone v. Circle K, where seasoned employees in their 50s allege they were systematically pushed out during a tumultuous corporate restructuring. This episode highlights the plaintiffs' compelling complaints, which include overtly ageist remarks made by management, whistleblower allegations regarding environmental violations, and a corporate response that flatly denies any wrongdoing. As we explore the intricacies of employment law and employee rights, you'll gain valuable insights into how age discrimination manifests in the workplace and what you can do to protect yourself. The Ninth Circuit Court of Appeals recently overturned a lower court's dismissal of this critical case, allowing the plaintiffs to present their claims of age discrimination and retaliation in court. This ruling is a significant victory for employee rights and sets a precedent for future workplace discrimination cases. Mark emphasizes the importance of understanding your rights and the often opaque corporate practices that can lead to discrimination in the workplace. Are you ready to empower yourself with knowledge that could change your career trajectory? Tune in to learn how to navigate the complexities of employment law, negotiate severance packages, and advocate for yourself in a hostile work environment. Whether you're facing age discrimination, dealing with workplace harassment, or simply looking for career development tips, this episode is packed with insider advice and essential resources to help you thrive in your job. Don't let age discrimination dictate your career path! Join us for this empowering episode of Employee Survival Guide® and equip yourself with the tools you need to survive and flourish in today's ever-changing work landscape.  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will help other employees find the Employee Survival Guide.  For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer:  For educational use only, not intended to be legal advice. 

64% of workers over the age of 50 feel workplace discrimination and 1 in ten feel like they've been passed over because of age. Learn more, plus get the latest economic numbers and discover how AI is making it harder for job seekers and hiring managers to find the right fit.

64% of workers over the age of 50 feel workplace discrimination and 1 in ten feel like they've been passed over because of age. Learn more, plus get the latest economic numbers and discover how AI is making it harder for job seekers and hiring managers to find the right fit.

64% of workers over the age of 50 feel workplace discrimination and 1 in ten feel like they've been passed over because of age. Learn more, plus get the latest economic numbers and discover how AI is making it harder for job seekers and hiring managers to find the right fit.

64% of workers over the age of 50 feel workplace discrimination and 1 in ten feel like they've been passed over because of age. Learn more, plus get the latest economic numbers and discover how AI is making it harder for job seekers and hiring managers to find the right fit.

64% of workers over the age of 50 feel workplace discrimination and 1 in ten feel like they've been passed over because of age. Learn more, plus get the latest economic numbers and discover how AI is making it harder for job seekers and hiring managers to find the right fit.

Comment on the Show by Sending Mark a Text Message.Have you ever wondered how age discrimination can seep into the corporate world, especially during layoffs? In this gripping episode of the Employee Survival Guide®, Mark Carey dives deep into the case of Linfante Hill v. PVH Corp. , shedding light on the unsettling realities of age discrimination in the workplace. This episode is not just about a legal battle; it's a clarion call for age discrimination. employee rights and corporate accountability, particularly in the face of a corporate reduction in force (RIF). Join us as we unravel the complexities surrounding the termination of Christine Linfante Hill, a highly rated executive at PVH, the powerhouse behind iconic brands like Calvin Klein and Tommy Hilfiger. This episode meticulously examines the circumstances leading to Linfante Hill's termination, highlighting the stark contrast between her stellar performance and the company's rationale for her dismissal. We tackle the critical legal standards under the New York City Human Rights Law, which offers a broader lens for proving age discrimination compared to federal law. You'll hear how circumstantial evidence, such as the swift hiring of a younger replacement, raises serious questions about PVH's motives. This episode serves as a crucial reminder of the challenges employees face when standing up against age discrimination and the often murky waters of employment law. With a focus on employee empowerment and advocacy, Mark and his guest delve into the implications of this case for workplace culture, encouraging listeners to be vigilant about their rights. Are you aware of how to navigate employment disputes and protect yourself from discrimination in the workplace? Tune in for insider tips on severance negotiation, understanding employment contracts, and recognizing the signs of a hostile work environment. Whether you're dealing with issues like retaliation, disability rights, or performance monitoring, this episode is packed with valuable insights tailored for every employee. The Employee Survival Guide® is here to equip you with the knowledge to thrive in your career, no matter the challenges that come your way. Don't miss this compelling discussion that highlights the importance of transparency and consistency in corporate decisions, especially during layoffs. It's time to reclaim your power and ensure that discrimination—be it age, race, or gender—has no place in our workplaces. Join us for a transformative conversation that not only informs but also inspires action against workplace injustices. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Comment on the Show by Sending Mark a Text Message.What happens when a seasoned cardiologist finds himself at the crossroads of age discrimination and employment law? Join Mark Carey in this riveting episode of the Employee Survival Guide® as he unpacks the controversial case of Dr. Arthur Fass, who alleged age discrimination against Northwell Health after the abrupt non-renewal of his contract. This episode is not just a tale of one man's age discrimination struggle; it's a deep dive into the complexities of employment contracts and the often-overlooked implications of automatic renewal clauses that can provide essential job security for employees. Mark dissects the dramatic shift from a multi-year contract to a precarious one-year deal, illuminating how this transition sparked allegations of age discrimination. The court's findings reveal a web of circumstantial evidence that suggests Northwell's purported business reasons might have masked deeper issues of discrimination. This episode serves as a cautionary tale for employers and employees alike, emphasizing the critical importance of clarity in internal communications and the potential legal ramifications stemming from seemingly minor details. As they navigate the intricate landscape of employment law, the discussion touches on pivotal topics such as severance negotiation, employee rights, and the ever-present threat of workplace discrimination. Whether you're dealing with age discrimination, disability rights in the workplace, or navigating employment contracts, this episode is packed with invaluable insights that can empower you in your career journey. From understanding performance reviews to tackling workplace harassment, Mark offers insider tips that can help you survive and thrive in today's complex work environment. The Employee Survival Guide® is your essential resource for mastering the nuances of workplace culture and legal rights at work. Tune in to learn how to advocate for yourself, negotiate effectively, and navigate the murky waters of employment disputes. Don't let ageism or discrimination derail your career; equip yourself with the knowledge and skills to stand tall against the challenges of the modern workplace. Join us for this enlightening episode that promises to change the way you think about your rights and responsibilities as an employee!  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Today... "Montrose Regional Health" is seeking to delay an age discrimination lawsuit, arguing the EEOC hasn’t provided enough details to mount a defense, while the EEOC insists it met all legal requirements and says the case should proceed. And later... Santa is visiting Montrose ahead of Christmas to meet local kids, spread holiday cheer, and answer their favorite questions about Christmas magic, the "Nice List", and his surprising love for oatmealSupport the show: https://www.montrosepress.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.

See omnystudio.com/listener for privacy information.

We all know that age is a protected class under the EEOC and Title VII, but did you know that age protection includes it's own separate act from Congress? The Age Discrimination in Employment Act of 1967 is our topic in this episode — with information and details that are seldom reviewed or discussed. Sharpen your understanding of the definitions and protections provided to the baby-boomers in your organization.

Brian welcomes comedians Johnny Steele, Don Reed, and first-time guest ANT for this week's lively, wide-ranging panel discussion. The conversation is candid, humorous, and at times heated, with the whole gang offering diverse perspectives on politics, society, and the changing media landscape.--Connect with our Guests...#ComicName - Website or Social Media Link#ANT : @TheOfficialAnt on Instagram#JohnnySteele : JohnnySteele.com#DonReed : @DonReedWow on Instagram#NationalGuard #AgeDiscrimination #LateNightTV #TippingCulture #Immigration #Profiling #CrimeStatistics #BrianCopeland #CopelandsCorner #HeadlinersOnTheHeadlines#CopelandUnfiltered #ComedyCommentary #PodcastersOfYouTube #ComicsOnAir #TalkPodcast#PoliticalHumor #PoliticalPodcast #HotTalkTopicsPodcast Hosted by the Bay Area's own Brian Copeland, a longtime Actor, Comedian, Author, Playwright, Television and Radio Personality. Brian and The Copeland's Corner Network of content creators provide a weekly mashup of news, interviews and comedy.--For more from Brian...Visit his website: www.BrianCopeland.comFollow on Social Media: Instagram - @CopelandsCorner & @BrianCopieEmail: BrianCopelandShow@Gmail.com --Copeland's Corner is Created, Hosted, & Executive Produced by Brian Copeland. This Show is Recorded & Mixed by Charlene Goto with Go-To Productions. Visit Go-To Productions for all your Podcast & Media needs.Our Booking Producer is Tom Sawyer. For any show inquiries, please email CopelandsCornerPodcast@gmail.com

Love Your Career Podcast? Let us know!Caught Between a Rock and a Hard Place - Age Discrimination in AustraliaNew research from the Australian Human Rights Commission reveals a shocking truth: employers are crying out for workers while systematically excluding them based on age. Key findings show only 56% of employers will hire 50-64 year olds, dropping to 28% for those 65+, while just 41% are open to hiring 15-24 year olds. Even more concerning - 24% of HR professionals now classify workers over 50 as "older," up 10% from 2023!Jane explores why this research is important to mid-career professionals, and shares strategies mature Australian workers can use to navigate this challenging landscape with confidence.For help to navigate these challenges, join Jane's CAREER SUCCESS PROGRAM at https://www.thecareersacademy.online Book one-on-one coaching support with Jane at https://www.janejacksoncoach.com Read the full article with links to research findings here:  https://janejacksoncoach.com/age-discrimination-australian-workers/ ------------ >>> For career clarity and confidence, download Jane's career resources at janejacksoncoach.com Support the showFind out what you MUST DO to make a successful career change and land the job you'll LOVE. Take the CAREER SUCCESS QUIZ (it only takes 2 minutes) https://careersuccess.scoreapp.com/ Get your results, analysis and recommendations immediately.

Bill speaks to National Seniors Australia spokesperson Chris Grice about age descrimination in the workplace. See omnystudio.com/listener for privacy information.

Send us a textIn this compelling episode, we dive into the realities—and opportunities—of aging in today's workforce. HR expert Deborah Heiser, Applied Developmental Psychologist and CEO/Founder of The Mentor Project, shares insights on why thriving in later career stages isn't just vital—it's purposeful.

What exactly makes us feel disgusted? Is disgust for a person or group ever justified? And is disgust useful, or should we try to eliminate it?Chapters:[00:00] Introduction to Disgust and Cognitive Content[00:11] Paul Rosen's Experiments on Disgust[02:16] Disgust and Its Connection to Animality and Mortality[03:05] Projective Disgust and Social Implications[05:06] Disgust in Legal Theory and Practice[08:00] Personal Anecdotes on Disgust and Social Change[11:18] Disgust Towards Transphobia and Body Malleability[13:24] Disgust in Art and Pornography[22:17] Disgust, Fear, and Contamination[23:13] Overcoming Disgust and Social Progress[29:49] Caste and Disgust in India and America[31:45] Tagore's Critique of Caste and Disgust[35:02] Progress and Challenges in LGBTQ+ Rights[43:07] The Role of Disgust in Political and Social Issues[52:45] Age Discrimination and Societal AttitudesCheck out FeedSpot's list of 90 best philosophy podcasts, where Brain in a Vat is ranked at 15, here: https://podcast.feedspot.com/philosophy_podcasts/

"I'll be the judge of that!"On this episode, The Job Judge discusses a case in Ohio where a plaintiff was awarded $2.12 million in damages, plus over $400,000 in attorney fees and costs after claiming that she was discriminated against based on her age during an alleged layoff during a time when the department she worked in was bulking up on younger employees. She was awarded punitive damages in part due to remarks allegedly made by management about getting employees who are “younger” and “hungrier.” The company changed its reasons for her termination. Karen offers advice for employers and HR on how to avoid these situations.The Job Judge Podcast is a podcast for anyone who works. This is not legal advice! Engaging and informative, it's a must-listen/watch for any manager, business owner, HR professional, or anyone who works. Relying on three decades of experience as an employment law attorney and HR Executive, Karen Michael uses real case studies in the news and navigates through the legal landmines and workplace dysfunction that we know is probably happening right now in your organization.

In Ogletree Deakins' new podcast series Litigation Lens, Shareholder Michael Nail (Greenville) will discuss and analyze real employment law cases and outcomes to provide listeners with practical takeaways and insights. In the inaugural episode, Michael is joined by Sarah Zucco (of counsel, New York) to discuss a recent summary judgment opinion from the U.S. District Court for the District of Kansas regarding a case involving a supervisor who was allegedly “forced” to retire for failing to report a sexual harassment complaint, as required by company policy. The plaintiff alleged that he was the victim of age discrimination; however, the court found the employer's decision was legitimate and not pretextual. This episode provides practical tips for employers on how to handle similar situations.

You don't need to work longer; you just need a better plan. Schedule a peace of mind visit for your retirement planning with this link: https://calendly.com/charlesdzama/dzamatalk-complimentary-15-min-phone-call“Financial security means knowing your rights, not just your numbers—especially when your future is on the line.”

I'm Not Dead Yet and Yes, I'm Still Drinking That on this episode of Madge Unmuted podcast. Madge discusses how she almost died last week, how the job market sucks, her favorite beers, and a phenomenal trip to NYC. Phew, that's a lot to unpack, but a lot of laughs!PLEASE SUBSCRIBE TO MY CHANNEL WHILE YOU'RE HERE!My Website: https://madgeunmuted.com/Audio podcast: https://www.spreaker.com/show/madge-u.Facebook: / madgeunmuted Instagram: / madgemadiganTikTok: / madgemadiganBecome a supporter of this podcast: https://www.spreaker.com/podcast/madge-unmuted--4548342/support.

We're done just talking about ageism. In this episode, we show you how to do something about it.Janine Vanderburg is the powerhouse behind Changing the Narrative and CEO of Encore Roadmap. She joins me to talk about how she and a coalition of advocates helped pass the groundbreaking Job Application Fairness Act in Colorado - legislation that bans asking for graduation dates or age identifiers in job applications. It's a big win for both older and younger workers - and a roadmap for change in other states.Just in time for Intergenerational Week and Older Americans Month, this is a must-listen if you've ever felt invisible in the job market or want to turn your frustration into progress.From the importance of intergenerational teams in the workplace to the business case for older workers, Janine provides practical advice for both job seekers and employers.What you'll get from this episode:✅ How the Job Application Fairness Act is changing the game for job seekers in Colorado✅ Why intergenerational teams are essential for business success✅ Stories of how ageism impacts real people in the workforce✅ Janine's journey from consultant to anti-ageism advocate and how you can get involvedTune in to hear Janine's incredible journey and learn how we can all be part of the solution. Let's go!“My mantra personally is: It's not too late—dreams don't have an expiration date.” ~ Janine VanderburgIn This Episode:-How Colorado became the first state to ban age-based application screening-Why this law helps both Gen Z and older generations-How to tell your story without risking your career-Why intergenerational teams drive business success - and how to make the business case-How you can bring this law to your own state (yes, there's a toolkit!)And much more!Resources:-Colorado's Job Application Fairness Act: Advancing Age Inclusion in Hiring by Janine Vanderburg: https://www.linkedin.com/pulse/colorados-job-application-fairness-act-advancing-age-vanderburg-hvmwc/-AARP Research on Age Discrimination: https://www.aarp.org/politics-society/advocacy/info-2025/older-workers-fear-age-discrimination.html-Wiser Than Me with Julia Louis-Dreyfus - https://podcasts.apple.com/us/podcast/wiser-than-me-with-julia-louis-dreyfus/id1678559416Connect with Janine Vanderburg:-Website: https://encoreroadmap.com/ and https://changingthenarrativeco.org/-LinkedIn: https://www.linkedin.com/in/janinevanderburg/Connect with Maureen Clough:-LinkedIn: maureenwclough - https://www.linkedin.com/in/maureenwclough/-Website:

Jon Hansen is joined by lawyers Patrick Dolan and Michael Leonard on this airing of Let’s Get Legal! Patrick Dolan, an employment lawyer at Conti & Dolan, discusses leaving a job, unlimited PTO, and getting fired while on maternity leave. Michael Leonard, a trial lawyer at Leonard Trial Lawyers, discusses the credibility of an alibi witness […]

In this captivating episode, cricket legend Jimmy Anderson joins us for a candid conversation about his remarkable career spanning over two decades. The England bowling great opens up about his controversial retirement, the mental and physical challenges of Test cricket, and what keeps him motivated to continue playing county cricket into his 40s.

Comment on the Show by Sending Mark a Text Message.Age discrimination in the digital workplace takes an alarming turn when algorithms become the gatekeepers of opportunity. The landmark case against iTutor Group reveals how technology can systematically exclude qualified workers based solely on age—with women over 55 and men over 60 automatically rejected by software regardless of their teaching qualifications or experience.When applicant Wendy Pincus discovered she was rejected but later offered an interview after reapplying with a younger birth date, she exposed a troubling reality facing many older workers in the digital economy. The Equal Employment Opportunity Commission's investigation uncovered evidence that over 200 qualified applicants were similarly denied consideration based on age thresholds programmed into hiring algorithms.At the heart of this case lies a critical question that affects millions of remote workers: does the traditional distinction between employees and independent contractors still make sense in the digital age? iTutor Group attempted to evade age discrimination laws by classifying its tutors as contractors despite controlling their schedules, lesson plans, and monitoring their work through video—highlighting how companies may use classification loopholes to circumvent worker protections.The $365,000 settlement represents more than just compensation—it signals that discrimination laws apply even in virtual workplaces. As remote work continues expanding globally, this case establishes important precedent for how anti-discrimination protections extend into digital environments.Perhaps most fascinating is technology's dual role as both problem and potential solution. While iTutor Group allegedly used algorithms to discriminate, other companies are now implementing AI to detect and prevent bias in hiring processes—raising complex questions about privacy, ethics, and the future of work. Who's monitoring your job application, and what criteria are they really using to evaluate you? If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Comment on the Show by Sending Mark a Text Message.This episode is part of my initiative to provide access to important court decisions  impacting employees in an easy to understand conversational format using AI.  The speakers in the episode are AI generated and frankly sound great to listen to.  Enjoy!In this episode, we dive deep into the troubling case of age discrimination at Hatzell Bueller, led by an analysis of two job applicants, Dean Weintraub and Thomas Silvera. Despite their qualifications—Weintraub at 65 with over three decades of experience and Silvera at 58 with notable prior engagement with the company—both were met with questionable hiring practices that underscore the issue of age bias prevalent in today's job market.From explicit remarks about being "too old" to subtle digs in interviews, this episode uncovers how age can unjustly hinder career opportunities. We engage with the findings of the EEOC's complaint, the defense of Hatzell Bueller, and explore the implications of the settled case that includes significant measures for change albeit without admission of guilt. Listeners will learn about red flags to look for in hiring practices, patterns indicative of systemic age bias, and the discussion on how this bias impacts not just individuals but the economy at large. This introspective conversation addresses the critical cultural shift needed in recognizing the value of experience, fostering an inclusive workplace for all ages, and understanding actionable steps to challenge age-related discrimination.On July 19, 2024, the EEOC entered into a consent decree with the employer to settle the case for $500,000. Clearly the company did something wrong and wanted to avoid a protracted litigation and a higher judgment by the court or a jury. Join the conversation today, and let's work together to create a culture in which everyone, regardless of age, feels valued and respected in their professional journey. Subscribe, share, and leave a review to support the movement against workplace discrimination!Show Notes:ComplaintAnswerEEOC Press Release Announcing $500,000 Settlement If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

SCOTUS; AGE DISCRIMINATION UNIVERSITY. RICHARD EPSTEIN, CIVITAS INSTITUTE, UT 1910

The latest episode of “Parsing Immigration Policy” highlights skilled immigration policies, their impact, and ways to improve the legal immigration programs. Featuring Dr. Norman Matloff, emeritus professor at UC Davis and a leading expert on the H-1B visa program, this episode breaks down how current policies are reshaping the U.S. labor market, undercutting American workers, and benefiting major tech companies at the expense of bringing the true “best and brightest” to the U.S.Key topics covered:The H-1B Visa System: Why America's leading tech companies, like Intel and Google, are more harmful than the “body shops” that contract out cheap foreign labor.The Green Card Process: The green card process is badly flawed. How sponsorship by big tech artificially expands the workforce, limiting opportunities and lowering wages for Americans.The Myth of “Best and Brightest”: The reality behind claims that H-1B visa holders are exceptional talents—and how companies game the system. How can true talent be identified.Age Discrimination & Wage Suppression: How H-1B policies favor entry-level workers, leading to lost expertise and lower salaries in STEM fields.Foreign Students & Green Cards: Are we admitting too many? How universities exploit foreign student labor and what changes are needed.Fixing the System: Ideas for reform, options explored include limiting green cards to top PhDs, implementing merit-based testing, numerical caps on studentsHostMark Krikorian is the Executive Director of the Center for Immigration Studies.GuestNorm Matloff is an emeritus professor at UC Davis.RelatedHow the H-1B System Undercuts American WorkersNorman Matloff on the H-1B Program and Related IssuesWhy Legal Immigration Numbers MatterDoes America Need More Foreign Tech Workers, NoTo Get the ‘Best and Brightest' H-1B Workers, the US Must Reform the ProgramMusk Is Right About H-1BsA Look Behind the Curtain at One H-1B Body ShopIntro MontageVoices in the opening montage:Sen. Barack Obama at a 2005 press conference.Sen. John McCain in a 2010 election ad.President Lyndon Johnson, upon signing the 1965 Immigration Act.Booker T. Washington, reading in 1908 from his 1895 Atlanta Exposition speech.Laraine Newman as a "Conehead" on SNL in 1977.Hillary Clinton in a 2003 radio interview.Cesar Chavez in a 1974 interview.House Speaker Nancy Pelosi speaking to reporters in 2019.Prof. George Borjas in a 2016 C-SPAN appearance.Sen. Jeff Sessions in 2008 comments on the Senate floor.Charlton Heston in "Planet of the Apes".

Click here to work with us! Can you be fired after announcing your retirement? It's a question that raises eyebrows and stirs concern for anyone nearing the end of their career. A recent article highlights the legal and financial implications of being terminated after sharing retirement plans, and it's a scenario more common than you might think. Employers often operate under at-will employment laws, giving them broad rights to terminate employees, even after a retirement announcement. But what does that mean for you? Understanding protections like ERISA and the Age Discrimination in Employment Act can make all the difference in navigating this tricky situation. It's not just about legalities—financial stability, severance packages, and health insurance come into play too. On top of that, announcing retirement at the wrong time could mean missing out on potential benefits or buyouts. Striking a balance between professional courtesy and protecting your financial future is essential. When it comes to planning for life after work, the timing and approach of your announcement could impact everything from your wallet to your peace of mind. Outline of This Episode (0:00) Introduction (0:29) Yahoo Finance article discussion (1:11) At-will employment laws explained (2:08) Legal considerations: ERISA and age discrimination (3:57) Financial steps after unexpected termination (7:47) Protective measures to stay on track (10:05) Client story: Announcing retirement too early (12:12) Listener questions: What to retire to (13:04) Crafting a fulfilling retirement plan (17:27) Taking small risks to find post-career purpose Resources & People Mentioned The Retirement Podcast Network Yahoo Finance Article by Christy Bieber – Discussing legal and financial challenges of being fired after announcing retirement Freedom for Fido – A charity building shelters and fences for dogs in need Connect with Benjamin Brandt Become a Client: www.retirementstartstoday.com/start Get the Retire-Ready Toolkit: http://retirementstartstodayradio.com/ Follow Ben on Twitter: https://twitter.com/retiremeasap Join the newsletter: https://retirementstartstodayradio.com/newsletter Dive deeper into retirement planning with Ben at www.RetirementIncome.University Subscribe to Retirement Starts Today on Apple Podcasts, Stitcher, TuneIn, Podbean, Player FM, iHeart, or Spotify

In this podcast episode, financial advisors Jim Martin and Casey Bibb discuss the frequent occurrence of unexpected early retirements due to layoffs, health issues, and other factors. They share strategies on how to prepare financially for such events, emphasizing the importance of emergency funds, debt reduction, health planning, and having a robust financial plan. Additionally, they cover upcoming changes to Social Security in 2025, including a 2.5% Cost of Living Adjustment (COLA) and new income limits for early and full retirement age filers. The episode aims to help listeners plan more effectively for retirement and handle unexpected changes with confidence. 00:00 Introduction to Retirement Planning Challenges 00:47 Unexpected Early Retirement 03:15 Age Discrimination in the Workforce 04:05 Steps to Bulletproof Your Retirement 05:35 Assessing Your Financial Situation 09:23 Health and Employment Considerations 15:35 Personal Stories and Experiences 17:31 Upcoming Changes in Social Security 17:54 Understanding the 2.5% COLA Increase 18:13 Inflation and Cost of Living Adjustments 20:00 Social Security and Part-Time Work 21:46 The Impact of Early Retirement on Benefits 23:43 Personal Stories and Recommendations 26:57 TV Shows and Entertainment 30:16 Conclusion and Final Thoughts (LINK HERE)

Oregon's workforce is getting older, as more and more Oregonians continue to work into their later years of life. But many older workers run up against age discrimination. Age discrimination in the workplace is prevalent in Oregon and nationally, according to research by AARP. In this episode of Policy for the People, we explore the issue of age discrimination in the workplace. Our guest is Andrea Meyer, Director of Government Relations at AARP Oregon. We discuss how pervasive the problem of age discrimination in the workplace is, its consequences, and what Oregon can do to address the problem.

Age diversity and cross-generational synergy can transform an organization.Most of us know age diversity matters in the workplace. But according to UCLA's Bob McCann, we're thinking about it all wrong: it's not just about having different generations present — it's about creating meaningful connections between them.As director of UCLA's Leadership Communication Program and founder of the McCann Group, McCann has spent years researching intergenerational workplace dynamics. With four to six generations now working side by side, he says there's never been a better time to create synergies between the old and the young."There's a tremendous opportunity for meeting and interacting with people who are different than you, for increasing a variety of potential outcomes in business in a positive way, if we can maximize our intergenerational engagement," he says. His research reveals that while many organizations focus on gender and ethnic diversity, age diversity often gets overlooked in DEI initiatives — despite its crucial role in workplace success.In this episode of Think Fast, Talk Smart, McCann joins Matt Abrahams to discuss how organizations can move beyond superficial age diversity to create meaningful cross-generational connections. From reverse mentoring programs to shadow boards, they explore practical ways leaders can harness the power of generational difference to drive innovation and collaboration.Episode Reference Links:Bob McCannEp.67 What Is Normal? How Culture Affects Communication StylesEp.21 Words Matter: How to Make Your Communication InclusiveConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:01) - Why Generational Interactions Matter (01:54) - What is a Generation? (03:03) - Combating Workplace Ageism (04:21) - Breaking Stereotypes (06:56) - Better Intergenerational Interactions (09:41) - Technology and Training Across Generations (11:26) - The Three Final Questions (17:14) - Conclusion

In this thought-provoking episode of the Rock and Rich podcast, Vince Poscente tackles the challenging issue of age discrimination in the workplace with his concept of "The Speed of Age." Vince discusses how older individuals often face biases from employers who may be less likely to hire them due to misconceptions about age and productivity. Through insightful analysis and practical advice, Vince offers strategies on how to overcome these challenges, stay competitive, and showcase the unique value that experience and wisdom bring to the table. Tune in for an empowering conversation that sheds light on ageism and equips listeners with tools to navigate and succeed in a rapidly changing job market.Join us on Facebook - Instagram This show is produced by: UN/COM Media Inc.

Imagine hitting all your KPIs at work, only to be told you're out—because they want someone younger. Well, that's exactly what happened to today's guest, the incredible Emilia D'Anzica. And trust me, her comeback story is one for the books!Emilia is the founder of Growth Molecules, an author, and an all-around powerhouse. She takes us through her nuts experience of being pushed out of a tech company despite knocking it out of the park for 13 quarters straight. Emilia shares how she handled the blow (hint: with grace and a lot of courage), why fighting ageism in court is nearly impossible, and the advice she received from top lawyers. But this isn't a downer episode! Emilia didn't just take the hit – she flipped the script and used her MBA to launch her own successful consulting firm. We also talk about the rampant ageism in tech, the gender and racial pay gap, and how recruiters are still weirdly biased about hiring older talent (hello, 57 is not “too old” to hire!) If you're over 40 and feeling it in your job search or career, Emilia's story will inspire you to keep pushing forward. She's living proof that there's life – and success – after even the most unfair corporate rejection. So, don't miss this conversation packed with insights and a story that will leave you both inspired and enraged.“If you're a recruiter, you should have the courage to look past how that person looks. We shouldn't have to pay an 'age tax' to get a job.” - Emilia D'AnzicaIn This Episode:-Emilia's shocking story of being replaced by a younger colleague despite consistent success-Why age discrimination is so hard to prove in court (and the advice Emilia got)-How Emilia turned a tough experience into a thriving business-Recruiter bias against older workers and why we need to fix it-McKinsey research insights on gender pay gaps -A peek into Emilia's book Pressing On as a Tech Mom And much more!Resources Mentioned in the Episode:-Emilia D'Anzica's book, Pressing On as a Tech Mom: https://www.amazon.com/Pressing-Tech-Mom-Industry-Boundaries/dp/1956955194 -Women in the Workplace 2024: The 10th-anniversary report: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace Connect with Emilia D'Anzica:-Website: https://growthmolecules.com/ -LinkedIn: https://www.linkedin.com/in/emiliadanzica -Instagram: https://www.instagram.com/emiliadanzica/Connect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly -

In this episode Jack Tuckner, Esq. and Catherine Crider, Esq. of Tuckner, Sipser, Weinstock & Sipser, LLP, a NY-based law firm dedicated to workplace gender rights, join us to discuss the significant challenges faced by women at midlife, particularly around menopause, and how the workplace can better support them. The conversation is a deep dive into the legal landscape of workplace accommodations, how to navigate discussions about menopause with employers, and why it's critical to push for legislative changes, such as a Menopause Workplace Fairness Act.With over 20 years of experience, Jack advocates for working women at all stages of their reproductive life cycle, from pregnancy through menopause. His practice focuses on combating sexual harassment, pregnancy discrimination, illegal gender pay disparity, sex discrimination, maternity leave matters, unlawful retaliation, and wrongful termination. He has long fought for women's rights and against the unequal and wrongful treatment of women in the workplace. In doing so, Jack has gained a reputation for feminist activism and the pursuit of gender justice in pay for all women. Catherine works with the team advocating for women's rights in the workplace. As part of her advocacy, she represents clients facing challenges including combating sexual harassment, pregnancy discrimination, illegal pay disparity, and other forms of workplace discrimination. In addition to being a lawyer, Catherine is an active labor and postpartum doula helping families. When she's not working with families one-on-one, she teaches childbirth education and postpartum classes for new parents across the United States.Topics covered in this episode:Understanding the Legal Landscape Around Menopause: While there are no specific laws in place directly addressing menopause currently, the symptoms women experience during perimenopause and menopause could fall under existing protections like the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Civil Rights Act (Title VII). These laws provide a foundation for women to request reasonable accommodations, such as flexibility in scheduling or adjustments to the work environment.Why Workplace Accommodations are Crucial: Menopause, much like pregnancy, requires acknowledgment in the workplace. Women at midlife may face challenges due to symptoms like hot flashes, insomnia, or brain fog, which can negatively impact their work performance. Providing accommodations such as flexible hours or temperature control can help women continue to excel in their careers.The Fight for the Menopause Workplace Fairness Act: Modeled after the recently passed Pregnant Workers Fairness Act (PWFA), this new proposed menopause protective legislation seeks to ensure that menopause-related symptoms receive the same protections as pregnancy, helping to protect women's rights in the workplace.Take Action and Start the Conversation: Women need to advocate for themselves. This starts with awareness of their rights and having conversations with their employers about the accommodations they need to continue to optimally perform their jobs. Promoting Awareness and Change: As more women work longer and remain in their careers well into midlife, the need for understanding and accommodations becomes even more pressing. By advocating for change at both an individual and legislative level, women can ensure that their workplaces evolve to support them throughout all stages of life.For more insights on navigating workplace challenges during menopause and advocating for your rights, tune in to this impactful episode of The Positive Pause*.

A settlement has been reached in the deadly Baltimore bridge collapse in March. Also, A former casting director for Hallmark has filed a lawsuit against programming executive Lisa Hamilton Daly for age discrimination. Plus, Kenan Thompson is opening up about his decades long friendship with “All That” co-star, Kel Mitchell.

In this episode of Peacebuilding with Dr. Pollack, we meet Daryl, who is struggling to find employment at 55 after a successful career in real estate finance. He suspects age discrimination may be affecting his job search and seeks advice on how to improve his chances of getting hired. Dr. Pollack offers actionable strategies, from optimizing resumes to leveraging LinkedIn and networking connections, to help Darrell break through the barriers.Please visit our website to get more information: https://pollackpeacebuilding.com/Host: Dr. Jeremy Pollack from Pollack Peacebuilding Systems More from Dr. Pollack: Peaceful Leaders Academy Conflict Resolution Playbook: Practical Communication Skills for Preventing, Managing, and Resolving Conflict FREE e-book: The Ultimate 12-Step Guide to Coworker Mediation: Free Ebook - Pollack Peacebuilding Systems Connect with Dr. Pollack on social media: Facebook | Twitter | YouTube | LinkedIn

Rep. Dan Newhouse explains some of the concerns he has with the EPA's new emission standards for heavy trucks taking effect in 2032. Then, many truckers will want to help those in need after Hurricane Helene, and the director of the American Logistics Aid Network explains how you can. We'll also have the latest on the hurricane's impact, as well as a review of FMCSA's call for feedback on its guidance documents. And truckers are talking with OOIDA tour truck driver Marty Ellis about something we previously haven't heard a lot about in trucking – age discrimination. 0:00 – How you can help out in the wake of the hurricane  10:07 – Congressman: New EPA truck rules a “forced green transition” 25:00 – Hurricane Helene update 40:06 – How big a problem is age discrimination in trucking?

In this solo episode, I break down the recent controversy surrounding a career guide published by Indeed, the world's largest job site, with 365 million daily users and over 3.5 million employers. Here's a teaser: The guide labeled ages 45-55 as “late career” and 55-65 as “decline,” sparking an outcry over its ageist language.I stumbled across the uproar late one night on LinkedIn and decided to post my thoughts, which quickly went viral. Indeed responded within hours, issuing an apology and removing the offensive content, but the damage was already done!The guide perpetuated harmful stereotypes, like the idea that workers in their 40s and 50s should aim for less demanding roles and stop learning new skills. This couldn't be further from the truth—many of us are thriving in our careers at this stage, with plenty of energy and ambition.While I appreciate how quickly Indeed responded, I still question how the management allowed the guide to be published in the first place. It raises concerns about whether they truly support an age-inclusive work environment. But this situation has opened up an important conversation about ageism, and I'm hopeful it will lead to lasting change.Can several viral posts on LinkedIn really change how a major corporation thinks about age? Join me as we explore how this Indeed debacle can serve as a catalyst for real change in tackling ageism in the workplace. Don't worry—we'll get some solid career advice and probably a few laughs too.In This Episode:-Introduction and overview of Indeed's corporate values-Personal experience with the career guide controversy-Career stages in Indeed's career guide-Critique of the career guide's advice-Raising a successor for your position-Retirement in your forties: myth or reality?-The "decline" era: what to expect-The reality of ageism in the workplace-Indeed's apology and future stepsResources Mentioned in the Episode:-Indeed's live webinar on November 7, 2024, titled “Success and Satisfaction in the Later Stages of Your Career”: https://www.linkedin.com/events/7237487552620843009/ -Indeed's article, “Ageism in the Workplace: Its Impact and How to Prevent It”: https://www.indeed.com/hire/c/info/ageism-in-the-workplace -Indeed's article, “ADEA: An Employer's Guide to the Age Discrimination in Employment Act”: https://www.indeed.com/hire/c/info/adea#:~:text=The%20purpose%20of%20the%20ADEA,ability%20when%20making%20those%20decisions. -Maureen's LinkedIn post: https://www.linkedin.com/posts/maureenwclough_are-you-over-55-indeed-as-in-the-one-that-activity-7235228512918388738-wIYC?utm_source=share&utm_medium=member_iosConnect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly...

Aging can be a fairly daunting experience & when the topic comes to mind most of us try to move on  and clear it from our thoughts as quickly as possible. But award-winning journalist Melissa Doyle is urging us to take an active role in aging to push back against ageism and make the experience healthier and more connected for us all. In this conversation Mel shares her aging toolkit & the lessons she's learnt from the experts on how to normalize aging and embrace some of our most challenging and transformative years. Want to become a podcast sponsor, got some feedback for me or just fancy a chat? Email me - thatshelpful@edstott.com CONNECT WITH US Connect with ⁠That's Helpful on Instagram. Find Mel on Instagram⁠ & via ⁠her website. BOOKS How To Age Against The Machine

So many of us expect to become less happy as we age, BUT science says you couldn't be more wrong - you'll likely become happier as you get into old age, you'll be more content and more able to live in the present moment. This phenomenon is called the happiness curve and it's a concept that award winning journalist Jonathon Rauch is incredibly passionate about. Jonathan is a senior fellow at the Brookings Institution in Washington and the author of The Happiness Curve, Why Life Gets Better After 50. So what does the research say, how can we avoid the midlife crisis we hear so much about & how might the happiness curve help us to reframe the way we approach aging? CONNECT WITH US Connect with ⁠That's Helpful on Instagram. Find Jonathon on Twitter⁠ & via his website. BOOKS The Happiness Curve, Why Life Gets Better After 50 Want to become a podcast sponsor, got some feedback for me or just fancy a chat? Email me - thatshelpful@edstott.com TIMESTAMPS 00:00:00 - Intro 00:01:16 - How did Jonathon discover the happiness curve? 00:04:45 - How does the happiness curve play out in different countries? 00:07:24 - The forecasting error 00:13:13 - Why so many of us feel ashamed of the midlife slump 00:17:37 - Step don't leap 00:23:35 - How to overcome the time trap of the happiness curve 00:26:26 - The happiness curve is fuelled by false assumptions around age 00:31:21 - It isn't just teenagers who go through transitional times of life 00:33:31 - The power in giving yourself time to reset 00:35:51 - The things that truly bring life satisfaction 00:38:12 - The one thing to remember  

"I'll be the judge of that!" In this episode, Karen explores the case of Rodney Martinez, a 59-year-old part-time product associate at a New England grocery chain called The Market Basket, where he sued his employer for age discrimination after he was passed over for promotion in favor of younger employees. The case highlights the prevalence of age discrimination in the workplace, which is prohibited by the Age Discrimination in Employment Act. The lack of a fair and objective promotion process can lead to favoritism and discrimination, making it crucial for employers to implement a formal system for promotions. The Job Judge Podcast is a podcast for anyone who works. This is not legal advice! Engaging and informative, it's a must-listen/watch for any manager, business owner, HR professional, or anyone who works. Relying on three decades of experience as an employment law attorney and HR Executive, Karen Michael uses real case studies in the news and navigates through the legal landmines and workplace dysfunction that we know is probably happening right now in your organization.

For this episode of The Jason Cavness Experience, I am covering HR Laws you have to follow if your company has 49 or fewer employees CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this. Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms.  Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com HR Laws for Small Business with 49 or fewer employees  If you have at least one employee, the following HR laws apply to you.  Drug-Free Workplace Act: The Drug-Free Workplace Act of 1988 only applies to federal grant recipients and federal contractors with a contract for more than $100,000. Drug-Free Workplace Requirements Generally, it requires that covered employers: adopt a drug-free workplace policy; and establish a drug-free awareness program. Employers faced with alcohol and drug use in the workplace often consider employee and applicant drug testing as a way to reduce safety risks and avoid other problems caused by employee drug use. Employers that use drug testing should be aware of the many laws and regulations governing safety, employee privacy, and disability.  The issues involved include both legally mandated and voluntary drug-free workplace programs, discrimination and accommodation, testing, and special requirements for the transportation industry. Electronic Communications Privacy Act (ECPA): Prohibits intentional interceptions of wire, oral, or electronic communications. https://it.ojp.gov/privacyliberty/authorities/statutes/1285 Employee Polygraph Protection Act: Forbids most employers to use lie detectors. Poster required.  https://www.dol.gov/agencies/whd/polygraph Employee Retirement Income Security Act (ERISA): Regulates benefits through a complex series of rules covering pensions, profit-sharing, stock bonus, and most insurance and other benefit plans. What is ERISA? The Employee Retirement Income Security Act (ERISA) was enacted to ensure that employees receive the pension and other benefits promised by their employers. ERISA also incorporates and is tied to Internal Revenue Code (IRC) provisions designed to encourage employers to provide retirement and other benefits to their employees. Most provisions of ERISA and the IRC are intended to ensure that tax-favored pension plans do not favor the highest-paid employees over rank-and-file employees. ERISA has a complex series of rules that cover pension, profit-sharing, stock bonus, and most “welfare benefit plans,” such as health and life insurance. ERISA has created a single federal standard for employee benefits, and it supersedes almost all state laws that affect employee benefit plans. An employer's responsibilities under ERISA vary depending on the type of plan involved. https://www.dol.gov/general/topic/retirement/erisa Military Leave -Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994: Prohibits discrimination against those who serve in the military; mandates military leave of absence.  With the increased use of reserve and National Guard troops in full-time military service, employers must frequently deal with the requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 when those employees are called to active services and when they return. USERRA governs the leave and reinstatement requirements for military personnel. The law contains specific requirements for protected leave, rules for benefits employees are entitled to during military leave, and the requirements for reinstatement back in the civilian workforce.  https://www.dol.gov/vets/programs/userra/userra_fs.htm Employee Right to Know Laws (Hazardous Chemicals in Workplace): A disclosure rule that requires private sector employers with hazardous substances in their workplace to develop a comprehensive hazard communication program to train and inform employees.  https://www.osha.gov/Publications/osha3111.html National Labor Relations Act (NLRA): Employees have the right to organize and bargain collectively for wages, hours, and working conditions. The National Labor Relations Act of 1935 (NLRA) was passed by Congress to encourage a healthy relationship between private sector workers and their employers. It was designed to curtail work stoppages, strikes, and general labor strife, which were viewed by Congress as harmful to the economy and the nation's welfare. To this end, the Act defines and protects the rights of employees and employers, encourages collective bargaining, and prohibits certain practices on the part of both labor and management. The NLRA also provides a system for conducting elections to determine who represents the employees and for enforcement of the strictures against unfair practices by any of the parties.  https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act Occupational Safety and Health Act (OSHA): Employers must furnish a workplace that is free from recognized hazards. Poster required. https://webapps.dol.gov/elaws/elg/osha.htm Equal Pay Act (EPA): Forbids discrimination in pay on the basis of gender. Poster required. Two federal statutes prohibit gender-based differences in pay: the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 (Title VII). Title VII and other federal laws also prohibit pay discrimination based on race, color, religion, national origin, age, and disability. Although the EPA and Title VII both prohibit pay discrimination based on gender, the laws differ in several aspects, including coverage, enforcement, and remedies.  https://www.eeoc.gov/laws/statutes/epa.cfm Fair Labor Standards Act (FLSA): Regulates the payment of minimum wages and overtime. Poster required. The Fair Labor Standards Act (FLSA), also known as the federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor for employees of enterprises engaged in interstate or foreign commerce and employees of state and local governments. The FLSA is enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL). The FLSA applies in all states, but states are permitted to develop their own laws and regulations to provide even greater protection for their workers than is provided under federal law. In cases in which the two laws conflict, the law most beneficial to the employee prevails. Therefore, it is essential that employers understand both the state and federal laws. https://www.dol.gov/agencies/whd/flsa Immigration Reform and Control Act (IRCA): Employers must verify that workers are legally entitled to work in the United States. IRCA also prohibits employers from discriminating in hiring, firing, recruiting, or referring based on national orgin or citizensip status. It is also illegal to retaliate against an employee who has filed.  The Immigration Reform and Control Act of 1986 (IRCA) bars employers from hiring individuals, including undocumented immigrants, who are not legally entitled to work in the United States Employers must verify that individual are eligible to work by obtaining an Employment eligibility Verification Form, know as Form I-9 and inspecting the required supporting documents at the time of hiring. I-9 forms must be retained for 3 years after the worker is hired or for one year after termination, whichever is longer. https://www.uscis.gov/i-9 Federal Income Tax Withholding:  Employers are required to make deductions from employees' pay for Social Security. Employers are required by law to make deductions from the pay of their employees for federal income tax, for Social Security tax under the Federal Insurance Contribution Act (FICA), and for Medicare tax. The government provides detailed tables for the computation of these withholding amounts. Internal Revenue Service (IRS) Publication 15 (Circular E), Employer's Tax Guide, provides details and may be obtained on the IRS website athttps://www.irs.gov/forms-instructions.  What do employers need to consider regarding Social Security and Medicare? The Social Security program was created by the federal Social Security Act. It is a worker-employer-government insurance program, covering benefits for retirement, survivors, disability and Medicare. Employers withhold two separate taxes from employees' paychecks. One is the Social Security tax and the other is the Medicare tax. Medicare, which is funded through taxes, provides health insurance for people aged 65 or older and many people with disabilities. Medicare consists of Parts A (hospital insurance), B (medical insurance), and C (Medicare Advantage), which offer additional preventive health benefits and patient protections. In 2006, Medicare began offering prescription drug plans, known as Part D.  https://www.irs.gov/individuals/international-taxpayers/federal-income-tax-withholding Federal Insurance Contributions Act (FICA) of 1935 (Social Security): Employers and Employees are required to contribute to Social Security and Medicare. https://www.irs.gov/taxtopics/tc751 Health Insurance Portability and Accountability Act (HIPAA): Limits the duration of pre-existing condition exclusion in group health plans and gives new enrollees credit for prior coverage. https://www.hhs.gov/hipaa/index.html If you have at least 15 employees, the following HR laws apply to you. Americans with Disabilities Act (ADA): Forbids discrimination against the disabled. The Americans with Disabilities Act (ADA) prohibits disability discrimination. In the workplace, employers cannot discriminate against a qualified individual with a disability. Reasonable accommodation by employers is required absent undue hardship. The ADA Amendments Acts of 2008 (ADAAA) and its regulations significantly broadened the definition of disability, shifting the focus away from whether an individual has a disability and toward whether discrimination occurred.  https://www.dol.gov/general/topic/disability/ada Pregnancy Discrimination Act (PDA): Forbids discrimination on the basis of pregnancy, childbirth, or related medical conditions. Several federal laws protect or grant rights to workers on the basis of pregnancy or related medical conditions. These rights and protections may include the right to be free from discrimination, harassment, and stereotypes; the right to reasonable workplace accommodations, such as job modifications, extended or additional breaks, and leave; the right to leave for pregnancy, childbirth, related medical conditions, and bonding; and the right to equivalent fringe benefits, such as health insurance. https://www.eeoc.gov/laws/statutes/pregnancy.cfm Genetic Information Nondiscrimination Act: To prohibit discrimination on the basis of genetic information with respect to health insurance and employment. The Genetic Information Nondiscrimination Act (GINA) prohibits genetic information discrimination against employees or job applicants. https://www.eeoc.gov/laws/statutes/gina.cfm Title VII of the Civil Rights Act of 1964: Prohibits discrimination on the basis of race, color, religion, sex, and national origin. Federal fair employment laws protect employees from discrimination based on age, race, color, sex, national origin, religion, disability, and genetic information. Federal law covers employers of 15 or more employees, except for the Age Discrimination in Employment Act (ADEA), which covers employers with 20 or more employees. State laws often cover employers with fewer employees and provide protection for groups not covered under federal law. Certain individuals in the workplace, such as independent contractors, are not protected by federal fair employment laws if they are not employees. Employers are liable for discriminatory acts by supervisors—in some cases, strictly liable. There are many preventive measures an employer can take to reduce the probability of being sued for discrimination. Civil rights laws also impose numerous recordkeeping requirements on employers. https://www.eeoc.gov/laws/statutes/titlevii.cfm Civil Rights Act of 1964 (Update): Extends prohibition of discrimination on the basis of sex to gay, lesbian, and transgender individuals. https://www.npr.org/2020/06/15/863498848/supreme-court-delivers-major-victory-to-lgbtq-employees If you have at least 20 employees, the following HR laws apply to you. Age Discrimination in Employment Act (ADEA): Forbids the discrimination on the basis of age 40 and over. The Age Discrimination in Employment Act (ADEA) prohibits all public employers and private employers with 20 or more employees from discriminating against employees or applicants based on age. Individuals must be at least 40 years of age to be covered by the ADEA. Harassment of employees based on age is also unlawful discrimination. The ADEA also protects an older worker's disability payments, retirement incentives, life insurance, pension, and retirement plans. Amendments to the ADEA set out standards for waivers of legal rights by older employees in return for retirement incentives. Many states also have fair employment laws that prohibit age discrimination. Different age groups may be protected under state law, and smaller employers may be subject to state requirements. https://www.eeoc.gov/laws/statutes/adea.cfm Consolidated Omnibus Benefits Reconciliation Act (COBRA): Requires that employees who lose coverage under group health plans be given a continuation option. https://www.dol.gov/general/topic/health-plans/cobra CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this.

Hello, listeners! I hope you're taking care of yourselves and finding moments of joy. In today's episode, we deep dive into a comprehensive question from one of our loyal listeners. This listener shares their journey, from discovering our podcast through a Men's Health article on mental health to now being engrossed in Dr. Becca Levy's book "Breaking the Aging Code." The core of their question revolves around the challenges the aging population faces, particularly concerning mental health. They highlight the troubling fact that the majority of mental health providers do not accept older patients on Medicare and express concerns about receiving appropriate care as they age, especially without having a family advocate by their side. Our discussion touches upon the age bias prevalent in the medical community and the importance of proactive health measures, both mentally and physically. We delve into the effects of cardiovascular health on cognitive abilities, the significance of continuous learning and social interactions, and the role of stress in aging. Furthermore, we emphasize the importance of advocating for oneself, understanding the intricacies of Medicare, and the potential benefits of seeking younger medical practitioners who may have a fresh perspective on care. Thank you for consistently sharing your thoughtful questions. They add depth and perspective to our conversations. If you have questions or topics you'd like us to address, please reach out to duffthepsych@gmail.com. Don't forget to check out the detailed show notes for this episode at http://duffthepsych.com/episode367. ---- This episode is brought to you by BetterHelp. If you would like an outlet for your relentless thoughts, try out talking to a licensed psychotherapist entirely online. Head to http://betterhelp.com/duff for 10% off!