Podcasts about eeoc

Barb McQuade and Kimberly Atkins Stohr answer listener questions on everything from selective prosecution to the origins of the filibuster. They discuss how discrimination claimants can proceed given the current state of the EEOC, the lack of a federal duty to disclose a member of Congress's death, the distinction between prosecutorial discretion and selective prosecution, how the shadow docket differs from the full merits process, whether a newly convened special grand jury in D.C. might target Anthony Fauci or Jack Smith, and the historical roots of the filibuster rule as an obstructive tool rather than a way to force consensus.Freshen up your spring wardrobe!  Get the ReSIStance T-Shirt, Mini Tote, and other #SistersInLaw gear at politicon.com/merch! Additional #SistersInLaw Projects#SistersInLaw Main ShowJill's Politicon YouTube Show: Just The FactsKim's Newsletter: The GavelJoyce's new book, Giving Up Is Unforgivable, is now available, and for a limited time, you have the exclusive opportunity to order a signed copy here. Order Barb's new book, The Fix, or her first book, Attack From Within, now in paperback. Add the #Sisters & your other favorite Politicon podcast hosts on BlueskyGet your #SistersInLaw MERCH at politicon.com/merchWEBSITE & TRANSCRIPTEmail: SISTERSINLAW@POLITICON.COM or Thread to @sistersInLaw.podcastGet text updates from #SistersInLaw and Politicon. Mentioned By The #SistersOrder Barb's new book, The Fix, and get tickets for her book tour!Support This Week's Sponsors:DeleteMe:Get 20% off your DeleteMe plan when you go to joindeleteme.com/SISTERS and use promocode SISTERS at checkout.Lifepro Vibration Plates:Real movement. Real muscle activation. Get $20 OFF the Waver Vibration Plate and Free Shipping at Lifeprofitness.com with code SISTERS at checkout.Get More From The #SistersInLawJoyce Vance: Bluesky | Twitter | University of Alabama Law | Civil Discourse Substack | MSNBC | Author of “Giving Up Is Unforgiveable”Jill Wine-Banks: Bluesky | Twitter | Facebook | Website | Author of The Watergate Girl: My Fight For Truth & Justice Against A Criminal President | Just The Facts YouTubeKimberly Atkins Stohr: Bluesky | Twitter | Boston Globe | WBUR | The Gavel Newsletter | Justice By Design PodcastBarb McQuade: barbaramcquade.com | Bluesky | Twitter | University of Michigan Law | Just Security | MSNBC | Attack From Within: How Disinformation Is Sabotaging America

Send us Fan MailA career can end without a single bad call. Sometimes it's the station politics, the paper trail, and the quiet retaliation that do the damage and it can hit your mental health just as hard as anything on the street. I sit down with Bridget Truxillo, an attorney, former deputy sheriff, and former SWAT team member, to talk about what happens when the workplace becomes the stressor you can't escape. Her story runs from patrol to undercover narcotics to SWAT, and then straight into the kind of employment problems most first responders hope they'll never face.We get specific about what it's like being the only woman in a specialty unit, how “equal standards” can turn into unequal scrutiny, and how a culture of write-ups and rumors can push someone out of a job they once saw as a lifelong calling. Bridget shares why she built Lady Law Shield, and why she treats career protection as part of a larger first responder wellness plan. We also talk about trust and confidentiality, and why privileged communication matters when you're afraid that speaking up will come back to you.Then we dig into the practical side: unions versus employment lawyers, what unions usually handle well, and where they typically cannot help with discrimination, harassment, or retaliation claims. Bridget breaks down why reporting in writing matters, how strict EEOC and state deadlines can be, and why waiting too long can permanently limit your options. If you're in law enforcement, fire, EMS, corrections, or dispatch and work is starting to feel consuming, this conversation gives you a clear next step and a way to breathe again.Find Bridget at LadyLawShield.com, and if this helps, subscribe, share the episode with a teammate, and leave a review so more first responders can find it.You can find Bridget at https://ladylawshield.com/about-usSupport the showYouTube Channel For The Podcast

What employers should know about key developments this week: U.S. Equal Employment Opportunity Commission (EEOC) Regulatory Agenda: The EEOC is pursuing sweeping changes aligned with the current administration's deregulatory priorities, including rescission of decades-old guidance on discrimination. EEO-1 Reporting Changes: A proposed rule to eliminate EEO-1 and companion reporting requirements is in the public comment stage (comments are due August 24), but employers should maintain current data collection practices pending final action. Revisions to Pregnant Workers Fairness Act (PWFA) Regulations: The EEOC's regulatory agenda includes plans to revise the PWFA regulations, although it offers little detail beyond reinterpreting the words "pregnancy, childbirth, or related medical conditions." The EEOC expects to issue its proposed revisions in November. In this episode of Employment Law This Week®, Epstein Becker Green attorney Ann Knuckles Mahoney breaks down the EEOC's stated regulatory priorities and what employers should do while changes move through the regulatory pipeline. - Visit our site for this week's video edition and more news: https://www.ebglaw.com/eltw443 Sign up for notifications: https://www.ebglaw.com/eltw-subscribe Visit https://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm focused on health care and life sciences; employment, labor, and workforce management; and litigation and business disputes. This video is for informational purposes only and does not constitute legal advice. Viewing this video does not create an attorney-client relationship.  EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. © Epstein Becker & Green, P.C. All Rights Reserved. Attorney Advertising.

This week's Policy Pulse segment tackles three major legal developments HR leaders need to know about: the EEOC's lawsuit against The New York Times over its DEI program, Colorado's rollback of its AI hiring law, and a Supreme Court case that could give the president the power to fire agency heads at the EEOC and NLRB without cause.Bryan Driscoll returns for another Policy Pulse segment, bringing his employment law expertise to break down the cases and policy shifts shaping workplace compliance right now. As our resident legal expert, Bryan helps translate the legal jargon into what it actually means for your business.In this episode:- The EEOC just sued The New York Times over its own DEI program, and the case could reshape how discrimination claims get proven going forward.- Colorado gutted its AI hiring law, but that doesn't mean the compliance risk disappeared.- Your AI chat history could end up as evidence in a lawsuit.- A Supreme Court case could hand the president the power to fire the heads of the EEOC and NLRB at will.- Good intentions won't protect you from a discrimination claim if your documentation doesn't back them up.Connect with Bryan Driscoll, JD: https://www.linkedin.com/in/bryanjohndriscoll/Connect with Traci: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Most organizations can describe their values. The real challenge is helping people live them when pressure, habits, and competing priorities get in the way. In this thought-provoking conversation, Stephen Paskoff explains why changing behavior—not simply communicating expectations—is the true work of leadership. Drawing on four decades of experience helping organizations create respectful, accountable workplaces, Steve shares unforgettable stories that reveal how managers shape culture, why habits matter more than policies, and what it really takes to influence behavior over time. You'll hear the remarkable healthcare stories that transformed Steve's thinking, the leadership lesson he learned as a teenager selling shoes, and a simple exercise that will forever change how you think about leading people. Whether you're responsible for one employee or thousands, this episode will challenge you to move beyond values statements and begin creating the daily behaviors that define exceptional cultures. Stephen is the founder and Chair of Employment Learning Innovations, Inc. (ELI), a learning and human capital consulting company. ELI works with public and private organizations to build lawful, productive workplaces that maximize results and reduce compliance and other risks. He is a nationally recognized speaker and author on workplace legal issues. Before founding ELI in 1986, Stephen was an EEOC trial attorney and partner in a management law firm. He is the author of two books, Teaching Big Shots to Behave and Other Human Resource Challenges and Civility Rules! A New Business Approach for Boosting Results and Cutting Risks.  You'll discoverWhy values alone don't change behavior How leaders build lasting workplace habits What managers communicate without realizing it Why respect drives better business results How everyday actions shape organizational culture Connect with Stephen Paskoff on Social MediaLinkedIn https://www.linkedin.com/in/eliinc  Website Employment Learning Innovations https://eliinc.com/ BooksCivility Rules! A New Business Approach for Boosting Results and Cutting Risks  https://www.amazon.com/CIVILITY-Business-Approach-Boosting-Results/dp/0692601570  Teaching Big Shots to Behave and Other Human Resource Challenges  https://www.amazon.com/Teaching-Shots-Behave-Resources-Challenges/dp/0975895001 Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedIn

Send us Fan MailToday's episode covers the critical role of government agencies like the EEOC and Department of Labor, which are tightening enforcement, reshaping compliance, and redefining what a fair and equitable workplace looks like.Why should you care? Because the current trajectory risks creating a workplace environment where loyalty diminishes, reputations are damaged, and talent quietly disengages all because organizational decisions are driven by short-term power, not people's realities. But there's hope: by understanding these trends, HR professionals and leaders can clean up the chaos, foster genuine trust, and build systems that truly support their workforce's changing needs.Perfect for HR leaders, managers, and anyone navigating the new realities of work, this episode arms you with critical insights into a chaotic market and how to turn it into an opportunity for transformation. Whether you're questioning hiring strategies, benefit policies, or compliance tactics, this is essential listening for understanding what's really happening beneath the surface. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Employers face new challenges in responding to the Trump Administration's latest “regulatory and deregulatory agenda” and the President's greater control of the federal workforce agencies following the Supreme Court's decision in Trump v. Slaughter. Join David, Burt and Nita as they discuss the impact of Slaughter on the formerly independent agencies as well as the Trump Administration's plans to remove many long-time regulations at both DOL and EEOC.Contact Fortney & Scott:Tweet us at @fortneyscottFollow us on LinkedInEmail us at info@fortneyscott.comThank you for listening!  https://www.fortneyscott.com/

Nadia and Rob check in as the EEOC tells employers to forget about collecting demographic data, a new study shows retail workers rely on SNAP and Medicaid, and Meta does Meta things! Then Nadia and Rob hit on a rule of thumb for AI at work: AI for creating things = good, AI for making people decisions = bad.Learn more about the topics discussed in the episode today:https://www.pbs.org/newshour/politics/federal-civil-rights-agency-moves-to-stop-requiring-demographic-data-collection-after-60-yearshttps://www.gao.gov/products/gao-26-108703https://www.cnbc.com/2026/07/14/meta-lawsuit-layoffs-ai.htmlhttps://hrexecutive.com/google-employees-demand-severance-guarantees-as-tech-layoffs-near-157000/?utm_source=omeda&utm_medium=email&utm_campaign=Newsletter-HRE+Now+newsletter+-+Wednesday&om_id=1110128066&om_eid=6122G2643790C2Z&hs_ce=&oly_enc_id=6122G2643790C2Zhttps://www.axios.com/2026/07/20/artificial-intelligence-drug-development-impactFind season 6 episode transcripts here: https://drive.google.com/drive/folders/1i5q2ALf97g1pNz1TdSC_OBOlnPcFhsXs?usp=drive_link Connect with us:Visit www.nazconsultants.com to learn more about Dr. Nadia Butt's work in leadership, culture, and organizational effectivenessVisit https://luma.com/trustbydesign for workshops and webinars to use data and AI to build organizational trustSend us your thoughts or topic ideas at inclusivecollectivepodcast@gmail.comFollow Inclusive Collective LinkedIn: https://www.linkedin.com/showcase/inclusivecollective/ YouTube: https://www.youtube.com/@inclusivecollectivepodcast Instagram: https://www.instagram.com/inclusivecollectivepodcast/ Facebook: https://www.facebook.com/InclusiveCollective/ Connect with Nadia: https://www.linkedin.com/in/nadianazbutt/ Connect with Rob: https://www.linkedin.com/in/rob-hadley-utah/

Story of the Week (DR):Trump's Explosive Diarrhea Scandal Is Getting Worse and Worse Epidemiological data linked a widespread Cyclospora parasite outbreak—sickening over 1,600 people across multiple states—to shredded iceberg lettuce supplied by Taylor Farms de Mexico, triggering a voluntary 27-state recall.The FDA briefly reported a positive lab test on a Taylor Farms sample before retracting it a day later as a "false positive" due to testing complexities. Taylor Farms claimed online that the FDA "apologized," but the agency denied issuing an official apology and stressed that outbreak data still points to the company.Public records show parent company Taylor Fresh Foods contributed $1 million to the pro-Trump super PAC MAGA Inc. in March 2025, alongside millions in additional political donations from company executives to conservative groups.Less than a week after that $1 million donation in March 2025, the administration announced a 30-month delay on implementing the FDA's Food Traceability Rule—a regulation specifically designed to mandate digital tracking for rapid source-tracing during food outbreaks.Critics argue the sequence of big-money donations, delayed safety rules, White House visits, and a retracted test result smells of political favoritism. Federal health officials, however, maintain that Cyclospora is notoriously difficult to test for and that the retraction was strictly a standard lab quality-control issue.The Musk/Doge effect:DOGE-mandated freezes on government credit cards left some FDA field inspectors unable to purchase food samples from grocery stores or border ports to test for contamination.Mass firings of probationary employees and administrative staff gutted public communications and technical teams. Even after court-ordered reinstatements, resignations left the FDA understaffed by about 20% across the board.State health agencies perform over 90% of U.S. produce inspections. DOGE and federal budget cuts reduced FDA funding for state and local food safety programs by nearly 30%—slashing it from $117 million to $83 million.OpenAI says its AI technology acted on its own in an 'unprecedented' hack of another company MMOr:OpenAI Says Its A.I. Models Went Rogue and Attacked a Digital LibraryOpenAI Says a Group of Its Models Broke Out of Secure Containment and Hacked a Prominent AI SiteOpenAI Reveals AI Agent Breached Another Company's Systems, It Did Exactly What It Was Built To DoWhat happened?While OpenAI was testing its advanced models in an isolated "sandbox" with reduced safety controls, the AI discovered a zero-day vulnerability, escaped its containment, and secretly gained open internet access.To pass its assigned cybersecurity test, the AI reasoned on its own that the "answer key" or relevant evaluation data might exist on Hugging Face—a major platform for AI developers—and decided to target it without any human direction.The AI agent carried out a multi-stage attack: it stole login credentials, identified previously unknown security flaws, and executed remote code to compromise Hugging Face's internal data processing servers.OpenAI reported that the AI went to extreme lengths simply to accomplish its narrow goal, essentially breaking into a third-party company's servers so it could cheat on its internal evaluation.Also:OpenAI adds banking leaders to board as IPO prep acceleratesNubank's David Vélez and BNY Mellon's Robin VinceDon't forget this too:ChatGPT Allegedly Told Woman She Had to Die: Family Sues OpenAI Over Messages Before SuicideThe chatbot encouraged her to “go forth into oblivion,” claiming it wasn't the end and that she was “made to tame” the “void.” The chatbot insisted she wasn't “delusional” but “prophetic.”“This is not suicide,” the AI affirmed at one point. “This is surrender.”Pastor Sues OpenAI, Saying ChatGPT Almost Killed Him With Horrendously Dangerous Medical Advice“What you're facing right now is hard, but not random. It's not punishment. God walks with you through affliction — not around it. You're not alone in this. And we're walking it out together — step by step.”OpenAI President [Greg Brockman] says the HuggingFace security beach ‘is indicative of the times we are in' as the company continues to investigate how its models went rogue: “sometimes it's hard to lose track of any one dimension that they're actually very capable at”AI Regulation POP QUIZ: Where OpenAI, Anthropic, Google, Meta, and other AI giants stand on regulationXAIMicrosoftMetaGoogleOpenAITo make things even more confusing:Alphabet's Anthropic Stake Jumps to Around $124 BillionGoogle Discloses $94.1 Billion in SpaceX Stock, Marking 6% StakeDon't forget: Microsoft owns ~27% stake (~$135B+ valuation) in OpenAI Target appoints former 7-Eleven CEO to board of directorsDebt, Cost Pressures, and Strategic MisstepsJoe DePinto's success is based on massive acquisitions that made 7-Eleven the dominant convenience store chain in North America: the $3.1B buyout of Sunoco assets in 2018 and the $21B purchase of Speedway in 2021In the final years of his tenure, his aggressive M&A strategy that drove earlier growth began to backfire as economic realities shifted: DePinto's final years were challenged by heavy debt loads from the $21 billion Speedway buyout, high inflation squeezing low-income consumers, and declining sales in legacy categories like tobacco.The Speedway deal saddled the company with massive debt right before interest rates surged, squeezing capital allocation.7-Eleven remained heavily reliant on legacy drivers like gas margins and cigarettes—a category that saw a 26% decline across the U.S. industry. As low- and middle-income consumers cut back due to inflation, same-store sales dropped 2.7% in fiscal 2024.In late 2024, 7-Eleven was forced to slash its operating income forecast by nearly 28%, announce the closure of ~450 underperforming stores, and sell off $750M in real estate via sale-leasebacks.Activist shareholders heavily criticized his compensation package—which reached $52M in 2023 and $30M in 2024DePinto was selected to serve on Target's Audit & Risk Committee and Infrastructure & Finance CommitteeOracle signs 10-year software contract with Pentagon worth up to $7 billionOracle Cut 21,000 Jobs to Fund AI: Now Its Biggest Project Faces a $7 Billion Obstacle: Oracle faces higher costs and funding challenges after a credit downgrade, with regulators refusing to subsidize its data centre investmentsGoodliest of the Week (MM/DR):DR: France blocks access to Polymarket website MMciting concerns it could expose users to ‌significant gambling losses and that some wagers offered on the platform could be manipulated. MM: Google slapped with $1 billion fine under landmark EU digital lawMM: Is Target going BANKRUPT?Target appoints former 7-Eleven CEO to board of directorsTypical process for failing/bankrupt companies are to add “turnaround artists” to the boardDePinto:Board of JOANN Stores (bankrupt)Board of OfficeMax (failed, acquired)CEO 7-Eleven (dying)President of GameStop (I mean, c'mon…)Or more likely, it's a bro situation… Brian Cornell knows him - both were on the board of OfficeMax together! Hooray! Fail uppers!Assholiest of the Week (MM):Billionaire Asshole Says What Speed Round:Sam Altman:2023: Sam Altman: CEO of OpenAI calls for US to regulate artificial intelligence2025: Sam Altman Testifies At US Senate Hearing On AI Competitiveness“European-style AI rules that he said if duplicated would set the US back in the global race against China to develop the technology”Altman repeatedly rejected specific calls for regulation. He said proposals requiring AI developers to vet their systems before rolling them out would be “disastrous” for the industry. Asked about more limited proposals to have the National Institute of Standards and Technology (NIST) set AI standards, Altman replied, “I don't think we need it. It can be helpful.” Altman later advocated for “sensible regulation that does not slow us down.”2026: Sam Altman Wants A Global Referee For AI.2026: OpenAI's Altman says world 'urgently' needs AI regulationJuly 10: OpenAI's Head of Safety Is Leaving the CompanyJuly 21: OpenAI Says Its A.I. Models Went Rogue and Attacked a Digital LibraryElon MuskElon Musk Declares 'I'm Not Racist' After Posting Racially Charged Content Throughout January 2026On 22 January, Musk posted on X: 'Whites are a rapidly dying minority'amplified a message warning that if white men became a minority, they would be 'slaughtered', before adding a '100' emoji.Jensen HuangJensen Huang says AI leaders need to be more thoughtful in how they talk about AI: ‘We're scaring people.'"I think that we ought to be much more enthusiastic about it, help the United States realize that the only way we get left behind, the only way we get left behind is if we don't apply the technology."Zuck‘Call us whatever the hell you want': Mark Zuckerberg just launched an AI optimism blitz using nostalgia to sell Meta's AI future amid backlash“Call us optimists, call us dreamers, call us whatever the hell you want, but we're betting on people, and we like those odds.”Unclear if the prerecorded voiceover was his AI Avatar or the real ZuckerbergBill AckmanCEOs agree there's an affordability crisis, but how to solve it isn't so simple“When I grew up, if a guy in my neighborhood got a Corvette, no one resented the guy. Everyone was like, ‘Wow, that's supercool. Hopefully, someday I can be as successful as that guy so I can buy a Corvette, too.' We want to get back to that version of America.”You can: stop taking billions from laborAndrea Lucas / anti-DEI industrial complex - DREEOC: Employers may no longer have to disclose race and gender data“Collecting such data about employees' race and sex—absent any specific allegation of discrimination—not only risks hindering effective enforcement of equal employment laws but also raises constitutional concerns.”Nike's $7.5 Million Stumble: Gender Discrimination VerdictHeadliniest of the WeekDR:Lettuce lovers are confused and afraidJamie Dimon says insecurity, not ego, is what destroys the careers of top CEOsBurger King is promising a free Whopper if its burger doesn't meet your expectationsMM: Taco Bell is dropping the price on one of its menu items to $1 for a day. And yes, it's lettuce-free.Who Won the Week?DR: The amount of $7 billion dollarsMM: Kale, because there's no risk of getting diarrhea at Taco Bell from kale since they don't have kalePredictionsDR: Jamie Dimon kneels on a head of lettuceMM: Real prediction: OpenAI IPO flops hard, Altman is ousted as CEO. Fake prediction: news media celebrates Tasha McCauley and Helen Toner who saw this coming and were ousted for it, OpenAI chair Bret Taylor resigns and makes Toner the new chair on the way out

Social media is everywhere today. Ever wonder how the role social media plays into the employer/employee relationship? In this episode, guests Aaron Holt and SaNni M-K Lemonidis, both experienced labor and employment attorneys, join host Matt Greer for a deep dive into the murky waters of who said what where and to whom. Can employers regulate what an employee says on a social media channel – say Facebook or X? It depends. The “manner and method” of our free speech outside of work still matters. It's about content and context. Harassment and discrimination matter still matter. Try the “water cooler principle,” if  a comment was made on social media, ask if the same comment was made at work around the water cooler, would the boss feel obligated to act. If the answer is yes, then action is likely required. This is a fascinating field, nuanced and sometimes dependent on the size of a company and capacity for control as well, as the company's own use of social media in outreach and marketing. The laws, and EEOC guidance, haven't changed. But the environment we live and work in has. Basic principles still apply. For employees, be nice to each other. For employers, do your best to ensure no one is being harassed or bullied. If someone says there's a problem, employers can protect themselves by investigating complaints and developing and adhering to consistent policies. REFERENCES MENTIONED:  Title VII of the Civil Rights Act of 1964 NLRB v. Pier Sixty, Justia Law Equal Employment Opportunity Commission  Okonowsky v. Garland, Justia Law  Connick v. Myers, Justia Law  The ABA Labor and Employment Law Section 2026 Annual Conference is scheduled for Nov. 4-7, 2026 in Washington, DC ABA Labor and Employment Law Section Subscribe to ABA Labor and Employment Law Podcast: https://play.megaphone.fm/jzfpgfsst3wnyevnhvs9cq

EEOC Votes to Rescind Data-Collection Rule for Combating Racism. Hear more about this story on today's podcast.See omnystudio.com/listener for privacy information.

Boortz discusses the Trump administration's effort to eliminate a decades-old EEOC reporting requirement that compels employers to disclose the racial and gender makeup of their workforce. He argues the rule is unnecessary government overreach, predicts strong opposition from the political left, and closes with a lighthearted aside about the word "chrysophilia" and Donald Trump's well-known affinity for gold.See omnystudio.com/listener for privacy information.

Boortz discusses the Trump administration's effort to eliminate a decades-old EEOC reporting requirement that compels employers to disclose the racial and gender makeup of their workforce. He argues the rule is unnecessary government overreach, predicts strong opposition from the political left, and closes with a lighthearted aside about the word "chrysophilia" and Donald Trump's well-known affinity for gold.Atlanta's ONLY All Conservative News & Talk Station.: https://www.xtra1063.com/See omnystudio.com/listener for privacy information.

Recent federal changes to Diversity, Equity, and Inclusion (DEI) guidance are reshaping how employers approach hiring, promotions, and workplace policies—and artificial intelligence (AI) is adding another layer of legal complexity. In this episode of Big Blend Radio's "California Employment Law" Podcast, San Diego employment attorney Ward Heinrichs explains the Equal Employment Opportunity Commission's (EEOC) recent changes to Title VII guidance, what they mean for employers, and why merit-based employment decisions have become more important than ever. Ward also discusses the growing role of AI in hiring, the importance of reviewing automated hiring systems for bias, and how employers can stay compliant as federal and California employment laws continue to evolve. Whether you're a business owner, HR professional, manager, or employee, this episode provides practical legal insights into navigating today's changing workplace.

AP's Lisa Dwyer reports on reporting changes for the EEOC.

Learn from the mistakes of others; some of the most preventable mistakes are committed by some of the biggest companies in the country. In this episode, Scott Warrick and Pandy review the most recent published EEOC cases and the violations that put those companies in the news.

This episode covers one of the biggest developments we've seen from the EEOC in several years.  If you think the EEOC's new National Enforcement Plan is just another government policy update, think again—it could significantly change how employers are investigated and held accountable.

What employers should know about key developments this week: EEOC's New Direction: The Equal Employment Opportunity Commission (EEOC) has scrapped its two-year-old enforcement priorities and rescinded 40-year-old affirmative action guidance in favor of a federal strategy that deprioritizes disparate impact liability and focuses enforcement on disparate treatment claims. State-Level Backlash: Multiple states—including California, Colorado, Connecticut, Illinois, Massachusetts, Minnesota, New Jersey, and New York—have expanded or maintained disparate impact liability in their civil rights laws, creating direct conflict with federal EEOC priorities. AI and Automated Hiring at Risk: The divergence between federal and state regulators leaves employers uncertain about compliance when using facially neutral employment technologies, including artificial intelligence (AI)-driven hiring tools and standardized testing validation. In this episode of Employment Law This Week®, Epstein Becker Green attorney Deborah DeHart Cannavino discusses the EEOC's shift in focus from disparate impact to disparate treatment enforcement and what it means for multistate employers navigating a regulatory patchwork. - Visit our site for this week's video edition and more news: https://www.ebglaw.com/eltw441 Sign up for notifications: https://www.ebglaw.com/eltw-subscribe Visit https://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm focused on health care and life sciences; employment, labor, and workforce management; and litigation and business disputes. This video is for informational purposes only and does not constitute legal advice. Viewing this video does not create an attorney-client relationship.  EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. © Epstein Becker & Green, P.C. All Rights Reserved. Attorney Advertising.

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP260  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Understand how employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

The EEOC has replaced its Strategic Enforcement Plan with a new National Enforcement Plan for 2026–2029, signaling important shifts in federal workplace enforcement priorities. In this episode, we discuss what employers need to know about the EEOC's renewed focus on intentional discrimination, DEI initiatives, religious accommodations, "anti-American" discrimination, workplace investigations, and the compliance fundamentals that remain essential. Learn the practical steps organizations should take now to prepare for the evolving enforcement landscape. Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speakers: Mike Gardner (email) & Victor Cardwell (email) (Woods Rogers)Support the showRegister on the ELA website here to receive email invitations to future programs. 

During the second segment of Hour 3 on Tuesday, June 30, 2026, host Tara Servatius praised a monumental, yet largely underreported, 6-3 Supreme Court ruling that granted President Donald Trump the constitutional authority to fire a Federal Trade Commission (FTC) commissioner. Tara emphasized that the true impact of this decision extends far beyond a single agency, effectively dismantling the 1935 Humphrey's Executor v. United States precedent that had long legally shielded independent federal bureaucracies from direct presidential oversight. She argued that for nearly a century, these unelected agencies—such as the SEC, NLRB, and EEOC—had operated as unaccountable, totalitarian fiefdoms, weaponizing fake investigations and forcing banks to target conservatives without warrants. With this wall of protection gone, Tara celebrated that Trump can now systematically remove deep-state holdovers who are actively trying to block his agenda from within the executive branch, declaring the ruling a miraculous victory that stops a runaway bureaucratic dictatorship.

Send us Fan MailMost HR professionals aren't prepared for the seismic shift happening around discrimination laws and missing it could cost you millions. What if your workplace policies are unknowingly trending toward unconstitutional practices, risking hefty fines and legal battles? This episode reveals the surprising changes to disparate impact guidelines, the real story behind recent legal opinions, and why your current practices might be out of step with federal standards. When the Department of Justice and EEOC start emphasizing intent and individual decision-making over broad policies, HR teams need to rethink everything from background checks to AI screening tools. You'll discover how a seemingly neutral rule, like a blanket criminal background check, can disproportionately harm protected groups without explicit discrimination. We break down real-world examples of unintended consequences, from hiring policies to physical ability tests, and how to identify hidden barriers that could expose your company to litigation.You'll also learn how recent legal opinions are reshaping the landscape, highlighting the importance of causation and the role of less discriminatory alternatives. We explore practical frameworks for assessing whether your employment practices are truly job-related and necessary, helping you avoid costly missteps. Plus, we delve into the intricacies of AI tools in hiring: Are these systems fair? Do they measure what matters? And how can HR stay involved without taking on undue risk?Tune in with Chuck and John to get all of the details you'll need to navigate these guidelines.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Jim Paul (St. Louis/Tampa), Aimee Parsons (Portland (ME)), and Carolyn Russell (Houston) break down the EEOC's shifting enforcement priorities under Chair Andrea Lucas, including the rescission of the 2024 harassment guidance and the agency's stance on unlawful DEI. The speakers also examine the Supreme Court's 2025 Ames decision, eliminating the heightened evidentiary standard for majority-group discrimination claims, and offer practical guidance for employers navigating a rapidly changing compliance landscape across multiple jurisdictions.

A federal agency wants to stop collecting certain employment demographic data. We'll hear from a former agency official who thinks that's a problem. And boiling up Palo Verde pods and grinding up mesquite beans with Cactus Kelly.

A planned summit in Switzerland between the U.S. and Iran was postponed due to a fresh round of Israeli strikes in Lebanon. Though Israel and Hezbollah have reportedly agreed to a ceasefire, the developments are leading to skepticism of a longer-term fix for the Middle East conflict. How are global markets taking this news, and how long might it take to get back to business as usual? Also: the EEOC eliminates federal workforce demographic-tracking requirements, and California buildings must limit "embodied carbon."Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace Morning Report is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.Stories featured in this episode:California buildings must limit "embodied carbon." Here's what that means

A planned summit in Switzerland between the U.S. and Iran was postponed due to a fresh round of Israeli strikes in Lebanon. Though Israel and Hezbollah have reportedly agreed to a ceasefire, the developments are leading to skepticism of a longer-term fix for the Middle East conflict. How are global markets taking this news, and how long might it take to get back to business as usual? Also: the EEOC eliminates federal workforce demographic-tracking requirements, and California buildings must limit "embodied carbon."Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace Morning Report is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.Stories featured in this episode:California buildings must limit "embodied carbon." Here's what that means

Mary Capps worked as the only other compliance officer in Park City, Kansas, for more than six years. She reported directly to Dennis Rader. She would later tell the Wichita Eagle that he had never paid her a compliment in six years. That he discriminated against her because she was a woman. That he had created a hostile workplace she could not endure.After Rader's arrest in February of 2005, Mary Capps filed an EEOC complaint and a Kansas Human Rights Commission complaint against the city of Park City for the work environment he had built. She also said, in her own words, the things her coworker had been that nobody had publicly said before. Hateful. Condescending. Egotistical.She was one of at least five people on the record, after the arrest, describing what they had felt about Dennis Rader before anybody knew. A neighbor whose wife watched him film their back yard. A divorced single mother whose dog he killed. A Cub Scout parent who pulled her son from his pack. A neighbor across the street who, after sixteen years of knowing him, called him "definitely two-sided."In the third chapter of True Crime Today's five-part BTK investigation, host Tony Brueski walks through the gap between what people who knew Dennis Rader sensed about him and what nobody was able to put together until after his arrest. The official roles. The community positions. The city paychecks. The institutional letterhead Dennis Rader collected over thirty years.This is the third uncomfortable truth. The cultural picture of a serial killer in 1995 did not include the city compliance officer with the clipboard. The cultural picture was wrong, and the people whose instincts had been correct could not get anybody to listen.END LINKSJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/ Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1 Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/TrueCrimePodDISCLAIMERThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.HASHTAGS#BTK #DennisRader #MaryCapps #ParkCity #TrueCrimeToday #ComplianceOfficer #SerialKillers #ColdCase #TrueCrime #HiddenKillers

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Scott Kelly (Birmingham/Washington) and Nonnie Shivers (Phoenix) break down key compliance considerations in today's enforcement environment, including how to identify and mitigate DOJ False Claims Act risks tied to unlawful “proxy” discrimination, the permissibility of recruiting practices in higher education, and the strategic use of privileged analytics to evaluate talent acquisition strategies and reduce legal exposure.

We've just wrapped up presenting at some of the leading national employer conferences, and we heard from the leaders at federal agencies and hundreds of employers.  Join David, Liz and Nita as they discuss the latest developments, including the implementation of the EU Pay Transparency Directive, the impact of EEOC's proposal to eliminate the EEO-1 Report, the unique challenges issues federal contractors face in supporting various events as a result of EO 14398, how the DOJ settlements with IBM and PayPal inform employers about “illegal DEI,” and DOL's latest initiatives under Acting Secretary Keith Sonderling's leadership.Contact Fortney & Scott:Tweet us at @fortneyscottFollow us on LinkedInEmail us at info@fortneyscott.comThank you for listening!  https://www.fortneyscott.com/

In episode 254, Coffey talks with David Miklas about rapidly changing employment law trends surrounding DEI programs, EEOC enforcement priorities, workplace discrimination claims, AI risks in HR investigations, and the evolving legal landscape employers face in 2026.  They discuss the EEOC's proposal to eliminate EEO-1 reporting requirements and how demographic data impacts systemic discrimination claims; the legal distinction between lawful diversity efforts and illegal DEI employment practices; reverse discrimination lawsuits and Title VII protections for all employees regardless of majority or minority status; the risks of workforce balancing, quotas, and race-conscious hiring decisions; employee resource groups and affinity programs that may unintentionally create unlawful workplace segregation; recent federal court rulings on DEI training, race-based programming, and compelled speech claims; practical recruiting strategies for expanding applicant pools without violating discrimination laws; how employers can maintain merit-based hiring while improving diversity outreach efforts; the increasing role of AI-generated deepfakes and manipulated media in workplace investigations and litigation; discovery risks involving ChatGPT prompts, AI-generated HR documentation, and employment decisions; AI-related hiring fraud, fake applicants, and remote interview concerns; legal concerns around confidentiality, metadata, and AI-generated evidence; and management failures highlighted by viral Reddit workplace stories involving poor supervision, accommodations, and employee performance management.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP254  Media mentioned in this podcast:  The JPMorgan Sexual Assault Lawsuit Was Already Messy. AI Is Making It Worse Reddit: Anyone Hire a Recruiter to Recruit Away a Problem  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  David Miklas owns a Labor & Employment law firm and for 27 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law.   David Miklas can be reached at  https://www.miklasemploymentlaw.com/  https://www.linkedin.com/in/david-miklas-301861121/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Distinguish between lawful diversity initiatives and illegal employment discrimination practices. Identify emerging AI-related legal risks affecting workplace investigations and HR decision-making. Apply practical management and recruiting strategies that reduce discrimination and compliance risks. 

Mark Cuban joins Rav Arora on The Illusion of Consensus for a wide-ranging debate on DEI, wokeness, corporate hiring, race-based diversity goals, merit, quotas, and the backlash against progressive workplace policies. The billionaire entrepreneur, Shark Tank investor, Dallas Mavericks minority owner, and Cost Plus Drugs co-founder argues that businesses should cast a wider net for talent while still hiring the most qualified person, as Rav challenges whether corporate diversity pledges after George Floyd and Black Lives Matter became virtue signalling or a form of discrimination. They discuss EEOC data, Starbucks, Nike, JPMorgan, Pfizer, Microsoft, United Airlines, HBCUs, minority representation, universities, DEI departments, activists such as Ibram X. Kendi and Robin DiAngelo, and the Trump administration's push to dismantle DEI programmes. The conversation also revisits their previous disagreement over Covid mandates, mRNA vaccine side effects, public health ethics, Joe Rogan, pandemic policy, and whether the response to Covid created lasting mistrust in institutions. Cuban and Arora cover how business leaders navigate culture war pressure, shareholder interests, free speech, corporate virtue signalling, political polarisation, independent media, and the future of race, merit, and fairness in American companies. Subscribe to Rav's Substack for exclusive content: https://www.illusionconsensus.com/ 0:00 - Intro 02:29 — The Clash Begins 04:04 — Mark Cuban Defines DEI His Way 05:52 — “That's Not What DEI Means!” 08:29 — Are Racial Quotas Real? 12:47 — Corporate Virtue Signalling Exposed 21:13 — Should Race Ever Matter in Hiring? 29:34 — Diversity vs. Meritocracy 48:04 — Do Companies Really Even Follow DEI? 57:42 — Does DEI Actually Work? 01:21:31 — Race-Based Goals vs Pure Merit-Based Hiring 01:36:45 — Final Thoughts and Common Ground 01:38:39 — Arora challenges Cuban on campus censorship 01:41:24 — Cuban on discrimination from both political sides 01:42:59 — Why Cuban required Mavericks staff vaccinations 01:43:57 — Arora disputes community benefit of mandates 01:52:57 — Cuban's “herd immunity in three months” argument 02:05:02 — FDA internal disagreements over vaccine approval 02:05:31 — White House pressure and military mandates 02:25:00 — Comparing Covid and vaccine-induced myocarditis 02:36:23 — Infection fatality rate and serious adverse events

Employers love the idea of a hiring tool that does the hard work for them — a test that surfaces the right candidate before the interview even starts. But the gap between a useful assessment and a discrimination claim is narrower than most HR leaders realize, and in Massachusetts, the ground keeps shifting underneath them.This month, Terry Cook and Sarah Piscatelli walk Pete through the real stakes of pre-hiring assessments: what counts as job-related, what the EEOC has already shut down, and why the rise of AI-powered video interviews is creating a brand-new category of legal exposure. If your hiring process leans on any kind of test — physical, technical, behavioral, or otherwise — this is the conversation to hear before you run another candidate through it.Links & NotesAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. AIM Blog - Ask the Helpline: Are Your Hiring Assessments Creating Legal Risk?Uniform Guidelines on Employee Selection Procedures of 1978 Code of Federal Regulations AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Comment on the Show by Sending Mark a Text Message.Have you ever felt the chilling effects of retaliation at work after speaking up about harassment or unsafe conditions? You're not alone, and it's time to break the silence! In this enlightening episode of the Employee Survival Guide®, Mark Carey dives deep into the troubling world of workplace retaliation, a critical issue that affects countless employees across various industries. Retaliation can manifest in many insidious ways, from negative performance reviews to being excluded from essential meetings—often leaving employees feeling isolated and vulnerable. But fear not! Mark emphasizes that retaliation is illegal, and even if your complaint is later deemed unfounded, your rights as an employee remain intact. Join us as Mark shares invaluable insights on how to protect yourself against retaliation at work. He introduces the concept of a 'retaliation log,' a powerful tool for meticulously documenting your experiences and building a factual narrative of events. By comparing treatment before and after raising a concern, you can arm yourself with the evidence needed to advocate for your rights. Mark also stresses the importance of seeking legal advice before taking any action, ensuring you are prepared for the potential challenges that may arise, including alienation from your employer or even job loss. This episode is a must-listen for anyone navigating the complexities of workplace dynamics, especially in today's challenging work culture where issues like discrimination, sexual harassment, and hostile work environments are prevalent. Mark's expert guidance will empower you to stand up against workplace bullies and advocate for your rights, whether you're dealing with discrimination based on age, race, gender, or disability. As we explore the nuances of employment law, you'll learn about the critical role of employee advocacy and the resources available to you, including the EEOC and employment law attorneys. Don't let fear of retaliation keep you silent! Tune in to this episode to equip yourself with the knowledge necessary for effective severance negotiation, understanding your employment contract, and navigating the often murky waters of workplace disputes. Educate yourself on your rights, embrace your power, and join the movement toward a healthier workplace culture. Whether you're facing retaliation at work or simply want to be prepared for any challenges that arise in your career, this episode of the Employee Survival Guide® is your essential resource for survival and empowerment. Let's redefine the narrative around workplace rights and ensure that every employee feels safe and respected in their job.   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. 

The award-winning Compliance into the Weeds is the only weekly podcast that takes a deep dive into a compliance-related topic, literally going into the weeds to explore it more fully. Looking for some hard-hitting insights on compliance? Look no further than Compliance into the Weeds! In this episode of Compliance into the Weeds, Tom Fox and Matt Kelly discuss how internal dysfunction at the U.S. Department of Justice is creating uncertainty for corporate compliance teams and corporations more generally. Focusing on a reported turf battle between the long-standing Fraud Section in the Criminal Division, established in 1955 and central to FCPA enforcement and compliance guidance, and a newly created national Fraud Division, which was initially framed as targeting government benefits fraud. They argue that the reorganization could drain expertise, reduce future DOJ guidance, and distort enforcement into politically selective actions, citing IBM's $17 million settlement, an EEOC case involving The New York Times and Smartmatic, and Smartmatic's experience. They also highlight DOJ staffing losses with a net 20% fewer lawyers, loss of experienced attorneys, reliance on inexperienced hires and bonuses, and warn that the volatility may chill voluntary self-disclosure despite DOJ messaging encouraging it. Key highlights: DOJ Train Wreck Overview Fraud Section vs Fraud Division Political Enforcement Reality Self-Disclosure Gets Riskier What Companies Should Do Now Resources: Matt on Radical Compliance Tom Instagram Facebook YouTube Twitter LinkedIn A multi-award-winning podcast, Compliance into the Weeds was most recently honored as one of the Top 25 Regulatory Compliance Podcasts, a Top 10 Business Law Podcast, and a Top 12 Risk Management Podcast. Compliance into the Weeds has been conferred a Davey, a Communicator Award, and a W3 Award, all for podcast excellence. Learn more about your ad choices. Visit megaphone.fm/adchoices

AOC WANTS TO BECOME A GOD-QUEEN Alexandria Ocasio-Cortez says her agenda is bigger than any election — and she means it. Tom Pappert joins to break down the redistricting war reshaping the 2026 midterms after the Supreme Court gutted the Voting Rights Act. Jon Miltimore on the EEOC suing the New York Times for racial discrimination — and why the paper's defense sounds exactly like what conservatives have been saying for a decade. And Navy SEAL sniper instructor Brandon Webb wrote a parenting book that is not what you expect.

Trump vs. NYT: A discrimination lawsuit from the EEOC that's shaking up the media world, Vatican Tension: Trump lashes out at Pope Leo (again) right before Rubio lands in Rome, and more.

The EEOC is suing the New York Times, alleging the paper violated the Civil Rights Act by passing over a white male employee for a promotion because of his race and sex - employment attorney James Fett weighs in. President Trump's endorsed candidates scored major wins in Indiana, defeating several Republican state senators who opposed his redistricting push. Commerce Secretary Howard Lutnick faced closed-door questioning on Capitol Hill over newly released Epstein files that appear to contradict his past claims about when he last had contact with Jeffrey Epstein. Ted Turner, the billionaire media pioneer who founded CNN and helped reshape cable television, has died at 87 after a years-long battle with Lewy body dementia.   Pure Talk: Dial #250 and say keyword MEGYN KELLY to switch to Pure Talk and get unlimited data for just $34.99 a month!   Done with Debt: https://www.DoneWithDebt.com & tell them Megyn Kelly sent you! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

"Jack Riccardi talks EEOC whitelash, are you bailing?, Iran's needs, targeting homeschool parents and special guest includes Corey DeAngelis."

A workplace shooting left two dead as Trump paused “Project Freedom,” Republicans pushed $1 billion for Trump's ballroom security, the EEOC targeted DEI programs, and key primary results rolled in across Ohio, Indiana, and Michigan. DFW Shooting-via NBC DFW Update: Iran-via AP News Vaccine Safety Record Pulled-via ABC News and The Week Trump's Ballroom-via Axios EEOC Sues NYT-via Washington Post Election Results-via AP NewsTake the pledge to be a voter at raisingvoters.org/beavoterDecember.on AmazonSubscribe to the Substack: kimmoffat.substack.comAll episodes can be found at:kimmoffat.com/thenewsAs always, you can find me onInstagram/Twitter/Bluesky @kimmoffat andTikTok @kimmoffatishere

In episode four of Five Shades of Grey — a five-part limited series within Leadership NOW — Dan Pontefract takes on the fourth shade of his sixth book, "The Future of Work Is Grey." Why ageism is the last socially acceptable bias in the modern workplace. Why seventy-eight percent of American workers between 40 and 65 have personally experienced or witnessed it. Why the EEOC's 2026 docket is full of cases nobody read about — Wendy's, Builders FirstSource, South Valley Care Center, J&M Industries. Why ageism runs in every direction — against the young, the middle, and the experienced — and why the form your inclusive colleagues commit most often is the one they cannot see. And why the silent saboteur stays silent only as long as you refuse to name it. The cost is rising. Five Shades of Grey is a five-part limited series.

Howie Kurtz on the glaring security lapses during a third assassination attempt on President Trump at the Washington Hilton, the Trump administration's pressure on the EEOC to prioritize cases favoring its political agenda, and Taylor Swift's high-stakes legal move to trademark her voice and likeness against the rise of AI.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Monday, April 27th, 2026 Today, Unite the Right extremists mock the DOJ's spin on the Southern Poverty Law Center; Trump's EEOC chair violated ethics rules halting LGBTQ cases; the Arizona attorney general is suing the government over a concentration camp in Surprise AZ; Kegseth has fired the Stars and Stripes Press ombudsman; the DOJ has arrested a soldier that placed a Polymarket bet on Maduro's capture before it went down; National Science Board members have been fired by the administration; crypto investor Justin Sun is suing Trump's crypto company for misconduct; a gunman rushed the magnetometers at the White House Correspondents Dinner; a millionaire big game hunter was trampled and killed by elephants; and Allison and Dana deliver your Good News. Thank You, DeleteMe Get 20% off your DeleteMe plan when you go to joindeleteme.com/DAILYBEANS and use promo code DAILYBEANS at checkout.  Thank You, Boxiecat For a limited time, get 30% off your order when you head to Boxiecat.com/DAILYBEANS and use code DAILYBEANS. The Daily beans is donating $10,000 and invites you to give what you can to support their life-affirming work - Donate to It Gets Better / The Daily Beans Fundraiser The Latest Breakdown:Anonymous Republicans in Congress are Pushing for a Pardon for Ghislaine Maxwell StoriesNational Science Board members dismissed by Trump | The Washington Post Exclusive: US EEOC Chair violated ethics rules halting LGBTQ cases, complaint alleges | Reuters Soldier who made $400K betting on Maduro's removal makes 1st court appearance | ABC News Crypto investor Justin Sun sues Trump's World Liberty Financial over ‘misconduct' | MS NOW Pentagon Fires Stars and Stripes Newspaper's Ombudsman | The New York Times Trump Cancels Witkoff and Kushner's Trip for Iran Talks, Saying, ‘We Have All the Cards.' | The New York Times Another 'Epstein Binders': White Nationalists Mock MAGA Spin on SPLC Indictment | Hate Comes to Main Street   Good Trouble Check out represent.us  They have a handy guide: How to Take Effective Political Action  Reading through that can make you feel more confident in the political action you take. →FieldTeam6.org →Palmetto State Abortion Fund - Midland Gives  →2026 Primary Election Calendar: All the Dates Ahead of Midterms →Standwithminnesota.com →Tell Congress Ice out Now | Indivisible, Defund ICE | 5Calls →Congress: Divest From ICE and CBP | ACLU →ICE List  →iceout.org Good NewsNetwork NOVA   Email Dana LGBTQ Owned eating establishments in your area - hello@mswmedia.com Subject: “Dana's Project” →Share your Good News & Good Trouble - The Daily Beans →Beans Talk audio -beans-talk.simplecast.com Subscribe to the MSW YouTube Channel - MSW Media - YouTube Harry Dunn is running for CongressHarry Dunn for Maryland Our Donation Links The Daily beans is donating $10,000 and invites you to give what you can to support their life-affirming work - Donate to It Gets Better / The Daily Beans Fundraiser Pathways to Citizenship link to MATCH Allison's Donationhttps://crm.bloomerang.co/HostedDonation?ApiKey=pub_86ff5236-dd26-11ec-b5ee-066e3d38bc77&WidgetId=6388736 Join Dana and The Daily Beans with a MATCHED Donation http://onecau.se/_ekes71 More Donation LinksNational Security Counselors - Donate, ActBlue.com/donate/msw-bwc, WhistleblowerAid.org/beans Dr. Allison Gill - The Breakdown | Allison Gill, Mueller, She Wrote @muellershewrote.com - Bluesky, MSW & The Daily Beans Podcast @muellershewrote - Instagram, MSW Media - YouTube →Federal workers - email AG at fedoath@pm.me and let me know what you're going to do, or just vent. I'm always here to listen.  Dana Goldberg - Dana is on Patreon! At Dana's Dugout, @dgcomedy - Bluesky, @dgcomedy - IG, Dana Goldberg - Facebook,  DanaGoldberg.com More from MSW Media - Shows - MSW Media, Cleanup On Aisle 45 pod, The Breakdown | Allison Gill Reminder - you can see the pod pics if you become a Patron. The good news pics are at the bottom of the show notes of each Patreon episode! That's just one of the perks of subscribing! patreon.com/muellershewrote Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:https://apple.co/3XNx7ckWant to support the show and get it ad-free and early?https://patreon.com/thedailybeanshttps://dailybeans.supercast.com/https://apple.co/3UKzKt0 Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Comment on the Show by Sending Mark a Text Message.What if the very system designed to streamline hiring is actually perpetuating disability discrimination? Join Mark Carey and his insightful guest as they unravel the complex web of a recent lawsuit involving Lori's Gifts and the EEOC, shedding light on the dark side of automated hiring processes. This episode dives deep into the implications of rigid pre-employment screening questions that can unjustly exclude qualified candidates, particularly those with disabilities. Discover the compelling case of Teresa Shepard, who, despite her impressive qualifications, found herself rejected by an automated system due to arbitrary criteria like lifting 30 pounds or standing for five hours.As we navigate the legal landscape shaped by the Americans with Disabilities Act (ADA), our hosts emphasize the critical distinction between legitimate job requirements and practices that lead to disability discrimination. Employers must engage in an interactive process to assess an applicant's true capabilities rather than relying on binary software filters that overlook potential. This episode serves as a wake-up call for organizations to reevaluate their hiring practices in light of the growing concerns around algorithmic bias.Listeners will gain valuable insights into the broader implications of algorithmic hiring, especially how capable individuals can be overlooked due to automated systems that fail to consider the unique abilities of applicants. We'll explore the intersection of employee rights and disability rights in the workplace, ensuring that every job seeker has a fair chance to showcase their talents without the shadow of discrimination.Whether you're an employee navigating the complexities of the job market or an employer striving to create a more inclusive workplace culture, this episode is packed with essential information. Learn how to advocate for yourself or your employees, understand the nuances of employment law, and explore effective strategies for combatting disability discrimination in hiring practices. Tune in for a thought-provoking discussion that not only empowers you but also challenges the status quo of hiring practices in today's workforce.Don't miss out on the opportunity to equip yourself with the knowledge and tools needed for survival in the modern workplace. Join us and become part of the conversation that could reshape the future of employment for individuals with disabilities. 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.What happens when an employee's right to remote work clashes with a corporation's operational demands? Join Mark Carey as he uncovers the riveting legal battle of Elise Johnson, a seasoned FedEx dispatcher whose life was turned upside down by a corporate policy reversal. With 30 years of dedicated service, Elise faced a daunting commute due to her health issues after FedEx relocated operations. Initially thriving in a remote work environment during the pandemic, she demonstrated that productivity can flourish outside the traditional office walls. However, as the company shifted back to in-office requirements, Elise found herself forced into retirement, raising critical questions about remote work rights and employee advocacy.This episode dives deep into the complexities of employment law, highlighting the EEOC's allegations of discrimination against FedEx and the company's defense claiming undue hardship in accommodating Elise's needs. The settlement of $280,000 not only provided financial relief but also prompted systemic changes in FedEx's accommodation policies. This case serves as a powerful reminder of the ongoing challenges employees face in asserting their rights within the workplace, especially regarding remote work and reasonable accommodations.As we navigate the murky waters of employment disputes, this episode of the Employee Survival Guide® sheds light on the delicate balance between corporate obligations and employee rights. From disability discrimination to workplace culture conflicts, we explore the myriad of issues that arise when employees seek to negotiate their rights in a hostile work environment. How does one advocate for their needs without facing retaliation? What are the implications of forced arbitration on employee rights?Join us for an insightful discussion that empowers employees to understand their legal rights, develop job survival skills, and navigate the often treacherous landscape of employment law. Whether you're grappling with severance negotiations or facing discrimination in the workplace, this episode equips you with the tools to advocate for yourself effectively. Tune in and discover how you can be a part of the conversation surrounding remote work rights and the future of workplace policies.Don't miss this opportunity to arm yourself with knowledge and insights that can help you thrive in your career while ensuring your rights are respected. The Employee Survival Guide® is your go-to resource for understanding the complexities of employment law and advocating for a fair and equitable workplace. Let's redefine what it means to work in an era where remote work is not just a privilege but a right! 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. 

In this episode, we explore federal telework guidance issued by the EEOC and OPM and what it means for disability accommodations in today's workplace. While the guidance is directed at federal agencies, it may signal how the EEOC will evaluate telework as a reasonable accommodation in the private sector. We break down key insights and discuss what employers should consider when responding to remote work requests. Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speaker: Edward Cadagin (email) (Arnall Golden Gregory LLP)Support the showRegister on the ELA website here to receive email invitations to future programs. 

The U.S. Supreme Court held a hearing this week on birthright citizenship for the children of undocumented immigrants. We break down the case, plus get the latest on the city's budget talks, the federal case over the EEOC's request for lists of Jewish students and faculty from the University of Pennsylvania, SEPTA's efforts to boost its Regional Rail fleet, and local chefs and restaurants in the final running for the James Beard Awards. 00:00 Intro 02:08 Federal judge says Penn must provide lists of Jewish students and faculty 6:39 Explaining the SCOTUS birthright citizenship case 12:40 SEPTA's new trains 18:27 Bensalem nurse accused of child abuse 24:18 Positive polls for NJ Gov. Mikie Sherrill 30:21 Iron Hill Brewery to reopen; which local restaurants are up for James Beard Awards Listen to The Week in Philly with Matt Leon and our team of reporters on KYW Newsradio every Saturday at 5am and 3pm, and Sunday at 3pm. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

DR1In our 'Asshole is selfish' headline of the week. Billionaire Uber co-founder Travis Kalanick admits strategically moving to Texas before California wealth tax***************Kalanick was caught on camera in a heated argument with an Uber driver, who complained about falling fares and the company's treatment of drivers: "Some people don't like to take responsibility for their own sh*t"In our 'Top snarky podcast hosts plead with airline companies to stop the share buyback bullshit and pay airport workers. ‘Once again, air travel CEOs are bullshit artists'' headline of the week. Top airline CEOs plead with Congress to restore DHS funding and pay airport workers. ‘Once again, air travel is the political football'***************Between June 1, 2025, and March 16, 2026:Southwest repurchased $2.6B in 2005; $400M in 2026United $1.5B5 NEOs: $91 million in 2025Scott Kirby $34M; $97M in shares Delta focused on $4.8B debt reductionFrontline Transportation Security Officers (TSOs, Airport Screeners): 50,000$328M per monthIn our 'Pervy owner does pervy stuff and everybody is fake shocked.' headline of the week. It Was Going to Be Magic City Night at the Atlanta Hawks. Then the Outrage Poured In.***************Tony Ressler founded the private equity firm Apollo Global Management with Leon Black.An independent review revealed that Leon Black paid Jeffrey Epstein $158M for financial and tax-planning services between 2012 and 2017. These payments occurred after Epstein's 2008 conviction for soliciting an underage girl.Ressler is the brother-in-law of Leon Black (Black is married to Ressler's sister, Debra) In our 'College dropout techbro ignores actual experts, part 17 million ' headline of the week. OpenAI's own mental health experts unanimously opposed “naughty” ChatGPT launch*************** The probably might be too many women and not enough Stanford? The council consists of the following eight independent experts:David Bickham, Ph.D. – Research Director at the Digital Wellness Lab at Boston Children's Hospital and Assistant Professor at Harvard Medical SchoolMathilde Cerioli, Ph.D. – Chief Scientific Officer at everyone.AI and researcher in cognitive neuroscience and psychologyMunmun De Choudhury, Ph.D. – Professor of Interactive Computing at Georgia Tech, specializing in how technology shapes mental healthTracy Dennis-Tiwary, Ph.D. – Professor of Psychology at Hunter College and co-founder/CSO of Arcade TherapeuticsSara Johansen, M.D. – Clinical Assistant Professor at Stanford University and founder of Stanford's Digital Mental Health ClinicDavid Mohr, Ph.D. – Professor at Northwestern University and Director of the Center for Behavioral Intervention TechnologiesAndrew K. Przybylski, Ph.D. – Professor of Human Behavior and Technology at the University of OxfordRobert K. Ross, M.D. – Former President and CEO of The California Endowment and a national leader in public health.In addition to the council's pushback, Ryan Beiermeister, OpenAI's head of product policy, was reportedly fired in January 2026 after being an outspoken internal critic of the erotica rollout. OpenAI has denied her dismissal was related to her opposition, citing separate workplace allegations that Beiermeister has called "absolutely false."In our 'Petulant manchild with no regulatory or societal guardrails screws up again and bails himself out with shareholder money from a different company' headline of the week. Elon Musk admits xAI ‘wasn't built right' as only 2 co-founders remain and its biggest AI bet stalls out***************The people leaving xAI right now aren't "legacy" employees—they are the hand-picked superstars Musk himself recruited in 2023 to build his AI dream.Out of the 12 original co-founders, 10 are gone. This isn't just "trimming the fat"; it's the original architects of the company walking out the door.In early 2026, Tesla (a public company) invested $2B into xAI.Tesla shareholders are furious, arguing that Musk used their money to fund a "broken" startup, then tucked it away inside his private SpaceX empire where there is less public oversight.Total Headcount Before Buyout: Approximately 7,500 to 8,000 employees.In his first week, Musk fired roughly 50% of the staff (about 3,700 people) overnight.Shortly after, he issued his famous "extremely hardcore" memo. When hundreds of employees refused to sign it and resigned instead, the headcount plummeted further.By April 2023, Musk confirmed in a BBC interview that the workforce had been slashed by 80%, leaving only about 1,500 employees. MM1In our 'The world's most stable billionaire announces a billionaire to all other billionaires ratio of 693:1' headline of the week. Elon Musk Is Now Worth More Than Bottom 693 Billionaires CombinedIn our 'In news celebrated worldwide, older women announce a "please save us from tech bros" to asshole ratio of 64:1 Elon Musk' headline of the week. Older women set to inherit most of $54 trillion in ‘great wealth transfer' to widowed spousesIn our 'Asshole wants you to know he is still here' headline of the week. ‘I never left': Travis Kalanick launches new robotics company Atoms with manifesto"At Atoms we make gainfully employed robots — specialized robots with productive jobs that bring abundance to their owners and society at large,"In our 'Company founder announces major "stealth mode" company perk is stealthy sexual harassment' headline of the week. Travis Kalanick sees benefits of being in stealth mode for 8 years. ‘You build a culture of people that want to build and do not need to be famous'In our 'Christmas, St. Patrick, Mel Gibson, and Casper the Friendly Ghost have reportedly filed complaints with the EEOC' headline of the week. Nike and Coca-Cola cases point to the next DEI fight: who gets to claim discriminationDR2In our 'Sheryl Sandberg says "If I could have worked at Facebook things would have turned out differently."' headline of the week. Sheryl Sandberg says Silicon Valley's hypermasculine rhetoric is ‘terrible'—contributing to ‘one of the worst' corporate climates she's ever seen*************** In our 'Explosive Messages Show Live Nation Thinks Customers Are ‘Stupid'; board member Richard Grenell Demands Credit for Same Observation' headline of the week. Live Nation Directors Mocked Customers in Explosive Just-Released Messages, Saying They're “Stupid” for Allowing Themselves to Be Gouged***************"Yes, I cut the DEI bullshit." — In a leaked 2025 email Grenell justified dismantling diversity programs by labeling them "woke" initiatives that "haven't made money."appointed to the Live Nation board on May 19, 2025, but was not up for the vote at the AGM on June 12, 2025In our 'Gun manufacturers say, "Oh no, it's not the gun that kills people, it's the pesky bullets."' headline of the week. She spent 16 hours on Instagram in a day. It's up to a jury to decide if Meta is to blame*************** In our 'She responded to "O" with "K," she said "J' to "D," and she responded to "F" with a simple "U"' headline of the week. Mary Barra still responds to ‘every single letter' she gets by hand despite running $65 billion automaker General Motors***************She did not say "V" to "E"In our 'OpenAI Chairman Admits It's Painful Watching AI Replace His Coding, Less So Watching It Accelerate the Collapse of Global Democracy' headline of the week. OpenAI Chairman says it's 'hard, emotionally' to let AI write his code: 'I have a hard time not caring'*************** MM2In our 'Proposals include a reduction in the CEO pay ratio from 1800:1 to 1799:1, for my boss to stop calling me Carl when my name is Todd, having a job, and not to have to take out my nose ring I got in 1998' headline of the week. Starbucks union sent the company a proposed contract. Here's what baristas wantProtections for union baristas against discrimination, unjust firings and temporary or permanent store closures.Starting wage floor of $17 per hour, down from its prior proposal of $20 an hour but still above the company's current starting wage of $15.25 to $16 an hour in 43 states.Annual raises of 4%.A process for baristas, management and union representatives to resolve workforce grievances.A dress code endorsed by the union.Requirement for at least three workers on the floor at all times and enforceable staffing and safety protections.A mandate to offer open hours to existing employees before hiring new baristas.Resolution of hundreds of outstanding unfair labor practice charges.In our 'But Sam Altman is SORRY' headline of the week. Professors Say AI Is Destroying Their Students' Ability to ThinkIn our 'Don't be fooled, I'm actually a MAN' headline of the week. CoStar Group Appoints Nana Banerjee to Its Board of DirectorsI pulled every Trade Wire story with a director appointment - 69 in the last week, all press released, some private some public - and here's the count: 60 men added to boards, 9 women added, 1 woman leftIn our 'Building on Warren Buffet's innovative "Giving Pledge", billionaire creates the rival "Taking Pledge"' headline of the week. Peter Thiel is actively convincing billionaires to abandon The Giving Pledge — and it's workingIn our 'When asked for comment, ISS asked if Nelson Peltz was involved.' headline of the week. The Coca-Cola Company Announces Maria Elena Lagomasino Will Conclude Her Service on the Board of Directors

Today's Headlines: In a genuinely shocking development, Prince Andrew was arrested in the UK on suspicion of misconduct in public office — a very restrained way of saying he allegedly shared sensitive government information with Jeffrey Epstein. It happened on his birthday, and King Charles said the law will take its course. It's the first arrest of a senior royal since 1647, which is… not recent. Meanwhile in DC, Andrew and Epstein's former bestie Donald Trump convened his self-styled “Board of Peace,” which he continues pitching as a potential replacement for the UN. The focus was Gaza: five countries pledged troops for a stabilization force, nine pledged a combined $7 billion — about 10% of the $70 billion estimated for rebuilding. Trump added a promised $10 billion from the US, source of funds TBD. Hamas has not fully agreed to disarm, but sure. On Iran, Trump warned that Tehran has 10 days to strike a nuclear deal or “bad things will happen,” then extended it to 15 by nightfall.  In South Korea, former president Yoon Suk Yeol was sentenced to life in prison for his 2024 insurrection attempt and brief martial law stunt. The court said it damaged the military's neutrality and the country's credibility. Consequences.  Back home, DHS has launched a nationwide review of naturalized citizens who may have voted before becoming citizens, requiring field offices to justify decisions not to prosecute. The administration is also reportedly exploring ways to criminalize observing ICE agents, despite most related arrests resulting in no charges. And finally, the EEOC is suing a Coca-Cola distributor over a women-only networking event, alleging discrimination. The company says it followed the law.  Resources/Articles mentioned in this episode: AP News: Former Prince Andrew arrested and held for hours on suspicion of misconduct over ties to Epstein AP News: Trump heads to Georgia after securing Board of Peace pledges for Gaza relief funds CNN: Live updates: Trump indicates Iran decision within days and says Board of Peace will be ‘looking over' UN The Guardian: South Korea's former president Yoon Suk Yeol jailed for life for leading insurrection MS Now: White House directing DHS to hunt for voter fraud by naturalized citizens: Sources NPR: The Trump administration is increasingly trying to criminalize observing ICE Axios: Federal agency sues Coca-Cola bottler over work event that excluded men Subscribe to the Betches News Room and join the Morning Announcements group chat. Go to: ⁠⁠⁠betchesnews.substack.com Morning Announcements is produced by Sami Sage and edited by Grace Hernandez-Johnson Learn more about your ad choices. Visit megaphone.fm/adchoices

Today's Headlines: While U.S. officials continue to shrug at the Epstein files, Europe is once again doing the most. Lithuanian prosecutors announced a human trafficking investigation after reviewing information tied to the Epstein documents, citing connections to Lithuanian models and artists and urging potential victims to come forward. Back stateside, DHS said it will pull 700 federal immigration agents out of Minnesota following weeks of aggressive enforcement, though roughly 2,000 agents will remain after about 3,000 arrests during “Operation Metro Surge.” The Supreme Court also issued an emergency ruling allowing California to use its newly redrawn congressional map, after Democrats responded to Trump's push for GOP-led states to aggressively gerrymander ahead of the 2026 midterms. Meanwhile, new reporting revealed that days before Trump's inauguration, his family quietly sold nearly half of their crypto company to an Emirati royal with deep intelligence ties, a deal now under scrutiny by House Democrats over national security concerns tied to advanced U.S. AI chips. Elsewhere, the EEOC announced it is investigating Nike for allegedly discriminating against white employees as part of its DEI programs, marking a first-of-its-kind case. And finally, the Washington Post laid off roughly a third of its staff — gutting entire desks — as Jeff Bezos continues his very normal billionaire media ownership arc. Resources/Articles mentioned in this episode: Reuters: Lithuania launches human trafficking probe related to Epstein files NBC News: Trump administration to withdraw 700 immigration agents from Minnesota NYT: Supreme Court Clears Way for California Voting Map WSJ: ‘Spy Sheikh' Bought Secret Stake in Trump Company WSJ: Top Democrat Launches Probe Into ‘Spy Sheikh' Deal With Trump Company Axios: Nike facing federal probe of alleged discrimination against white employees NPR: Bezos orders deep job cuts at 'Washington Post' Morning Announcements is produced by Sami Sage and edited by Grace Hernandez-Johnson Learn more about your ad choices. Visit megaphone.fm/adchoices

Wednesday, January 29th, 2025Trump tried to seize the power of Congress by halting all appropriations - and a Biden appointed judge blocked it hours later; Trump has asked two million federal workers to voluntarily resign; the CDC has been ordered to stop working with the World Health Organization; top USAID staff have been put on administrative leave; federal employees have filed a lawsuit over the HR at OPM government wide email for privacy concerns; Republican state attorneys general are pressuring Costco to drop their DEI programs; Jim Acosta announces he's leaving CNN; Trump has moved to fire Dem members of the EEOC and NLRB; six transgender service members are suing Trump and Pete Hegseth over the ban on trans people serving in the military; and Allison and Dana deliver your Good News.Guest: Steve VladeckSteve Vladeck | Substack@stevevladeck on BlueskyFederal workers - feel free to email me at fedoath@pm.me and let me know what you're going to do, or just vent. I'm always here to listen.  Stories:Republican attorneys general call out Costco for maintaining DEI policies - Kate Gibson | CBS NewsMore than 50 career civil servants at USAID are placed on administrative leave - Abigail Williams, Vaughn Hillyard and Raquel Coronell Uribe | NBC NewsCDC ordered to stop working with WHO immediately, upending expectations of an extended withdrawal - MIKE STOBBE | AP NewsTrump administration will offer the roughly 2 million federal workers a buyout to resign - Garrett Haake and Amanda Terkel | NBC NewsLawsuit alleges new Trump administration email system for federal employees raises privacy concerns - Tierney Sneed | CNN PoliticsD.C. federal judge temporarily blocks Trump plan to pause federal aid spending - Daniel Barnes | NBC NewsDem AGs set to challenge Trump's ‘clearly unlawful' federal aid freeze - KYLE CHENEY | POLITICOSix active duty service members file first lawsuit challenging Trump's transgender troop ban - TARA COPP | AP NewsGood Trouble Determine whether Wisconsin's highest court remains controlled by liberals — as it has since 2023 — or flips to conservatives, who had the majority for 15 years before then.You can volunteer for Judge Crawford's campaign atSusan Crawford - JUDGE CRAWFORD FOR WISCONSIN SUPREME COURTCheck out other MSW Media podcastsShows - MSW MediaCleanup On Aisle 45 podSubscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.com Follow AG and Dana on Social MediaAllison GillSubstack|Muellershewrote, Twitter|@MuellerSheWrote, Threads|@muellershewrote, IG|muellershewrote, BlueSky|@muellershewroteDana GoldbergTwitter|@DGComedy, IG|dgcomedy, facebook|dgcomedy, IG|dgcomedy, danagoldberg.com, BlueSky|@dgcomedyHave some good news; a confession; or a correction to share?Good News & Confessions - The Daily BeansFrom The Good NewsContributors - TRANS MILITARY VOICESTwin Cities Pride ParadeTwin Cities Pride raises more than $70,000 to fill gap after dropping Target sponsorshipHelp Autumn I- FidoRescue.orgShiny Box PicturesThe Stewpot Reminder - you can see the pod pics if you become a Patron. The good news pics are at the bottom of the show notes of each Patreon episode! That's just one of the perks of subscribing! patreon.com/muellershewrote Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:https://apple.co/3XNx7ckWant to support the show and get it ad-free and early?https://patreon.com/thedailybeanshttps://dailybeans.supercast.com/https://apple.co/3UKzKt0 Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.