Podcasts about eeoc

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.

Leftists in the media cannot stand the idea that Team Trump is coming to the defense of white males at the Equal Employment Opportunity Commission. They believe white males should never file a complaint, given their centuries of massive white male privilege. Last week, The New York Times reported scornfully on how discrimination claims by white men and Jews are “Discrimination Cases That Match Trump's Agenda,” according to their headline. In their view, the EEOC should always match the leftist agenda. It's supposed to be a captive agency of the Left under every administration. This week, the EEOC sued The... Article Link

Leftists in the media cannot stand the idea that Team Trump is coming to the defense of white males at the Equal Employment Opportunity Commission. They believe white males should never file a complaint, given their centuries of massive white male privilege. Last week, The New York Times reported scornfully on how discrimination claims by white men and Jews are “Discrimination Cases That Match Trump's Agenda,” according to their headline. In their view, the EEOC should always match the leftist agenda. It's supposed to be a captive agency of the Left under every administration. This week, the EEOC sued The... Article Link

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 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. 

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.Have you ever felt trapped between medical needs and corporate policies? You're not alone. In this eye-opening episode of the Employee Survival Guide®, Mark Carey delves deep into the troubling case of the Carl Starr Group, LLC, where two employees, Harold Simmons and Timothy Patti, found themselves facing termination for testing positive for legally prescribed opioids. This shocking story raises critical questions about disability discrimination and the rigid HR practices that can conflict with the Americans with Disabilities Act (ADA).Despite being medically cleared to work, Simmons and Patti were handed an ultimatum by HR: change your medications or lose your jobs. This episode reveals how such a hostile work environment not only undermines employee rights but also highlights the dangers of automated HR systems that perpetuate disability discrimination and fail to accommodate individuals with disabilities. With the intervention of the Equal Employment Opportunity Commission (EEOC) and a subsequent federal lawsuit, the narrative uncovers the alarming reality of workplace discrimination and the need for individualized assessments.The legal battle exposed the Carl Starr Group's failure to uphold employee rights and led to a significant settlement that mandated changes to their HR policies. This episode serves as a powerful reminder that efficiency should never come at the cost of civil rights. Tune in to discover how navigating employment law can empower employees to stand up against discrimination, and why understanding your rights in the workplace is crucial for career survival.Mark shares invaluable insights on severance negotiations, reasonable accommodations, and the importance of advocating for oneself in a challenging work culture. Whether you're facing termination for cause or dealing with workplace bullying, this episode equips you with essential tools and knowledge to navigate the complexities of employment law and workplace dynamics. Don't miss this opportunity to learn how to protect yourself from disability discrimination and advocate for a fair and inclusive work environment.Join us as we explore the intersection of legal rights, corporate policies, and the real-life implications of disability discrimination. It's time to empower yourself and become an advocate for change in your workplace. Tune in to the Employee Survival Guide® and take the first step toward ensuring your rights are respected and upheld! 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, Chris and Kristie discuss recent EEOC developments under Chair Andrea Lucas, including the agency's focus on DEI programs and religious discrimination claims. They examine new telework accommodation guidance for federal workers, clarifying that quality of life concerns and general anxiety don't automatically qualify for ADA accommodations. The hosts also cover enforcement actions against Coca-Cola and Planned Parenthood related to DEI practices, highlighting the agency's shift toward individual discrimination cases.

Send us Fan MailHaving a solid succession plan at your company can not only help you have the right people to fill a role and provide clarity for your employees, but it could also save you from a lawsuit. In today's story, you'll see that even the EEOC couldn't escape a court battle when an employee claimed their succession plan was exclusionary and violated their own laws. Were the claims accurate? Listen to find out! 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 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

Comment on the Show by Sending Mark a Text Message.What happens when the promise of innovation clashes with the harsh reality of race discrimination in the workplace? Join Mark Carey in this eye-opening episode of Employee Survival Guide® as he unpacks the shocking case of EEOC v. Air Systems Inc. (ASI), a construction contractor for the Apple Park project in Cupertino, California. This episode reveals the stark contrast between the cutting-edge image of Apple Park and the oppressive race discrimination environment faced by African-American workers on the site, highlighting the urgent need for change in workplace culture. As an experienced employment attorney, Carey sheds light on how ASI, which employs around 500 individuals, failed to protect its workforce from severe racial harassment, including graffiti and direct threats. The discussion emphasizes the legal framework surrounding workplace discrimination, particularly race discrimination, and underscores the critical importance of documenting incidents and understanding the legal responsibilities of employers. Through the narratives of three courageous employees—Moses Brown, Kelly Glymph, and Louis Davis—who faced racial hostility and retaliation after reporting their experiences, listeners will gain insight into the real consequences of a hostile work environment. Ultimately, the case culminated in a staggering $1. 25 million settlement and a federal consent decree, compelling ASI to implement new policies aimed at preventing future discrimination. Carey passionately advocates for employee rights, stressing the necessity for individuals to be aware of their rights and the legal ramifications of management's inaction. He also poses a challenging question: How can organizations foster a genuinely respectful workplace culture after such incidents? This episode is not just about legal battles; it's about empowerment and survival in the face of discrimination. Whether you're navigating your career, dealing with workplace issues, or simply seeking to understand your rights, this episode of Employee Survival Guide® is packed with valuable insights. From severance negotiation tactics to understanding employment contracts, Mark Carey provides essential advice for anyone facing discrimination, retaliation, or a toxic work environment. Don't miss out on the insider tips that could change your professional life. Tune in and learn how to advocate for yourself in the ever-evolving landscape of employment law!  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. 

Life and political podcast.  Brought to you from The Divided States of America. Videos of the Week:  12 Videos this Week. Show Opening: Dan's on a different phone, audio quality is much better... A little about us... A Dan ramble on computers... Discussion of last weeks videos: OMG: Trump makes INSANE announcement (Brian Tyler Cohen) 1 MAGA v MAGA   (PoliticsGirl) 2 WTF TSA?! 3 WHAT are WE DOING in Iran? 4 Republicans Can't Lose Some Interesting Stuff: Israel, Iran, NATO and Trump... Commentary from Yale... Russian oil to Cuba... Trump's approval ratings... EEOC sues Roundy's Supermarkets for pregnancy discrimination.  

In today's Federal Newscast, the Equal Employment Opportunity Commission has upheld the Trump administration's decision to eliminate federal health insurance coverage of gender-affirming care.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey discuss the EEOC's recent decision to rescind its 2024 harassment guidance. They break down what this decision means (and does not mean) for employers. The 2024 guidance generated significant discussion, particularly around: Pronoun usage and hostile work environment claims Bathroom access and gender identity protections Conflicts between religious accommodation and anti-harassment protections Now that the guidance has been rescinded, many employers are asking: Does this change harassment law? Does it affect Title VII protections? Should workplace policies change? Tune in as we explore: Why Supreme Court precedent still protects sexual orientation and gender identity What "evenhanded enforcement" means under the current Commission How employers should approach harassment complaints going forward Bottom line: The law protecting employees from harassment remains in place — and enforcement remains a priority.

Send us Fan MailNonprofit payroll compliance strategies are no longer optional—they are essential for managing risk, retaining talent, and maintaining funder trust. In this learning session, Jeff Griffin of ADP and Dr. Stephanie Rose-Belcher of JMT Consulting walk through the most critical payroll issues nonprofit leaders must get right today.From worker classification to grant-funded payroll tracking, the conversation highlights how payroll decisions impact everything from compliance exposure to financial transparency. As Jeff Griffin explains, “If you get this wrong, you're on the radar of some pretty important agencies—IRS, Department of Labor, EEOC.” Misclassification doesn't just create regulatory risk—it affects fairness, tax obligations, and employee protections.The discussion also explores how nonprofits can better align payroll systems with funding requirements. With increasing pressure from funders to demonstrate accountability, organizations must track time, allocate labor across grants, and generate accurate reports. A connected technology ecosystem becomes critical—not just for compliance, but for future funding conversations.Another emerging strategy? Earned Wage Access (EWA). This innovative approach gives employees access to wages before payday, helping nonprofits improve retention without increasing compensation costs. As Stephanie Rose-Belcher notes, it's a practical way to support mission-critical staff when budgets are tight.Finally, the episode dives into how AI is transforming payroll operations. From identifying anomalies to providing real-time employee insights, AI is reducing manual work and enabling finance teams to focus on higher-level strategy. “We now give that back office professional the ability to be strategic in their time,” Stephanie shares.This is a must-watch conversation for nonprofit executives, finance leaders, and operations teams looking to reduce risk, improve efficiency, and build stronger organizations through smarter payroll strategies. 00:00:00 Introduction to Nonprofit Payroll Risks 00:03:00 What ADP and JMT Bring to Nonprofit Finance 00:06:10 Worker Classification and Compliance Exposure 00:11:10 Grant Payroll Tracking and Transparency Challenges 00:15:00 Earned Wage Access and Employee Retention 00:19:25 Why Payroll Strategy Impacts Turnover 00:20:30 AI in Payroll: Detecting Errors and Anomalies 00:24:00 From Manual Tasks to Strategic Finance Leadership 00:27:10 Innovate Conference and Finance Leadership Trends 00:30:00 Final Takeaways for Nonprofit Leaders #TheNonprofitShow #NonprofitFinance #PayrollComplianceFind us Live daily on YouTube!Find us  Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits!  12:30pm ET   11:30am CT  10:30am MT  9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

In this episode of our Defensible Decisions podcast, Scott Kelly (shareholder, Birmingham) and Nonnie Shivers (office managing shareholder, Phoenix) discuss the EEOC's January 2025 vote to rescind the Biden-era anti-harassment guidance, which had addressed gender identity issues including pronouns, bathroom access, and misgendering. Scott, who is chair of the firm's Workforce Analytics and Compliance Practice Group, and Nonnie, who is co-chair of the firm's Diversity, Equity, and Inclusion Compliance Practice Group, explain that while the rescission removes enforcement clarity, it does not change existing law—Bostock remains binding precedent—and employers should continue robust harassment training and remain attentive to evolving federal, state, and local requirements. The speakers also preview anticipated EEOC developments, including potential new guidance on religious accommodations and national origin discrimination.

In this episode, we unpack the Equal Employment Opportunity Commission's recent decision to withdraw its prior enforcement guidance on workplace harassment, a move that has left many employers questioning what standards now apply. Listen as we explore the legal and practical implications of this shift, including how courts may interpret harassment claims without the withdrawn guidance and whether existing policies still hold up under scrutiny. Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speaker: Ashlea Edwards (email) (GrayRobinson, P.A.)Support the showRegister on the ELA website here to receive email invitations to future programs. 

What employers should know about key developments this week: •        National Labor Relations Board (NLRB) Sets New Enforcement Priorities: NLRB General Counsel Crystal Carey directed regional offices to prioritize the resolution of current cases over initiating new enforcement actions. •        Department of Labor (DOL) Targets Non-Union Workplaces: In an internal memo, DOL Solicitor of Labor Jonathan Berry emphasized that enforcement would focus on non-unionized environments, noting that unions were better equipped to address issues in unionized workplaces. •        Equal Employment Opportunity Commission (EEOC) Cracks Down on Diversity, Equity, and Inclusion (DEI) Policies: EEOC Chair Andrea Lucas issued a warning that preference-based diversity policies may violate Title VII of the Civil Rights Act of 1964 and signaled a return to systemic investigations and large-scale litigation. Download our DEI Compliance Audit Checklist: Review DEI-related employment practices. Ensure compliance with applicable federal laws. Align organizational policies with established best practices. Download Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw426 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://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. Our attorneys advise clients at every stage of their business lifecycle, delivering practical, results-driven counsel that shapes strategy, accelerates growth, and safeguards what matters most. We serve organizations of every size, from emerging startups to Fortune 100 companies, across the health care, life sciences, financial services, retail, hospitality, and technology industries, with sound legal solutions they can depend on when it counts. www.ebglaw.com  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.

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

Send a textWhen Coca Cola hosted a company-sponsored networking event for female employees, the flag was raised to the EEOC for discrimination. So does this mean that women's retreats and networking groups have seen their final days? Not exactly. How you approach these events can make all the difference; from who you invite to how you advertise it, it's important to be mindful every step of the way.  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 @HRstoriesPodcast Don'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.

This episode of The Employment Law Counselor podcast in collaboration with PLUS, is hosted by Victoria Fuller, Partner, and Laura Corvo, Counsel, and features guest James Baffa, Assistant Vice President – Claims at Berkley Select. Together, they discuss the risks created by the changing legal landscape around majority‑group discrimination claims. The conversation explores recent Supreme Court case decisions, the EEOC's shift in enforcement priorities, and offers tips for employers to minimize their legal risk.

Comment on the Show by Sending Mark a Text Message.A single checkbox on day one can set a legal time bomb you never see coming. We trace how a standard 180‑day lawsuit clause in employment onboarding ran straight into the guardrails Congress built for workplace civil rights—and why the Fourth Circuit said you can't squeeze a 270‑day federal process into a 180‑day corporate box. Using Thomas v. EOTech, decided just days ago, we walk through the timeline math, the EEOC's role, and the reason conciliation is supposed to come before courtroom battle.We break down the two‑step structure at the core of Title VII and the ADEA: a 180–300 day charging window that flexes under cooperative federalism, followed by a 90‑day right‑to‑sue period. Then we show how a private countdown collides with that sequence, pressuring employees to “lawyer up” during conciliation and nudging the EEOC to chase the wrong cases just to beat a clock. Along the way, we dismantle the precedents EOTech leaned on, explaining why arbitration policy under the FAA and bargaining frameworks under the Railway Labor Act do not translate to the individual protections and nationwide uniformity of federal civil rights enforcement.There's a sharp turn on state law too. While the federal claims are revived, Maryland's Sicone standard allowed a shortened period in principle, and a briefing misstep doomed the state claim. We talk bargaining power, public policy, and how small choices in appellate strategy can decide big outcomes. If you've ever scrolled past HR legalese, this story will change how you read every clause—from limitations periods to other boilerplate that might already be on borrowed time.Listen for practical takeaways on timelines, documentation, and when to seek help, plus a candid look at what this ruling signals for contracts across the country. If the insights land, follow the show, share this episode with a colleague, and leave a quick review so more workers and managers learn what those checkboxes really mean. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Building a wellness program that actually works and stays compliant? It's tougher than ever. Between HIPAA, EEOC, ADA, ACA and tax rules, even the best programs can stumble into costly mistakes. In this episode, we cut through the alphabet soup and break down what employers really need to know. Partner and Co-Chair of Calfee's Employee Benefits and Executive Compensation, Jason Rothman joins MB Director of Population Health, Tiffany Kuck and MB CMO, Dave Homan as they dive into today's biggest compliance risks, how wellness programs have evolved and what it takes to design something effective and penalty‑proof. If you touch wellness strategy, this is the episode you can't skip.

Today... Montrose Regional Health is asking a federal court to permanently dismiss an EEOC lawsuit alleging it discriminated against older nurses, while the EEOC says the hospital fostered age-based harassment, retaliation, and wrongful terminations. And later... Hotchkiss Mayor Jim Wingfield resigned during a Thursday meeting over personal attacks, and Trustee Randy Thalmann also resigned later that evening, citing health issues.Support the show: https://www.montrosepress.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.

Today... Montrose leaders recently touted 2025 gains on Main Street and downtown, and outlined 2026 plans for childcare, public safety, and major capital projects. And later... Montrose Regional Health is urging a federal judge to permanently dismiss the EEOC’s age-discrimination lawsuit alleging older nurses were retaliated against and forced out, while the hospital denies wrongdoing as the case moves into discovery.Support the show: https://www.montrosepress.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.

Featured Guest Jay Gates Managing Director, Gallagher National Restaurant Practice 20+ years in insurance, former Applebee's risk leader, RIMS committee member, and Kids Chance Nebraska board member. What We Cover Jay's unexpected path into risk and insurance Lessons learned investigating EEOC claims early in his career Leadership principles developed while managing large claims teams Building a full ERM program for 165+ Applebee's locations The most surprising and severe claims in restaurant operations How Gallagher reduces the total cost of risk for restaurant clients Innovative approaches including captives and proprietary analytics Underestimated risks: cyber breaches + product recalls The growing impact of AI on restaurant ops and risk Privacy + liability concerns tied to AI adoption The future of restaurant risk management over the next decade Key Takeaways Restaurant risks are broader than most expect. From contaminated produce to liquor liability fatalities, claims can escalate fast. Cyber and product recall coverages are essential, despite being commonly undervalued. AI will reshape restaurant risk—from customer service to operations tracking—creating both efficiencies and new exposures. Gallagher's differentiator is proactive service, deep data analysis, and tailoring insurance strategy to each client's risk tolerance. Risk leaders benefit from diverse career experiences, which Jay draws on daily. Resources & Links Learn more about the Restaurant Risk Professional (RRP) certification:riskeducation.org/restaurant-RiskPro Explore additional Alliance Insights episodes at riskeducation.org Focusing exclusively on risk management and insurance professional development, the Risk & Insurance Education Alliance provides a practical advantage at every career stage, positioning our participants and their clients for confidence and success.

The Trump Administration challenges based on DEI continue. Join David Fortney and Nita Beecher as they discuss the latest developments, including the FTC letter warning 42 law firms about participating in the Mansfield Certification program; the EEOC's subpoena enforcement litigation filed against several large employers challenging their failure to provide detailed information on DEI programs; and, DOJ's litigation claims against state of Minnesota's affirmative action requirements. Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

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

The scary (Dystopia)Microsoft AI chief gives it 18 months—for all white-collar work to be automated by AIAI Will Destroy Millions of White Collars Jobs in the Coming Months, Andrew Yang Warns, Driving Surge of Personal BankruptciesRing cancels Flock deal after dystopian Super Bowl ad prompts mass outrageAmazon and Flock Safety have ended a partnership that would've given law enforcement access to a vast web of Ring cameras. The decision came after Amazon faced substantial backlash for airing a Super Bowl ad that was meant to be warm and fuzzy, but instead came across as disturbing and dystopian.Ring's Founder Knows You Hated That Super Bowl Ad. Since the commercial aired, Jamie Siminoff has been trying to quell an outcry over privacy concerns with his doorbell cameras.Platforms bend over backward to help DHS censor ICE critics, advocates say MMAnthropic is clashing with the Pentagon over AI useAnthropic's relationship with the Department of Defense is “under review” as the two sides negotiate over how the company's AI models can be used.The startup wants assurance that its models will not be used for autonomous weapons or mass surveillance.The DOD wants to use Anthropic's models “for all lawful use cases” without limitationDavid Sacks, the venture capitalist serving as the administration's AI and crypto czar, has accused Anthropic of supporting “woke AI” because of its stance on regulation.Our Big Data OverlordsMeta Begins $65 Million Election Push to Advance A.I. AgendaMark Zuckerberg faces jury in landmark trial over alleged youth harm linked to social mediaThe lawsuit, K.G.M. v. Meta Platforms, Inc., et al., was filed by a 20-year-old California woman identified by her initials. She alleges that Meta and other tech companies deliberately engineered their platforms to hook young users, contributing to her depression and suicidal thoughts, and seeks to hold them accountable.Regarding Instagram's enforcement efforts, plaintiffs asked whether Meta removed all 4 million under-13 users the company had identified on the platform in 2018. Zuckerberg responded that while the company did not remove all of them, it had implemented tools to detect and address underage accounts and was working to improve those systems.According to reports, Zuckerberg has not directly answered the central question of the case: whether Instagram is addictive. The plaintiff's attorney, Mark Lanier, asked if people tend to use something more if it's addictive. “I'm not sure what to say to that,” Zuckerberg said. “I don't think that applies here.”He said he believes in the “basic assumption” that “if something is valuable, people will use it more because it's useful to them.”When he was asked about his compensation, Zuckerberg said he has pledged to give “almost all” of his money to charity, focusing on scientific research. Lanier asked him how much money he has pledged to victims impacted by social media, to which Zuckerberg replied, “I disagree with the characterization of your question.”Zuckerberg's courthouse entourage showed up in Meta Ray-BansMeta Adding Facial Recognition to Its Smart Glasses That Identifies People in Real Time, Hoping the Public Is Too Distracted by Political Turmoil to Care MMApple sued by West Virginia for alleged failure to stop child sexual abuse material on iCloud, iOS devicesSpaceX said to weigh dual-class IPO shares to empower MuskMacron Blasts Social Media's Free Speech Defense as ‘Bullshit'The stupid (ESG edition)Goldman Sachs to Drop D.E.I. Criteria for Board Members MMThe move would be the Wall Street firm's latest retreat from diversity mandates that its chief executive, David Solomon, had once made a priority.The decision is a result of a deal that Goldman struck with the National Legal and Policy Center, a conservative nonprofit group that has been pressuring numerous companies to drop diversity, equity and inclusion mandates, the people said.As part of its agreement with Goldman, the National Legal and Policy Center, which has a small investment in the bank, withdrew a shareholder proposal demanding that diversity criteria for the board be dropped.In March 2019, Mr. Solomon, his top deputy John Waldron and the firm's chief financial officer at the time, Stephen M. Scherr, declared diversity and inclusion “a top priority.”“When we unite around a common goal, we make progress together,” the men wrote in an email to the staff. They said they would “improve each year” toward goals that included a new recruiting class comprising “50 percent women, 11 percent Black professionals and 14 percent Hispanic/Latino professionals in the Americas, and 9 percent Black professionals in the U.K.”The next year, Mr. Solomon said Goldman would no longer take a company public in the United States or Europe unless it had at least one “diverse” board member. By 2021, a company would need at least two diverse board members in order for Goldman to agree to work on its initial public offering.Inspire Investing CEO: Nike's DEI Is A Legal Liability, Shareholders Coming For AnswersNike's DEI fight is no longer just a social media "culture war" argument. The U.S. Equal Employment Opportunity Commission (EEOC) is investigating Nike over allegations the company's DEI practices discriminated against white employees and job applicants.Robert Netzly, CEO of Inspire Investing: "Discrimination, whether it's black people or white people, gay people or straight people, is discrimination."Robert Netzly is a globally recognized authority in the Biblically Responsible Investing (BRI) movement, author of the book "Biblically Responsible Investing: On Wall Street As It Is In Heaven." Robert holds a B.S. degree in Liberal Studies from an online university. This article was from OutKick, which aims to expose the destructive nature of "woke" activism and is the antidote to the mainstream sports media that often serves an elite, left-leaning minority instead of the American sports fan. OutKick is owned by Fox Sports' parent company Fox CorporationFederal agency sues Coca-Cola bottler over work event that excluded menA Coca-Cola distributor and bottler is being sued for alleged sexual discrimination over a corporate networking event that excluded men, announced the U.S. Equal Employment Opportunity Commission, which filed the lawsuitAccording to the EEOC's lawsuit, in September 2024, Bedford, N.H.-headquartered Coca-Cola Northeast held a two-day employer-sponsored trip and networking event at the Mohegan Sun Casino and Resort in Connecticut. Coca-Cola Northeast privately invited female employees and then excused the female employees who attended the event from their normal work duties on Sept. 10 and 11, 2024, and paid them their normal salary or wages without requiring them to use vacation or other paid time off. Coca-Cola Northeast did not invite any male employees to the event.Trump revokes landmark ruling that greenhouse gases endanger public healthUS President Donald Trump has reversed a key Obama-era scientific ruling that underpins all federal actions on curbing planet-warming gases.The so-called 2009 "endangerment finding" concluded that a range of greenhouse gases were a threat to public health. It's become the legal bedrock of federal efforts to rein in emissions, especially in vehicles.Bill Maher Eviscerates Donald Trump Over ‘Biggest Dick Move in American History'The boring (ESG edition)Starbucks' investor group urges shareholders to replace directors over labor rowStarbucks faced fresh pressure on Wednesday from a coalition of investors including public-sector pension funds that urged shareholders ‌to vote against the reelection of two directors, citing persistent failure ‌to manage labor relations.The move against Starbucks' lead independent director, Jorgen Vig Knudstorp, and Beth ​Ford, chair of the board's Nominating and Corporate Governance Committee, comes as the company is locked in a prolonged effort to reach a collective agreement with its unionized baristas.Companies are cycling through CEOs—and replacing them with first-timers MMSome 168 new CEOs were appointed in 2025, the highest total since 2010. The defining shift was who got the job. Among incoming CEOs, 84% were serving in their first enterprise CEO role, reversing a multi-year tilt toward leaders with prior public-company experience.As recently as 2024, more than one in five new CEOs had already led a public company. That share fell sharply in 2025. Of the 140 first-time CEOs appointed, 116 had no prior enterprise CEO experience. Two-thirds had never served on a public company board, meaning many are stepping into the role without prior exposure to shareholder oversight or public company governance.CEO hopefuls have a new rival for the top job: their own board directorsAppointing board directors as CEOs was once a “break glass in case of emergency” strategy reserved for scandal, illness, or sudden resignation. While it remains a minority path compared with traditional internal promotions, it is no longer an anomaly.New data from Spencer Stuart highlights the shift. Of the 168 new S&P 1500 chief executives appointed in 2025, the highest annual total since 2010, 19 were drawn from their own company boards, the most since 2020. Spencer Stuart classifies directors as outsiders because they lack day-to-day operating responsibility. Even so, more boards are turning to them.Wall Street banks are paying their CEOs like it's 2006 againMorgan Stanley CEO Ted Pick's pay rises 32% to $45mlnBank of America Lifts Moynihan's Pay 17% to $41 Million for 2025Barclays Ceo Pay Hike: Barclays lifts CEO Venkatakrishnan's pay to over £15 million as bonus pool risesCitigroup bumps CEO Jane Fraser's pay to record $59mBro Culture (The Epstein Edition)Thomas Pritzker, Named in Epstein Files, Retires as Hyatt Executive ChairmanTom Pritzker Retires as Executive Chairman of Hyatt After 22 Years of Service and Will Not Stand for Reelection to Board of DirectorsThe Board has appointed Mark S. Hoplamazian, Hyatt's President and Chief Executive Officer, to succeed Mr. Pritzker as Chairman of the Board“Tom's leadership has been instrumental in shaping Hyatt's strategy and long-term growth, and we thank him for his service and dedication to Hyatt,” said Richard Tuttle, Chair of the Board's Nominating and Corporate Governance Committee. “The Board has engaged in thoughtful succession planning, and we are confident that Mark's deep knowledge of Hyatt's business, strong relationships with owners and colleagues, and proven track record as CEO of nearly two decades positions him well to serve as Chairman and continue driving Hyatt's long-term success.”In a letter to the Hyatt Hotels' Board of Directors, Tom Pritzker wrote, “My job and responsibility is to provide good stewardship. That is important to me. Good stewardship includes ensuring a proper transition at Hyatt. Following discussions with my fellow Board members, I have decided, after serving as Executive Chairman since 2004, and with the company in a strong position, that now is the right time for me to retire from Hyatt. Good stewardship also means protecting Hyatt, particularly in the context of my association with Jeffrey Epstein and Ghislaine Maxwell, which I deeply regret. I exercised terrible judgment in maintaining contact with them, and there is no excuse for failing to distance myself sooner. I condemn the actions and the harm caused by Epstein and Maxwell, and I feel deep sorrow for the pain they inflicted on their victims.”Dubai's DP World replaces CEO after Epstein links emergeDubai's DP World announced Essa Kazim was the new chairman of its board of directors and Yuvraj Narayan was its new group chief executive officer, replacing Sultan Ahmed bin Sulayem.Sulayem had been the CEO of Dubai's largest port operator since 2016 and chairman since 2007.DOJ records showed years of exchanges with Epstein, but Sulayem has not been accused of any criminal wrongdoing.Casey Wasserman to sell talent agency following Jefferey Epstein controversyCasey Wasserman has confirmed that he has started the process of selling his talent agency after it was uncovered that he had ties with Jefferey Epstein. The announcement comes as artists began to leave the agency after it was uncovered that the Wasserman CEO had extensive ties with Jeffrey Epstein and had sent flirtatious emails to Ghislaine Maxwell. Despite denying that he had any personal or business ties with either, Wasserman sent an apology to the 4,000 employees who work at his sports marketing and talent agency, confirming that he would be stepping down from the company. He said: “I'm deeply sorry that my past personal mistakes have caused you so much discomfort […] It's not fair to you, and it's not fair to the clients and partners we represent so vigorously and care so deeply about.”Former Victoria's Secret CEO Les Wexner testifies in House Epstein investigationThe billionaire behind the retail empire that once blanketed shopping malls with names such as Victoria's Secret and Abercrombie & Fitch told members of Congress on Wednesday that he was “duped by a world-class con man” — close financial adviser Jeffrey Epstein. Les Wexner also denied knowing about the late sex offender's crimes or participating in Epstein's abuse of girls and young women.“I was naive, foolish, and gullible to put any trust in Jeffrey Epstein. He was a con man. And while I was conned, I have done nothing wrong and have nothing to hide.”Wexner described himself to the lawmakers as a philanthropist, community builder and grandfather who always strove “to live my life in an ethical manner in line with my moral compass,” according to the statement.Top Goldman Sachs lawyer Kathy Ruemmler to resign over Epstein linksThe latest Justice Department release revealed a trove of communication between the two, including about potential jobs, her romantic life and gifts Epstein had given her. (She called him “sweetie” and “Uncle Jeffrey.”)Goldman's CEO David Solomon says he 'reluctantly' let top lawyer Kathy Ruemmler go after Epstein fallout MMKing Charles' brother Andrew arrested on suspicion of misconductWhite House Shrugs Off Lutnick's Epstein TiesCommerce Secretary Howard Lutnick has acknowledged traveling to Jeffrey Epstein's island and meeting him on another occasion.Elon's bro quits Burning Man board amid outrage over Epstein connectionBlowhard IndexSalesforce cofounder 'not OK' with Benioff's ICE crack: 'Marc made a very bad joke.'The comments occurred during a keynote address at the company's annual internal "Company Kickoff" (CKO) event in Las Vegas, sparking a significant backlash from employees and leadership alike.During the keynote, Benioff reportedly asked employees who had traveled to the event from outside the United States to stand up for recognition. Once they were standing, he made a "joke" to the effect of: "Thank you! Just so the ICE agents [in the building] know [who you are]."He reportedly made a follow-up "callback" later in the presentation, suggesting that ICE agents were also monitoring those who hadn't yet used a specific new Slackbot tool.And another joke about ICE surveilling employee travel: when there are literally employees afraid to travel for work due to current situationSalesforce famously promotes a culture of "Ohana" (family) and equality.Parker Harris (Cofounder): In a follow-up meeting, Harris reportedly called the jokes a "violation of the Code of Conduct" and even noted they could be considered a "fireable offense" for a typical employee.Rob Seaman (Slack GM): The head of the Salesforce-owned platform Slack sent a memo to staff stating he "cannot defend or explain" the jokes and that they did not align with his values.Salesforce employees call on CEO Benioff to cancel ICE ‘opportunities'Elon Musk says Anthropic's philosopher has no stake in the future because she doesn't have kidsPalantir, Which Is Powering ICE, Says Immigration Crackdown May Hurt Hiring MMFrom 10-K filed 2 days ago: “if we are not able to recruit, hire, or retain the talent we need because of increased regulation of immigration or work visas … it could be more difficult to staff our personnel on customer engagements and could increase our costs … Additionally, laws and regulations, such as restrictive immigration laws, may limit our ability to recruit outside of the United States ... If we fail to attract new personnel or to retain our current personnel, our business and operations could be harmed.”

Nadia and Rob welcome Brandon Sammut and Maggie Roque of AI-orchestration platform Zapier to talk about the practical skills learned from DEI (what Zapier calls 'DIBE') that translate to AI transformation, why all transformations are about leaders, talent & culture, and the underrated role consistency plays in building organizational trust. The team also reviews the EEOC's escalation against Nike's DEI efforts and a California lawsuit against HR hiring platform Eightfold.ai. Later, Pete Hegseth threatens Cub Scout funding and Nadia reflects on Bad Bunny's halftime glory.Story 1: https://www.nytimes.com/2026/02/04/business/eeoc-nike-white-employee-discrimination.htmlStory 2: https://hrexecutive.com/eightfold-ai-bias-suit-just-the-tip-of-the-iceberg/?oly_enc_id=6122G2643790C2Z Connect with Brandon Sammut: https://www.linkedin.com/in/brandon-sammut-8147b76/Connect with us: Visit www.nazconsultants.com to learn more about Dr. Nadia Butt's work in leadership, culture, and organizational effectiveness, and check out http://www.tekanoconsulting.com/ to explore Rob Hadley's approach to data-driven inclusive strategy. Send 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/

In this episode of our Defensible Decisions podcast, Scott Kelly (shareholder, Birmingham) and Nonnie Shivers (office managing shareholder, Phoenix) discuss the EEOC's January 2026 vote to reclaim authority over most enforcement litigation from its Office of General Counsel, reversing decades of delegation. Scott, who is chair of the firm's Workforce Analytics and Compliance Practice Group, and Nonnie, who is co-chair of the firm's Diversity, Equity, and Inclusion Compliance Practice Group, analyze how this procedural shift may enable the commission to fast-track litigation aligned with administration priorities, including cases involving majority characteristic discrimination claims, DEI practices, national origin discrimination, and religious accommodation issues. They also offer practical guidance for employers on conducting privileged risk assessments and reassessing organizational risk tolerance in anticipation of heightened EEOC enforcement activity.

Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.Story of the Week (DR):Epstein: The tech brosReid Hoffman (2,658 Files)Bill Gates (2,592 Files)Peter Thiel (2,281 Files)Elon Musk (1,116 Files)Kimbal too (100+ files)Larry Page (314 Files)Sergey Brin (294 Files)Mark Zuckerberg (282 Files)Jeff Bezos (196 Files)Eric Schmidt (193 Files)Epstein: the lack of US-based corporate fallout MMHead of firm founded by Mandelson to quit after Epstein releasesBenjamin Wegg-Prosser, the chief executive of the lobbying firm co-founded with Peter Mandelson, has announced his resignation after information in the Jeffrey Epstein files detailed apparent links between the company and the convicted sex offender.‘Ignore It.' How the Elite Consoled Jeffrey Epstein Over His Crimes.A Revolt Inside Paul Weiss Over the Epstein Files Took Down Brad KarpOn Wednesday, an exclusive group of 10 or so Paul Weiss partners met unbeknown to their longtime chairman, Brad Karp, to discuss whether he could continue to lead the law firm.The partners, who manage the firm and refer to themselves as the “Deciding Group,” were grappling with the release of new emails suggesting Karp had a more extensive relationship with Jeffrey Epstein than they realized, including in the months before the convicted sex offender's death. Karp led one of the country's biggest law firms for 18 years and had survived a maelstrom less than a year ago when he struck a first-of-its-kind settlement with President Trump on his firm's behalf. He wouldn't survive a second controversy as the firm's leader. World Economic Forum investigates its CEO over Epstein linksCEO Borge BrendeWasserman Group CEO issues public apology after being mentioned in Epstein filesCasey WassermanPeter Attia, longevity doctor named in Epstein files, no longer listed on advisory board on sleep tech company's websiteBut still at CBS: but Bari Weiss hates cancel cultureElon Musk announces SpaceX's acquisition of AI startup xAIRecord-Breaking $1.25 Trillion ValuationGoal: Orbital AI Data CentersConsolidation of the "Muskonomy"DisneyJosh D'Amaro (Incoming CEO): Currently the Chairman of Disney Experiences (Parks and Resorts), D'Amaro will officially become CEO on March 18, 2026, following the Annual Shareholder Meeting. He is a 28-year Disney veteran credited with driving the $36 billion revenue growth in the parks segment.Disney's next CEO often dresses like Bob Iger. Is it a good idea to copy your boss's style?Dana Walden (New President & CCO): In a historic move, Walden (formerly Co-Chair of Disney Entertainment) has been named President and Chief Creative Officer. Reporting directly to D'Amaro, she will oversee the creative direction of the entire company, ensuring brand consistency across all storytelling platforms.Same Old Disney: Woke Exec Elevated to Top Position as ‘Head Storyteller'Bob Iger (Senior Advisor): Iger will step down as CEO on March 18 but will remain as a Senior Advisor and Board Member until his formal retirement on December 31, 2026, to ensure an "orderly transition."PayBase SalaryTarget BonusAnnual EquityOne-Time AwardTotal Year 1Josh D'Amaro$2.5M$6.25M$26.25M$9.7M$44.7MDana Walden$3.75M$7.5M$15.75M$5.26M$32.26MGoodliest of the Week (MM/DR):DR: Judge rules Texas anti-ESG law is unconstitutionalMM: 38% of Companies' Emissions Trajectories Are Aligned with Global Climate Goals: MSCIAssholiest Triggeringiest of the Week (MM):Nike among the first targeted by EEOC for DEI activity DRThe charge: Specifically, on May 24, 2024, EEOC Commissioner (now Chair) Andrea R. Lucas issued Charge No. 551-2024-04996, alleging that Respondent NIKE may have violated Title VII “by engaging in a pattern or practice of disparate treatment against White employees, applicants, and training program participants in hiring, promotion, demotion, or separation decisions (including selection for layoffs); internship programs; and mentoring, leadership development, and other career development programs.”This is crazy to me: EEOC counsel signatory GWENDOLYN YOUNG REAMS - a black woman who signed off on this lawsuit was the subject of an entire article on the amazing power of Title VII for the civil rights movement in July of 2024. Reams has been at EEOC since 1972, and Biden made her acting general counsel.Trump took over, appointed Andrea Lucas as chair who DEMOTED Reams to Associate General Counsel to make room for Catherine Eschbach, a Federalist Society who has SIX YEARS EXPERIENCE AT A LAW FIRM who got her Bachelor's in 2010 and her law degree in 2015 (a whole 10 years experience!), but had this to say upon her appointment: “President Trump made clear in his executive order on eliminating DEI that EO 11246 had facilitated federal contractors adopting DEI practices out of step with the requirements of our Nation's civil rights laws and that, with the rescission of EO 11246, the President mandates federal contractors wind those practices down within 90 days. As director, I'm committed to carrying out President Trump's executive orders, which will restore a merit-based system to provide all workers with equal opportunity.”All the other lawyers signing were white, and I can only guess Reams had no choice but to sign unless she decided to do MLK dirty 60 years after seeing him in collegeBut literally, the EEOC discriminated against a black lawyer who was in charge to put white lawyers in charge to bring discrimination cases against companiesNOT TO MENTION, here is Nike's workforce composition in 2024:57% white, 50% male overall65% white, 55% males for management77% white, 62% male for leadershipThe EEOC workforce demographics as of 2022, when it was WOKEST:60% white, 56% maleNIKE IS WHITER THAN THE EEOC FROM MANAGEMENT UPBlackrock and every Wall Street bank that quit Net Zero AllianceRather than sticking it out and fighting, knowing that you were correct and legally able to invest however you wanted and associate with anyone you wanted, you all cowered when Texas passed the first law saying you “discriminate against” fossil fuels and generated an arbitrary “black list”Now, this: Texas anti-ESG law declared unconstitutional by US judgeIn a decision made public on Wednesday, U.S. District Judge Alan Albright said the law violated First Amendment free-speech protections because it punished businesses for speaking about fossil fuels and associating with organizations that oppose fossil fuels.First Amendment! The very first one! You didn't even have to read ALL the amendments to figure out which Stewardship whiningThe UK Investment Association stewardship working group, a group that included Aegon, BlackRock, Fidelity, M&G, Schroders, Artemis, CCLA, Legal and General, and Royal London Asset Management, put out a paper: Realigning Stewardship: Delivering sustainable value through StewardshipThe group wants you to know some things about stewardship, specifically:Stuff happening in the future is too far away for us to care now: “The need for realism over what stewardship can achieve – There are potential time horizon trade-offs between achieving real world outcomes on sustainability themes such as climate change and delivering financial returns to clients. These trade-offs need to be actively considered. Additionally, there are concerns that targeted sustainability goals may not always be realistic, and that government and other stakeholders may have developed unrealistic expectations of stewardship's capacity to deliver systemic change.”Translation: if we actually invested for climate and were stewards of climate in our portfolios given that climate change will totally fuck up everything we know and invest in, we'd have to give up on, like, AI and oil and stuff… we can't really do that because there's too much money and stonks and rockets and whatever, so we'll give up on climate, but just like, for NOW, later we'll fix it by asking nicelyDespite historically having voted 96% in favor of virtually EVERYTHING: “There is an undue focus on voting as a barometer of good stewardship, which does not reflect the role of all stewardship mechanisms.”Translation: we get no credit for talking about this for a decade and voting for everything - like, NONE. Stewardship teams are seen as cost centers, not alpha generation. But we should get credit for talking about stuff in the hopes that things change over a long period of time.We are poor: “There are different costs associated with the process of stewardship for both investors and companies, who have finite resources.”Translation: I mean, PLENTY of resources for CEO pay that outstrips inflation and massive AI investments to displace workers and stuff, but you know… poor.OMG, stop whining… the vote IS THE MECHANISM YOU'VE NEVER USED! Your owners WANT YOU TO and you vote with management at a higher rate than people in the US believe in the moon landing!Headliniest of the WeekDR: The meritocracy is officially a lie: Elon Musk's hiring advice: 'Don't look at the résumé — just believe your interaction'DR: It's official, we are right about everything: Disney's Bob Iger achieves an essential feat for outgoing CEOs: giving his successor a clean slateMM: Hillary Clinton wants testimony on Jeffrey Epstein in public: 'Let's stop the games'MM: My neighborhood is pushing back against sidewalk delivery robots. The fight's coming to your town nextPicture of the week from inside a Cracker Barrel, which is getting its mojo back:Who Won the Week?DR: The Epstein Bros (see Matt's winner)MM: White men (again) - I am already filing a lawsuit against that girl in high school who wouldn't make out with me for discriminating against white men with ugly glasses and long noses. It's racism of the highest order.PredictionsDR: The best we can hope for are shareholder derivative lawsuits against boards who failed to oversee the "reputational risk” of their Epstein tech bro directors and CEOs. MM: When I saw this: Elon Musk says it's hard to convince engineers with families to move to SpaceX's 'technology monastery' in Texas, it was clear: Elon Musk will re-reincorporate SpaceX in a really nice suburb somewhere near or around San Francisco in an effort to re-re-rehire talent (who may actually have families), after which a single white man who moved to Texas to join SpaceX will sue the company for discrimination against single white men who move to Texas, forcing Musk to re-re-reincorporate in Texas again.

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.

Today's Headlines: President Donald Trump claims Iran has stopped killing protesters and is reportedly delaying potential U.S. military strikes after warnings from Israel and other allies. Instead, the administration announced new sanctions targeting Iran's Supreme National Security Council chief and 18 others tied to its shadow banking network. The U.S. Coast Guard seized a sixth oil tanker accused of violating sanctions on Venezuelan oil, while opposition leader María Corina Machado visited the White House, saying she presented Trump with her Nobel Peace Prize — despite the Nobel Committee's reminder that prizes aren't transferable. In a Reuters interview, Trump touted his economy as the strongest in history, dismissed polling opposing U.S. control of Greenland as “fake,” brushed off criticism of his investigation into Federal Reserve Chair Jerome Powell and questioned midterm elections. Tensions escalated in Minneapolis after an ICE agent shot a man during an attempted arrest. DHS says the man entered the U.S. from Venezuela in 2022 and tried to flee, though details remain unclear. As protests grow, Trump has threatened to invoke the Insurrection Act and deploy the military. The Washington Post also reports that the death of immigrant detainee Geraldo Lunas Campos at a Texas border detention camp will be ruled a homicide, with witnesses alleging he was choked by guards. ICE Deputy Director Madison Sheahan resigned to run for Congress in Ohio, saying Trump “deserves a Congress that stands firmly behind his agenda.” Elsewhere, the EEOC is suing the University of Pennsylvania over antisemitism complaints and demanding lists of Jewish-affiliated groups and faculty — raising alarms about the creation of a centralized registry. A federal appeals court also cleared the way for the deportation of Palestinian activist Mahmoud Khalil. And finally, the Congressional Budget Office estimates rebranding the Department of Defense as the “Department of War” could cost up to $125 million. Resources/Articles mentioned in this episode: NYT: Venezuela Opposition Leader Machado Gives Trump Her Nobel Peace Prize: Live Updates AP News: Live updates: Venezuela's Machado presents Trump her Nobel Peace Prize Reuters: Five takeaways from the Reuters interview of President Trump WaPo: ICE agent shoots man in leg as Minneapolis protests flare Axios: Trump threatens Insurrection Act for Minnesota WaPo: Medical examiner believes death of man in ICE custody was homicide, recording says Axios: ICE deputy director Madison Sheahan resigns to launch GOP campaign for Congress in Ohio  Inquirer: Jewish students and faculty at Penn ask that their names not be turned over in federal antisemitism investigation CNN: Appeals court reverses decision that freed Palestinian activist Mahmoud Khalil Axios: Trump's "Department of War" rebrand could cost $125 million Morning Announcements is produced by Sami Sage and edited by Grace Hernandez-Johnson Learn more about your ad choices. Visit megaphone.fm/adchoices