Podcasts about eeoc

Dylan Bringuel remembers the exact moment they got hired by the Holiday Inn Express in Jamestown, New York. It was late August 2022, and Bringuel—who uses they/them pronouns—had recently moved across the country and was struggling to find work. Bringuel is transgender and was upfront about their gender identity during the job interview. “ I was like, ‘Just so you're aware, I am transitioning from female to male,'” they remember saying. “And they said, ‘Okay, we respect that. We'll do our best to make sure you fit and you're comfortable here.'”That wasn't the case. Bringuel said that the first day on the job, the housekeeping manager called them an “it” and a “transformer” and said people like Bringuel are “what is wrong with society.”Bringuel reported the harassment to hotel management. Within a day, they were fired. In 2024, the federal Equal Employment Opportunity Commission stepped in to help Bringuel sue the hotel for workplace discrimination.But earlier this year, something unusual happened. The EEOC dropped Bringuel's case, not because their allegations lacked merit, but because of President Donald Trump's executive order on “radical gender ideology.” This week on Reveal, Mother Jones national politics reporter Abby Vesoulis walks through how the anti-DEI movement evolved from a niche legal fight to an all-out culture war—and what that means for the EEOC and the marginalized people it has historically protected. Support Reveal's journalism at Revealnews.org/donatenow Subscribe to our weekly newsletter to get the scoop on new episodes at Revealnews.org/weekly Connect with us onBluesky, Facebook and Instagram Learn about your ad choices: dovetail.prx.org/ad-choices

The Supreme Court does one good thing on immigration, which made Sam Alito BIG MAD. And although the administration has been stymied (for now) in its efforts to rendition detainees out of the country with no notice, the Supreme Court did allow the Trump administration to end Temporary Protected Status for hundreds of thousands of Venezuelans. Then, since we all need a good chuckle, we spend some time pointing and laughing at California's plan to outsource the bar exam to an AI chatbot. And in the patreon bonus, we describe how one of America's worst trial court judges just tried to overrule the Supreme Court. Links:   Alito Gets Fragged in Supreme Court Order https://www.lawandchaospod.com/p/alito-gets-fragged-in-scotus-order   New York Times, “Emil Bove, Top Justice Dept. Official, Is Considered For Circuit Court Nomination” https://www.nytimes.com/2025/05/19/us/politics/emil-bove-circuit-court-federal-appeals.html?unlocked_article_code=1.IU8.KLV8.yndwN6PJV_HE   Noem v. National TPS Alliance et al. [SCOTUS Miscellaneous order] https://www.supremecourt.gov/orders/courtorders/051925zr1_5h26.pdf   Washington Post, “Trump Justice Dept. considers removing key check on lawmaker prosecutions” https://www.washingtonpost.com/national-security/2025/05/17/trump-justice-department-prosecutions/   State of Texas v. EEOC order (Kacsmaryk) https://storage.courtlistener.com/recap/gov.uscourts.txnd.393489/gov.uscourts.txnd.393489.59.0.pdf   DOJ OCR Letter Harmeet Dhillon to Brandon Johnson  https://www.justice.gov/crt/media/1400811/dl?inline   Show Links: https://www.lawandchaospod.com/ BlueSky: @LawAndChaosPod Threads: @LawAndChaosPod Twitter: @LawAndChaosPod  

Retaliation is now the most common reason businesses face lawsuits under the EEOC — not discrimination, not harassment. In this episode of Don't HR Alone, Rhamy Alejeal reveals how retaliation claims happen, why most leaders never see them coming, and 5 essential actions to protect your company.Protect your team and your business: Download our Free Anti-Retaliation Checklist Are you a U.S.-based business with 10+ employees? Book a free HR consultation with Rhamy Alejeal to uncover blind spots in your retaliation policies, train your team, and protect your culture from compliance chaos.Share this with an HR leader or business owner who needs to hear it.https://youtu.be/3YbbOJpDPqk

EEOC v. BNSF Railway Company

In this episode, Bryan Nelson is back for another insightful conversation about the trucking and language laws, and today, he talks about English proficiency requirements for commercial drivers and recent legal and regulatory changes!   Here's What to Learn From This Episode: English Proficiency Requirements: Overview of 49 CFR 391.11, B2 emphasizes that drivers must read and speak English to interact with the public and understand road signs; historical enforcement aimed to be employer-based. Concerns raised by ACLU and EEOC about civil rights implications during 1997 proposed rulemaking. Recent Executive Actions: April 28 Executive Order 14286 mandates FMCSA to enforce English proficiency within 60 days; CVSA reinstates out-of-service criterion. Regulatory landscape shifts toward roadside inspections, raising concerns about subjective enforcement by officers across states, affecting consistency and compliance. Operational Risks & Compliance Strategies: Increased potential for fines (500 first offense, 1,000 subsequent) and business disruption due to English proficiency violations - influencing insurance coverages. Recommended strategies for carriers include proactive English training, updating compliance procedures, and monitoring regulatory developments closely to mitigate legal risks and business impacts.   About Bryan Nelson Bryan J. Nelson is a transportation and logistics attorney assisting clients in the development and review of transportation agreements, the resolution and mitigation of cargo claims, and the establishment of corporate compliance strategies in accordance with state and federal regulations.  Prior to joining Taylor Nelson, Bryan practiced as general counsel and served as a chief administrative officer in the transportation industry for over a decade, representing a family of companies that included a motor carrier, a third-party logistics corporation, and a transportation management system (TMS) provider. Bryan graduated from Stetson University earning his juris doctorate and his master's degree in business administration. He received his undergraduate degrees in Accounting and Finance from Florida State University.  With his hands-on experience in the transportation industry, Bryan recognizes and understands the unique challenges and opportunities facing transportation companies throughout the supply chain.   Connect with Bryan LinkedIn: https://www.linkedin.com/in/bryan-j-nelson-esq-mba-59876b1b/  Email: bnelson@taylorlawpl.com  

In the second part of the two-part Workplace Strategies Watercooler 2025 podcast series on changes employers can expect from the new administration, Jim Plunkett (shareholder, Washington, D.C.) continues his discussion on post-election policy changes with three additional panelists. Stacy Bunck (shareholder, Kansas City) covers the recent changes at the U.S. Equal Employment Opportunity Commission (EEOC), including the Commission's new makeup, its impact on the agency's priorities and actions, and how employers can comply with recent EEOC guidance on diversity, equity, and inclusion (DEI) policies and the Pregnant Workers Fairness Act (PWFA). Next, Tina Ho (shareholder, Washington, D.C.) discusses the new administration's immigration policy actions, which include increased vetting procedures and secondary inspections, delays in processing times for visa and green card applications, revocations in visa status and visa stamps, and employee reporting obligations. Stephanie Smithey, a shareholder in the firm's Indianapolis office and co-chair of the Employee Benefits and Executive Compensation Practice Group, wraps up the discussion by focusing on the new administration's goal to deregulate and streamline rules. She covers topics such as mental health parity compliance, HIPAA privacy regulations, environmental, social, and governance (ESG) investing rules, cryptocurrency, and more.

This week, we're covering the U.S. Department of Labor's (DOL's) decision to halt enforcement of the Biden-era independent contractor rule, the upcoming EEO-1 reporting season (starting on May 20), and New York State's new labor law amendment, reducing damages for first-time frequency-of-pay violations.­ DOL Halts Enforcement of Independent Contractor Rule The DOL will no longer enforce the Biden-era independent contractor rule, which sought to tighten the criteria under which a hired worker can be considered an independent contractor for purposes of the Fair Labor Standards Act. The agency will now revert to the less stringent "economic realities" test. EEO-1 Reporting Begins Soon The proposed 2024 EEO-1 Component 1 data collection season is scheduled to begin on May 20, with a deadline to file by June 24. As expected, Component 2 pay data collection will not be required this year or in the coming years. New York Amends Labor Law to Limit Damages in Frequency-of-Pay Lawsuits New York Governor Kathy Hochul signed into law a budget bill that includes an amendment to the New York Labor Law that dramatically limits the relief employees can seek for first-time violations of frequency-of-pay provisions.  Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw390 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

EEOC v. Drivers Management, LLC

Today on the Federal Drive with Terry Gerton The only member of Congress with a PhD in science weighs in on Trump's cuts New DEI guidance from the EEOC and DOJ generates lots of questions Congress adds a little SALT to the reconciliation bill discussionsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Employers and employees have rights and obligations under Title seven of the Civil Rights Act of 1964. New technical guidance from the EEOC and DOJ tries to clarify how DEI-related initiatives may create unlawful discrimination in workplaces, but it may raise more questions than it answers. My next guest, Chai Feldblum, a former Commissioner of the EEOC, is here to help us sort it out.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, Kevin Werbach interviews Kelly Trindel, Head of Responsible AI at Workday. Although Trindel's team is housed within Workday's legal department, it operates as a multidisciplinary group, bringing together legal, policy, data science, and product expertise. This structure helps ensure that responsible AI practices are integrated not just at the compliance level but throughout product development and deployment. She describes formal mechanisms—such as model review boards and cross-functional risk assessments—that embed AI governance into product workflows across the company. The conversation covers how Workday evaluates model risks based on context and potential human impact, especially in sensitive areas like hiring and performance evaluation. Trindel outlines how the company conducts bias testing, maintains documentation, and uses third-party audits to support transparency and trustworthiness. She also discusses how Workday is preparing for emerging regulatory frameworks, including the EU AI Act, and how internal governance systems are designed to be flexible in the face of evolving policy and technological change. Other topics include communicating AI risks to customers, sustaining post-deployment oversight, and building trust through accountability infrastructure. Dr. Kelly Trindel directs Workday's AI governance program. As a pioneer in the responsible AI movement, Kelly has significantly contributed to the field, including testifying before the U.S. Equal Employment Opportunity Commission (EEOC) and later leading an EEOC task force on ethical AI—one of the government's first. With more than 15 years of experience in quantitative science, civil rights, public policy, and AI ethics, Kelly's influence and commitment to responsible AI are instrumental in driving the industry forward and fostering AI solutions that have a positive societal impact.  Transcript Responsible AI: Empowering Innovation with Integrity   Putting Responsible AI into Action (video masterclass)  

Shortly after law firms started striking deals for free legal services with the White House, Bloomberg Law reporter Meghan Tribe appeared on our podcast, On The Merits, to talk about how much ambiguity there was around what the firms were agreeing to and how these agreements would be enforced. Now, Tribe and her colleague Brian Baxter have seen a copy of one of these deals but many unanswered questions remain. However, we do have more concrete insight into the separate deals firms struck with the Equal Employment Opportunity Commission. Tribe rejoins the On The Merits podcast to talk about what she uncovered and about the details of the EEOC deals. She also discusses whether the firms that struck deals may have made a mistake, or whether it's too soon to say. Do you have feedback on this episode of On The Merits? Give us a call and leave a voicemail at 703-341-3690.

As enforcement guidance sharpens and the legal spotlight intensifies, how are organizations supposed to navigate DEI now?In this episode, we take a deeper look at what has unfolded since Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” was signed in January 2025. While the order targeted federal agencies, its ripple effects are reshaping how private companies, nonprofits, and universities approach diversity, equity, and inclusion initiatives.So what exactly has changed—and what's still allowed?Women Offshore walks through the Department of Justice's new enforcement role, the Equal Employment Opportunity Commission's (EEOC) March 2025 guidance, and how leaders can keep building opportunity-driven workplaces while staying aligned with the law.In this episode, we cover:What the Department of Justice (DOJ) was instructed to do under Executive Order 14173What the new EEOC guidance says about hiring, training, and employee groupsWhat merit-based hiring meansHow outreach, mentorship, and leadership development can (and should) continueWhy This MattersThe maritime workforce shortage isn't going away. If anything, it's becoming more urgent. Offshore rigs, shipping companies, and maritime employers need to attract and retain talent across a broader spectrum to meet demand—and create resilient, future-ready teams.Smart, sustainable DEI practices aren't just about compliance. They are critical to solving the workforce crisis ahead.Join Us at the Women Offshore Leadership Summit

The current administration has reached the 100-day mark, and employers have faced sweeping changes and major policy shifts—but not everything has moved at the same pace. While DEI programs and workplace AI have faced significant revisions, other areas, such as the NLRB, have been marked by board member disputes and ongoing court battles, adding layers of uncertainty. This week's key topics include: DEI program scrutiny, independent agency challenges, rescinded policies from past administrations, and AI workplace guidance. In this special episode, Epstein Becker Green attorneys unpack these significant changes and provide actionable insights for navigating the regulatory and compliance chaos. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw388 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

"What were they thinking?" In this episode, Pandy reviews recent lawsuits filed by the EEOC on preventable and yet costly mistakes involving discrimination of age, disabilities and pregnancy. Join her as she reviews where the mistakes occurred and discusses what should have happened to prevent them.

This week, we're covering the relaxation of state-level non-compete rules, the recent block of Executive Order 14173's diversity, equity, and inclusion (DEI)-related certification requirement, and a federal appeals court's decision to pause a challenge to the Biden-era independent contractor rule. Non-Competes Eased in Kansas and Virginia Kansas has enacted a law permitting non-competes while setting requirements for non-solicit provisions. Additionally, effective July 1, 2025, Virginia will prohibit non-compete agreements for non-exempt employees. Federal Contractor DEI Rule Blocked  In a lawsuit brought by Chicago Women in Trades, a federal judge paused a rule from Executive Order 14173 requiring federal contractors to certify that they don't operate DEI programs that violate anti-discrimination laws, citing unclear definitions of “illegal” DEI programs Independent Contractor Rule in Limbo The U.S. Court of Appeals for the Fifth Circuit paused a challenge to the 2024 independent contractor rule, allowing the U.S. Department of Labor time to consider revising or replacing it. For now, the Biden-era rule remains in effect. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw387 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

As political tides shift and legal scrutiny increases, is DEI dead?In this episode, we explore the evolving landscape of diversity, equity, and inclusion (DEI) following the January 2025 release of Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” This federal directive has changed how government agencies—and increasingly, private companies—approach DEI initiatives.But what does that actually mean for those working in industries on the water?The founder of Women Offshore shares a personal and professional reflection on the uncertainty created by the order, and the very real workforce consequences at stake—especially amid a growing mariner shortage.In this episode, we cover:What Executive Order 14173 says and why it was issuedHow legal interpretations are shifting post–Supreme Court affirmative action rulingThe real-time impact on DEI programs in the private sectorHow organizations are reacting (and what they're reviewing)Why inclusive practices remain a strategic workforce imperativeThe role of community: crews, mentors, and companies still doing the workHow Women Offshore is navigating this new landscapeA preview of what's ahead in Part II: DOJ & EEOC enforcement guidanceWhy This MattersThe global maritime workforce is already stretched thin—with tens of thousands of officers needed in the coming years. Enrollment in U.S. academies is down. And women still make up a small percentage of seafarers worldwide.Efforts like mentorship, inclusive leadership, and targeted support aren't about politics. They're about workforce sustainability.Join Us at the Women Offshore Leadership Summit

Join Wendy Sellers, The HR Lady, as she tackles the evolving landscape of Diversity, Equity, and Inclusion (DEI) in today's legal climate. Despite changes in affirmative action, DEI remains essential and legally viable with smart, inclusive strategies. Wendy emphasizes the importance of refreshing DEI actions and policies, advising companies to broaden their talent search and maintain civility and respect in the workplace. Wendy also shares insights from a 2024 podcast interview with the current EEOC Acting Chair, detailing "11 Effective Ways to Diversify Your Workforce Without Unlawful Discrimination". From reviewing job descriptions to expanding leadership development, these strategies aim to create an inclusive and legally sound organizational culture. Is DEI Still Allowed? Yes! Go here to get multiple handouts and articles from the current EEOC Acting Chair and former EEOC members. https://thehrlady.com/downloads/   Check out my training on this topic https://members.thehrlady.com/product/can-dei-still-exist-in-2025/  

Are you protecting your business and your people, or are you one complaint away from chaos?

With presidential power over independent federal agencies entering uncharted territory, SCOTUS may soon revisit its 1935 Humphrey's Executor decision, which limits a president's ability to fire members of independent federal agencies—such as the National Labor Relations Board (NLRB) and the Equal Employment Opportunity Commission—without cause. SCOTUS could choose to:          reaffirm Humphrey's Executor,          overturn the case entirely (potentially politicizing agency functions), or          define “for cause” and allow terminations only under stringent circumstances. Former Acting Attorney General of the United States and Epstein Becker Green attorney Stuart Gerson explores how a shift in this precedent could impact employers, industries, and the balance of federal power. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw386 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

The rules around DEI have changed—and if you're not paying attention, your well-meaning efforts could turn into legal liabilities.In this episode, we'll go over what the latest EEOC guidance really means for your business, and why even small companies aren't immune from scrutiny.This isn't about abandoning your values—it's about making sure your DEI strategy doesn't put your company at risk.InvitationUse the link below to learn more and become an Idomeneo insider. You'll get info to help you unleash your team's engagement, protect your people investment, and grow your leadership muscle.  I can't wait to continue the conversation.https://idomeneoinc.com/welcome/

Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey discuss the current status of DEI in the private sector. They will discuss the recent developments of the new EEOC Guidance and what you should pay attention to in the world of diversity, equity, and inclusion.

Send us a textThe Trump Administration has signed a flurry of executive orders - some of which have direct impacts on the workplace. It's critical, now more than ever, to pay attention to changes and updates that are coming your way. In today's episode, Chuck and John review some new documents released by the EEOC that are providing clearer guidance around how to legally approach DEI in the workplace. Andrea Lucas, the EEOC Acting Chair, released 11 Tips for Lawful DEI, listed below:Audit Job Descriptions – Cut unnecessary degree or experience requirements.Audit Ads and Interviews – Keep questions and language neutral.Standardize Interviews – Use consistent scoring and avoid vague “fit” questions.Formalize Promotions – Structure the process so everyone understands how to advance.Inclusive Mentorship – Don't limit opportunities by race or gender.Universal Leadership Training – Offer to all eligible employees.Support First-Gen Pros – Help those new to professional fields (a neutral group).Individualized Training – Base it on job role, not race or gender.Privileged Audits – Use private internal audits to spot issues.Broaden Recruitment – Widen your outreach—no quotas.Rethink Culture – Address policies that unintentionally exclude (e.g., overtime, inflexibility).In the HR News segment, the team touches on the following topics and more:Bumblebee (you may know them from the can of tuna in your pantry) is getting sued for practices on fishing boats provided by the company under the American Trafficking Act. How will this impact other US-based companies with international employees?A welder with a reasonable accommodation related to diabetes had his request declined. Now it's in the courts. Remember to approach your accommodation requests with a reasonable mindset and train your managers to not fall into easy traps that can cost the company a serious fine.A recent Gallop poll looks into why Americans are working less. Burnout could be Visit TeamAtHRStories.com to see all of our workshops and offerings to help you feel confident in your HR decisions. 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.

What happens when the Trump administration issues an executive order against your firm, or the EEOC comes knocking to question your DEI policies and programs?  These 9 tips will help you prepare.  In this episode of "Legal Marketing Minutes," I dive into the pressing issue of recent executive actions and public threats targeting law firms, lawyers, and the legal system. As a veteran marketing and business development advisor specializing in content, social, and digital media, I am sharing the 9-Step Framework that I use with my clients. Every law firm should consider using these steps to safeguard its practices, people, and reputation during these challenging times. Join me as I emphasize the importance of preparedness, urging law firm leaders, clients, judges, and legal professionals to take proactive measures. Important Note: This is not about politics.  It is about protecting the legal system and ensuring your firm can respond with clarity, coordination, and strength. Discover strategies for securing your firm's online presence, involving key stakeholders in discussions, maintaining open communication with clients, and leveraging external advisors. I also highlight the critical role of timing, coordination, and effective communication across all channels, from social media to internal discussions. Whether you are a lawyer, managing partner, COO, CMO, or anyone connected to the legal profession, these steps are designed to help your firm stand strong and united in the face of adversity. For more information or assistance in implementing these steps, please contact me at nancy@myrlandmarketing.com. Thank you for spending your valuable time with me on "Legal Marketing Minutes." 

00:008 — Katie Rodger is a Lecturer at UC Davis and President of UC-AFT. 00:20 — Max Flynt, a San Francisco State University student and member of the General Union of Palestine Students at SF State. 00:33 — Lori Wallach is the director of the Rethink Trade program at American Economic Liberties Project.  The post US EEOC Investigation of Alleged Antisemitism on UC Campuses; Plus, Thirteen University Student Groups Condemn Attacks on Pro-Palestinian Activists; And, What's Next After Trump's Global Tariffs? appeared first on KPFA.

This week, we highlight new guidance from the Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) on diversity, equity, and inclusion (DEI)-related discrimination. We also examine the Acting EEOC Chair's letters to 20 law firms regarding their DEI practices, as well as the Office of Federal Contract Compliance Programs (OFCCP) Director's orders to retroactively investigate affirmative action plans. EEOC and DOJ Warn DEI Policies Could Violate Title VII  The EEOC and the DOJ jointly released guidance on discrimination in DEI policies at work, warning that these policies could violate Title VII of the Civil Rights Act of 1964. Although the guidance does not define DEI, it provides clarity on the EEOC's focus moving forward. Acting EEOC Chair Targets Law Firms Acting Chair Andrea Lucas sent letters to 20 law firms warning that their employment policies intended to boost DEI may be illegal.  OFCCP Plans Retroactive DEI Enforcement A leaked internal email obtained by The Wall Street Journal reveals that newly appointed OFCCP Director Catherine Eschbach has ordered a review of affirmative action plans submitted by federal contractors during the prior administration. These reviews will be used to help determine whether a federal contractor should be investigated for discriminatory DEI practices. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw384 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

In this episode, Jen reviews the EEOC's new guidance regarding “unlawful” DEI programs.

The First Amendment's Religion Clauses guarantee religious entities the freedom to make certain internal governance decisions without State interference. Supreme Court cases like Kedroff v. St. Nicholas Cathedral (1952), Serbian Eastern Orthodox Diocese v. Milivojevich (1976), Hosanna-Tabor Evangelical Lutheran Church & School v. EEOC (2012), and Our Lady of Guadalupe School v. Morrissey-Berru (2020) have […]

In this episode of World's Greatest Boss, Jackie Koch dives into the complexities of using AI in HR practices with Bryan Driscoll, a former employment attorney turned HR consultant. With AI tools like ChatGPT becoming increasingly popular for tasks like writing employee handbooks and screening job applicants, it's crucial to understand where AI can be helpful and where it poses significant risks—especially from a legal perspective.Bryan shares insights on the legal ramifications of using AI in hiring, the difference between AI and automation, and why relying on AI for employment decisions can lead to compliance issues. He explains how the EEOC holds companies accountable for discrimination caused by AI and why small businesses need to be extra cautious when using AI-driven hiring tools. Bryan also touches on the importance of human judgment in screening resumes and navigating complex employee issues.From hiring challenges to managing workforce behavior, Jackie and Bryan discuss practical advice for using AI responsibly and avoiding common pitfalls. Bryan also shares tips on keeping employee handbooks compliant, especially when dealing with multi-state workforces.What You'll Hear in This Episode:[00:00] Intro: Risks of using AI in HR practices[01:50] Bryan Driscoll's perspective on AI in the workplace[02:56] Legal risks of using ChatGPT for compliance and HR issues[05:28] Defining AI vs. automation in HR[07:18] Examples of AI-driven hiring and potential discrimination risks[08:41] Jackie's real-world experience with AI tools in recruiting[10:34] Challenges of using AI to hire generalists in small businesses[12:40] The importance of auditing AI-driven hiring processes[13:19] Risks of using AI to manage workforce issues and employee behavior[14:22] Why creating employee handbooks with AI can lead to compliance failures[17:22] Why employees are more knowledgeable about their rights today[18:32] Handling compliance mistakes proactively[19:38] Legal trends and upcoming regulations to watch[20:15] Bryan's background and advice for business owners[21:43] Closing thoughts: Being proactive with HR policiesMentioned in This Episode:Connect with Bryan Driscoll on LinkedIn for more HR insights and guidance.Visit PeoplePrinciples.co for more resources on building a compliant and effective team.Follow Jackie on LinkedIn: Jackie Koch

The First Amendment’s Religion Clauses guarantee religious entities the freedom to make certain internal governance decisions without State interference. Supreme Court cases like Kedroff v. St. Nicholas Cathedral (1952), Serbian Eastern Orthodox Diocese v. Milivojevich (1976), Hosanna-Tabor Evangelical Lutheran Church & School v. EEOC (2012), and Our Lady of Guadalupe School v. Morrissey-Berru (2020) have affirmed that this constitutional protection bars civil courts from intruding into some religious matters involving faith, doctrine, and church governance. However, lower courts differ in some respects on how to understand and apply the “church autonomy doctrine.” The panel will explore the roots of the church autonomy doctrine, its recent applications, and its implications and trajectory.Featuring:Prof. Thomas C. Berg, James L. Oberstar Professor of Law and Public Policy, University of St. Thomas School of LawProf. Leslie C. Griffin, William S. Boyd Professor of Law, University of Nevada, Las Vegas, William S. Boyd School of LawAlex J. Luchenitser, Associate Vice President & Associate Legal Director, Americans United for Separation of Church and StateBranton J. Nestor, Associate, Gibson, Dunn & Crutcher LLP(Moderator) Amanda Salz, Counsel, Becket Fund for Religious Liberty

In episode 193, Coffey talks with Terri Swain about recent HR news items including return-to-office mandates, “illegal DEI”, and whether it is Alt+Ctrl+Delete or Ctrl+Alt+Delete. They discuss SHRM's report showing significantly higher workplace incivility in companies with return-to-office mandates; challenges with remote work including leadership development and communication skills; the "over-employment" phenomenon where remote workers secretly hold multiple full-time jobs; the Trump administration's position on DEI programs and the EEOC's new guidance; how political affiliation affects hiring decisions; the importance of rebranding DEI efforts while maintaining their core purpose.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP193 and include the following topics:- SHRM: How Return-to-Office Mandates Are Affecting Workplace Civility- Business Insider: Secretly Working 2 Remote Jobs, RTO Could Hurt Overemployment - Business Insider- HR Dive: EEOC Outlines How DEI Might Be ‘Unlawful'- HR Morning ‘Illegal DEI' Explained: 12 Warnings in New EEOC Guidance- EEOC: What To Do If You Experience Discrimination Related to DEI at Work- EEOC: What You Should Know About DEI-Related Discrimination at Work- Reddit: [OR] Not Hiring Trump SupportersGood 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 .75 recertification credits. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Terri is the founder and Chief Truth Seeker with DecipHR a Fort Worth based, human resources consulting firm specializing in Equal Employment Opportunity investigations, employee relations and interim HR leadership. The company was founded in 2022 after the sale of her 24 year old company, The HR Consultant in 2021. DecipHR has a nationwide and diverse client base, specializing in solving complex employee relations issues and providing interim HR leadership to growing companies.  Prior to her consulting role, she had Fortune 200 human resource leadership experience in the areas of employee relations, human resource planning, and training and development.Terri began her career in human resources via government compliance as an investigator for the Equal Employment Opportunity Commission (EEOC).  In her spare time, she enjoys a good book, a brisk walk, loud live music and travel to new places.Terri Swain can be reached athttps://www.linkedin.com/in/terriswainAbout 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 28 years are empty nesters in Fort Worth. Learning Objectives:Evaluate return-to-office policies based on business needs rather than blanket mandates.Implement performance management systems that effectively monitor productivity regardless of work location.Develop inclusive workplace initiatives that comply with legal requirements and meet business objectives

The outlook from the Federal Reserve is that everything is on target, so they aren't budging interest rates. Not great news, according to Gene Marks, for small business trying to secure cheaper funding, but at least they feel the economic outlook is good. Over at the EEOC, executive orders from the new administration have businesses scrambling around DEI activities. Plus, Paychex releases a report on small business sentiment around AI, finding 72% have a good attitude toward its use. And any excuse you are using to get out of work might have been used 3,200 years ago. Listen to podcast for more details. AI for Small Businesses: Impact and Sentiment - https://bit.ly/4liZCuz DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

President Trump's executive orders against diversity, equity, and inclusion (DEI) are back in effect after the U.S. Court of Appeals for the Fourth Circuit stayed a nationwide injunction, posing new compliance challenges for federal contractors. In this week's episode, Epstein Becker Green attorneys Nathaniel M. Glasser and Frank C. Morris, Jr., outline the implications for employers, focusing on the False Claims Act, whistleblower risks, and the need for certification of compliance with anti-discrimination laws. Tune in to learn what steps your organization can take to mitigate potential penalties and retaliation claims. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw383 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Send us a textThis is a case you can't afford to ignore. When AccentCare, Inc. paid a less-experienced male nurse more than a seasoned female nurse—and then fired her when she complained—the EEOC took action. In this episode, we break down the lawsuit, the five critical lessons for employers, and why Equal Pay Day (March 25) is a wake-up call. From pay transparency to retaliation risks, we've got everything you need to protect your organization—and your people.In the HR News segment, the team touches on the following topics and more:Discrimination based on gender is still illegal despite Executive Orders issued over the past several weeks.Pressure to return to work when on FMLA - a case currently in the courts that we should all pay attention to.Gallop poll reveals US employees to new opportunities. Are you providing these key factors in your workplace to attract top talent?Recommended Reading - Talk by Allison Wood BrooksVisit TeamAtHRStories.com to see all of our workshops and offerings to help you feel confident in your HR decisions. 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.

President Donald Trump has targeted major law firms in his second term in unprecedented ways. He hit three Big Law firms with executive orders that pose potentially existential threats to those firms. Then on March 21, the Trump administration issued a broad memo targeting any lawyer who files “frivolous, unreasonable, and even vexatious litigation against the United States.” On this podcast episode we're talking about yet another way the administration is going after firms. Andrea Lucas, the acting chair of the Equal Employment Opportunity Commission, sent a letter to 20 major firms such as Kirkland & Ellis, Skadden, and Simpson Thacher requesting extensive documentation to investigate whether their Diversity Equity and Inclusion programs are discriminatory. The EEOC is asking for names, gender, race, law school and GPA information for all who have applied to be hired since 2019. Joining the podcast are two Bloomberg Law reporters who are following this story, Business & Practice reporter Tatyana Monnay and EEOC reporter Rebecca Klar. Do you have feedback on this episode of On The Merits? Give us a call and leave a voicemail at 703-341-3690.

Friday, March 21st, 2025Today, a judge had ordered Musk and DOGE to get out of the Social Security systems and to uninstall all their software; Judge Boasberg has issued a show cause order in the Alien Enemies Act case; the Trump administration believes they can enter homes without a warrant; Trump has signed the executive order eliminating the Department of Education; a Georgetown researcher has been detained by ICE and a judge has ordered he not be deported pending litigation; the Social Security Administration is now requiring in-person identity checks; a French scientist has been denied entry to the US for negative social media posts about Trump; and Allison and Dana deliver your Good News.Guest: John FugelsangTell Me Everything — John FugelsangThe John Fugelsang PodcastSiriusXM ProgressThank You, Fast Growing TreesGet 15% off your first purchase.  FastGrowingTrees.com/dailybeans.Thank You, PiqueGet 20% off on the Radiant Skin Duo, plus a FREE starter kit at Piquelife.com/dailybeans.Stories:Trump signs executive order to dismantle the Education Department | NBC NewsJudge blocks deportation of Georgetown University researcher detained by ICE | CBS NewsFrench scientist denied US entry after phone messages critical of Trump found | US news | The Guardian'Slap in the face': Pro-Trump Republican bemoans closure of local Social Security office | Raw StoryDOGE blocked in court from Social Security systems with Americans' personal information, for now | AP NewsSocial Security Administration to require in-person identity checks for new and existing recipients | AP NewsAdministration's Details on Deportation Flights ‘Woefully Insufficient,' Judge Says - The New York TimesAdministration Officials Believe Order Lets Immigration Agents Enter Homes Without Warrants - The New York TimesGood Trouble:From an anonymous listener, the Trump administration needs your feedback! Andrea Lucas, Trump's acting chair of the equal employment opportunity commission, has asked for help to root out the discrimination of diversity, equity and inclusion festering in America's law firms. The EEOC has established an email where good samaritans can submit information to the EEOC about potentially unlawful DEI practices at law firms: lawfirmDEI@eeoc.gov From The Good NewsSupreme Allied Commander Europeloudoun.gov/5701/Equity-InclusionHRC Los Angeles Dinner - March 22Darrell Issa Empty Chair Town Hall Presented by Indivisible - March 23Reminder - 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! Federal 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.Share your Good News or Good Trouble:https://www.dailybeanspod.com/good/ Check out other MSW Media podcastshttps://mswmedia.com/shows/Subscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.comFollow AG and Dana on Social MediaDr. Allison Gill Substack|Muellershewrote, Twitter|@MuellerSheWrote, Threads|@muellershewrote, TikTok|@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 Beanshttps://www.dailybeanspod.com/confessional/ Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:The Daily Beans on Apple PodcastsWant to support the show and get it ad-free and early?Supercasthttps://dailybeans.supercast.com/Patreon https://patreon.com/thedailybeansOr subscribe on Apple Podcasts with our affiliate linkThe Daily Beans on Apple Podcasts

As part of the Trump Administration's efforts to root out DEI and in response to President Trump's Executive Order 14230, Addressing Risks on Perkins Coie LLP, the EEOC Acting Chair of the EEOC sent lengthy inquiries to 20 major law firms, claiming their DEI practices may violate Title VII. The letters, issued with no charge pending, posed specific questions about employment practices, some reaching back 10 years.  Don't miss the discussion when David Fortney, Nita Beecher, and Leslie Silverman examine the legal basis for the letters, whether a response is required, and how the letters may help employers understand just what “illegal DEI” is.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/

Comment on the Show by Sending Mark a Text Message.This episode is part of my initiative to provide access to important court decisions  impacting employees in an easy to understand conversational format using AI.  The speakers in the episode are AI generated and frankly sound great to listen to.  Enjoy!What happens when workplace harassment goes unchecked? The landmark EEOC vs. Mitsubishi Motors case provides a sobering answer. Join us as we dissect one of the most significant sexual harassment lawsuits in American history, where hundreds of women at a manufacturing plant faced systematic abuse that led to a staggering $34 million settlement.We unpack the shocking details of what these women endured—unwelcome touching, sexual graffiti, offensive jokes—and the culture of fear that prevented them from speaking up. The case reveals how Mitsubishi's initial denial strategy crumbled, resulting not just in financial penalties but a court-mandated overhaul of their workplace policies with external monitoring to ensure compliance.Looking beyond this single case, we explore cutting-edge research on workplace harassment, including organizational justice theory and the real costs of toxic work environments. The consequences extend far beyond legal settlements, affecting everything from employee health to company reputation. We examine modern prevention strategies like bystander intervention training and discuss how definitions of harassment continue to evolve in our digital world.Whether you're a manager, employee, or business owner, this episode offers crucial insights into creating workplaces where everyone feels safe and respected. The Mitsubishi case may be decades old, but its lessons remain profoundly relevant today. After all, addressing harassment isn't just about compliance—it's about fostering environments where all employees can thrive. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Comment on the Show by Sending Mark a Text Message.This episode is part of my initiative to provide access to important court decisions  impacting employees in an easy to understand conversational format using AI.  The speakers in the episode are AI generated and frankly sound great to listen to.  Enjoy!What's the real difference between a difficult workplace and one that's legally "hostile"? This episode cuts through the legalese to reveal the actual standards courts use when determining if harassment crosses the line from unpleasant to unlawful.We unpack decades of landmark Supreme Court decisions that have shaped workplace discrimination law, from Meritor Savings Bank v. Vinson establishing sexual harassment as discrimination, to the groundbreaking Bostock v. Clayton County extending protections to LGBTQ+ workers. Through clear explanations of key legal concepts like "severe or pervasive" and "reasonable person standard," we demystify what makes harassment actionable under federal law.The conversation moves beyond theory into practical territory, examining what documentation employees should maintain, how reporting systems affect liability, and when employers become responsible for harassment from supervisors, coworkers, or even customers. We explore nuanced questions about online harassment in remote work settings and how intersectionality affects discrimination cases when someone faces multiple forms of bias simultaneously.Whether you're an employee wondering if your workplace crosses legal boundaries, a manager seeking to understand your responsibilities, or simply curious about this evolving area of law, this episode provides a comprehensive yet accessible roadmap to navigating hostile work environment claims. Take away clear guidance on documentation strategies, reporting options including the EEOC, and how changing workplace dynamics continue to shape these critical legal protections. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

This week, we're covering a change in leadership at the U.S. Department of Labor (DOL), the reinstatement of National Labor Relations Board (“NLRB” or “Board”) member Gwynne Wilcox (restoring a crucial quorum), and the Equal Employment Opportunity Commission's (EEOC's) focus on new enforcement priorities. New Leadership at the DOL Lori Chavez-DeRemer was sworn in as the U.S. Secretary of Labor on March 11, 2025, after receiving bipartisan support from the Senate. Secretary Chavez-DeRemer, a former congresswoman with strong backing from organized labor, is generally viewed as a centrist figure. NLRB Quorum Restored—for Now President Trump made waves when he fired NLRB member Gwynne Wilcox shortly after taking office. However, on March 6, a federal judge in the District of Columbia held that Wilcox was “illegally” fired and instructed the NLRB Chair to restore Wilcox's access to the Board and allow her to serve out the remainder of her five-year term. EEOC's New Enforcement Priorities  While many had anticipated a reduction in EEOC enforcement under the new administration, a series of announcements indicate that the agency is instead shifting its priorities and stepping up investigations in new areas, such as anti-American bias, antisemitism, and binary sex and related rights. Additionally, the EEOC has recently issued letters to 20 major law firms, raising concerns about their diversity and inclusion programs. The agency is investigating whether these programs may involve unlawful disparate treatment or classification based on race, sex, or other protected characteristics, in potential violation of Title VII of the Civil Rights Act of 1964. Employers should take note, as this development may signal a broader enforcement strategy. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw382 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Comment on the Show by Sending Mark a Text Message.The Equal Employment Opportunity Commission has just declared war on corporate DEI programs, and every employee needs to understand what this means for their workplace rights. In this explosive episode of the Employee Survival Guide, employment attorney Mark delves into the EEOC's dramatic new stance that Diversity, Equity, and Inclusion initiatives are fundamentally illegal under Title VII of the 1964 Civil Rights Act.The federal government, through Acting EEOC Chair Andrea Lucas, has taken the position that DEI programs create unlawful quotas and preferences based on protected characteristics like race and sex. Despite their widespread adoption across major corporations in recent years, these initiatives now face extinction as the EEOC begins targeting employers - starting with warning letters to twenty major law firms threatening enforcement action.Mark provides crucial context about what makes DEI programs potentially discriminatory, explaining how the Supreme Court's decision abolishing affirmative action set the stage for this dramatic policy shift. You'll learn what constitutes illegal preferential treatment, why "reverse discrimination" isn't a separate legal category, and what employees should do if they believe they're experiencing discrimination related to DEI work.EEOC and Justice Department Warn Against Unlawful DEI-Related Discrimination If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Biden-era guidance on responsible AI use has recently been removed from public-facing websites of certain federal agencies including the EEOC, OFCCP and DOL. However, that does not mean companies are not absolved from legal responsibilities when utilizing AI in support of business operations.  Chapters 00:00 Introduction to AI in the Workplace 01:05 Deregulation of AI: A New Era 02:41 Impact of Presidential Administration on AI Policies 04:31 Changes in Federal Guidance on AI 07:12 State-Level Regulations and Compliance Challenges 10:08 The Balance Between Innovation and Regulation 12:06 Understanding Legal Risks in AI Usage 14:52 The Importance of Governance and Policy in AI 18:09 Conclusion and Future Considerations

Employment trends expert discusses the importance of the Workday lawsuit and how it can impact companies who use AI hiring tools. Current estimates show that around 50% of companies now use AI tools for recruitment and hiring. However, the wild west of AI usage will soon come under legal wrangling. Earlier this month, an applicant in a groundbreaking AI bias lawsuit (Mobley v. Workday, Inc.) requested the court's approval of a nationwide class of potential plaintiffs.“Derek Mobley's case against Workday was already setting legal precedent, as it was the first of its kind to bring charges of bias related to a company's use of AI hiring tools,” says Rob Wilson, President of Employco USA, an employment solutions firm. “His legal team now believes they have enough plaintiffs to expand to their lawsuit nationwide which means more states could be impacted by what happens with the decision in this case.”Wilson says that the EEOC is backing Mobley's lawsuit.“In a brief filed in the Mobley v. Workday class-action case, the EEOC argued that if the claims in the case are true, the plaintiff has valid reasons to hold the AI vendor accountable for any discrimination caused by its technology,” says Wilson.In other words, Wilson says that the EEOC wants to hold companies legally responsible if their AI hiring software has any potential bias built in. Hosted on Acast. See acast.com/privacy for more information.

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

This week on The Feds, Holly Felmlee joins us again to discuss her recent Equal Employment Opportunity Commission (EEOC) lawsuit win. Holly Felmlee was a financial analyst for the Department of Defense Education Activities (DODEA), who worked in Japan and Belgium during the Covid years. Based on her vaccination status, she was unwillingly put on AWOL status and fired, re-hired, and fired again within a 4-day period. Holly filed an EEOC complaint and sued the Department of Defense (DOD) . We discuss what her recent win means, the extensive waste and abuse she saw as a financial analyst, and the abuse within DODEA schools. As of March 11, Holly and the Department of Defense are still discussing the terms of her reinstatement. The DOD attempted to bring Holly back as a GS-9, but the job is now promoted to a GS-11 and there is resulting confusion with her back pay terms. As of now, Holly has not been reinstated or received back pay.Did you know Feds For Freedom is co-sponsoring a one-day conference at Liberty University? Virginia Medical Freedom Alliance, Feds For Freedom, and the Liberty University College Republicans are hosting this event on Saturday, April 5 from 8am to 5:30pm. The theme is Medical Freedom and the Constitution: Your Life in the Balance. Come hear some awesome speakers, including Vice Admiral Dean Lee, Feds For Freedom President Marcus Thornton, and Dr. Crisanna Shackleford. Please register here: https://vamfa.org/medical-freedom-and-the-constitution-your-life-in-the-balance/ Check out Feds For Freedom's SubstackWatch and listen to The Feds on any of these platforms: https://taplink.cc/fedsforfreedomSupport the Work and Become a Member of Feds For Freedom www.fedsforfreedom.org/joinFollow Us on Social Media Instagram/X (Twitter)/Facebook: @feds4freedomusa

Since taking office, President Trump has made significant changes at federal agencies affecting workplace regulations. In addition to appointing new leadership, President Trump swiftly removed sitting commissioners of the EEOC and NLRB, limiting a number of key agency operations. 

Monday, February 17th, 2025Today, Trump officials fired nuclear staff not realizing they oversee the country's nuclear weapons stockpile so now he's trying to re-hire them; Zelensky refuses to hand over US access to Ukraine's minerals; three DOGEbags showed up to San Francisco City Hall demanding records; Trump bars federal funding for schools with COVID vaccine mandates; internal DOGE documents show Musk is trying to skirt the law with his DEI firings; the Trump administration has moved to drop transgender discrimination cases at the EEOC; protests erupt after the National Park Service removed the “TQ” from LGBTQ at the Stonewall National Monument; DOGE published classified information; and Allison and Dana deliver your Good News. Thank You DeleteMeJoindeleteme.com/dailybeans code dailybeans for 20% off.Thank You PiqueLifeGet 20% off on the Radiant Skin Duo, plus a FREE starter kit at Piquelife.com/dailybeans.Stories:Zelenskyy declines to accept US proposal to access Ukraine's minerals - Emma Burrows | AP NewsElon Musk's DOGE Posts Classified Data On Its New Website - Jennifer Bendery | HuffPost Trump bars federal funding to schools with COVID vaccine mandates - Anne Flaherty and Kelsey Walsh | ABC NewsProtests at Stonewall National Monument after "LGBTQ" changed to "LGB" on government website - Ali Bauman, Kristie Keleshian | CBS New YorkRecords show how DOGE planned Trump's DEI purge — and who gets fired next - Hannah Natanson and Chris Dehghanpoor | The Washington Post3 men claiming to be from DOGE show up at San Francisco City Hall, demand records -  Tim Fang | CBS NewsTrump administration wants to un-fire nuclear safety workers but can't figure out how to reach them - Peter Alexander and Alexandra Marquez | NBC NewsTrump administration moves to drop transgender discrimination cases - Julian Mark and Beth Reinhard | The Washington PostGood Trouble:#TheMajorityProject: 100k Postcards to Congress – Signs Of JusticeFederal 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. From The Good News“Pay the people - F*** Elon!”#TheMajorityProject: 100k Postcards to Congress – Signs Of JusticeLink to Bacchus' adoption pageReminder - 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! Check out other MSW Media podcastshttps://mswmedia.com/shows/Subscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.comFollow AG and Dana on Social MediaDr. Allison Gill Substack|Muellershewrote, Twitter|@MuellerSheWrote, Threads|@muellershewrote, TikTok|@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 Beanshttps://www.dailybeanspod.com/confessional/ Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:The Daily Beans on Apple PodcastsWant to support the show and get it ad-free and early?Supercasthttps://dailybeans.supercast.com/Patreon https://patreon.com/thedailybeansOr subscribe on Apple Podcasts with our affiliate linkThe Daily Beans on Apple Podcasts

Headlines for February 05, 2025; Blueprint for Ethnic Cleansing: Trump Proposes U.S. Take Over Gaza & Forcibly Remove All Palestinians; “Catastrophic”: Trans Youth Lose Access to Care as Hospitals Capitulate to Trump Attacks; “I Will Go to Jail to Defend Your Care”: New York Doctor Vows to Keep Helping Trans Youth Patients; I Was Fired by Donald Trump: Top Lawyer at EEOC Speaks Out on “Anti-DEI” Purge, Gutting of Agencies

Wednesday, January 29th, 2025Today, in the middle of the night Monday night, Trump 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.Thank You HomeChefFor a limited time, HomeChef is offering you 18 Free Meals PLUS Free Dessert for Life and of course, Free Shipping on your first box! Go to HomeChef.com/DAILYBEANS.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 aSusan Crawford - JUDGE CRAWFORD FOR WISCONSIN SUPREME COURTFrom 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 Check out other MSW Media podcastshttps://mswmedia.com/shows/Subscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.comFollow AG and Dana on Social MediaDr. Allison Gill Substack|Muellershewrote, Twitter|@MuellerSheWrote, Threads|@muellershewrote, TikTok|@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 Beanshttps://www.dailybeanspod.com/confessional/ Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:The Daily Beans on Apple PodcastsWant to support the show and get it ad-free and early?Supercasthttps://dailybeans.supercast.com/Patreon https://patreon.com/thedailybeansOr subscribe on Apple Podcasts with our affiliate linkThe Daily Beans on Apple Podcasts