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Something New! 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 hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.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 three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout 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:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Something New! 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 hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.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 three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout 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:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

This Day in Legal History: Ratification of the Bill of Rights by New JerseyOn November 20, 1789, New Jersey became the first state to ratify the Bill of Rights, a landmark moment in American constitutional history. Just months after the U.S. Constitution went into effect, debate over its lack of explicit protections for individual liberties sparked calls for amendments. Responding to this concern, James Madison introduced a series of proposed amendments in the First Congress in June 1789, aiming to ease Anti-Federalist fears and solidify support for the new federal government. Congress approved twelve amendments on September 25, 1789, and sent them to the states for ratification.New Jersey acted swiftly, ratifying eleven of the twelve proposed amendments less than two months later. The state rejected the first proposed amendment, which concerned congressional representation, and accepted the rest, including protections for freedom of speech, religion, the press, the right to bear arms, and safeguards against unreasonable searches and seizures. New Jersey's early endorsement gave momentum to the broader ratification effort, which required approval by three-fourths of the states.By December 15, 1791, ten of the amendments had been ratified by the necessary eleven states and became known as the Bill of Rights. These provisions would become foundational to American legal doctrine, judicial interpretation, and civil liberties jurisprudence. New Jersey's rapid ratification also signaled the willingness of smaller states to embrace a constitutional framework that better balanced federal power with individual protections.The ratification process itself reflected the structural legal mechanism required to alter the Constitution—Article V mandates both congressional proposal and state approval. This episode demonstrates how early American legal institutions navigated public pressure and political compromise to create durable legal norms. The Bill of Rights remains central to constitutional interpretation today, frequently invoked in court cases involving speech, privacy, and due process.A group of senior judges on the U.S. Court of Appeals for the Fifth Circuit has recently influenced several rulings on politically sensitive cases, softening the conservative tone of one of the nation's most right-leaning appellate courts. These judges, many appointed decades ago by presidents like Jimmy Carter and Ronald Reagan, were part of three-judge panels that struck down or allowed challenges to laws involving religion in schools, drag shows on campus, and firearm signage. However, these decisions are now set for reconsideration by the court's full active bench in January, as part of a growing trend of en banc rehearings.The Fifth Circuit includes 17 active judges and seven senior judges. While senior judges can still hear cases and author opinions, their influence is ultimately limited because active judges control en banc reviews, which can overturn panel rulings. Most of these upcoming en banc cases saw dissents from Trump-appointed judges at the panel level. Some senior judges, like Edith Brown Clement, are conservative and remain highly active, while others like James Dennis and Patrick Higginbotham are known for their moderate or liberal views and are key voices in current and upcoming decisions.Legal experts say senior judges' experience and moderation often make them more willing to adhere to precedent rather than pursue ideological shifts. Their dissents and opinions can also help signal to the U.S. Supreme Court that a case warrants review. With an increase in ideologically charged cases on topics like immigration and free speech, the Fifth Circuit's internal dynamics reflect a broader national tension between judicial restraint and a more activist, conservative legal agenda.Full Fifth Circuit Overrides Moderate Senior Judges' RulingsThe Equal Employment Opportunity Commission (EEOC) has asked a federal court to enforce a subpoena against the University of Pennsylvania as part of an ongoing investigation into alleged antisemitic harassment. The EEOC's request was filed in the U.S. District Court for the Eastern District of Pennsylvania and stems from a charge initiated in December 2023 by Republican-appointed Chair Andrea Lucas. The agency is seeking documents and information identifying victims and witnesses to reported religious-based harassment affecting faculty and staff.The investigation centers on claims that the university failed to adequately respond to internal complaints of antisemitism. The EEOC under Lucas—particularly during and after the first Trump administration—has prioritized enforcement actions related to religious discrimination, with higher education institutions facing increased scrutiny. Penn has not yet issued a public response regarding the subpoena or the broader investigation.EEOC Seeks UPenn Information Disclosure in Antisemitism ProbeCryptocurrency exchange Kraken announced that it has confidentially filed for an initial public offering (IPO) in the United States. The move positions Kraken among several digital asset firms seeking to go public amid renewed investor interest in the crypto sector. Other companies like Circle and Gemini have also made progress toward U.S. listings this year.Kraken recently reported a $20 billion valuation in its latest fundraising round, marking a 33% increase over the past two months. While the company did not disclose specific details about the IPO structure or timeline, the filing indicates growing momentum for digital finance firms in public markets.Crypto exchange Kraken confidentially files for US IPO | ReutersThe U.S. government has loaned Constellation Energy $1 billion to restart a nuclear reactor at the former Three Mile Island site in Pennsylvania. The project, now called the Crane Clean Energy Center, involves reviving an 835-megawatt reactor that was shut down in 2019. Constellation entered a partnership with Microsoft in 2024 to help offset the tech company's energy use, especially for power-intensive data centers. The reactor's restart reflects rising energy demand tied to emerging technologies like artificial intelligence.The Department of Energy's Loan Programs Office (LPO) issued the loan to help lower financing costs and encourage private investment. Officials emphasized that nuclear energy offers stable, carbon-free baseload power critical for both grid reliability and climate goals. While Constellation is financially strong enough to obtain private funding, the administration said public support signals a national commitment to clean and dependable energy infrastructure.The plant still needs regulatory approvals, including from the Nuclear Regulatory Commission. Constellation has already begun hiring workers, inspecting systems, and ordering essential equipment. The company now expects the reactor to come online by 2027, a year ahead of the original timeline due to an accelerated grid connection review.US loans Constellation $1 billion for Three Mile Island reactor reboot | Reuters This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

As the federal government shutdown ends, join David Fortney's wide-ranging conversation with EEOC Chair Andrea Lucas as they discuss her new status as Chair and what to expect from the EEOC now that the agency has a quorum. 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/

The EEOC, now under the leadership of Chair Andrea Lucas and with a full quorum for the first time in years, is signaling shifts in enforcement priorities that could have significant implications for employers. What Employers Should Know: New Leadership: Chair Lucas has emphasized a commitment to "upholding merit-based, colorblind equality" in workplace policies. Key Priorities: Among the EEOC's key priorities are protecting pregnant workers, addressing religious bias, and scrutinizing diversity, equity, and inclusion programs for potential reverse discrimination. Religious Focus: The EEOC is expected to issue new guidance on religious discrimination and accommodations.  In this episode of Employment Law This Week®, Epstein Becker Green attorney James D. Mackinson discusses the latest updates from the EEOC and what they mean for employers. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw413 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 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.

This month's Policy Pulse episode with Traci and co-host Bryan Driscoll is packed with the compliance updates every HR leader needs heading into 2026. With new EEOC leadership officially in place, federal enforcement is shifting, state protections are becoming more critical, and workplace culture decisions are getting harder to navigate.Spoiler alert: You're about to feel major whiplash as protections from the past four years (DEI initiatives, pregnancy accommodations, gender identity policies, and more) face rollbacks. But state laws might be your lifeline.This conversation covers everything from DEI audits and the Pregnant Workers Fairness Act to religious and gender identity protections, reverse discrimination claims, and a cultural reality check about office returns. You'll hear why one company's Halloween costume mishap revealed their broken culture, what managers actually need to know about anti-harassment training, and the single question every HR leader should ask before mandating people back to the office. Plus, Bryan walks through the most pressing questions he's getting from clients right now about navigating these changes without losing employee trust.What We CoverNew EEOC leadership and the anticipated rollbacks to DEI programs, pregnant workers protections, and gender identity policiesWhy auditing your DEI initiatives now isn't optional (it's survival)The Pregnant Workers Fairness Act: expanded protections facing the axe and what state laws might save youReligious and gender identity conflicts: expect stronger protections for religious objections and narrower interpretations of gender identityWhen federal law disappears, state law is your safety net and some states have serious teethThe culture-killing move: mandating office returns without a legitimate business reasonHow convincing employees signals distrust and guarantees compliance theater instead of real engagementWhy one Halloween costume revealed everything wrong with a company's cultureAnti-harassment training for managers vs. company-wide training: why you need both and why most companies miss thisThe real question HR leaders should ask before sending that RTO mandate: would I come in for that reason?Key Quote"Your response or lack of response when someone crosses a line in your organization, that is your culture." - Bryan DriscollConnect with Bryan here: https://www.linkedin.com/in/bryanjohndriscoll/ Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Comment on the Show by Sending Mark a Text Message.Think you're protecting yourself by forwarding emails, saving pay spreadsheets, and uploading screenshots to a chatbot before HR lowers the boom? That impulse can turn a strong discrimination or retaliation claim into a story about you breaking the rules. We walk through the hidden legal traps that many employees miss—confidentiality agreements, acceptable use policies, non-disparagement clauses—and how employers flip those mistakes into a ready-made defense.We pull back the curtain on the “retaliation playbook”: IT flags unusual downloads, HR opens a policy investigation, and termination arrives with a “legitimate, non-retaliatory reason.” Then comes after-acquired evidence to limit damages, motions to exclude improperly obtained documents, and the credibility battle that distracts from your core allegations. We also break down the whistleblower myth. Some statutes can protect targeted document retention, but coverage is narrow, fact-specific, jurisdiction-dependent, and easy to lose. Relying on Title VII's anti-retaliation language to excuse broad data grabs is a costly mistake.The AI trap gets special attention. Uploading company files to a chatbot creates discoverable records, waives privilege, and can breach your NDA. It also invites arguments that you were case-shopping, not reporting unlawful conduct. Instead of risking counterclaims and evidence exclusions, follow the safer path: consult an employment lawyer early, use contemporaneous personal notes, make formal complaints that trigger preservation, consider agency filings like the EEOC to lock in holds, and deploy preservation letters to prevent deletion. We close with a practical checklist of do nots and smart alternatives that keep your claim strong and the focus on the employer's conduct.If this conversation could save a colleague from a self-inflicted wound, share it. Subscribe for more plain-English employment law guidance, and leave a review to tell us what topic you want next. 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.

Summary In this insightful episode of the Chattinn Cyber podcast, host Marc Schein is chattin'with Ryan Steidl, a leading privacy and artificial intelligence attorney, to explore the evolving landscape of AI from a legal and cybersecurity perspective. Ryan shares his journey from Maryland to becoming a respected figure in data privacy and AI law, highlighting the influence of pioneering professors and his early work at Under Armour. He frames AI as an evolutionary technology that builds on existing data privacy and security issues but introduces new complexities due to limited human intervention in its processes. Their chat delves into the current regulatory environment surrounding AI in the United States, which Ryan describes as a patchwork of state laws with no comprehensive federal framework yet in place. He discusses the recent veto of Virginia's AI bill and the ongoing debate over a proposed federal moratorium on state AI legislation, emphasizing the tension between innovation and safety. Ryan also notes the role of federal agencies like the FTC and EEOC in shaping AI policy and how shifts in administration priorities—from safety to innovation—impact regulatory approaches. Ryan advises business leaders to focus on the purpose behind AI adoption, urging them to carefully assess use cases, data needs, and risk tolerance before allowing AI tools in their organizations. He stresses the importance of governance, recommending cross-functional oversight teams and clear ownership at multiple levels—from enterprise governance to tool implementation and output accountability. He also highlights the necessity of rigorous vetting and ongoing risk assessments to manage AI-related risks effectively. The chat further clarifies the distinctions between open-source AI models, public tools like ChatGPT, and private sandbox environments. Ryan warns against indiscriminate use of public AI models with sensitive data and advocates for controlled environments that offer greater security and customization. He also touches on emerging trends like synthetic data and regulatory sandboxes, which balance innovation with risk mitigation, citing Utah's AI lab as a pioneering example. Concluding on the topic of AI's impact on cyber risk, Ryan offers a nuanced view: AI can both help manage and exacerbate cyber risks depending on how it is used. He underscores the increasing complexity AI introduces and the critical role of human oversight in accountability and enforcement. Ryan predicts that insurers will push organizations toward proactive risk management rather than reactive responses, emphasizing the need for continuous monitoring and anticipation of AI-related pitfalls. He closes by inviting listeners to access further resources and contact his team for guidance. Key Points AI as an Evolutionary Technology: AI builds on existing data privacy and security frameworks but introduces new challenges due to limited human intervention in its processes. Fragmented AI Regulation: The U.S. currently has a patchwork of state-level AI laws with no comprehensive federal legislation, complicated by political debates such as the proposed moratorium on state AI laws. Governance and Ownership: Effective AI adoption requires clear governance structures, cross-functional oversight, and defined ownership at multiple organizational levels. Risk Assessment and Documentation: Organizations must implement thorough vetting processes, conduct ongoing risk assessments, and maintain detailed documentation to demonstrate accountability and compliance. Safe AI Adoption Practices: Businesses should avoid using public AI models with sensitive data, favor sandbox or private instances, and consider synthetic data to mitigate privacy and compliance risks. Key Quotes "AI is more evolutionary than revolutionary, at least. It builds on a lot of topics that we're pretty familiar with, especially in cybersecurity."

In this podcast recorded at our recent Corporate Labor and Employment Counsel Exclusive® seminar, Nonnie Shivers (office managing shareholder, Phoenix) and Scott Kelly (shareholder, Birmingham) discuss the rapidly changing and increasingly complex legal landscape surrounding diversity, equity, and inclusion (DEI) initiatives, focusing on recent enforcement trends and guidance from the EEOC and Department of Justice. Scott, who is chair of the firm's Workforce Analytics and Compliance Practice Group and Government Contracting and Reporting Practice Group, and Nonnie, who is co-chair of the firm's Diversity, Equity, and Inclusion Compliance Practice Group, provide insights into new priorities, enforcement actions, and practical considerations for employers navigating DEI compliance, including the risks of rebranding or modifying programs without addressing underlying legal concerns. The conversation highlights the importance of understanding both current and emerging legal frameworks to effectively manage risk and opportunities in workplace DEI efforts.

In this podcast recorded at our recent Corporate Labor and Employment Counsel Exclusive® seminar, Tae Phillips (shareholder, Birmingham), Jim Paul (shareholder, St. Louis/Tampa), and Scott Kelly (shareholder, Birmingham) continue their discussion of the EEOC's evolving enforcement priorities—with a particular focus on gender identity issues. Scott (who chairs the firm's Workforce Analytics and Compliance Practice Group) analyzes recent executive orders, legal challenges, and the impact of Supreme Court decisions such as Bostock and Muldrow on workplace protections for transgender individuals. Scott also highlights the complexities faced by nationwide employers due to varying federal, state, and local laws, as well as the intersection of gender identity and religious objections in the workplace—which underscores the importance of staying informed about both legal developments and practical workplace challenges.

In this episode of Zero to CEO, I speak with Florida employment lawyer Alberto Naranjo, founder of FloridaEmploymentLaw911.com, about the legal pitfalls that entrepreneurs and business owners often overlook. From casual hiring and wrongful termination to wage law violations and EEOC claims, Alberto breaks down the most common mistakes that can lead to costly lawsuits — or even personal liability. Whether you're hiring your first employee or rapidly scaling a team, this conversation will help you avoid legal landmines and protect your business.

In this podcast recorded at our recent Corporate Labor and Employment Counsel Exclusive® seminar, Tae Phillips (shareholder, Birmingham), Jim Paul (shareholder, St. Louis/Tampa), and Scott Kelly (shareholder, Birmingham) continue their discussion of the EEOC's evolving enforcement priorities—this time focusing on disability discrimination. Jim (who is co-chair of the firm's Disability Access Practice Group) highlights a lack of new federal initiatives on disability access, a reduction in federal enforcement resources, and an increase in private and state-level actions regarding disability rights. The episode concludes with practical advice for employers to maintain strong disability accommodation policies and emphasizes the importance of remaining vigilant and proactive in handling disability accommodation requests despite shifting federal enforcement trends.

While President Trump’s Executive Orders directed at individual law firms drew immediate attention, the administration’s broader enforcement of nondiscrimination employment law in the legal industry has gone comparatively unanalyzed. In March, Acting EEOC Chairman Andrea Lucas wrote letters to 20 large law firms requesting information on their employment practices (at least four of those firms subsequently settled with the Commission). In May, Americans for Equal Opportunity filed an EEOC charge challenging the legality of allegedly discriminatory programs administered by Sponsors for Educational Opportunity and its 44 law-firm partners. These processes are necessarily opaque, leaving the status of EEOC investigations (other than those publicly settled) unclear. As the EEOC appears to continue investigating these varying sets of programs and allegations, we pause to consider the merits of these matters.Featuring:Jonathan A. Segal, Partner, Duane Morris LLP; Managing Principal, Duane Morris InstituteAlison Somin, Senior Legal Fellow, Pacific Legal Foundation(Moderator) Dan Morenoff, Executive Director & Secretary, American Civil Rights Project; Adjunct Fellow, Manhattan Institute

In this podcast recorded at our recent Corporate Labor and Employment Counsel Exclusive® seminar, Tae Phillips (shareholder, Birmingham), Jim Paul (shareholder, St. Louis/Tampa), and Scott Kelly (shareholder, Birmingham) continue their discussion of the EEOC's evolving enforcement priorities—this time addressing religious discrimination, harassment, and accommodations in the workplace. Jim (who is co-chair of the firm's Disability Access Practice Group) examines recent trends, including the rise in religious accommodation requests, the impact of federal executive orders, and the challenges employers face in navigating religious and political overlap in employee requests. The conversation highlights the complexities of accommodating diverse religious beliefs while maintaining compliance with Title VII of the Civil Rights Act and fostering a respectful work environment.

Affirmative action and DEI have become lightning rods in today's culture wars, but how much do we really know about where they came from and why they exist? In this episode, Sergio breaks down the long history of systemic racism in America, from slavery and Jim Crow to redlining and modern hiring bias. You'll learn what affirmative action actually is, what DEI really means, and how both have shaped access, opportunity, and fairness for everyone not just a few. This isn't about guilt. It's about awareness. Because when you understand the history, you start to see the patterns. And once you see them, you can't unsee them.1.Intro2. America's Original Construction Project3. The Evolution of Inequality4. Who's Really Getting the Handout?5. Before Affirmative Action, There Was Just...Discrimination6. DEI for Dummies: The Part They Never Told YouSources & References:• Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. National Bureau of Economic Research. https://doi.org/10.3386/w9873• Equal Employment Opportunity Commission. (n.d.). EEOC history: 1964–1969. U.S. Equal Employment Opportunity Commission. https://www.eeoc.gov/history/eeoc-history-1964-1969• National Park Service. (n.d.). Equal Pay Act of 1963. U.S. Department of the Interior. https://www.nps.gov/articles/equal-pay-act.htm• Pittsburgh Press Co. v. Pittsburgh Commission on Human Relations, 413 U.S. 376 (1973). https://en.wikipedia.org/wiki/Pittsburgh_Press_Co._v._Pittsburgh_Commission_on_Human_Relations• University of Washington. (n.d.). Racial restrictive covenants: Enforcing neighborhood segregation in Seattle. Civil Rights & Labor History Consortium. https://depts.washington.edu/civilr/covenants_report.htm• Jones-Correa, M. (2000). Origins and diffusion of racial restrictive covenants. Political Science Quarterly, 115(4), 541–568. https://www.jstor.org/stable/2657609• Urban Institute. (2023). Addressing the legacies of historical redlining. https://www.urban.org/sites/default/files/2023-01/Addressing%20the%20Legacies%20of%20Historical%20Redlining.pdf• Nardone, A., Casey, J. A., Morello-Frosch, R., Mujahid, M., Balmes, J., & Thakur, N. (2020). Associations between historical residential redlining and current age-adjusted rates of emergency department visits due to asthma across eight cities in California. The Lancet Planetary Health, 4(1), e24–e31. https://pmc.ncbi.nlm.nih.gov/articles/PMC9901820/• Pager, D., Western, B., & Bonikowski, B. (2009). Discrimination in a low-wage labor market: A field experiment. American Sociological Review, 74(5), 777–799. https://pmc.ncbi.nlm.nih.gov/articles/PMC2915472/• Corrigan v. Buckley, 271 U.S. 323 (1926). https://en.wikipedia.org/wiki/Corrigan_v._Buckley• ADA National Network. “Timeline of the Americans with Disabilities Act.” adata.org. Accessed October 2, 2025. https://adata.org/ada-timeline• Administration for Community Living. “Origins of the ADA.” acl.gov. Accessed October 2, 2025. https://acl.gov/ada/origins-of-the-ada• U.S. Department of Justice. “Introduction to the Americans with Disabilities Act.” ada.gov. Accessed October 2, 2025. https://www.ada.gov/topics/intro-to-ada/• Section508.gov. “IT Accessibility Laws and Policies.” section508.gov. Accessed October 2, 2025. https://www.section508.gov/manage/laws-and-policies/• BrownGold. “DEI & A: The Effect of Donald Trump's DEI Executive Order on Accessibility.” browngold.com. Accessed October 2, 2025. https://browngold.com/blog/dei-a-the-effect-of-donald-trumps-dei-executive-order-on-accessibility/• Wikipedia. “Architectural Barriers Act of 1968.” Wikipedia.org. Accessed October 2, 2025. https://en.wikipedia.org/wiki/Architectural_Barriers_Act_of_1968• Michigan State University Libraries. “Advancing Accessibility: A Timeline.” lib.msu.edu. Accessed October 2, 2025. https://lib.msu.edu/exhibits/advancing-accessibility/timeline• Duane Morris LLP. “ADA Considerations for Neurodiversity Hiring Programs.” duanemorris.com. August 3, 2023. https://www.duanemorris.com/articles/ada_considerations_for_neurodiversity_hiring_programs_0803.html• Autism Spectrum News. “Neurodiversity Hiring Programs: A Path to Employment.” autismspectrumnews.org. Accessed October 2, 2025. https://autismspectrumnews.org/neurodiversity-hiring-programs-a-path-to-employment/Institute for Diversity Certification. “What Does It Mean to Provide Reasonable Workplace Accommodations for Your Neurodiverse Employees?” diversitycertification.org. Accessed October 2, 2025. https://www.diversitycertification.org/deia-matters-blog/what-does-it-mean-to-provide-reasonable-workplace-accommodations-for-your-neurodiverse-employeesKatznelson, I. (2005). When affirmative action was white: An untold history of racial inequality in twentieth-century America. W. W. Norton & Company. (See summary: History & Policy).• Onkst, D. H. (1998). “'First a negro… incidentally a veteran': Black World War II veterans and the G.I. Bill of Rights in the Deep South, 1944–1948.” Journal of Social History, 32(3), 517–543.• Blakemore, E. (2019; updated 2025). “How the GI Bill's promise was denied to a million Black WWII veterans.” History.com. https://www.history.com/articles/gi-bill-black-wwii-veterans-benefits.• Heller School, Brandeis University. (2023). “Not all WWII veterans benefited equally from the GI Bill” (impact report). https://heller.brandeis.edu/news/items/releases/2023/impact-report-gi-bill.html.• Perea, J. F. (2014). [Law review article on GI Bill and race]. University of Pittsburgh Law Review (available as PDF).• NBER working paper(s). (2024–2025). “Quantifying Racial Discrimination in the 1944 GI Bill” (authors and links in NBER repository). 

In this episode of Grow Your Business & Grow Your Wealth, host Gary Heldt sits down with Gary Martoccio, founder of The Martoccio Firm and one of the nation's leading employment law attorneys representing employees in disputes against their employers. With more than $50 million recovered and over 200 Federal cases handled, Gary brings firsthand insights into the legal landscape that every business owner must understand. Together, they discuss the real risks hidden in hiring, firing, and managing people—from wrongful termination and discrimination claims to misclassification and retaliation cases. Gary also shares what smart business owners can do to protect themselves legally, maintain ethical practices, and build workplaces that foster trust, compliance, and productivity. What You'll Learn → The top 3 mistakes that trigger costly employee lawsuits→ How to document workplace issues before they escalate→ The role of the EEOC and what to expect during an investigation→ Steps small business owners can take today to minimize legal exposure→ Why understanding employment law is critical to long-term business success Gary Martoccio is an employment law attorney and the founder of The Martoccio Firm, which exclusively represents employees in legal disputes against their employers. With extensive experience in both State and Federal courts, as well as before the EEOC, Gary has recovered more than $50 million for clients. His mission: to level the playing field and educate both employees and business owners on their rights and responsibilities in today's workplace. Connect with Gary on LinkedIn Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Traci and attorney Bryan Driscoll for this month's Policy Pulse episode covering the latest workplace regulations that demand your attention. Together they break down the DOL's new emergency pay ruling, a shocking discrimination lawsuit, California's pay transparency expansion, and Supreme Court cases that could reshape federal workplace regulation.Spoiler alert: Emergency pay just became part of your overtime calculation headache, and California is done with fake pay ranges.This episode unpacks how the Department of Labor now requires emergency and hazard pay to be included when calculating overtime rates, making your payroll significantly more complex. You'll also hear about the EEOC's lawsuit against a staffing firm that honored male-only hiring requests and why this puts all recruiters on notice. Discover how California's strengthened pay transparency law demands "good faith" ranges that include total comp, not theoretical maximums, plus why the Supreme Court's upcoming term could create wild policy swings for the NLRB and EEOC.What We Cover:– DOL's new emergency pay overtime requirement– The staffing firm's male-only hiring lawsuit– California's "good faith" pay range mandate– Why vendor compliance doesn't absolve employer liability– Supreme Court cases threatening independent agencies– The ERISA fiduciary risks HR overlooksKey Quote: "California now says you can't put in a job description what you could pay an employee. You have to put in the job posting what you will pay the employee." – Bryan DriscollConnect with Bryan Driscoll: https://www.linkedin.com/in/bryanjohndriscoll/ Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

In part one of this podcast series recorded at our recent Corporate Labor and Employment Counsel Exclusive® seminar, Scott Kelly (shareholder, Birmingham), Tae Phillips (shareholder, Birmingham), and Jim Paul (shareholder, St. Louis/Tampa) discuss the EEOC's new enforcement priorities, with a particular focus on national origin discrimination and the agency's increased emphasis on protecting workers from anti-American bias. Tae (who is co-chair of the firm's Drug Testing Practice Group) and Scott (who chairs the firm's Workforce Analytics and Compliance Practice Group) review recent statements from the EEOC's acting chair, highlight the legal definitions and practical implications of national origin discrimination under Title VII of the Civil Rights Act, and share observations about a rise in related EEOC charges. The conversation also touches on the importance for employers to coordinate labor, employment, and immigration practices in light of these evolving enforcement trends.

 Hiring in industrial water is slow, specialized, and expensive to get wrong. In this conversation, executive advisor Randi Fargen explains how a two-question, 5–7 minute Culture Index survey becomes an ongoing management and coaching system—not just a hiring screen—so owners cut turnover risk, speed onboarding, and improve day-to-day communication.    From “assessment fatigue” to a usable language  Most teams dread long assessments. This survey takes minutes and measures four primary traits—autonomy, sociability, pace/patience, conformity—plus three sub-traits (logic, ingenuity, mental stamina). Leaders get a shared vocabulary for why projects stall, what information different people need, and where the team is over-weighted in “gas” (vision/growth) or “brake” (quality/process).    Objective data where interviews fail  Resumes can be embellished, references are curated, and interviews are where candidates most modify behavior. The survey provides objective, EEOC-compliant data to align role demands with how a person is wired—a first pass for “right person, right seat,” followed by skills and experience checks. Trace shares a driver-hire example where data prevented a costly misfit and made the interview process smoother and more targeted.    Turnover, onboarding load, and the health check  Randi highlights research she cites with clients: 66% of employees have accepted roles they knew weren't a fit, and 50% of those left within six months—burning cash and team morale. The fix isn't one-and-done. Teams re-survey every 3–6 months to read dynamic “job behavior” shifts, diagnose disconnects early, and adjust coaching, workload, or process before problems harden.    Coaching at scale, not weaponization  Culture Index works best when deployed top-down and organization-wide (not just managers). Teams adopt simple practices—e.g., bringing pattern cards to meetings or adding patterns to email signatures—to reduce friction. A guardrail: never “weaponize the dots.” Use the data to maximize strengths and support challenges; never to excuse behavior or limit someone's potential.    Industry relevance and next steps  Because industrial water roles are niche and ramp time is long, using objective behavioral data helps retain talent you've already invested in. Randi closes with a free team diagnostic offer for companies that want to “test drive” the approach and leave with actionable insights—regardless of whether they proceed further.  Listen to the full conversation above. Explore related episodes below. Stay engaged, keep learning, and continue scaling up your knowledge!    Timestamps    02:01 - Trace Blackmore shares a Legionella Awareness Month recap (most listened yet, high sharing), shout-outs to some guests, note that the CDC recognized Legionella Awareness Month, the origin story from 2020 lockdowns, a call to keep challenging what we “know”  07:52 - Upcoming Events for Water Treatment Professionals   12:51 - Interview with Randi Fargen, Executive Advisor with Culture Index  13:27 - Randi's self-intro: role and how she helps businesses (“right people, right seats”)  17:02 – Hiring Win; interviews get sharper when profiles guide questions  22:13 – Cost of Turnover  33:42 - What's measured: four primary traits (A/B/C/D) + three sub-traits (logic/ingenuity/stamina)  41:06 - Gas vs. brake; turning productive tension into quality control  52:51 - Guardrail: never “weaponize the dots”; use data to support, not to excuse or exclude  01:12:21 - Water You Know with James McDonald    Quotes  “Fully exploited strengths are a far greater value than marginally improved weaknesses.”  “Statistically speaking, 98% of the population has less autonomy than you do.”  “The second this is weaponized; the program is dead within your organization.”  “This isn't something, it's not a magic wand, it's not a magic bullet… This is a marathon, not a sprint.”    Connect with Randi Fargen Phone: 1(303) 242 0346  Email: rfargen@cultureindex.com   Website: www.cultureindex.com     LinkedIn: https://www.linkedin.com/in/randi-fargen/     Guest Resources Mentioned   Culture Index Program  Randi Fargen (Executive Advisor) Free Team Diagnostic   Extreme Ownership by Jocko Willink   How Not to Age: The Scientific Approach to Getting Healthier as You Get Older by Michael Greger    Scaling UP! H2O Resources Mentioned  AWT (Association of Water Technologies)  Scaling UP! H2O Academy video courses  Submit a Show Idea  The Rising Tide Mastermind  446 Leveraging the Culture Index for Business Success with Danielle Scimeca and Conor Parrish    Water You Know with James McDonald   Question: What is the molar mass of water?    2025 Events for Water Professionals  Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE.   

Machinists on strike at Boeing in the St. Louis area have a federally-mediated agreement that will be voted on by members on October 26, the national No Kings march takes place in Madison with labor support, federal workers who have been shut out from work rally outside the Madison-area Social Security office, national flight attendants union leader Sara Nelson has raised the idea of a general strike as the Trump administration runs wild, the Chicago Teachers Union leads the fight against that city's federal invasion, a worker sues the Equal Employment Opportunity Commission for not doing its job, and the attack on immigrant workers is beginning to tank the GDP.

Comment on the Show by Sending Mark a Text Message.Your next performance review might be scored by a model you've never met. We dig into how AI is reshaping hiring, promotion, discipline, and workplace surveillance, and we explain what that means for your rights under anti-discrimination and privacy laws. From the promise of efficiency to the reality of bias, we unpack why intent isn't required for liability and how disparate impact applies whether a manager or a machine makes the call.We walk through real examples, including Amazon's abandoned hiring tool that learned to prefer men, and the EEOC's first AI hiring settlement that signaled employers can't outsource accountability to vendors. We also trace the policy whiplash: federal agencies stepping back from guidance, while states and cities step up. New York City's bias audits and applicant notices, Illinois's expanded protections and BIPA enforcement, and California's “No Robobosses” proposals point to a patchwork of rules that matter the moment software touches your resume, your video interview, or your keyboard.Surveillance is expanding too. Keystroke tracking, productivity dashboards, and biometric tools promise insight but raise serious questions about consent, data handling, and monitoring off-duty or in private spaces. We share practical steps: ask if AI is used in decisions about you, request accessible alternatives, document outcomes that don't add up, and remember that retaliation for raising concerns is illegal. The technology may be new, but your core protections are not. Subscribe for more clear guidance on navigating AI at work, share this conversation with a colleague who needs it, and leave a review to help others find the show. 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.

Episode 349: New research shows women's earnings are falling further behind - but the reasons go beyond bias. With return-to-office mandates, childcare costs, and promotion patterns, Phil, Burt, and fan favorite Mikey Mac unpack what's really driving women's declining pay. They'll also share what employers can do right now to close the gap, retain key talent, and build trust through fair compensation strategies. Timestamps:  00:08 – Opening Topic:  women earn $0.81 for every dollar men earn. 01:32 – Government Shutdown: how the NLRB and EEOC slowdowns are affecting employers. 02:54 – Special Guest Returns: Compensation expert Mikey Mac joins the show. 04:29 – Lawyer on the Clock: Thrive Inc. case expanding NLRB remedies for unfair labor practices. 08:19 – Federal judge strikes down Biden-era protections under the Affordable Care Act. 11:01 – HR Reminder: Illinois' personnel file access law and why employers must stay compliant. 16:51 – Main Discussion: Phil and Mike dive into the gender pay gap and why it's widening again. 19:01 – Companies offering “return-to-office” pay incentives and how it may worsen pay inequity. 23:08 – Families spend up to 24% of income on daycare, influencing women at work.  26:12 – Should pay be based on competency or tenure? The panel debates what's fair and legal. 33:31 – Payroll tax and fringe benefit updates for 2026 and how to join AAIM's December sessions.

Send us a textWhen an employee's request for Sundays off was approved — then revoked — it led to an EEOC case and a costly lesson in religious accommodation law. Chuck and John unpack how one scheduling change turned into a Title VII violation, what the Groff v. DeJoy decision means for employers, and how HR can avoid retaliation, document undue hardship, and protect the company from legal risk. 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.

In this episode of Ogletree Deakins' EEOC Exclusive podcast series, Adam Dougherty (shareholder, Dallas), D'Ontae D. Sylvertooth (shareholder, Washington), and Sean Oliveira (associate, St. Louis) discuss the priorities, philosophy, and early actions of the new EEOC leadership, exploring what the Commission's approach (both before and after quorum) means for employers, employees, and ongoing enforcement. The speakers break down how shifts on DEI, religious accommodation, pregnancy-related policies, and systemic enforcement could reshape compliance strategies for employers and litigation risk in the months ahead.

Comment on the Show by Sending Mark a Text Message.The ground just shifted under workplace civil rights. Federal investigators have closed thousands of disparate impact charges, and right-to-sue letters are landing across the country. We walk through what this change really means: the legal theory behind disparate impact, why the EEOC halted these cases, and how the responsibility now moves squarely to workers and their advocates.We unpack the practical steps for bringing a case to court within the tight 90-day window, from identifying the exact policy at issue to gathering applicant flow data, pass rates, and workforce demographics. We talk about the role of expert statisticians, how to show that disparities are not random, and what courts look for when deciding whether a practice is job-related and consistent with business necessity. You'll also hear how to propose less discriminatory alternatives that still meet business needs, which is often decisive in these cases.AI-driven hiring tools loom large in the conversation. We explain how algorithms can encode historical bias, what documentation and validation employers should have, and what records plaintiffs need to request to test for adverse impact. While the EEOC steps back, some state and local agencies remain active, offering parallel options for investigation. The bottom line is urgent but empowering: your rights remain intact, the venue has changed, and preparation is everything. If you received a right-to-sue letter, mark the 90-day deadline, talk to counsel, and start building your evidence now.If you find this helpful, follow the show, share it with a colleague who needs to hear it, and leave a quick review so others can find these updates. Your feedback guides future topics and keeps this resource strong. 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.When Washington goes dark, your employment case enters a gray zone where agencies stall, courts keep moving, and legal deadlines rarely pause. We unpack the real-world consequences of a federal shutdown on discrimination claims, EEOC investigations, MSPB filings, and federal court practice—then map out the steps that actually protect your rights when the phones go silent.We start with what truly closes and what keeps running. The EEOC pares down to a skeleton crew, investigations and hearings halt, and communication becomes sparse. Federal tribunals like the MSPB automatically extend deadlines by the length of the lapse, but those extensions don't revive expired dates. Federal courts, by contrast, remain open on non-appropriated funds, so filings and schedules usually continue unless a specific judge issues an order. That split reality turns timing into strategy—and makes documentation your lifeline.Drawing lessons from the 2018–2019 shutdown, we explain how backlogs form fast and linger for months, why long lapses push more workers to file directly in federal court, and how judges view “delay versus forgiveness.” Equitable tolling can save a claim when agency doors are locked, but only if you can prove diligent attempts to comply and a genuine barrier to filing. We outline what to save—portal screenshots, certified mail receipts, emails, and submission logs—and when to act. Private-sector workers should assume the 300-day charge deadline and 90-day right-to-sue clock keep running. Federal employees must still contact an EEO counselor within 45 days, even if offices are quiet.Finally, we share the practical playbook we use in our own cases: file through every available channel, verify each attempt, monitor dockets daily, proceed on schedule in PACER unless a judge says otherwise, and build a contemporaneous record of obstacles and efforts. Shutdowns create uncertainty, not immunity. Subscribe, share this episode with someone facing a deadline, and leave a review to help more listeners protect their claims when the government hits pause. 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.

2. Heidi August Witnesses the Gaddafi Coup and CIA Restrictions on Marriage Liza Mundy Book: The Sisterhood: The Secret History of Women at the CIA The story moves to Heidi August, a college graduate and political science major hired by the CIA in 1969 as a GS-3 or GS-4 clerk-secretary. On her first posting in Tripoli, Libya, she displayed the necessary characteristic of a spy—the willingness to go out when hearing something dangerous. Heidi was the first American officer to recognize that Muammar Gaddafi was fomenting a coup, catching the male leadership of the station completely flatfooted. She, along with a friend, drove through gunfire to successfully "burn out" the station (opening safes and destroying classified files) using techniques learned only from a training video. Despite this bravery and competence, she remained a clerk. The agency culture at the time (before EEOC laws) explicitly required women serving overseas in a clandestine capacity not to marry or have children; they would be forced to resign if they did.

In this episode of our EEOC Exclusive podcast series, Adam Dougherty (shareholder, Dallas) sits down with D'Ontae Sylvertooth (shareholder, Washington) and Sean Oliveira (associate, St. Louis) to deliver a clear, timely breakdown of what a government shutdown means, why it happens, and how it affects everything from employers to federal workers to everyday services. The speakers unpack the politics and process behind funding standoffs, the real-world consequences for businesses, and what to watch in the days ahead.

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

What if everything you thought you knew about startup success was wrong? In today's episode of It Gets Late Early, I'm breaking down the myth that young, hoodie-wearing entrepreneurs are the key to successful startups. Spoiler: the data proves otherwise. According to MIT research, the average age of a high-growth startup founder is 42 — not 21. The top 1% of founders are even older, typically around 45 years old. Yet, venture capitalists continue to invest in young, inexperienced founders, ignoring the seasoned leaders with decades of experience.I also tackle the growing age discrimination in tech, where older workers are pushed out despite having the experience and connections that drive success. Companies that embrace diverse ages and experiences in their teams are the ones that succeed. Let's flip the script on startup success. It's time to stop assuming that youth equals innovation. It's never too late to go after your dreams, and age is an asset, not a liability.“So just why is it that older workers tend to be more successful? Two words: life experience.” ~ Maureen Wiley CloughIn This Episode:-Research from MIT: the truth about successful startup founders-The age bias in venture capital and tech hiring-Why older founders have an advantage over younger ones-The challenge to venture capitalists: stop funding failure-Encouraging older tech workers: your experience mattersAnd much more!Resources:-Free Guide to LinkedIn Job Hunting for the 40+ Crew - https://www.itgetslateearly.com/job-guide-EEOC Special Report - https://www.eeoc.gov/special-report/high-tech-low-inclusion-diversity-high-tech-workforce-and-sector-2014-2022-MIT Research on Age and High-Growth Entrepreneurship - https://mitsloan.mit.edu/shared/ods/documents?PublicationDocumentID=6212#:~:text=Our%20primary%20finding%20is%20that,growth%20new%20ventures%20is%2045.0.-Ageism in Tech Hiring - https://www.linkedin.com/posts/maureenwclough_tech-ageism-hiring-activity-7369769952683171841-u7zS?utm_source=social_share_send&utm_medium=member_desktop_web&rcm=ACoAAACPAV4BMEaPyyLI0T1Hayp_eLtXH5AO5-4-iPhone unveiling with Steve Jobs - https://www.youtube.com/watch?v=x7qPAY9JqE4-Workplace Age Discrimination Cases Grow Nationwide - https://gbsbenefitsgroup.com/workplace-age-discrimination-cases-grow-nationwide/#:~:text=The%20Equal%20Employment%20Opportunity%20Commission%20(EEOC)%20has,Act%20(ADEA)%20as%20in%20fiscal%20year%202022-Late-Career Job Losses Are Blurring What Retirement Looks Like in America -

In this episode, FortneyScott shareholder Leslie Silverman, a former EEOC Vice Chair and Commissioner, joins David to unpack how the Trump Administration and the EEOC are prioritizing religious freedom and accommodation, and what employers need to know to stay compliant in a shifting enforcement landscape.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/

Send in your questions to hrask.org or leave your questions in the chat! We're breaking down the implications of the October 1st government shutdown with special guest, D.C. insider Jim Plunkett. What does this mean for E-Verify, immigration processes, labor agency operations, and your compliance deadlines? With uncertainty on Capitol Hill, HR leaders can't afford to wait. Tune in for expert guidance, practical solutions, and a few laughs to carry you through the chaos. Timestamps:  0:00 – Show intro: Phil, Burt, and Nick kick things off 3:10 – Guest introduction: Jim Plunkett joins from Washington D.C. 3:42 – Lawyer on the Clock: Burt breaks down an Eighth Circuit case on drug testing and at-will employment 8:16 – Senate confirms key Trump-era appointees at the EEOC, Wage & Hour, and OSHA 11:00 – AI and the future of work: Bernie Sanders' “artificial labor” warning and the 32-hour workweek debate 15:27 – Introducing next week's guest on AI, Katherine Von Jahn 16:15 – Jim Plunkett's update from D.C.: Inside the government shutdown 18:11 – What could force Congress to act—military pay, TSA, and market pressure 20:08 – Key political standoff: healthcare subsidies vs. funding extension 25:43 – The H-1B visa reentry fee controversy and legal challenges 28:04 – Who's still working? USPS, federal workers, and unemployment pay 31:22 – E-Verify shutdown: What employers still must do 32:57 – EEOC dynamics: How the lone Democrat could stall GOP momentum

This week, we're covering the new H-1B visa fee, the Equal Employment Opportunity Commission's (EEOC's) closure of disparate impact cases, and recent key labor appointments. New Fee for H-1B Visas Employers must now pay $100,000 for each first-time H-1B petition filed on or after September 21, 2025. Current visa holders are not affected. Exceptions may apply, but details are limited. EEOC Shuts Down Disparate Impact Cases The EEOC has closed nearly all disparate impact cases following a recent executive order. These claims can still be pursued in court. The agency will also dissolve its Office of Enterprise Data and Analytics, although EEO-1 reporting requirements appear unchanged. Key Labor Roles Confirmed The Senate has confirmed Daniel Aronowitz as Assistant Secretary of Labor for the Employee Benefits Security Administration. Additionally, the Senate has confirmed over 100 other labor-related appointments—including 11 top labor positions—restoring a quorum at both the EEOC and the Merit Systems Protection Board. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw407 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 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 unpacks the latest EEOC guidance on telework as a reasonable accommodation for disabilities and religious beliefs—and what it means for California employers.

On The Sal Greco Show episode 133, attorney Eric Sanders is joining us to help break down the chief of department finally set to retire but on a shady 3/4 disability pension as first reported by The Sal Greco Show, and then we will cover the EEOC complaint filed by Eric on behalf of NYPD detective Jaenice Smith who was discriminated against, smeared, bullied, which led to a deputy chief involved in numerous scandals to retire somehow instead of being terminated. All of this, plus any breaking news!Salvatore "Sal" Greco is a Former 14 year New York Police Department (NYPD) veteran, and a Sicilian-American. Being a strict fitness enthusiast, food connoisseur, and cigar aficionado Sal is no stranger to the Good and Evil in our lives. His origin story began with food industry work and a love for how it brought everyone together. Follow Sal:https://twitter.com/TheSalGrecohttps://www.instagram.com/thesalgrecohttps://tiktok.com/TheSalGrecoShowFollow Eric Sanders :Https://twitter.com/esq_sanders

The EEOC just stopped chasing policies that accidentally discriminate—right when AI is about to accidentally discriminate at scale. | Subscribe to "Recruiting Life" newsletter at JimStroud.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Send in your questions to hrask.org or leave your questions in the chat! Are today's HR professionals being promoted faster than they're prepared? In this week's episode of This Week at Work, Phil and Burt tackle a pressing question: What does it really take to move from an entry-level HR role to an executive position? With rapid promotions and shrinking knowledge banks, HR leaders must now develop faster and smarter than ever. Tune in for real talk, legal insights, and actionable strategies for climbing the HR ladder with confidence and competence. Timestamps:  00:00 – Welcome to This Week at Work 00:09 – Why HR leaders often feel unprepared 01:42 – Developing your career and leadership readiness 04:09 – Are leaders born or made? 04:58 – Lawyer on the Clock: Government shutdown & workplace impact 07:25 – How the shutdown affects NLRB, EEOC & DOL 13:20 – TSA, travel, and essential functions during the shutdown 19:26 – Boeing negotiations, unions, and leadership lessons 25:01 – Risks of promoting too quickly in HR 29:55 – How emerging HR leaders can prepare for executive roles

Plus the ICE Field Office in Dallas is scheduled to reopen today, Senator John Cornyn says we are reaching a level of unrest not seen in a very long time, the EEOC sues American Airlines with a claim they fired a woman after she developed a disability, and more!

Retaliation claims now top the EEOC's charge list, and California employers are no exception. Why are these claims on the rise, and what everyday employer decisions trigger risk? Jen explains the trends, the traps, and the tools HR needs to prevent retaliation while still enforcing accountability.

In this season 4 kickoff of From Lawyer to Employer, host Dan Schwartz recaps the latest labor and employment law developments employers should be watching this fall—from shifting EEOC enforcement to severance negotiations, leave law updates, and more. Dan also welcomes behind-the-scenes producer Jess Mantzaris to preview Shipman & Goodwin's upcoming Labor & Employment Fall Seminar at Hotel Marcel in New Haven, featuring hot-topic keynotes, breakout sessions on leave laws and wage and hour compliance, and valuable networking opportunities.

Worried your nonprofit's DEI programs might be illegal now? You're not alone — and I can bet you won't be able to find the right answer on social media. In this episode, I'm joined by Megan Fuciarelli from US2 Consulting to dig into what the latest EEOC guidance actually means for nonprofits trying to foster inclusion. Real Listener Question: “My nonprofit has employee resource groups (ERGs) for LGBTQ+, Latinx, Black, and AAPI staff. They're popular, but I heard the EEOC says they might count as discrimination now. Do we need to shut them down, or is there a way to keep them safely?” New EEOC guidance has nonprofits questioning whether DEI work — especially ERGs and affinity groups — puts them at legal risk. Megan and I break down what the rules really say, what's changing, and how nonprofits can protect themselves without abandoning their values. We also dig into the difference between ERGs and affinity groups, what's safe, what's risky, and why “don't panic” should be your new mantra. What You'll Learn: What the new EEOC guidance actually says about workplace DEI initiatives The key legal differences between ERGs and affinity groups How to structure ERGs to stay compliant while fostering inclusion Why shutting everything down out of fear might not be the right move How executive orders, memos, and guidance impact nonprofit policies Why reviewing your internal policies and documents is critical right now How to keep advancing DEI goals while reducing legal risks Bottom line: You don't have to throw out your DEI work just because the rules are shifting. With clarity, intention, and the right structures, your nonprofit can keep doing the work that aligns with your values — and stay compliant. Resources from this Episode Learn more about Megan and US2 Consulting: https://us2consulting.com/ Read the EEOC guidelines: https://www.eeoc.gov/wysk/what-you-should-know-about-dei-related-discrimination-work and https://www.eeoc.gov/what-do-if-you-experience-discrimination-related-dei-work Previous Episode: Why Record Retention & Data Management Systems Matter for Nonprofits: https://birkenlaw.com/charity-therapy-podcast/ct146/  Episode Transcript: https://birkenlaw.com/wp-content/uploads/2025/08/CT147_Transcript.pdf Connect with Us Jess Birken: https://www.linkedin.com/in/jessbirken/ Megan Fuciarelli: https://www.linkedin.com/in/meganfuciarelli Listen & Engage Listen on Apple Podcasts | Spotify | YouTube | Amazon Music Rate & Review on Apple Podcasts: Click "Ratings and Reviews" then "Write a Review" Send us your nonprofit questions: https://birkenlaw.com/podcast/#podcast-story   Stay Connected Sign up for the Birken Law Email list: https://birkenlaw.com/signup/   Follow us on Facebook, Instagram, Twitter

The automotive world still has a discrimination problem, and this episode dives deep into a shocking case that cost two Missouri dealerships $275,000 in settlement fees. When Landmark Dodge Ram and Landmark Chrysler Jeep were caught refusing to hire women for sales positions and men for office roles, the EEOC stepped in with a lawsuit that revealed disturbing practices and attitudes. Former HR employees testified that management claimed "women didn't have the respect necessary" for car sales and that training them was "a waste of time."Beyond this central story, we tackle the automotive recall landscape, including Ford's massive 1.5 million vehicle recall for rearview camera issues affecting models from 2015-2019. Numerous other manufacturers face similar challenges, from improperly sealed windshields to potential vehicle rollaways. The industry is experiencing significant market shifts too – Stellantis has canceled its electric Ram 1500 pickup citing slowing EV demand, while Tesla's once-loyal customer base is eroding as owners defect to legacy brands.Our popular Sold Cars Roundup guessing game delivers surprises with classic vehicles selling for unexpected prices. A 1965 Pontiac Bonneville fetched $21,000, while a 1930 Ford Model A went for just $10,000, and a 1966 Ford F100 commanded an impressive $30,450. Meanwhile, lawmakers are finally addressing the catalytic converter theft epidemic with the PART Act, requiring VINs to be stamped on these valuable components. Whether you're interested in industry ethics, market trends, or simply love classic cars, this episode offers insights that go beyond typical automotive coverage.Ready to hear more automotive insights and entertaining discussions? Join our live show every Saturday morning and follow us on your favorite podcast platform to never miss an episode.Be sure to subscribe for more In Wheel Time Car Talk!The Lupe' Tortilla RestaurantsLupe Tortilla in Katy, Texas Gulf Coast Auto ShieldPaint protection, tint, and more!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.---- ----- Want more In Wheel Time car talk any time? In Wheel Time is now available on Audacy! Just go to Audacy.com/InWheelTime where ever you are.----- -----Be sure to subscribe on your favorite podcast provider for the next episode of In Wheel Time Podcast and check out our live multiplatform broadcast every Saturday, 10a - 12noonCT simulcasting on Audacy, YouTube, Facebook, Twitter, Twitch and InWheelTime.com.In Wheel Time Podcast can be heard on you mobile device from providers such as:Apple Podcasts, Amazon Music Podcast, Spotify, SiriusXM Podcast, iHeartRadio podcast, TuneIn + Alexa, Podcast Addict, Castro, Castbox, YouTube Podcast and more on your mobile device.Follow InWheelTime.com for the latest updates!Twitter: https://twitter.com/InWheelTimeInstagram: https://www.instagram.com/inwheeltime/https://www.youtube.com/inwheeltimehttps://www.Facebook.com/InWheelTimeFor more information about In Wheel Time Car Talk, email us at info@inwheeltime.comTags: In Wheel Time, automotive car talk show, car talk, Live car talk show, In Wheel Time Car Talk

Russell Craigwell Consulting owners, Nneka Craigwell and Latisha B. Russell provide a high level overview of DEI in the EEOC. A short breakdown of the differences between the and how to apply them as needed for YOUSupport the showyoutube.com/thetruthnochaserthtruthnochaser.comhttps://www.instagram.com/truth_no_chaser/

Host Jacob M. Monty sits down with Stephanie Van Lue, President and Founder of Activate HR, to discuss navigating complex workplace issues with practical, creative solutions. Their conversation explores key topics such as addressing sexual harassment claims and ensuring proper completion of Form I-9 to maintain compliance with EEOC regulations. This episode delivers actionable insights for employers and HR professionals looking for clear, effective strategies to tackle everyday challenges.   Send in Your Own Questions to Jacob: jmonty@montyramirezlaw.com Immigration Compliance Toolkit for Employers: https://montyramirezlaw.com/resources/ Learn More About Activate HR: https://activatehr-us.com/ Watch the Full Episode on YouTube: https://youtu.be/aZ33SRWq3so

DEI programs are under the microscope. With new DOJ and EEOC guidance, employers are asking: what's allowed, what's risky, and how do we keep inclusion alive while staying compliant? In this episode, Jen breaks down the latest federal developments and offers practical ways to balance culture with compliance.

This week, we're covering four key employer-focused developments: a ruling from the U.S. Court of Appeals for the Fifth Circuit challenging the National Labor Relations Board's (NLRB's) authority, another Fifth Circuit decision restoring pregnant worker protections, the White House's reversal of a key non-compete executive order, and a court ruling against the Equal Employment Opportunity Commission's (EEOC's) early right-to-sue policy. NLRB Authority in Jeopardy The Fifth Circuit has ruled that the structure of the NLRB is likely unconstitutional, setting the stage for a potential U.S. Supreme Court review. Epstein Becker Green attorney Erin E. Schaefer tells us more. Fifth Circuit Restores Pregnant Worker Protections The Fifth Circuit also upheld the Pregnant Workers Fairness Act (PWFA), reversing a lower court's preliminary injunction. Employers must now ensure reasonable accommodations for pregnancy-related conditions under the PWFA. White House Rescinds Non-Compete Order The current administration has reversed President Biden's 2021 executive order on expansive antitrust enforcement, signaling a return to a more traditional approach to competition reviews. Court Strikes Down EEOC Right-to-Sue Policy A federal court has ruled against the EEOC's policy of automatically issuing early right-to-sue notices in discrimination cases, limiting the practice and its impact on claimants. - Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw402 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-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 inaugural episode of our EEOC Exclusive podcast series, Adam Dougherty (shareholder, Dallas) sits down with Jim Paul (shareholder, St. Louis and Tampa), D'Ontae Sylvertooth (shareholder, Washington) and Sean Oliveira (associate, St. Louis) to discuss the intricacies and processes of the U.S. Equal Employment Opportunity Commission (EEOC). The conversation focuses on the impact of the Supreme Court's Loper Bright decision on EEOC regulations following the dismantling of Chevron deference, particularly in relation to the Prichard v. Long Island University case.

Fat pig Pritzker opens his mouth about the Epstein files. PLUS, Jon Riches, VP for Litigation at the Goldwater Institute, tells Shaun how the government is destroying small businesses through the EEOC and how they have been fighting for one small business in California that has been relentlessly attacked since the Obama Administration. Ian Trottier, author of the new (and perfectly timed) book High Stakes Treason: How John Brennan Compromised American Security for Millions, tells Shaun how John Brennan allowed three separate bombings to happen in order to enrich himself and profit off of the misinformation. And our National Anthem: sung by The Beach Boys!See omnystudio.com/listener for privacy information.

Jon Riches, VP for Litigation at the Goldwater Institute, tells Shaun how the government is destroying small businesses through the EEOC and how they have been fighting for one small business in California that has been relentlessly attacked since the Obama Administration.See omnystudio.com/listener for privacy information.

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