Podcasts about employee rights

On episode 235, we welcome Jaz Brisack to discuss unionizing efforts for Starbucks workers and Project Germinal, how unions form and why workers may fear them, the popular ideas of unions and how they're misrepresented by corporate media, Jaz's experiences in the Starbucks union and “salting,” whether corporate managers act in good faith, anti-union tactics and why they should be considered psychological warfare, and how workers can sustain a sense of hope in the face of their significant and persistent professional struggles. Jaz Brisack is a union organizer and cofounder of the Inside Organizer School, which trains workers to unionize. After spending one year at Oxford as a Rhodes Scholar, they got a job as a barista at the Elmwood Starbucks in Buffalo, New York, becoming a founding member of Starbucks Workers United and helping organize the first unionized Starbucks in the United States. As the organizing director for Workers United Upstate New York & Vermont, they also worked with organizing committees at companies ranging from Ben & Jerry's to Tesla. Their new book, available on April 29, 2025, is called Get on the Job and Organize: Standing Up for a Better Workplace and a Better World. | Jaz Brisack | ► Website | https://www.insideorganizerschool.com ► Instagram | https://www.instagram.com/jazbrisack ► Twitter | https://x.com/jazbrisack ► Facebook | https://www.facebook.com/jaz.brisack ► Get on the Job and Organize Book | https://bit.ly/GetontheJobandOrganize Where you can find us: | Seize The Moment Podcast | ► Facebook | https://www.facebook.com/SeizeTheMoment ► Twitter | https://twitter.com/seize_podcast  ► Instagram | https://www.instagram.com/seizethemoment  

In our latest episode of Work Comp Talk, we dive deep into SB555, a groundbreaking proposal presented by Senator Anna Caballero that could drastically change California's workers' compensation system. Join Carmen Ramirez and Bilal Kassem as they unpack the bill's potential impact on injured workers, employers, and insurance companies. SB555 aims to address a critical issue in the workers' comp system: the outdated permanent disability rates. For over a decade, workers have been stuck with the same rates that don't account for inflation or rising living costs. This bill proposes annual cost-of-living adjustments for permanent disability payments, ensuring that injured workers are paid more in line with today's economic reality. Why listen? Understand the basics of SB555 and its potential effects on California workers' compensation. Learn how this bill could raise permanent disability payments and provide annual inflation adjustments. Hear from experts about the impact of SB555 on businesses, insurance companies, and workers. Get insights into the political landscape and why this bill is generating so much buzz.

In this episode 243 of the podcast I bring you a run down of the key employee rights under TUPE when there is a transfer of their employment. This is episode 2 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The automatic transfer of employment principle. How to determine which employees fall into the organised grouping that transfer. Employee right to object to the transfer. What happens when an employee objects to the transfer. What happens to employee continuous service on transfer. How to deal with employee terms and conditions on transfer. When a change to terms is void. The exceptions to making changes to employee terms after a transfer.   Episode 1 – Introduction to TUPE   Sexual Harassment Training Learn how to create a safe & respectful workplace by attending our online Sexual Harassment Prevention Training for Managers. Online training – 26th March 2025 from 9:30-11am Book now here:  https://www.eventbrite.co.uk/e/sexual-harassment-prevention-training-for-managers-tickets-1204886119819?aff=oddtdtcreator 90 minute training session for Managers £75 plus VAT.   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

With the workplace landscape constantly changing, it's important to understand what rights you have as an employee. To discuss the important rights you have as an employee in the workplace, I am joined with Joanna Briggs, founder of What Matters CIC!For more All Things Money, make sure you give us a follow on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and sign up for our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠monthly newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!Fancy supporting the podcast? You can do so ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

In his second term in office, President Donald Trump has already taken sweeping measures on immigration, the environment, the U.S. military, and the structure of the federal government.With so many executive orders, policy changes, and novel actions, it's easy to wonder, “What just happened?” In this podcast mini-series we help to answer exactly that question. On each episode of “What Just Happened,” we'll talk with leading experts, from former government officials to practitioners and professors – the people who understand how government works from the inside and have been engaged with these issues for years. They will explain the legal background and implications of how the Trump administration's actions affect how the U.S. government operates in Washington, across the country, and around the world.As always, this is not a political podcast – we are explaining the meaning and consequences of policy changes that may not be immediately apparent. Any opinions expressed are those of the speaker.Today, we will focus on the federal civil service. What are the different types of civil servants, what protections do they have, what remedies are available to them, and what comes next for those Americans who have dedicated their careers to public service.Our guest is Suzanne Summerlin. Suzanne is a labor and employment attorney specializing in federal workforce issues. She has extensive experience in litigation, union advocacy, and federal labor policy. Among other jobs, Suzanne was previously an attorney for the National Federation of Federal Employees. This podcast does not contain legal advice. If you need legal assistance, you should contact an attorney. Show Notes: David Aaron (LinkedIn – X)Tess Bridgeman (LinkedIn – BlueSky – X)Ryan Goodman (Bluesky – LinkedIn) Suzanne Summerlin (LinkedIn)Suzanne's Just Security articles “Beware the ‘Deferred Resignation' Offer: A Legally Dubious Proposal for Federal Employees” and “Federal Employee Rights: What Probationary Employees Need to Know” Just Security's coverage of the Trump administration's executive actions Music: “Broken” by David Bullard from Uppbeat: https://uppbeat.io/t/david-bullard/broken (License code: OSC7K3LCPSGXISVI)

What happens when you mix raw conversation, big ideas, and zero planning? You get Random and Unscripted, the new show from Sean Martin and Marco Ciappelli, where nothing is off-limits, and the discussion goes wherever curiosity takes it.For the debut episode, Sean and Marco dive into a topic that raises questions about privacy, workplace culture, and the role of AI—employee sentiment analysis. The premise? Companies are increasingly using AI to monitor employee communications to determine workplace relationships, conflicts, productivity, and even overall morale.The Ethical DilemmaThe conversation immediately turns to the big question: Do employees even know this is happening? Many companies require employees to sign agreements allowing some level of monitoring, but that doesn't necessarily mean employees are aware of how deeply AI is analyzing their communications. AI tools can assess emails, chat messages, and response times to determine if colleagues are cooperating, disagreeing, or potentially creating workplace tension.Marco raises an immediate concern—privacy. If AI is watching every written interaction, is it crossing a line? And if an algorithm is drawing conclusions about workplace relationships, who verifies that its assumptions are accurate?Can AI Understand Human Emotion?Sean questions whether AI can really capture the nuance of human interactions. Language barriers, sarcasm, cultural differences, and individual communication styles make it difficult for AI to determine intent. A delayed response to a message could mean frustration—or it could just mean someone was in a meeting. A short reply might indicate disagreement—or just efficiency.Marco brings up another issue: If AI misinterprets sentiment, could it influence real-world decisions? Could someone be reassigned, reprimanded, or even fired based on an algorithm's analysis? And if so, should AI have that much influence over human resources?Technology as a Solution—or a Problem?Sean and Marco explore the broader question of technology's role in society. If AI can monitor employees, what stops it from being used elsewhere? They discuss parallels to in-car monitoring technology that tracks driver behavior and facial recognition tools that claim to detect fatigue, intoxication, or even emotional state. The technology might improve safety, but at what cost to personal freedom?As the conversation unfolds, a bigger theme emerges: Is technology helping us—or just creating a world where we are constantly watched and analyzed? Sean suggests that, at best, AI should be a tool to assist human decision-making, not a replacement for it. Marco remains skeptical, wondering if we've already passed the point of no return.The Unscripted TakeawayThis episode doesn't provide easy answers—because there aren't any. Instead, it invites listeners to consider where AI-powered oversight is heading. Are we building a world where every action is scrutinized, categorized, and judged? Or can we find a balance where technology enhances, rather than controls, human interactions?One thing is clear: this conversation is just getting started.Marco Ciappelli, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining Society Podcast & Audio Signals Podcast | On ITSPmagazine: https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/marco-ciappelliSean Martin, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining CyberSecurity Podcast & Music Evolves Podcast | On ITSPmagazine: https://www.itspmagazine.com/sean-martinMore Random and Unscripted Podcast content: https://www.randomandunscripted.comRandom and Unscripted Podcast  playlist on YouTube: https://www.youtube.com/playlist?list=PLnYu0psdcllQx7EJswMWTfaTdzzU3Dh1RITSPmagazine YouTube Channel: https://www.youtube.com/@itspmagazineBe sure to share and subscribe!

Working from home was an experiment that really took off during the pandemic. It worked so well, many employers and employees continue to enjoy it. But what if that was to all end in an instant?Some big companies like Amazon have had enough of WFH and have ordered their workers back to the office full time. It has implications for worker productivity and staff retention that any business considering a mandate will need to consider. Today, economist Leonora Risse explains the “return to office” trend.Leonora Risse says some companies believe the benefits of being on-site outweigh the gains of working from home.She notes that Amazon's decision is seen as a way to enhance teamwork, learning, and collaboration. Leonora Risse suggests that companies should carefully consider the potential costs of losing valuable employees before making drastic changes. Featured: Leonora Risse, associate professor in economics at the University of CanberraKey Topics:Working from homeReturn to officeAmazon Employee productivityStaff retentionTeam collaborationHybrid work modelsGender and work flexibilityLabour market trends

“It's harder and harder to be a day-to-day HR professional or managing legal in an organization due to the myriad of differences between state and local laws. That requires an analysis of whether we want to go to lowest common denominators, which involves consideration of stakeholders and costs, or whether we have the ability to operate different policies and systems in different states, which then interacts with IT and systems. It requires an overall analysis of where the organization wants to be. And now we have another issue that we always need to think about, which is humanity. Individuals have more expectations for treatment in the workplace.” Chapters 00:00 Navigating Workplace Law in 2025 00:45 The Push and Pull of DEI Initiatives 09:50 Legislative Landscape: Ballot Initiatives and Employee Rights 15:59 Changing Employee Expectations and Future Outlook

Paige Sparks is an employee rights lawyer who specializes in discrimination claims. In this episode, Paige talks navigating the EEOC process for aggrieved current and former employees, generating clients through social media, and how she navigates her ADHD, a diagnosis she received a few years into practice. Through informational law videos and transparent looks into her life, Paige has garnered more than two million followers across TikTok and Instagram, which has both clear benefits and drawbacks. She also discusses her approach to caseload and cashflow management--each key for a contingency practice. Paige is a graduate of St. Louis University School of Law.This episode is hosted by Katya Valasek.Mentioned in this episode:Learn more about Colorado LawAccess LawHub today!Learn more about Rutgers LawLearn more about Rutgers LawLearn more about Vermont Law

Our guest: Christie Moon JD, CHC. Moon Compliance Consulting Drug diversion in healthcare facilities remains one of the most complex challenges facing hospitals today. In our latest podcast episode, we sit down with Christie Moon, founder of Moon Compliance Consulting, LLC and an attorney specializing in healthcare compliance. With extensive experience helping facilities navigate diversion investigations, Christie shares critical insights on common missteps hospitals make when handling suspected diversion cases. From the crucial first steps following a diversion alert to managing the intricate web of regulatory requirements from the DEA, Boards of Pharmacy, and licensing boards, Christie breaks down the essential elements of an effective response. She also addresses the delicate balance hospitals must strike between protecting employee rights and maintaining patient safety when investigating potential diversion. Listen as we explore practical strategies for: Immediate actions following a diversion alert Coordinating investigations across multiple regulatory bodies Protecting both employee and patient interestsBuilding an effective diversion response program This episode provides valuable guidance for healthcare leaders looking to strengthen their facility's approach to handling suspected diversion cases. Thanks to our sponsor, MIDAS Healthcare Solutions Learn more about V.I.E.W. Waste and Return System: https://midashs.com/products/” For more information on Drug Diversion mitigation and resources, visit: https://www.rxpert.solutions/#drugdiversion #hospitalpharmacy #opioidcrisis #hospitalworker Facebook:   / rxpertsolutions   X:   / rxpertsolutions   Linkedin:   / rxpertsolutions   Spotify: https://open.spotify.com/show/6UwSCi8...

It was the story that took center stage in Connecticut last week – a former Cheshire teacher who posted in a private Snapchat account her rage following the election results. That video was leaked and went viral. She has since stepped down from her job and publicly apologized but still faces backlash, including threats. We wanted to use this example as a conversation surrounding worker rights when it comes to posting online personal views on politics. Employment attorney and Quinnipiac law professor, Gary Phelan, shared insight on this. Image Credit: Getty Images 

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

In this episode of The Lieb Cast, we dive deep into the Fair Labor Standards Act (FLSA) and its role in classifying workers as either employees or independent contractors. Using landmark cases like Clincy v. Galardi South Enterprises, Inc., where Atlanta exotic dancers reached a $1.55 million settlement, and a nearly $4.6 million ruling involving Philadelphia's Penthouse Club, we explore the elements used to determine worker classification. These cases expose how much control an employer must exert over a worker's conditions for them to be classified as employees—and how clubs, like these, exploited misclassifications to their advantage.We also tackle the complex topic of sexual harassment in the workplace, triggered by the shocking lawsuit accusing Macy's of covering up a 2008 sexual assault committed by Sean “Diddy” Combs at their Herald Square store. We'll discuss the company's duty to report harassment and how vicarious liability comes into play when business relationships take priority over accountability. This episode is a must-listen for anyone wanting to understand how these issues intersect with corporate responsibility and employee protections.

This week we get into employee rights and how they will impact small business, the Budget, are the robots taking over, all with a smattering of Jilly Cooper and some mad sporting endeavours. Never a dull moment

Today, we're diving into one of the more challenging and often nerve-wracking aspects of HR—managing a workplace disciplinary hearing. It's a process that, when not handled properly, can lead to unnecessary stress, strained relationships, and even legal challenges. But it doesn't have to be that way.  So, in this episode, to guide us through these complex procedures, outline best practices, common pitfalls, and how to ensure fairness and transparency throughout the process, we're joined by our very own Joe Thompson, HR Consultant here at Insight HR.    Chapters 00:00 Understanding the Disciplinary Hearing Process 06:30 Common Pitfalls in Disciplinary Hearings 13:14 The Importance of Structured Policies 19:53 Employee Rights and Obligations 25:53 Maintaining Impartiality in Disciplinary Processes 32:51 Key Takeaways for Conducting Fair Hearings   P.S Register for our upcoming webinar on Breaking Down Disciplinary Procedures here!   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing.

In this installment of our Safety Basics podcast series, Frank Davis (Dallas) and John Surma (Houston) discuss employer and employee rights during an Occupational Safety and Health Administration (OSHA) inspection. John and Frank discuss employee rights, such as (1) the right to speak to OSHA inspectors without fear of retaliation or retribution by their employer; (2) the right to complain about work; (3) the right to refuse to work; (4) the right to information; (5) the right to participate in OSHA inspections; (6) the right to a workplace that is free from recognized hazards; and (7) the right to organize and form a union. They also cover employer rights, such as (1) the right to a reasonable inspection; (2) the right to representation during interviews of management employees; (3) the right not to perform work or engage in demonstrations of processes during an OSHA inspection; (4) the right to continue operating after a fatality or catastrophe; (5) the right to protect trade secrets or proprietary information from public disclosure; and (6) the right to establish the “unpreventable employee misconduct defense.”

On this week's episode of the Justice Team Podcast, Bob interviews Emily Pincin, a founding partner of Kent Pincin, about her work defending employee rights. Emily shares recent case outcomes, including instances of pregnancy and disability discrimination. She also discusses the legal nuances of handling cases against public versus private entities and offers practical advice for identifying potential discrimination cases. The conversation underscores the importance of networking and referring clients to specialists in employment law.

In this episode of the Justice Team Podcast, host Bob Simon interviews Jamie Wright, an expert in employee rights, covering disability discrimination, workplace harassment, and employment law. Jamie shares practical advice for lawyers and employees, including handling wage and hour cases, advocating for accommodations, and navigating the California Civil Rights Division. They also discuss the importance of community support, mental health, and mentorship for young lawyers. Tune in to learn from Jamie's extensive experience and get actionable tips for dealing with workplace issues.

Many employees are surprised to learn that they don't enjoy the free speech rights they thought they were entitled to at their jobs. In some cases, workers actually have fewer rights than previously believed. Suddenly, we're looking to employment law for answers.Join Cathy Creighton ‘87, a labor relations expert and director of the Cornell ILR Buffalo Co-Lab, to examine employment law and employees' legal rights at work. Whether you are an employee or an employer, you may be surprised by what you'll discover about free speech rights at work in the United States.What You'll LearnWhat legal rights you have in the workplaceHow the Constitution protects — or does not protect — your rights at workWhat legal remedies you have if you are retaliated against or fired for protesting at workWhat your rights are after terminationThe Cornell Keynotes podcast is brought to you by eCornell, which offers more than 200 online certificate programs to help professionals advance their careers and organizations. The Buffalo Co-Lab is part of the Cornell ILR School, a leader in employment and labor relations education. Nearly two dozen certificate programs from the ILR School are open for enrollment, including:Employment LawEmployee Relations and InvestigationsHuman Resources ManagementStrategic Human Resources LeadershipDiversity, Equity and Inclusion for HRDiscover more human resources certificate programs on the eCornell website.Did you enjoy this episode of the Cornell Keynotes podcast? Watch the Keynote. Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

Discover the latest tech and space developments in this episode of Discover Daily by Perplexity. Elon Musk shakes up the corporate landscape by relocating SpaceX and X (formerly Twitter) from California to Texas, citing recent legislation as the catalyst. We explore the economic implications of this move and its potential impact on both states' tech ecosystems.Dive into the world of AI ethics as we examine the controversy surrounding AI rights in the workplace and the ethical challenges of AI decision-making across various sectors. Learn about the emerging field of stratospheric balloon tourism, where companies like Zephalto and Space Perspective are offering luxury trips to the edge of space, providing breathtaking views of Earth and potentially inspiring the transformative Overview Effect.Finally, we spotlight Andrej Karpathy's new venture, Eureka Labs, an AI-native education startup revolutionizing learning through AI-powered teaching assistants. Discover how their flagship product, LLM101n, is addressing the growing demand for skills in training large language models and shaping the future of AI education.From Perplexity's Discover feed:1. SpaceX and X May Move to Texas2. Workers' Rights for AI Agents Debate3. Karpathy's AI-Native Education Startup4. Stratospheric Balloon TourismPerplexity is the fastest and most powerful way to search the web. Perplexity crawls the web and curates the most relevant and up-to-date sources (from academic papers to Reddit threads) to create the perfect response to any question or topic you're interested in. Take the world's knowledge with you anywhere. Available on iOS and Android Join our growing Discord community for the latest updates and exclusive content. Follow us on: Instagram Threads X (Twitter) YouTube Linkedin

*This show has been previously aired Today on the Employment Law Show you learn all about what your rights are after the business you worked for gets sold. They also get into everything you need to know about mitigation. All that and more on this episode of the Employment Law Show. Hosts John Scholes and Chris Justice. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

In this edition of What's the Law Say?, Clint visits with pro bono attorney Walt Auvil to discuss employment law. They talk through things that are illegal for an employer to do and outline what rights an employee has. Clint and Walt talk about the rights and obligations of employees and employers and discuss numerous ways an employee can enforce their rights including the department of labor, the human rights commission, a grievance procedure or civil litigation. Hosted on Acast. See acast.com/privacy for more information.

Emerging technologies simplify many aspects of life, but they also make it increasingly challenging to safeguard privacy in both personal and professional settings. As a lawyer, it is essential for you to stay informed about how to protect privacy by utilizing the appropriate tools and equipment. Paul Secunda joined us today to talk about protecting your privacy, building open communication between employer and employee, tech tips to focus on your work, and more. Paul Secunda is a partner at Walcheske Luzi LLC. He leads the ERISA litigation unit, which focuses on retirement, medical, and disability class action litigation. He also serves as a consultant, testifying expert, and mediator in the fields of employee benefits and workplace law. Paul is a former labor and employment law professor with 18 years of experience at two law schools, focusing on employment law and employee benefits. Throughout his career, Paul has been engaged in litigating, teaching, and writing about workplace law, handling tasks from reviewing employee handbooks to managing complex class action lawsuits and submitting amicus briefs to the Seventh Circuit Court of Appeals and the U.S. Supreme Court. Paul's expertise spans employee rights and the practical application of technology in both professional and personal contexts. Join Paul and me as we talk about the following three questions and more! What are the top three tech tips you would advise any lawyer to maintain a separation from work and personal time? What are the top three tech rights an employee has when it comes to utilizing a personal tech device for a BYOD firm? What are your top three tech tips to ensure focus at work, to help prevent necessary work during personal time? In our conversation, we cover: [01.28] Tech Setup - Paul's current tech setup. [09.00] The Balance – Balancing technology as a small law firm. [10.00] Tech tips – Paul shares some tech tips for separating personal and professional life. [11.40] Clients - How to work with overbearing clients? [13.26] Superiors – Paul explains how you can handle your superiors. [16.38] Open Communication – The importance of open communication between employer and employee. [20.06] Tech Rights – Paul explains how employee privacy rights differ significantly between public and private workplaces. [25.44] Tracking Software – Paul explains why he would advise against letting your employer put tracking software in your computer. [29.52] Focusing on work – Paul shares three tech tips you can use to focus on your work and prevent working on your personal time. Resources: Connect with Paul LinkedIn - linkedin.com/in/paul-secunda-a17228/ Website - walcheskeluzi.com/ Equipment Mentioned in the Podcast Fujitsu Scanners - thescannershop.com/fujitsu-scanners/ HP Printers - hp.com/us-en/shop/mdp/printers/laserjet-pro iPhone 15 Pro - apple.com/iphone-15-pro/ MacBook Air - apple.com/macbook-air/ Software & Services Mentioned in the Podcast Adobe Acrobat Reader - get.adobe.com/reader/ Clio - clio.com/ Sanebox - sanebox.com/ TurboScan - play.google.com/store/apps/details?id=com.piksoft.turboscan WordPerfect - wordperfect.com/en/ Transcript 00:00:00] Michael D.J. Eisenberg: Episode 90, Balancing Your Use of Technology Between Your Work and Home with Labor and Employment Lawyer, Paul Secunda. [00:00:19] Michael D.J. Eisenberg: Paul is a former Labor and Employment Law professor with 18 years of experience at two different law schools specializing in ERISA and Employee Benefits Law. He is now an attorney with Woltersky Luzzi, LLC. Paul's legal career has been devoted to litigating, teaching, and writing about workplace law issues, handling all aspects of the employment relationship, from reviewing employee handbooks and summary plan descriptions, to litigating complex class action cases, and submitting amicus briefs to the Seventh Circuit Court of Appeals and the United States Supreme Court. [00:00:46] Michael D.J. Eisenberg: Paul caught my attention with his law journal article, The Employee Right to Disconnect, after I come across California's recent Employee Right to Disconnect bill. This bill would require employers to create a written policy guaranteeing California employees the right to disconnect from work communications during non working hours. [00:01:01] Michael D.J. Eisenberg: Join Paul and me as we discuss how employees, including lawyers, have rights and practical uses of technology in both their workplace and their private lives. Enjoy! [00:01:09] #Add Read #1: Consider giving us a five star review on Apple podcasts or wherever you get your podcast feeds. [00:01:09] Michael D.J. Eisenberg: Have you been enjoying the techsavvylore. page podcast? Consider giving us a five star review on Apple podcasts or wherever you get your podcast feeds. [00:01:21] Michael D.J. Eisenberg: Paul, welcome to the podcast. [00:01:23] Paul Secunda: Thank you for having me. [00:01:24] Michael D.J. Eisenberg: I appreciate you being here and to get things started, [00:01:26] Our Guest's Current Tech Setup! [00:01:26] Michael D.J. Eisenberg: please tell us what your current tech setup is. [00:01:28] Paul Secunda: Well, currently I'm working on a MacBook Air, about 11 inch screen and being assisted by the new iPhone 15 pro. [00:01:37] Michael D.J. Eisenberg: Nice. And is your MacBook Air, is it an M1 chip or an M2, M3, or are we looking at an Intel processor? [00:01:43] Paul Secunda: This is from 2023, and I believe it's an M2 chip. [00:01:48] Michael D.J. Eisenberg: Very nice. How do you like the speed? [00:01:50] Paul Secunda: The speed is much better than my previous iteration from 2019, which was a much slower processor, so I very much appreciate it. [00:01:59] Michael D.J. Eisenberg: So, I'm guessing that was an Intel chip? That is correct. So you should really notice like a boost. [00:02:04] Paul Secunda: And when you're working and jamming away at five different things at the same time, it really does make a difference as far as getting stuff done on a timely basis. [00:02:12] Michael D.J. Eisenberg: How has the battery been on that? [00:02:14] Paul Secunda: The battery's been okay. I would say I could go about three or four hours. But I'm on a high light and I am meaning I'm, I have a high brightness, I should say, and that seems to drain the battery, but I need that just to see things better, but I'm mostly plugged in most of the day. [00:02:31] Paul Secunda: So I don't really go without the plug, whether I'm at a deposition or whether even if I'm in the courtroom, I usually find a plug to plug in. So I haven't really had to test it that much. Do [00:02:43] Michael D.J. Eisenberg: you carry a backup battery with you? [00:02:44] Paul Secunda: I do not. [00:02:45] Michael D.J. Eisenberg: But I want to check out the anchor. Product line, they come up some really good backup batteries that are usually fairly light will fit in your suitcase or your briefcase. [00:02:52] Michael D.J. Eisenberg: I should say, [00:02:53] Paul Secunda: okay, well, I'm ready right now, [00:02:55] Michael D.J. Eisenberg: just sort of as an emergency. And if you go like on Amazon or something similar, I'm sure you'll find a deal at some point anchors had like 20 percent off. Here and there, and there's some good options. There's also of course other brands, but I would go with a reliable brand to make sure that the battery is made well, gonna last a while, and also doesn't cause some sort of like back feed, some sort of back charge by accident. [00:03:17] Paul Secunda: No, that's, that's really much appreciated because needless to say, that can be a lifesaver. [00:03:21] Michael D.J. Eisenberg: And any other tech that you use? [00:03:23] Paul Secunda: Well, I, I did mention the phone, but really I'm a fairly lean and mean operator, I guess. [00:03:29] Michael D.J. Eisenberg: So I have to ask, do you have a printer and do you use it a lot? [00:03:32] Paul Secunda: I tried to avoid printing out copies. [00:03:35] Paul Secunda: Can I use an app called TurboScan? In other words, I did take whatever I get in the mail or from others and put it in PDF form almost immediately. I digitize. And thereafter, whether I'm dealing with, let's say, a deposition, a court reporter, or various chambers, I try to stick mostly with PDF files. This is also true with dealing with opposing counsel. [00:04:01] Paul Secunda: We tend not to send things to each other by snail mail anymore. I send documents in discovery through servers and or digital files. [00:04:11] Michael D.J. Eisenberg: Do you have a PDF reader of preference? [00:04:13] Paul Secunda: Adobe Acrobat. [00:04:14] Michael D.J. Eisenberg: Okay. [00:04:15] Paul Secunda: Yeah, I use Word, Microsoft Word for my word process. [00:04:18] Michael D.J. Eisenberg: And you don't use Pages? Apple Pages? [00:04:21] Paul Secunda: Well, only when it, sometimes I get documents in Pages form. [00:04:26] Paul Secunda: Really? And so what I'll do, unusual, unusual, but what I'll do is I'll redo the format into Microsoft Word. It's what I'm comfortable operating in. [00:04:34] Michael D.J. Eisenberg: So I have to ask, the app that you use, when you get a lot of, Documents. I mean, isn't that a little time consuming to have to take a picture page by page by page? [00:04:43] Paul Secunda: Yeah. If I were to get a lot of documents, like a bundle, we'd feed it to the printer we do have in our office. Okay. And I would put it onto a thumb drive and then put it on my server that way. But if you're dealing with anything, let's say less than 25 pages, which is a lot of my documents, It's very handy. [00:05:01] Paul Secunda: It's very easy to use and the, the pages that are generated are very accurate and look good. [00:05:06] Michael D.J. Eisenberg: Yeah. I use the Fujitsu scan snap, which is considered like a staple of any cell loan, small practitioners. It's an ADF on a document feeder that. Takes 50 pages at a time and could really move through a lot of documents. [00:05:20] Michael D.J. Eisenberg: When I started practice way back when I was dealing with a lot of large VA files, Department of Veterans Affairs files for my clients. And that could be like a thousand, two or three thousand pages. And that would just taking, of course, also back then the iPhones and other smartphones, PDF capture was not as good as it is today. [00:05:38] Paul Secunda: That is true. And so I guess I should say in talking about PACs, since you've brought up the printer, I am using a Let's see if I can find it here. An HP laser jet pro. You eight zero. Wow. Yeah. So [00:05:53] Michael D.J. Eisenberg: how many pages can you fit into the scanner of that printer? [00:05:56] Paul Secunda: I think the feeder is up to 50 pages. [00:05:58] Michael D.J. Eisenberg: Cool. And you know about inkjet superstore, right? [00:06:01] Paul Secunda: I do, because we all know that inkjet could drive you into bank. [00:06:04] Michael D.J. Eisenberg: Although I haven't had to order for them in like a couple of years, because since COVID, everything's really gone, really, really gone digital. [00:06:12] Paul Secunda: Yeah. And that's what I was trying to say, which is I really don't do unless it's sent to me. I am not one to send other people things by hard copy. [00:06:22] Paul Secunda: I really do try to avoid it, not just because it's inconvenient, but all that sustainability stuff as well. [00:06:27] Michael D.J. Eisenberg: Gotcha. Gotcha. I'm with you on that. So you have an HP printer and what you have an all Apple. [00:06:34] Paul Secunda: No, this is very interesting. I'm the only person in my office who uses Apple, all the other partners that I have, of which there are four other partners on a HP slash Lenovo type of platform. [00:06:47] Paul Secunda: And so the way we handle that is we use a Clio, which is just a management software interacting with a Google business server, this kind of application. [00:06:58] Michael D.J. Eisenberg: So you have a Google business account, correct? And why don't you use. Google Docs versus Microsoft Word. [00:07:04] Paul Secunda: I just am a dinosaur, I guess. I've been in practice for 27 years and I just feel more comfortable. [00:07:11] Paul Secunda: It's not that I don't use Google Docs. I do. And in fact, some clients prefer to use Google Docs and I've I've certainly I have that capability, especially when we're working on documents together. It can be very, but if I'm writing a brief or if I'm writing other types of documents, I tend to feel just more comfortable in the Microsoft world when we're talking about something like that. [00:07:35] Michael D.J. Eisenberg: Fair enough. Fair enough. So wait, you're not using WordPerfect. [00:07:37] Paul Secunda: I'm not using it. It's funny. I started my life using WordPerfect. When I was in college and law school, I was a WordPerfect guy, and somewhere in the late 90s, early 2000s, maybe when I became a law professor, which was in 2002, I started using Microsoft Word and never went back. [00:07:53] Paul Secunda: So at this point, it's been over two decades I've been on Microsoft Word. [00:07:57] Michael D.J. Eisenberg: Do you believe that they still make WordPerfect and that some lawyers actually still use WordPerfect because of whatever little, the macros that they made, that they're afraid to start over again, which is amazing. [00:08:07] Paul Secunda: I have co counsel who use WordPerfect and Needless to say, we've come up with a way of interacting that doesn't get all sorts of codes and other problematic things in our documents. [00:08:17] Paul Secunda: But yes, there are a few people still out there. They're diehards, I would say. [00:08:20] Michael D.J. Eisenberg: How well does the conversion work between a WordPerfect document and a Microsoft Word document going back and forth with the file itself? [00:08:28] Paul Secunda: I would compare it to, have you ever used the converter on like an Adobe and gone to a Microsoft Word document? [00:08:34] Paul Secunda: Yes. So there are problems, right? You have to go through that document and take out codes and other types of information that is either wrong, or like, for instance, it messes up the footnotes, but you have to then remember the footnotes. So I would say it's very similar. I would say that you run into a lot of the same types of problems between Word Perfect and Word that you see between like Adobe and Word. [00:08:55] Michael D.J. Eisenberg: I commend you for you guys being able to work through that. [00:08:58] Paul Secunda: We are a. As a sole practitioner, you will understand that as a very small office, we do a lot of things on our own. We have no secretaries, no administrative assistants, no paralegals. We do our own work, and so when we do it, we try to do it in a way that is most comfortable for us individually. [00:09:17] Paul Secunda: But also we need to interact as a firm. So we're trying to have a tech balance there. If you will. [00:09:23] Michael D.J. Eisenberg: Yeah. I used to use open office, but I had a paralegal law clerk who had been with me for a while. And it just became too much for her that ultimately ended up getting Microsoft office just because I wanted to sort of keep the peace. [00:09:35] Paul Secunda: But people have a lot of, this comes up also in the PowerPoint world. When you're used the Google version or with the spreadsheets, people are very comfortable with Excel. So fine. There's a comfort there for a lot of people, including myself. Yeah. Well, let's get into the questions. Yeah. Okay. Please. [00:09:53] Q?#1: What are the top three tech tips you would advise any lawyer to maintain a separation from work and personal time? [00:09:53] Michael D.J. Eisenberg: What are the top three tech tips you would advise any lawyer to maintain a separation from work and personal time? [00:09:59] Paul Secunda: Well, the first thing is to put down your darn phone, right? I mean, no one can contact you if you're not constantly getting push notifications by text or by email or by some chat feature. Put down your phone, turn it off. It's good for your mental health and it will be very hard for people to reach you. [00:10:17] Paul Secunda: Now, needless to say, a lot of people are not going to do that because they feel at least in emergency situations that they need to be contacted. Intactable. So if you're going to keep your phone on, which gets into number two, I would tell you to really evaluate what's being asked. And when I say evaluate, I mean, consider the duration of how long it will take to do what's being asked. [00:10:40] Paul Secunda: If it's something that will take you a minute or two, okay, no big deal. And if you're helping someone out, go do it. But if you're talking about hours and interrupting your sleep, then really, I think you, you need to write back to the person who is writing you and ask them. them the priority and what's involved that requires you to do this kind of after the whistle blows. [00:11:00] Paul Secunda: And the third thing I would say to you is talk honestly and openly during the work day with your colleagues, whether they be. Your superiors, your people who are at the same level, people who are your subordinates. Have an honest conversation about electronic communications after the day's over. Because I think a lot of people fail to do that, and sometimes there's just a misunderstanding that can be dealt with if done proactively. [00:11:28] Michael D.J. Eisenberg: Well, how would you handle, say, an overbearing client? I think in the news, we're aware of at least one potential client like that, who expects to have his calls answered. at any time of the day. [00:11:38] Paul Secunda: Well, I think my same advice holds up. I think even with overbearing or maybe even anxiety laden people, because that's sometimes what you're talking about people who are just nervous and therefore overbearing, having an open, honest conversation at the beginning of that representation. [00:11:56] Paul Secunda: If you're Ernie or whatever business you're in and you have a client, set expectations. I think expectation setting is something that unfortunately doesn't happen because people are not having these basic conversations maybe the way they were 20, 30 years ago before the dawning of the age of social media. [00:12:12] Michael D.J. Eisenberg: What's interesting somewhat on the flip side, my day job, I represent veterans before the Department of Veterans Affairs. And one of my former clients called me on a Sunday, and I wasn't very, I wasn't necessarily happy about that. And I let it go to voicemail and I checked the voicemail if I recall this correctly, I believe I checked the voicemail. [00:12:29] Michael D.J. Eisenberg: I think he left me a voicemail and he was professing suicidal ideation, like eminent suicidal ideation. [00:12:35] Paul Secunda: And of course, you're not a mental health counselor. So I guess when you should have probably, I mean, I guess you did have to respond and try to get him to the appropriate person. [00:12:43] Michael D.J. Eisenberg: And that's what I spent a couple hours that night doing. [00:12:46] Paul Secunda: Well, that's obviously worth it. No one will tell you, you didn't do the right thing. But that's what I was saying in the beginning, if your phone's on, or if you're listening to your voicemail, evaluate it, I mean, needless to say there, there's nothing to evaluate. It's a life and death situation. It's easy. [00:13:00] Paul Secunda: You have to do what you had to do. But it's also needless to say that most employers who contact. Employees after hours don't do so in life and death situations. It's a matter of just feeling entitled to have your time and your attention even after the workday is over. [00:13:17] Michael D.J. Eisenberg: So I think you've kind of talked about how attorneys should handle clients. [00:13:21] Michael D.J. Eisenberg: How about handling their superiors? [00:13:23] Paul Secunda: Well, delicately, right? I mean, the problem is you have a power imbalance, right? Right. And one of the reasons in the article that I wrote back in 2018, 2019, the right to disconnect that I ended up focusing on occupational safety and health as opposed to wage and hours or autonomy or other bases, which you could make these kind of distinctions is because to me, workplace safety and health is a universal So. [00:13:51] Paul Secunda: Right and therefore a human right and therefore the idea is that power imbalances between different people in the workplace between bosses and subordinates should matter less or even if the boss doesn't realize then the subordinate has recourse either through Bringing up a regulation if it exists within your state, occupational and safety agency, or federally. [00:14:13] Paul Secunda: But at least it can be placed within a framework which your boss is hopefully going to at least acknowledge and discuss with you. [00:14:21] Michael D.J. Eisenberg: So the right to disconnect law that we're That kind of brought you to my attention. The one that came out in California or is coming out in California. I don't think it's passed yet. [00:14:30] Paul Secunda: No, it's just been introduced recently. [00:14:32] Michael D.J. Eisenberg: So are there any states that have this law? And what I'm kind of curious to know is if those that do, has any employer or say former employer been sued for violating that law? [00:14:42] Paul Secunda: So it did come up in New York a year or two ago. I'm not sure that really anywhere. I am not aware of any lawsuits over the right to disconnect. [00:14:51] Paul Secunda: One of the issues. And you see this with the California law, which has just been introduced by a democratic assemblyman out in California, is that they're trying to figure out how to implement it. Like, so for instance, California has a very stringent labor code that goes well on many states in the country. [00:15:08] Paul Secunda: And this is, this would be a state based law. But one of the things that relies upon is this wage and hour distinction, where if you're going to work Your work, you should get overtime. If you're going to put the hours in, you should get paid. No one should But the problem with that, of course, is not all workers are created equally under wage and hour law. [00:15:27] Paul Secunda: You have exempt workers and you have non exempt workers. And the exempt workers we usually refer to as salaried workers and the non exempt workers, you know, are hourly workers. So if you're an hourly worker, great, you work an additional two or three hours, you get an additional two or three hours of pay. [00:15:42] Paul Secunda: But if you're a salaried worker, and you're being paid a certain amount of year, no matter how many hours you work, and then you're putting over six hours a night extra, well, that can really add up. So I personally am not a fan of the California approach that is being considered right now, which, again, is based on this wage an hour idea, because I think out a number of workers. [00:16:04] Paul Secunda: I think it makes more sense if you want a universal right to go to the occupational safety and health route. [00:16:10] Michael D.J. Eisenberg: Oh, interesting. [00:16:11] Paul Secunda: Yeah. [00:16:13] Ad Read #2: Consider Supporting the Show by Buying Us a Cup of Coffee or Two! [00:16:13] Michael D.J. Eisenberg: Pardon the interruption. I hope you're enjoying the techsavvylary. page podcast as much as I enjoy making them. Consider buying us a cup of coffee or two to help defray some of the production costs. [00:16:21] Michael D.J. Eisenberg: Thanks and enjoy. [00:16:23] Michael D.J. Eisenberg: Well, let's go back to the question, though, because I think you've given us, I think, two answers. One, of course, is turn off your phone or don't have it with you. The second is better screening. [00:16:33] Paul Secunda: What would be their third? Well, I think the third is honest and open communication. I think if you are, again, it goes back to what we might call the third is expectation setting. [00:16:43] Paul Secunda: If you never talk to your employer about how you feel about them contacting you at 11pm at night, and then you start doing work at that time for them, don't be surprised when they ask you again a week or two later. Like, you've set that expectation. But on the other hand. It happens in the beginning, or if you can even address it as part of your beginning work with that employer, then it's less likely that the expectations would be misunderstood. [00:17:09] Paul Secunda: Look, I understand that American workers are suffering a huge power imbalance in the workplace. In this country, More than almost any other country in the world because we adhere to this employment at will flexibility for employers where you can be fired for a good reason, bad reason, no reason at all. [00:17:27] Paul Secunda: But on the other hand, I also understand that that's why we have laws and that's why if we can get something on the books that deals with the right to disconnect in a universal manner that applies to all employees. Hopefully employers will come over time to respect that kind of right that employees have to that time to themselves [00:17:47] Michael D.J. Eisenberg: what you don't pulling it back just a little bit more toward tech. [00:17:51] Michael D.J. Eisenberg: The one thing I'm surprised you haven't mentioned being an Apple user yourself is the focus modes that the Mac OS. IOS provide you, do you use that? [00:18:00] Paul Secunda: I have tried them in the past. You have purple mode, you have a sleep mode, you have a drive mode or just universal, do not disturb. I'm looking at it right now. [00:18:09] Paul Secunda: As you can also create your own focus modes. [00:18:12] Michael D.J. Eisenberg: Oh, you can do a custom one too. [00:18:13] Paul Secunda: You can set up any custom mode you want. I found it distracting to be honest. I even in the car and the driving mode had been turning on automatically. I have a hands free. Voice only way of responding to, uh, text messages. And I enjoy that. [00:18:29] Paul Secunda: So I guess what I'm saying is, and maybe we should take a step back. I am not saying that there should be a blanket prohibition against people working after work. There are some people who, maybe like me and maybe like you, are workaholics and enjoy working after work. And they shouldn't be prevented. I don't want to become paternalistic here. [00:18:48] Paul Secunda: I'm not saying, even if you want to, I know better what you need and therefore you shouldn't do it. What I'm trying to say is, in a world of an imbalanced workplace between the power the employer has and the less power that employees have, there should be some kind of legal intervention, regulatory intervention that provides employees who want to have the right to be left alone when they go home at night. [00:19:13] Paul Secunda: So for me, and this goes to the Apple's various kind of focuses, I just found it distracting because I do want to interact with people at different times of the day. And even during sleep, I tried that, but then I found that there were people who, like my family, who needed to contact me and, It would have been nice to know if I had gotten up during the middle of the night, that there was something going on. [00:19:34] Paul Secunda: So I've turned them all off, to be honest. I, I did not enjoy them personally, but I could see how for others, the focus mode would make sense. [00:19:42] Michael D.J. Eisenberg: Well, the focus mode definitely comes in handy when I'm recording. [00:19:45] Paul Secunda: Yeah, I can understand. [00:19:47] Michael D.J. Eisenberg: Last thing I need is dings, alarms, bells and whistles and the phone going off in the middle of a recording. [00:19:53] Michael D.J. Eisenberg: But let's move on to question number two. Go ahead. [00:19:55] Q?#2: What Are the Top Three Tech Rights an Employee Has Qhen It Comes to Utilizing a Personal Tech Device for a BYOD Firm? [00:19:55] Michael D.J. Eisenberg: what are the top three tech rights an employee has when it comes to utilizing a personal tech device for a BYOD firm? [00:20:01] Paul Secunda: Yeah, I'm going to sound a little bit redundant here, but it's about expectations that in the privacy world. So in employee privacy, first of all, I have to separate the world into two different areas. [00:20:12] Paul Secunda: One is the public employment world, right? The other. Private employment world. In the public employment world, believe it or not, because the government is your employer, you have constitutional rights. They're not vibrant constitutional rights, but you do have the right under the Fourth Amendment, uh, which is the privacy amendment under the Constitution, and even under the First Amendment, uh, to a certain amount of autonomy and privacy in the public workplace. [00:20:36] Paul Secunda: Uh, and then you're saying, well, don't I have that in the private workplace? And the answer is, you don't. Definitively, no, you do not. And the problem is there is no state action in the private workplace and therefore under our state action based Constitution, you don't have a right to privacy just because of the constitution to the extent that you have privacy rights in the private workplace They're either granted to you statutorily or by the common law. [00:20:59] Paul Secunda: So statutorily, there are Now, in a number of states, somewhere between 10 and 15, what we call off duty conduct statutes, and basically off duty conduct statutes say is as long as you're engaged in legal, lawful, recreational activity outside the workplace, your employer has no business seeing you. Now, obviously, this becomes a little gray when you get into certain types of contact. [00:21:26] Paul Secunda: Maybe using marijuana on your own time, or engaging in certain, let us say, avant garde sexual types of proclivities. So, those have been litigated, and to be honest, the cases are all over the place. In the common law, there is, under the tort restatement, a right to be free from an invasion of privacy. And the invasion of privacy right comes in a lot of different flavors. [00:21:51] Paul Secunda: It can be akin to a defamation right, where people can't put you in a false light. Or it can be just a matter of autonomy. That your autonomy is sacred and People shouldn't interfere with what you consider your own private affairs. So in that situation, it goes back to what is your legitimate expectation of privacy? [00:22:10] Paul Secunda: If you're at your employer's brick and mortar business and you're in the bathroom, you have a fairly significant right to privacy, right? There's going to be very little reason that an employer should be spying on you on your bathroom breaks. On the other hand, if you're in your office and you're on your computer and they want to make sure that you're not engaging in Amazon shopping or other inappropriate activities, they can do a basic keystroke surveillance and that is considered acceptable if it's business based. [00:22:40] Michael D.J. Eisenberg: I want to pause you on that one specifically. So since we are more at a work from home right now and say the employee Perhaps a lawyer is working from home on their computer and they have to be button seat from like 8am to 5pm and they're working on whatever. Does the employer have a right to watch those same keystrokes and or more so put like certain monitoring software in the person's own personal computer? [00:23:09] Paul Secunda: I would say it depends on the expectations and the workplace policies that are in place. I mean, If you and your employee handbook have an electronic communications policy that says we will be keeping track of what you're doing during the day, we expect that you will only focus on our business during the workday, then that's a re, then, then an employee says, well, I didn't realize they were doing that when they signed an acknowledgement form saying I realized they were doing that. [00:23:37] Paul Secunda: That's problematic for the employee. A lot of employers, it goes without saying, including law firms, don't have electronic communication policies. Or if they do, they're much more narrow. Don't, don't surf porn. Don't, won't shop. But how about the in between when your kids call you or have to deal with something that's come up during the day that's almost akin to an errand? [00:23:58] Paul Secunda: That's less clear. And so, What I would say is, in my, I've been an employment lawyer for over 27 years now, and I would tell you, and mostly on the employee side, and I would tell you that, generally speaking, most employers do not have such restrictive workplace policies. If anything, as the employee becomes more sophisticated, has more discretion during the workday, like most attorneys, this isn't a huge issue. [00:24:25] Paul Secunda: It's more in. Kind of the warehouses, the blue collar workplace where employees are being monitored much more diligently. Take for instance, the Amazon drivers or even people who deliver packages for UPS or Federal Express. Right being very closely, not only because they want to keep track of where the packages are, but they want to make sure that you're not stopping off and getting a beer when you should be delivering the package to Mr and Mrs Jones. [00:24:53] Paul Secunda: So I really don't think there's a an answer I can give you. I mean, you could see how I kind of. Very lawyerly kind of divided the workplace. And then I said, well, even in the private, you have statutory protections and common law protections. And then even then it depends on what's in your workplace policies and what kind of expectations you've established with your workers, [00:25:14] Michael D.J. Eisenberg: but would you generally speaking without giving legal advice, would you advise someone who's like, all right, I don't want to specify lawyers, but you advise a lawyer. [00:25:25] Michael D.J. Eisenberg: Who has a work from home policy to allow their boss to put on their personal computer, some sort of tracking software sites that they look at typing times logged in, et cetera. [00:25:39] Paul Secunda: Absolutely not. I would push back very hard against that. An unnecessary violation of my privacy and autonomy. And that's because I believe what lawyers do is not so necessarily only within the time bounds of the day. [00:25:52] Paul Secunda: I think lawyers, because of the discretion and the creativity they bring to their work, tend to do their work at various times of the day. So perhaps the right to disconnect means something different in our industry than it might mean Let's say in a blue collar industry, but I would advise if an employer said to an attorney, a young attorney, Hey, I understand you're going to be working remotely. [00:26:16] Paul Secunda: Please know that we're tracking you. I would say I'm going to look somewhere else. I don't know many firms that do that, to be honest, [00:26:23] Michael D.J. Eisenberg: but there was some articles. I remember a couple of years ago during COVID that they were employers were actively tracking some of their employees. And I'm talking about lawyers. [00:26:33] Paul Secunda: Yeah. I mean, There's an exception to every rule. I think it's, I think first of all, it leads to very low morale and less productivity. So I think it's foolhardy. I think if you're going to have professionals working for you, giving them independence and discretion is part of saying you trust and believe in them, but I'm not the employer and therefore people do all sorts of different things for different reasons. [00:26:54] Paul Secunda: I'm saying personally, and it's not legal advice. If someone came to me and said, Hey, I'm going to track you. I'd say, okay, well, I'm not working for you because to me, personal privacy and autonomy are important intangibles in my life. [00:27:09] Michael D.J. Eisenberg: So from the obvious of not looking at porn, not shopping, not looking at information to overthrow the government. [00:27:16] Michael D.J. Eisenberg: Are there any other tech tips you might give employees when it comes to things they should obviously not do with devices that are BYOD or even if it's the employer's device? [00:27:28] Paul Secunda: Yeah, there are a lot of employees and actually this was very relevant because last week the Federal Trade Commission came out with a new proposed rule about getting rid of all covenants not to compete. [00:27:40] Paul Secunda: Needless to say, that will be tied up in litigation for the next two to three years. So any such rule will probably be enjoined until it's worked out by the courts. But needless to say, there are employers who have employees who have sensitive information which they have protect, whether it be through confidentiality provisions. [00:27:58] Paul Secunda: They can do it through non solicitation clauses or non competition clauses. And so what I would say to employees is again, make sure you understand what information you have that is protectable by your boss. I mean, in the law area, we're not allowed to have covenants, not to compete under our professional rules of conduct, but nevertheless, you are under an obligation under attorney, uh, client privilege and other privileges to keep things. [00:28:26] Paul Secunda: Confidential under also the model rules of professional conduct. So maybe law is kind of a little unique, but in, in other parts of the workplace, you have to understand that depending on the types of information you have, if you're dealing with pricing information or customer databases or trade secrets, then yeah, you don't want to be kind of dealing with that type of information without Providing some protection. [00:28:50] Paul Secunda: Let me give you an example in the legal. When I exchange Discovery as a litigator with other law firms, either the other law firm or I don't just send that information attached to an email, almost never. We always use a server which has dual authentication. So we make sure the person getting it is only getting it because they have a user ID and a password. [00:29:12] Paul Secunda: Plus they didn't have to authenticate. They are who they say they are. So that is the reality of whether you're using Dropbox or a lot of these large law firms these days have their own servers with the capability of sending out large swaths of documents. So. There's an example of where you just don't want to deal with sensitive documents in a way that they can be intercepted or used inappropriately. [00:29:38] Michael D.J. Eisenberg: Let's move on to our last question. Sure. [00:29:40] Q?#3: What are Your Top Three Tech Tips to Ensure Focus at Work to Help Prevent Necessary Work During Personal Time? [00:29:40] Michael D.J. Eisenberg: What are your top three tech tips to ensure focus at work to help prevent necessary work during personal time? [00:29:46] Paul Secunda: Yeah, well, one we've already discussed, and this is a harder one, which is you can't turn necessarily your phone off, but what you can do is eliminate a lot of those push notifications. [00:29:56] Paul Secunda: This is from personal experience. Used to have every newspaper and every person possible able to kind of get through my screen and kind of tell me they're looking for me or want to sell me something, tell me about a new news tip. And what I would tell you is go to your notifications, whether you're on an app or another phone and really only limit them to the things that you really need. [00:30:19] Paul Secunda: And even with. And your text, you can set up VIP lists so that only those people who are most important in your family, your children, your spouse, whatever, can get in contact with you. I've done that increasingly. So that's number one. Number two, it's a matter of, Learning how to screen your text, emails and other information that you're looking at in a efficient manner. [00:30:44] Paul Secunda: I have, I use an Apple mail, right? And it has kind of a preview where within probably 5 to 10 seconds, I can tell from just when it comes up whether I need to deal with it now. An hour from now, tomorrow, a week from now, and then I categorize stuff that way using that technology. So that's number two. And then number three, I would say it's just a matter of focus, which is kind of funny to say. [00:31:10] Paul Secunda: I don't mean focus like the Apple tech focus, but you have all this technology coming at you through computers and phones and don't people use the telephones I'm told, but you have to focus. I mean, we are a society of attention. Deficit disorder. And I, I don't mean that cavalierly or in a flip way. I mean that honestly, as a society, we have trouble paying attention. [00:31:34] Paul Secunda: We're being pulled in a hundred different direction. And so this is where it's very unique to each person's individual circumstance. What allows you to focus for me? I can't have music on. I can't have other like talk radio or talk, whatever, because it's too, I need complete silence, but someone else Might be able to put on their air pods and put on some soft music in the background and that's the way they kind of tune other things out. [00:31:58] Paul Secunda: So my point is use tech to allow you to focus. That would be my third point. [00:32:03] Michael D.J. Eisenberg: Well, I'm going to go back and pull a little bit on your last two answers. Your second answer, this is something I want to share. I use a service called SaneBox and it sort of adds onto your email. Are you familiar with it? I'm not. [00:32:17] Michael D.J. Eisenberg: So SaneBox is a monthly subscription. It's like 10 bucks a month. I think you'd have to double check. And what it does is it allows you to set special rules into your email. And quite frankly, like it works with all, like almost all different email server types, whether it's Gmail, whether it's personal, whether it's this or that or whatever. [00:32:35] Michael D.J. Eisenberg: And it works in the background, not on your computer, but on a server. And if you put, say, an email, like, a constant solicitation. Right. If you put it in the same black hole box, you'll never see that again. In other words, if they send you another one, you'll never see it again. So, I'm just Throw it in there just to help kind of declutter. [00:32:53] Paul Secunda: As opposed to unsubscribing from every unwanted piece of spam you get. [00:32:57] Michael D.J. Eisenberg: Well, the problem with unsubscribing is you're telling them there's a warm body there. [00:33:02] Paul Secunda: Yeah, and then that gives them more incentive to try to get in contact with you. [00:33:06] Michael D.J. Eisenberg: Whether it's through that in particular email or perhaps like a different service they may be working with as well. [00:33:12] Michael D.J. Eisenberg: So it opens you up to more spam email. But it also has some neat tricks to it like saying. Tomorrow, say next week, so that it doesn't stay in your inbox right now, but it goes, disappears for a day or a week or three hours or until 5 p. m. and then it repopulates to help manage. And like, it also, there's some other functions I'm probably not remembering, but I encourage you to take a look at it. [00:33:36] Michael D.J. Eisenberg: Somewhat of a godsend for me because Lord knows I'm getting more and more. Spam and I no longer answer my own phone because half the calls are not business. Right. Yeah. The other thing I do, you know, you talk about focusing at work and as a small and solo practitioner, you're sort of like the, you wear many hats. [00:33:55] Michael D.J. Eisenberg: And when I have to focus on writing a brief, what I'll do sometimes. Or often is I will take my laptop and I'll go to a Starbucks or coffee shop and just plant myself there for like an hour and a half or two hours and I can usually pop out some solid writing and I'm not constantly being interrupted by everything else that's going on around here. [00:34:15] Paul Secunda: That makes a lot of sense too. [00:34:16] Michael D.J. Eisenberg: And if it's too noisy in there, I just pop in my Apple AirPod Pro Mac to the headphones, and I can drown out most of the noise, but I'm usually pretty good about drowning out noise around. [00:34:27] Paul Secunda: Yeah, well, that's a good, that's a good skill to have, I have to say. [00:34:31] Michael D.J. Eisenberg: Yeah, the only thing I can't deal with is screaming children and crashes. [00:34:36] Paul Secunda: Yeah. [00:34:37] Michael D.J. Eisenberg: No offense to parents out there. [00:34:39] Paul Secunda: Yeah, I can't help you with that one, but yeah, I understand. [00:34:42] Michael D.J. Eisenberg: Excellent. Paul, I wanna thank you for being here. [00:34:44] Where You Can Find Our Guest! [00:34:44] Michael D.J. Eisenberg: Please tell us where people can find you. [00:34:46] Paul Secunda: They can find me online at kunda E-S-E-C-U-N-D-A. Mm-Hmm at zeke luzi.com. It's a difficult Wisconsin name, so I'm gonna spell it. [00:34:55] Paul Secunda: W-A-L-C-H-E-S-K-E-L-U-Z i.com. That is the name of the law firm I'm at in the Milwaukee, Wisconsin area. And my email and contact information is there. And if you'd like to hear more about the right to disconnect or any other employment law topics, feel free to give me a ring. [00:35:13] Paul Secunda: I will be sure to have all that in the show notes. [00:35:15] Paul Secunda: And if there's anything else you'd like to share, please feel free to send it to me before we publish. But again, Paul, I want to thank you for being here. [00:35:21] Paul Secunda: It's a pleasure, Michael. So nice to talk to you today. Likewise. [00:35:24] Thank You for Listening and Join Us in Two Weeks for a New Episode! [00:35:24] Michael D.J. Eisenberg: Thank you for joining me on this episode of the techsavvylawyer. page podcast. Our next episode will be posted in about two weeks. [00:35:30] Michael D.J. Eisenberg: If you have any ideas about a future episode, please contact me at michaeldj at the techsavvylawyer. page. Have a great day and happy lawyering.

Is your company going under? Is it merging with another corporation? Do you have to take the new job the merging company is offering? Find out all these and more on this episode of the Employment Law Show. Hosts John Schols and Alex Lucifero. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

Dundas Street employment lawyer Megan Vant speaks to Lisa Owen about workers' rights when it comes to the 'strike' organised for Budget Day.

Today on the Employment Law Show you learn all about what your rights are after the business you worked for gets sold. They also get into everything you need to know about mitigation. All that and more on this episode of the Employment Law Show. Hosts John Scholes and Chris Justice. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

This Episode Was Aired Previously. Today on the Employment Law Show you learn all about what your rights are after the business you worked for gets sold. They also get into everything you need to know about mitigation. All that and more on this episode of the Employment Law Show. Hosts John Scholes and Chris Justice. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

Michelle M. De Oliveira, Esq., Kenney & Sams, PC, in Southborough breaks down how to analyze employment cases in this podcast, excerpted from MCLE's 10/4/2023 live webcast: How to Analyze & Frame an Employment Case. The full program is available as an on demand webcast or an MP3 here.  Get 24/7 instant access to hundreds of related eLectures like this one—and more—with a subscription to the MCLE OnlinePass. Learn more at www.mcle.org/onlinepass and start your free trial today!Connect with us on socials!Instagram: mcle.newenglandX (Formerly Twitter): MCLENewEnglandLinkedIn: Massachusetts Continuing Legal Education, Inc. (MCLE│New England)Facebook: MCLE New EngalndThreads: mcle.newnengland Connect with us on socials!Instagram: mcle.newenglandX (Formerly Twitter): MCLENewEnglandLinkedIn: Massachusetts Continuing Legal Education, Inc. (MCLE│New England)Facebook: MCLE New EngalndThreads: mcle.newnengland

Here is a former employee exposing Jay Morrison who's dealt with him directly. Listen in.    If you enjoyed the show, please don't forget to subscribe, leave a 5-star review, and share it with your friends and family. We're committed to bringing you valuable content with every episode, so stay tuned for more!

Today on the Employjment Law Show you learn all about what your rights are after the business you worked for gets sold. They also get into everything you need to know about mitigation. All that and more on this episode of the Employment Law Show. Hosts John Schols and Chris Justice. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

How do you prove emotional abuse at work? To handle or report workplace bullying, you need to know your rights and options. When you don't, you end up a silent victim. But where do you start, and what steps can you take to ensure your voice is heard? Join us with Kimberly Williams, Vice President of People, Culture & Compliance at Walker Advertising, who shares her personal experience with workplace harassment as well as a breakdown of employee's workplace rights and compliance. Tune in to this episode to discover: ✔️ Effective strategies for dealing with workplace abuse and how to bring about change. ✔️ The right way to document workplace abuse incidents to strengthen your case. ✔️ Insights on when and how to involve HR in reporting workplace abuse, and what to expect. ✔️ Navigating lawsuits and the legalities of workplace disputes – know before you go! ✔️ The importance of knowing your rights as an employee and how emerging laws, like The Psychological Workplace Safety Act, are shaping the future of workplace bullying legislation. ✔️ Real-world examples of workplace abuse and actionable tips on requesting outside investigation.   ✅ Follow Kimberly Williams: https://www.linkedin.com/in/kimberly-e-williams/ Instrumental in fostering Walker Advertising's inclusive and award-winning culture, Vice President Kim Williams is responsible for all aspects of people operations. Recognized for her integrity and interpersonal skills, Kim has also been acknowledged for her creative approaches to recruitment and retention. She has an unparalleled reputation for navigating turbulence and change as well as nurturing positive relationships with colleagues at all levels of an organization. She began her HR career as a diplomat with the U.S. Department of State where she tackled complex personnel challenges, negotiated at the United Nations in Vienna, and received awards for her precedent-setting work in diversity and inclusion. With a passion for community service, Kim lives Walker's unique core values that holds social responsibility and innovation as foundations for growth. Other links on the topic: https://workplacepsychologicalsafetyact.org/ https://undergroundrailroadinc.org/touchy-subjects-podcast.html https://www.nasdaq.com/articles/silence-is-expensive%3A-how-workplace-bullying-drains-your-bottom-line https://ritzherald.com/unintended-consequences-how-organizational-interventions-can-enable-toxic-leaders/ https://www.thetexasmail.com/when-going-to-work-becomes-a-matter-of-life-or-death   ✅ Follow Ivna Curi on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Follow Ivna Curi on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Order our book, ‘Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership' where each strategy is also a real story: https://www.amazon.com/Unapologetic-Voice-Real-World-Strategies-Leadership-ebook/dp/B0CW2X4WWL/   ✅ Request A Customized Workshop For Your Team And Company:  http://assertiveway.com/workshops   ✅ Other Episodes You'll Like How Do You Report Workplace Harassment Being Without Unfairly Punished (with Luz Nunez) Is Your Boss Toxic? Identifying the Signs and Taking Action (with Rob Kalwarowsky) Emotions in Negotiation: How To Use Emotions to Resolve Conflict (with Steve Alban) Silent No More: Breaking the Chains of Passive Communication How To Disagree Respectfully Without Being Disagreeable Why Being Assertive Reduces Your Stress At Work Authority Anxiety: Why It Happens and How to Overcome It Confidently Say No In A Respectful Way (In 7 Easy Steps) 5 Steps To Respond To Dismissive Comments Take Control: How to Protect Your Personal Power at Work   ✅ Free Resources FREE Training & presentation on How To Be Assertive Without Being Rude, Aggressive, or Offensive: https://assertiveway.aweb.page/assertivenotrude  Sign Up for Our Email Newsletter: https://assertiveway.com/newsletter/ From Rambling To Articulate PDF Guide: https://assertiveway.aweb.page/articulate Podcast episode lists by theme: https://assertiveway.aweb.page/speakyourmindunapologeticallytopics Women in Tech Leaders Podcast Interviews: https://assertiveway.com/womenintechpodcastguests/ Podcast Summaries & More Email Newsletter: https://assertiveway.com/newsletter Our Linkedin Blog Articles:  https://www.linkedin.com/newsletters/6863880009879306240/   TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Assertiveness free training: https://assertiveway.aweb.page/getahead Other Free resources: https://assertiveway.com/free/ Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/   ✅ Work With Us Workshops: http://assertiveway.com/workshops   Break The Silence: https://assertiveway.com/communicationculturetransformation/ Services: https://assertiveway.com/offerings Contact me: info@assertiveway.com or ivnacuri@assertiveway.com Contact me on Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2 Website: https://assertiveway.com   ✅ Support The Podcast Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915 Ask me your question for the next episode: https://www.speakpipe.com/speakyourmindquestion

This week, we're concentrating on the flurry of challenges that federal agencies—such as the U.S. Department of Labor (DOL), the National Labor Relations Board, and the Occupational Safety and Health Administration (OSHA)—have recently faced in the courts. We'll also discuss potential changes to the U.S. Supreme Court's (SCOTUS's) controversial Chevron deference doctrine. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw336 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, we delve into crucial tips for navigating California Workers' Compensation in 2024. From documenting injuries to choosing the right doctors, our experts share insights to ensure you receive the benefits you deserve. 

Today Lou and Teresa speak with Vicki Courtemanche, Co-founder of the national advocacy group, End Workplace Abuse. Vicki has worked tirelessly to see legislation passed (the Workplace Pyschological Safety Act) to combat bullying in the workplace. Currently, millions of American workers are at risk. Listen in to learn more and to see how you can support this initiative. Ms. Courtemanche's website: https://endworkplaceabuse.com/Read this weeks blog post: https://www.earringsoff.com/post/no-more-gray Marketing and Social Media Strategist:   Tyresa Oluyide Theme song:                                                               D-Techneekz Logo Design:                                                               Claire Ritter Producers:                                                                   Lou Ali and Teresa VaughanSupport the show

Prince of Persia & PalWorld already Game of the Year!? | Xbox vs PlayStation State of the Industry All Socials, Discord, & Podcasts: https://linktr.ee/gingerprime Become A channel member: youtube.com/@work2game/join Check out  @JayDub4U  and  @whatsnewvideogames 

Patrick Dolan of Conti & Dolan Law joins WGN Radio's Dave Plier, filling in for Bob Sirott, to break down the new Illinois laws for 2024 in the categories of employment, consumer protection and more.

Patrick Dolan of Conti & Dolan Law joins WGN Radio's Dave Plier, filling in for Bob Sirott, to break down the new Illinois laws for 2024 in the categories of employment, consumer protection and more.

In this episode of the Disruptive Successor Show, Jonathan Goldhill engages in an illuminating conversation with third-generation family business owner Michael Ghilotti. Spanning over 110 years, the Ghilotti family's construction business journey encapsulates a saga of entrepreneurial resilience, family dynamics, and evolving industry practices. Michael delves into the rich history of Gelati Brothers, chronicling its growth, challenges, and the generational shifts that shaped the company. The conversation explores the complexities of family dynamics within a business, the challenges of succession planning, and the crucial role of servant leadership in steering a legacy forward.KEY TAKEAWAYSNavigating Generational Transitions: Understanding the evolution from second to third generations in a family business and the shifts in mindset, approach, and challenges they bring.Facilitated Project Partnering: Exploring a transformative approach to construction projects, emphasizing collaborative goals, mutual trust, and proactive stakeholder engagement for enhanced project outcomes.Succession Planning & Leadership Development: The importance of early succession planning, aligning family members' aspirations with the business's future, and nurturing leadership skills in the next generation.Challenges of Doing Business in California: Insights into the complexities and regulatory hurdles faced by businesses in California, including labor laws, employee rights, and navigating industry-specific regulations.QUOTES"You can't start that discussion soon enough. Connecting with their vision and role is crucial.""When the business runs you and you don't run the business, that's not success." - Michael Ghilotti on redefining success in family businesses."Creating a culture of organizational excellence is vital. A strong team committed to shared goals makes the owner's role easier.""California poses challenges from labor laws to industry regulations, making external alliances and advocacy vital for business resilience."Connect and learn more about Michael Ghilotti in this link below.LinkedIn: https://www.linkedin.com/in/michael-ghilotti-8b79a111/If you enjoyed today's episode, please subscribe, review, and share with a friend who would benefit from the message. If you're interested in picking up a copy of Jonathan Goldhill's book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Stacey of Cannabis Workers Resource.We discuss unionsEmployees safetyCannabis Workers Resource What got Stacey in the industry and more

Rosalina and Shauna dive deep into the intricacies of managing careers while navigating a cancer diagnosis. Their conversation encompasses crucial aspects such as disclosing a diagnosis at work, handling treatment while maintaining a career, and understanding legal rights like the American Disability Act and Family Medical Leave.They share personal experiences regarding returning to work, establishing boundaries, seeking accommodations, and addressing job dissatisfaction. Additionally, they explore transitioning jobs during treatment, post-treatment job challenges, and the essential role of self-care and prioritization. Throughout the episode, they emphasize the importance of recognizing your rights, managing guilt, and accessing support from resources like Triage Cancer and Careers and Cancer.Episode Timestamps:[00:02:06] Our Jobs[00:03:23] Approaching Employers About A Cancer Diagnosis[00:07:56] Navigating Your Diagnosis While Working[00:10:13] Paid Family Medical Leave[00:13:20] Domestic Partner's Insurance[00:14:52] Domestic Partnership Insurance[00:19:17] Advocate for Yourself by Creating a Work Plan[00:26:58] When You're Still Not Satisfied[00:38:21] Should I Tell My Employer About My Diagnosis?[00:41:58] Set Boundaries & Take Time For Yourself[00:45:15] Learn About Your RightsResources:https://www.domesticworkers.org/https://triagecancer.org/https://cancerandcareers.org/You can follow us on Instagram @TYFTSpodcast and email us at tyftspodcast@gmail.comPlease consider donating to our “Buy Me A Coffee” page. Your generous support will greatly assist us in continuing to produce quality content for our listeners.Every donation will get a shoutout on our podcast, as well as a free TYFTS sticker.www.buymeacoffee.com/tyftspodcastIf you want to submit a quote about your breast cancer journey, visit the link below: Submit A Quote

Caleb and Adriele celebrate the Thanksgiving holiday by focusing on positive trends from the past year, but not before diving into the ongoing Sam Altman Open AI saga, X advertisers bailing after Elon Musk openly supported antisemitism, Meta's advertising policy allowing claims that the 2020 election was rigged, and a Muslim runner who says she was cut from a Lululemon campaign over her religious identity. Then, they go deep on employees feeling less beholden to employers and more vocal in the workplace, [21:58] and what the government is getting right especially around technology, AI and the inflation reduction act. [35:11] All that, plus what we're personally grateful for this season.

In a comprehensive discussion with renowned employment attorney Steven, the alarming issue of toxic workplaces is explored in depth. Steven, who has a strong track record in handling high-profile employment cases, shares his insights on various subjects ranging from unfair dismissals during parental leave to workplace discrimination. The conversation also examines the case of artist Lizzo to explain the intricacies of litigation and power dynamics in work environments. Steven discusses the impact of change management on employees' rights, especially in the context of the U.S. and New Zealand, highlighting the importance of transparency and the "three strike rule." The dialogue also explores the challenges and benefits of remote and hybrid work models. Steven emphasizes the crucial role of documenting evidence, which can be pivotal in legal cases. The discussion aims to deepen understanding of employment rights and workplace dynamics.https://www.linkedin.com/in/stevenchizen/https://www.chizenlaw.com/Welcome to Season 2, where we embark on authentic and unfiltered conversations about life, relationships, society, and more. Our opinions are solely our own and don't represent professional advice. It's just our perspective, so form your conclusions. Heads up, this podcast may contain adult content and explicit language. Let's dive in! Buzzsprout refer a friend! Grab a $20 off when you sign up! With SiteGround's Click-and-Install WordPress, we're leaving manual setup in the past. Our podcast is powered by the seamless one-click installation and WordPress Starter wizard. Choose from pro designs, add contact forms, online stores, portfolios – all automated, no tech stress. Say goodbye to mundane setups and hello to a stunning podcast platform. Dive into impactful discussions without the technical hassle. Launch your podcast website effortlessly.

On the next Corner, Steve Martorano welcomes Lauren Winans, CEO of Next Level Benefits, for a timely conversation about the challenging intersection of mental health and the workplace. As we mark National Mental Health Awareness Month, they delve into the fears and stigmas that employees face when contemplating mental health treatment. Tune in to gain invaluable insights that could transform your understanding of mental wellness in a professional setting.-------------------------------The Behavioral Corner is produced in partnership with Retreat Behavioral Health -- where healing happens.

  Asm. Liz Ortega (D-San Leandro) Announces Governor Signed New Law to Prevent Child Labor ExploitationSACRAMENTO ― California high school students will learn about their rights at work and how to defend themselves against workplace abuses under a first-of-its-kind law just signed by Governor Gavin Newsom over the weekend.AB 800, authored by Assemblymember Liz Ortega (D-San Leandro), creates a Workplace Readiness Week at all public high schools to teach students about their workplace rights, protections for minors on the job, and how to join or start a union. The Governor announced the law's passage on Saturday.“I am so proud to announce the passage of this first-of-its-kind law requiring schools to teach our kids about their workplace rights,” said Assemblymember Ortega. “We are seeing headlines about children abused at workplaces across the country―wage theft, violations of labor law, and even serious life-changing injuries. As Republicans in other states are working hard to put our children in harm's way, California is giving kids the tools to stand up for themselves.”Despite an uptick in reports of serious workplace injuries and abuse involving minors, a number of Republican-controlled states have passed laws loosening protections for minors. Arkansas and Iowa recently lowered the age at which minors can legally work. In those states, children as young as 14 can now legally work in meat coolers and industrial laundries, and 15-year-olds may work on assembly lines.About 55% of US teens are employed. They are more concentrated in fields where wage theft is common and are more likely to be seriously injured while working with machinery. In 2021, 109 teenagers died from work-related injuries in the United States. That same year, over 33,000 teens suffered workplace injuries so severe that they needed to go to the emergency room.“Youth are having their wages stolen and being seriously injured at work because they don't know that they have a right to demand safety and hold their employers accountable,” continued Asm. Ortega. “Teaching our youth about their rights at work is essential education―and it could save their lives.”“Too often, young workers face wage theft, unsafe conditions, sexual harassment or other abuses at work,” said Lorena Gonzalez Fletcher, chief officer of the California Labor Federation. “By requiring that high school students be taught their rights as employees, AB 800 empowers young people with the information and tools they need to understand their rights as workers and protects them against workplace abuses.”In 2021, California workers filed nearly 19,000 claims for unpaid wages totaling more than $338 million in stolen wages. The fields in which young people tend to be concentrated – food service, retail, childcare, office support – account for almost half (44.2%) of those wage theft claims. These jobs also have high rates of sexual harassment, abuse from management or clientele, discrimination, and serious injury.Assemblymember Liz Ortega is a member of the Assembly Committees on Higher Education, Insurance, Labor and Employment, Public Safety and Rules. She represents the 20th Assembly District, encompassing all or a portion of the cities of Hayward, San Leandro, Union City, Dublin, Pleasanton and the unincorporated areas of Ashland, Cherryland, Fairview, San Lorenzo, and Castro Valley

This week, we're providing an overview of (i) the year-over-year increase in Equal Employment Opportunity Commission (EEOC) lawsuits, (ii) New York's employee intellectual property (IP) law, and (iii) the collaborative agreement between the Federal Trade Commission (FTC) and the U.S. Department of Labor (DOL). Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw319 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.

Remember how magical your first trip to Disney was? Join our guest, Brian, and me as we reminisce about the enchantment of Disney, the thrill of planning a trip with a toddler, and the absurdity of over-the-top Disney-themed weddings. We also cover the perplexities of their new reservation system and app, along with some solid advice for adults traveling with kids to the Magic Kingdom. Believe me, it's as hilarious as it sounds!Switching gears, we dive into the less magical but equally important realm of HR consulting. With Brian's insightful expertise, we address the operational trials and tribulations that come with managing employees across different states. We tackle everything from the implications of pay transparency laws to the potential dangers of job vacancies with unrealistic salary ranges. One of the most riveting discussions involves the fallout of a mass staff departure after the owner's involvement in the Capitol Insurrection. Finally, we pull back the curtain on employee rights and company transparency. We get real about the aftermath of the US Supreme Court's ruling Welcome to Season 2, where we embark on authentic and unfiltered conversations about life, relationships, society, and more. Our opinions are solely our own and don't represent professional advice. It's just our perspective, so form your conclusions. Heads up, this podcast may contain adult content and explicit language. Let's dive in! Buzzsprout refer a friend! Grab a $20 off when you sign up! With SiteGround's Click-and-Install WordPress, we're leaving manual setup in the past. Our podcast is powered by the seamless one-click installation and WordPress Starter wizard. Choose from pro designs, add contact forms, online stores, portfolios – all automated, no tech stress. Say goodbye to mundane setups and hello to a stunning podcast platform. Dive into impactful discussions without the technical hassle. Launch your podcast website effortlessly.

In a decision applicable to both unionized and non-union employers, on August 2, 2023, the National Labor Relations Board (NLRB) overturned a prior 2017 decision that afforded employers flexibility in the policies and procedures they use to govern the workplace and changed its standard for assessing whether certain categories of work rules are lawful to maintain. The NLRB's new standard outlined in its Stericycle, Inc. decision requires employers to articulate a legitimate business interest in the particular policy and ensure the policy is narrowly tailored. Labor & Employment Practice Group member Jaycee Booth discusses the history of the NLRB's standard for assessing neutral work rules and explains the new balancing test the NLRB will use to assess whether an employer's policies will violate the National Labor Relations Act.About Jaycee BoothConnect with Crowe & Dunlevy:Website | Facebook | Twitter | LinkedIn

On this episode of The Lieb Cast, we talk with legal expert Joshua Ritter about two big decisions made by the Supreme Court. The first one, called 303 Creative LLC v. Elenis, is about a Christian website designer who didn't want to make websites for same-sex weddings. The court decided that it was her right to choose what kind of work she wants to do. The second case, Groff v. DeJoy, involves a postal worker who didn't want to work on Sundays because of his religious beliefs. The court sided with the worker, saying that employers must make reasonable accommodations for employees' religious practices. These two cases could change the way businesses treat their employees' rights to free speech and religious freedom.Joshua Ritter, Esq., Media Legal Analyst and Podcast Host of "True Crime Daily: The Sidebar", lends his legal expertise to help us navigate these complex rulings, discussing their wider impact on society and the potential contradictions within the court's interpretations. Tune in for a thought-provoking discussion that's as timely as it is critical.

What will happen if smarter, faster, less expensive bots can do your job? What will happen if you use AI to do your own job faster, better, smarter? So many questions! I queried ChatGPT: Tell me about the future of workplace law, employee rights and AI. ChatGPT response: The future of workplace law and AI taking jobs is a complex and multifaceted issue that has been the subject of much discussion and debate in recent years. Here are some possible scenarios: – More jobs will likely be automated but there will also be new opportunities in AI development, maintenance, and monitoring. – We will need new laws and regulations for employers and employees to address data privacy, liability, ethical considerations, and their respective legal rights and obligations. – If workers are displaced from jobs, they will need help to reskill / upskill and transition into new roles to thrive in an AI-driven workplace. – Widespread AI adoption may change income distribution, employment rates, and the nature of work itself. I asked ChatGPT for fictional movie and TV character quotes about “work”. ChatGPT [partial] response: – “I'm not a machine. I'm a human being.” – Factory Worker [Charlie Chaplin], Modern Times, 1936 film – “I'm as mad as hell, and I'm not going to take this anymore!” – Howard Beale [Peter Finch], Network, 1976 film – “You're not your job. You're not how much money you have in the bank. You're not the car you drive. You're not the contents of your wallet.” – Tyler Durden [Brad Pitt], Fight Club, 1999 film We'll ask Nance L. Schick, Lenore Horton, Doug Rowe, and Dr. Tamara Nall for their take on The Future of Workplace Law, Employee Rights and AI: Take This Job and @(#*$& It?