Podcasts about employment law

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP229  In episode 229, Coffey talks with Frank Davis and John Surma about navigating OSHA inspections and preventing costly workplace safety violations.  They discuss how employers misunderstand OSHA obligations; when OSHA reporting and injury-logging rules apply; the most-cited OSHA violations; triggers that prompt an OSHA inspection; why it is illegal to for OSHA to schedule an inspection with an employer; the importance of carefully limiting the scope of the inspection; OSHA's interviews managers and employees—and the impact of each on the inspection's outcome; documentation requests and timelines; citation outcomes and settlement options; and proactive strategies to prepare for inspections and avoid penalties.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Frank Davis is Board Certified in labor and employment law by the Texas Board of Legal Specialization. His clients know he is ready to use his knowledge to manage a crisis on a moment's notice. In fact, in the last year, he managed labor relations matters and workplace safety inspections and fatalities in over 35 different states.   Frank's experience managing crisis events makes him especially suited to counsel clients on strategies to avoid catastrophic litigation and other cost-savings efforts: - Evaluation of exposure to workplace health and safety hazards. - Preparation of workplace safety compliance strategies and policies. - Managing employee relations to avoid litigation and resist organizing drives by unions; and - Management of relations with unions to avoid frivolous grievances and exposure to contract liability.  Because of Frank's specialized skillset, his clients frequently retain him to handle a variety of sensitive matters: - Fatalities and other reportable injuries in the workplace; - Collective bargaining of labor contracts; - Labor arbitrations; - Union campaigns; - Contract litigation; and - Litigation before the National Labor Relations Board (NLRB) and the Occupational Safety and Health (OSHA) Review Commission.  He also represents clients in whistleblower matters under a broad range of statutes, including the OSH Act, the Surface Transportation Assistance Act, and the Clean Air Act. Frank handles all phases of these complaints, from initial investigation to final litigation before administrative law judges and appeals to federal court.  John Surma is a lawyer with 30 plus years of experience dealing with OSHA, workplace health and safety issues, and counseling employers on those issues. He deals with a variety of state and federal agencies, has responded to over 400 fatalities and 2,000 OSHA inspections.  Frank Davis and John Surma can be reached at https://ogletree.com/people/frank-d-davis/ https://www.linkedin.com/in/john-surma-75980214  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative's Top Ten Red Flag Candidates, November 2025 Every month, Imperative reports hundreds of records to our clients.  While Imperative always encourages clients to review candidates' criminal history as but one factor in evaluating their fit for a role, these candidates' histories caught our attention this month. 1. Household Staff/Nanny Client Candidate: Prostitution Petit larceny 2. Nonprofit Client Candidate: Misuse of client funds by a lawyer (four counts) 3. Hospitality Client Candidate: Willful child cruelty (causing great bodily injury under the age of five years, victim was particularly vulnerable, or taking advantage of a position of trust to commit offense) Driving under the influence, 2 cases Reckless driving on a highway See the rest of the list here: https://www.imperativeinfo.com/blog/2025/12/03/top-ten-red-flag-candidates-november-2025/ Learning Objectives:  Identify when OSHA reporting and recording rules apply and what events trigger each requirement. Evaluate common OSHA violations to prioritize hazard prevention strategies. Prepare supervisors and frontline employees for OSHA interviews and onsite inspection protocols. Navigate the inspection, citation, and settlement processes to reduce organizational risk.  

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP228In episode 228, Coffey talks with Kelly Bubolz about the evolving drivers of workplace burnout and practical ways employers can build healthy, high-capacity teams.They discuss how rapid technological change is straining employee capacity; the shift from pandemic-era mental-health burnout to operational overload; the role of role clarity and workflow optimization in preventing exhaustion; the behavioral warning signs of advancing burnout; the hidden cost of dysfunctional meetings; the impact of remote work structure on cognitive load and productivity; proactive workforce metrics HR should track; cultural myths that drain energy and reinforce burnout; improving cross-functional collaboration and workflow design; and how organizations can align operations around true value creation.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Burnout survivor turned business strategist, Kelly Bubolz knows what it takes to go from running on fumes to being intentional with energy that people want to follow. With 20+ years in HR leadership, she's transformed her own high stress physical collapse into a powerhouse mission. Guiding the recharge through redesigning the ways of work, cutting through chaos and into sustainable energy.Kelly Bubolz can be reached at: https://www.kbtrainingconnections.com https://www.linkedin.com/in/kelly-bubolz-73b65011 https://www.facebook.com/profile.php?id=61579197120672 https://www.instagram.com/kellybubolzAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Identify the behavioral and operational indicators of burnout before they reach crisis levels.2. Evaluate how role clarity, workflow design, and meeting structure affect employee capacity.3. Apply proactive metrics and cultural practices that reduce energy drain and strengthen productivity.

Workplace holiday parties are a setting where the rules of the workplace still apply. Even when the office party is held offsite and after hours, employers have responsibilities, and employees can still face real consequences for their behaviour. Brittany Carson is a partner at Lavery and a member of the firm’s Labour and Employment Law group, she spoke with Andrew Carter.

Anna Fisken and Charles Pigott explore the latest guidance from the Employment Appeal Tribunal on how to ensure that disciplinary proceedings are compliant with employers' obligations to act fairly.Our content explainedEvery piece of content we create is correct on the date it's published but please don't rely on it as legal advice. If you'd like to speak to us about your own legal requirements, please contact one of our expert lawyers

There's very little wiggle room when it comes to the rights and regulations around annual leave, according to an employment law expert. Employment Lawyer Alison Maelzer spoke to Corin Dann.

Maury Nicely wasn't planning on becoming a lawyer when he went to law school, but three decades later, he's built a thriving practice and become one of Chattanooga's most passionate historians. In this episode, Maury shares what he learned working both sides of the table as a law firm attorney and in-house counsel, why leaving a stable corporate job to start a law firm with partners during a recession was the best risk he ever took, and how his passion for local history turned into books and walking tours that bring Chattanooga's past to life. Maury Nicely is a Partner at Evans Harrison Hacket who specializes in Employment Law. You can learn more about him on their website: ehhlaw.com/index.php/maury-nicely If you like this episode, we think you'll also like: Wade Hinton's Morning Cup (E09) Virginia Anne Sharber's Morning Cup (E59) Linda Moss Mines's Morning Cup (E88) My Morning Cup is hosted by Mike Costa of Costa Media Advisors and produced by SpeakEasy Productions.  Subscribe to the weekly newsletter and be the first to know who upcoming guests are: http://eepurl.com/iGJzII

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

The Republic of Angola celebrated fifty years of independence on November 11, 2025. On this episode, we analyze the evolution of the labor and employment laws of the country, as well as the challenges that Angola faced and currently faces as an independent nation. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Nuno Gouveia (email) (Miranda Alliance)Guest Speaker: Adail Cardoso (email) (Miranda Alliance - Fátima Freitas Associados / Angola)Support the showRegister on the ELA website here to receive email invitations to future programs.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Dom talks with Findex HR Consultant Lou Baines about the major employment law changes underway, how these reforms will affect farmers, rural employers and their workers, and what the changes mean for rural workplaces. Tune in daily for the latest and greatest REX rural content on your favourite streaming platform, visit rexonline.co.nz and follow us on Instagram, Facebook and LinkedIn for more.

Who counsels the counselor? Are you building systems to prevent risk, or patching problems after they appear? When was the last time you checked whether your employment practices could stand […] The post GPBC25 Series: Mitigating Risk and Employment Law with John David Gardiner | POP 1296 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP226  In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations.  They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University.  Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.   Pam and Bernie can be reached at  https://www.linkedin.com/in/pamela-boyd-8b193b1/ https://www.linkedin.com/in/berniebeck/ Pam and Bernie's book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  Pam's firm, Dramatic Conclusions: www.dramaticconclusions.com  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify sources of workplace drama and distinguish them from normal conflict. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. Build systems for feedback, recognition, and development that reinforce accountability. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness. 

In this episode of From Lawyer to Employer, host Dan Schwartz sits down with Abby Booth to unpack highlights from Shipman's annual Labor & Employment Seminar — from evolving federal and state developments to real-world compliance takeaways for employers. They cover the latest on I-9 audits, NLRB updates, harassment and retaliation trends, reductions in force, and key U.S. and Connecticut Supreme Court decisions shaping the workplace in 2025.

As the shutdown stretches on, federal contractors face growing wage and hour risks, from delayed payments to potential violations of labor law. Employers trying to do the right thing may still stumble into legal trouble. Here to explain how contractors can protect themselves and what organizations should be doing to stay compliant is Co-Chair of the Employment + Labor Practice at Morrison and Foerster, Andrew Turnbull.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Something New!For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP225 In episode 225, Coffey talks with Monica Lloyd about navigating organizational change with transparency, stability, and human-centered strategies.  They discuss how AI, workforce demographics, and economic uncertainty are reshaping leadership expectations; how transparency and vulnerability build trust during change; how leaders can create stability and clear communication systems in uncertain times; how organizational values and culture can anchor teams through disruption; the impact of AI on jobs and workforce planning; rethinking career paths and talent retention in the age of automation; training middle managers to communicate consistent messages; building engagement through recognition and behavioral insight; and how HR must evolve into the science of human behavior and change management.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Monica Lloyd is the founder of People Forward®, a consulting firm on a mission to create workplaces people love. A recognized thought leader and top-rated speaker, she's known for blending sharp business strategy with contagious energy that inspires leaders and teams to raise their game.   As an expert contributor to the Forbes HR Council, Monica brings both credibility and a fresh perspective to the national stage, challenging audiences to rethink how work should feel and how organizations can truly thrive. Her style is equal parts strategist, motivator, and innovator who never shies away from tough conversations, but always keeps people at the center.  Whether she's guiding executives through organizational transformation, sparking inspiration from the stage, or hosting her People Mavens podcast, Monica's work is rooted in one simple belief: the best business strategy is people strategy.  Monica Lloyd can be reached at https://www.peopleforward.us https://www.linkedin.com/in/themonicalloyd/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.  Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Explain how transparency and vulnerability strengthen leadership credibility during times of change. Identify methods to create organizational stability and clear communication in uncertain conditions. Describe strategies for adapting workforce planning and career development in response to AI-driven transformation.  

In this episode, we explore the legal and practical challenges facing employers as changes to the Immigration Rules - particularly around minimum salary thresholds - begin to take effect.

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

One expert has made a suggestion Netball New Zealand could be breaching employer obligations in events, including Noeline Taurua's suspension. The Silver Ferns coach is being reinstated, after being stood down in September over player concerns. She says she still doesn't know why - and and has revealed there was no investigation. Employment expert Max Whitehead says Netball New Zealand shouldn't have acted on this if it couldn't name players or complaints. "The employer has an obligation on good faith and a natural justice to provide her with a name - and what the allegations are." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Employment attorney Gary Martoccio joins Doug Utberg to unpack how artificial intelligence is rewriting the rules of work — and where the law hasn't caught up yet. From layoffs driven by automation to courts banning AI-written pleadings, Gary breaks down how fast this shift is moving and what workers need to know before they sign a severance package. Doug and Gary explore how fear, efficiency, and regulation are colliding — and why most people shouldn't panic (yet).TL;DR* No federal or state laws currently prevent replacing humans with AI.* Discrimination in AI-related layoffs will trigger lawsuits — be careful who gets cut.* Severance packages often include waivers that kill your right to sue; read before signing.* AI is reshaping “back-office” legal work but can't replace human judgment in court.* Courts are banning AI-generated filings to protect legal integrity.* The real danger isn't mass job loss — it's unchecked confusion, burnout, and trauma from constant change.Memorable lines* “Regulation always lags the market — and AI is running a marathon at sprint speed.”* “You can't let ChatGPT argue your case in court — not yet, anyway.”* “Layoffs don't have to be illegal, but they do have to be fair.”* “Don't panic — AI isn't taking every job, just the ones nobody wants to do.”Guest:Gary Martoccio — Employment attorney representing plaintiffs in workplace disputes; expert in wrongful termination, discrimination, and AI-related employment challenges.LinkedIn: https://www.linkedin.com/in/suenorelle/Website: https://www.nobletalent.group/Why it mattersAI isn't just an innovation story — it's a workforce revolution with no rulebook. Understanding where legal lines are drawn (and where they aren't) helps both employers and employees navigate the next wave without getting blindsided. For founders, leaders, and teams, this episode is your roadmap to staying human — and lawful — in the automation age.Call to ActionIf this conversation lit something up for you, don't just let it fade. Come join me inside the Second Life Leader community on Skool. That's where I share the frameworks, field reports, and real stories of reinvention that don't make it into the podcast. You'll connect with other professionals who are actively rebuilding and leading with clarity. The link is in the show notes—step inside and start building your Second Life today.https://secondlifeleader.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.dougutberg.com

On today's episode, we discuss notable issues and cases the Supreme Court is deciding this term. These cover topics like conversion therapy, transgender athletes, voting rights, tariffs and more. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speaker: Elaine McCafferty (email) (Woods Rogers / Virginia)Support the showRegister on the ELA website here to receive email invitations to future programs.

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

In today's episode, we continue our discussion from episode 688. Today, we discuss redundancy as a ground for termination of employment in Oman, Qatar & the UAE. Stay tuned for a future podcast on performance improvement plans and investigations. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Emma Higham (email) (Clyde & Co / Qatar)Guest Speakers: Gorvinder Pannu (email) (Addleshaw Goddard / Oman) & Elodie Chalhoub (email) (Clyde & Co / UAE)Support the showRegister on the ELA website here to receive email invitations to future programs.

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

Ken Landau talks with Ruth Kraft, a partner and chair of the Labor and Employment Department of Falcon Rapaport and Berkman, who discusses the top employment law issues for the year ahead. These include workers being compelled to return to the office, the legality of non-compete agreements, prenatal and other leaves from work, and the best ways to resolve conflicts in the workplace.

Hannah Reid and Charles Pigott outline the measures in the Employment Rights Bill that will be brought into force two months after the Bill receives Royal Assent (expected in November 2025). They also assess the practical implications of this first implementation stage for employers.Our content explainedEvery piece of content we create is correct on the date it's published but please don't rely on it as legal advice. If you'd like to speak to us about your own legal requirements, please contact one of our expert lawyers

In this bonus episode, I tell you about the Virtual Employment Law Academy, which launches in January 2025.

California Governor Gavin Newsom has signed into law several new bills impacting both workers and employers, covering everything from paid leave to wage transparency. This episode, Rancho Mesa's Alyssa Burley and Client Technology Specialist, Brenda Colby sit down to discuss changes to California employment laws in 2026.Show Notes: ⁠⁠⁠⁠Subscribe to Rancho Mesa's Newsletter⁠⁠⁠⁠Host: ⁠⁠⁠⁠Alyssa BurleyGuest: ⁠⁠⁠⁠Brenda ColbyEditor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2025. Rancho Mesa Insurance Services, Inc. All rights reserved.

In episode 223, Coffey talks with Mike Lyons about why hiring for character and behavior often predicts success better than relying on experience or technical skills.They discuss how HR leaders can define and hire for the right character traits by first understanding business strategy (for example, Walmart vs. Nordstrom models); aligning hiring with authentic, observable core values; identifying the specific attitudes and behaviors that make top performers successful in each role; using structured behavioral interviews to identify values; conducting reference checks as investigative conversations rather than formalities; designing realistic job previews to reduce turnover; and maintaining objectivity by keeping character assessments job-related and bias-free.You can access Mike's free library of free downloads to elevate your healthcare clinic from merely OK to excellent here: https://www.seasoned-advice.com/signup-for-free-downloadsGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mike Lyons is the Chief Consultant for Seasoned Advice HR Services, which helps highly motivated healthcare clinics with HR support. He is a frequent presenter at healthcare conferences on the topics of leadership, culture, and employee engagement. He is a graduate of LSU and the University of Illinois and resides in Austin, TX with his wife and kids.Mike Lyons can be reached at https://www.seasoned-advice.com https://www.linkedin.com/in/mikelyonshr https://www.instagram.com/seasonedadviceAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize how strategic alignment clarifies which behavioral traits drive business results.2. Define authentic organizational and role-specific values based on top-performer analysis.3. Apply structured interviews, probing, and reference checks to assess character without bias.

Practical Guidance for Managers When it comes to managing workplace issues, prevention is always better than cure. In this episode 253 of the Employment Law & HR Podcast, we dive into why early action matters, how to spot the signs of trouble, and practical steps you can take to stop minor issues from escalating into costly legal problems.    In this episode, we cover: Why early action is often avoided by employers and managers. The real cost of delaying action on workplace concerns. Spotting the early warning signs that something isn't right. How to have effective “fix it” conversations with employees. When to use mediation as a tool to rebuild trust. How recent legal developments under the Employment Rights Act 2025 increase the need to act early.   “The best employers set their teams up for success by addressing concerns before they become conflicts.”      Why This Matters Too often, organisations wait too long to address performance or behaviour concerns—leading to grievances, resignations, or tribunal claims. Early, fair, and well-documented action not only reduces legal risk but builds trust and stronger workplace cultures.    Common Scenarios Where Early Action Makes a Difference A small clash over workload expectations turns into a bullying allegation. Personality clashes that go unchecked end in formal grievances. Persistent lateness leads to dismissal and an unfair dismissal claim. Failure to address wellbeing concerns leads to long-term sickness absence.      Practical Tips from the Episode Use simple, open language: “I've noticed a change — is everything okay?” “Let's talk about how we can resolve this early.” Document informal conversations. Consider mediation early to prevent escalation. Escalate when the issue involves serious allegations or risks.      Key Takeaways Act early — don't wait for issues to grow. Communicate openly, calmly, and empathetically. Keep records of informal actions and discussions. Mediation can save relationships and reduce conflict. Seek professional advice when in doubt.   If you would like support to understand if you may have a claim for constructive unfair dismissal please do not hesitate to contact our office on 01983 897003 for a free no obligation discussion. We can also help if you are an employer defending a claim in the Employment Tribunal.   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.     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 £234 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

For information anytime, please call 1-855-821-5900 or visit pocketemploymentlawyer.ca

True to President Trump's campaign promise, the “one big, beautiful bill” allows a limited deduction for overtime income, but the mantra “no tax on overtime” is not quite accurate. In this episode, Tax attorney Douglas Charnas (Washington) and Employment attorney Susan Desmond (New Orleans) discuss the new employee deduction for overtime pay and employers' reporting responsibilities for these deductions.

In episode 222, Coffey talks with consultant and author LeAnne Lagasse about effective leadership development initiatives and what she calls “congruent leadership.”  They discuss why most leadership training programs fail to deliver ROI; the importance of reverse engineering programs from specific organizational outcomes; the significant impact of frontline managers on employee engagement; the gap between knowledge transfer and skill execution; building programs with practice, peer learning, and self-reflection components; “soft skills” deficits across the workforce; “congruent leadership” as alignment of self-perception and team experience; and the 70-20-10 learning model's impact on development.  You can find LeAnne's new book “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” here https://a.co/d/ehUoYLx  Hardcover: https://www.barnesandnoble.com/w/the-congruent-leader-leanne-lagasse/1148446437?ean=9798999501912   Book website: https://www.thecongruentleaderbook.com   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  LeAnne Lagasse is the author of “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You.”   LeAnne is also an HR consultant and keynote speaker who helps leaders and organizations improve employee engagement and retention, as well as develop their people managers.   LeAnne is a SHRM-SCP, a Gallup-Certified CliftonStrengths© Coach, and also serves as adjunct faculty at Missouri State University, where she teaches professional communication courses to MBA students.   Before launching her consulting business, LeAnne was a faculty member and the Director of Public Speaking in the College of Media and Communication at Texas Tech University, where she served for 14 years. Alongside her husband, Ben, she is a proud mom to three children and two pet prairie dogs.  LeAnne's book, “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” is available at https://a.co/d/e2vm4d1.   LeAnne Lagasse can be reached at: https://www.leannelagasse.com/  https://www.linkedin.com/in/leannelagasse/  https://www.facebook.com/leannelagasseconsulting   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:   Design leadership development programs that span extended timeframes with multiple learning modalities including peer collaboration, low-stakes practice opportunities, and structured reinforcement rather than relying on one-day events or single webinars. Incorporate self-awareness and reflection exercises into leadership training to help managers identify their natural strengths, biases, and communication tendencies that create barriers to their own success. Implement the 70-20-10 learning model by prioritizing challenging practice exercises (70%), supportive coaching and mentoring relationships (20%), and formal content delivery (10%) to maximize leadership development ROI. 

On today's episode, we'll be discussing pay equity with our strategic partner, BRG. BRG is a global consulting firm that helps leading organizations advance in three key areas: disputes and investigations, corporate finance, and performance improvement. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Holly Goodman (email) (Gunster / Southern Florida)Guest Speakers: Elizabeth Arnold (email) & Dr. Chester Hanvey (email) (Berkeley Research Group (BRG))Support the showRegister on the ELA website here to receive email invitations to future programs.

In this episode of the Employment Law Counselor Podcast in collaboration with the Professional Liability Underwriting Society, hosts Victoria Fuller and Laura Corvo are joined by their colleague Victoria Ranieri to discuss the different types of artificial intelligence already in use in the workplace, and some of the potential legal risks that AI presents employers. 

Send us a textHeidi Ramsey retired after 23 years with the Ohio State Highway Patrol, serving in various operational and administrative capacities during her tenure.  During this time, she was responsible for creating SIGNAL, a preparation course for troopers seeking promotion to sergeant; the Public Safety Leadership Academy, a 10-week leadership course for mid-level police supervisors; and Ohio ASSIST, a three-day post critical incident seminar for first responders dealing with the aftermath of traumatic events.  She also held assignments at the Academy, Labor Relations, Legal Services, and Human Resources prior to her retirement in 2018. Currently, Mrs. Ramsey serves as an instructor at the FBI National Academy, a 10-week leadership course for law enforcement executives from around the world.  Her primary course of instruction is Leading At-Risk Employees, which provides resources and strategies for managers to deal with employees who are suffering from substance use disorders, post-traumatic stress, suicide, and depression.  She also teaches Navigating Internal Leadership Crises, which deals with strategies for managing crisis situations considering tactics, policy, communication, and wellness issues. Mrs. Ramsey graduated from the FBI National Academy in December 2016 and has a Bachelor of Arts degree from Cleveland State University, a Master of Business Administration degree from Capital University, and a Juris Doctorate degree with a concentration in Employment Law from Capital University Law School.  She is a certified attorney in the State of Ohio and resides in Manassas, Virginia with her husband, Mike, and their two dogs, Dutchess and Star.Find Heidi RamseyInstagramhttps://www.instagram.com/heidiramsey222/Facebookhttps://www.facebook.com/heidi.marshall.524Find The Suffering PodcastThe Suffering Podcast InstagramKevin Donaldson InstagramTom Flynn InstagramApple PodcastSpotifyYouTubeThe Suffering Podcast FamilySherri AllsupSupport the showThe Suffering Podcast Instagram Kevin Donaldson Instagram TikTok YouTube

In recognition of World Mental Health Day on October 10th, we are proud to partner with CCA on this podcast to discuss how employers can help support their employees who may be dealing with mental health issues. We also discuss how EAPs (Employee Assistance Programs) support workplaces in dealing with disasters. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speakers: Manendra Bhugra (email) & Jay Sandys (email) (CCA, Inc. / Global)Support the showRegister on the ELA website here to receive email invitations to future programs.

On today's episode, we discuss what employers need to know about off-the-clock work, including common scenarios in which employees work off-the-clock, and how to help prevent off-the-clock work in the future. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Susan Deniker (email) (Steptoe & Johnson)Guest Speakers: Elizabeth Arnold (email) & Dr. Chester Hanvey (email) (Berkeley Research Group (BRG))Support the showRegister on the ELA website here to receive email invitations to future programs.

This week, we're covering the new H-1B visa fee, the Equal Employment Opportunity Commission's (EEOC's) closure of disparate impact cases, and recent key labor appointments. New Fee for H-1B Visas Employers must now pay $100,000 for each first-time H-1B petition filed on or after September 21, 2025. Current visa holders are not affected. Exceptions may apply, but details are limited. EEOC Shuts Down Disparate Impact Cases The EEOC has closed nearly all disparate impact cases following a recent executive order. These claims can still be pursued in court. The agency will also dissolve its Office of Enterprise Data and Analytics, although EEO-1 reporting requirements appear unchanged. Key Labor Roles Confirmed The Senate has confirmed Daniel Aronowitz as Assistant Secretary of Labor for the Employee Benefits Security Administration. Additionally, the Senate has confirmed over 100 other labor-related appointments—including 11 top labor positions—restoring a quorum at both the EEOC and the Merit Systems Protection Board. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw407 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.    

Welcome back to The Ripple Effect Podcast. Today, we are joined by my good friend and special guest Karen Ansen, an extraordinary entrepreneur and employment lawyer from Australia. Karen is the founder of Ignite HR and Employment Law, where she assists businesses and individuals in navigating Fair Work, workplace bullying claims, adverse action cases, and wage underpayment issues in Australia. She also leads Ignite Your Purpose, a coaching and retreat platform that combines mindfulness, breathwork, meditation, and leadership training to help people reduce stress, build resilience, and lead with authenticity. Karen and I discuss her courageous leap from the corporate world to starting her own law firm, how she balances her career with her passion for helping others, and the unique way she combines employment law with personal growth. We delve into workplace culture, the importance of onboarding, how to provide feedback without causing defensiveness, and why healthy conflict is crucial for strong teams. Karen Ansen is proof that you can be both a top employment lawyer and a heart-led leader who helps others ignite their purpose. Whether you are an HR professional, a business owner, or simply someone who wants to create more purpose in your career and life, this episode is packed with inspiration and practical wisdom.   Ripple with Karen Ansen: LinkedIn: linkedin.com/in/karenansen Ignite HR and Employment Law: ignitehr.com.au Ignite Your Purpose: igniteyourpurpose.au   Ripple with Steve Harper Instagram: http://instagram.com/rippleon Facebook: https://www.facebook.com/rippleon X: https://twitter.com/rippleon Website: http://www.ripplecentral.com   Stay in the loop by being a part of the Ripple mail list: https://ripplecentral.com/subscribe Be a Patron: https://www.patreon.com/SteveHarper Join our ever-growing community of Ripplers in The Pond: https://ripplecentral.com/pond   To inquire about my availability for conference keynotes, corporate training, or performance coaching, please contact info@ripplecentral.com.  

In episode 221, Coffey talks with Jason Finkelman about the September 2025 presidential proclamation requiring a $100,000 fee for H-1B visa petitions and its potential impact on employers and foreign workers.They discuss the vague proclamation language creating confusion about fee applicability; the H-1B lottery process; how prevailing wage requirements are designed to prevent exploitation; consulting companies farming out H-!B workers; the possible impact on small and medium employers; alternatives to H-1Bs; and what to expect in the spring H-1B lottery.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Jason Finkelman is an Immigration Attorney working with domestic and foreign businesses, as well as international individuals in a variety of employment-based and family-based immigration matters. He represents U.S. and international companies, entrepreneurs, investors, business-owners, executives, professionals, skilled workers, students, and families in obtaining employment visas, lawful permanent residence ("green cards") and U.S. citizenship. Jason has worked with clients across a number of industries including high-tech, semiconductor, healthcare, higher education, energy, oil and gas, import/export, research, video game, as well as professional athletics, music, and entertainment to help them meet their immigration goals. Jason continues to be at the forefront of immigration law. Please visit www.finkelmanlaw.com for more information on his services.Jason Finkelman can be reached athttps://www.finkelmanlaw.comhttps://www.linkedin.com/in/jasonfinkelman/https://www.facebook.com/finkelmanlawhttps://x.com/FinkelmanLawAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand the H-1B visa framework including the annual lottery system, prevailing wage requirements enforced by the Department of Labor, and the current government fee structure.2. Understand the impact of the $1000,0003. Evaluate alternatives to H-1B visas for utilizing foreign talent.

In episode 220, Coffey talks with Ranya Nehmeh about the challenges and limitations of hybrid and remote work arrangements based on research from their new book "In Praise of the Office."They discuss how initial COVID remote work success masked long-term problems; loss of informal interactions and mentoring for newcomers; reduced collaboration and innovation; proximity bias affecting promotions and performance reviews; employee engagement challenges in hybrid settings; designing hybrid schedules with anchor days and structured meeting protocols; redesigning office spaces for collaboration; why hot-desking raises concerns; and adapting performance management to include helping behaviors and mentoring as measurable KPIs.Resources referenced in this episode include:Ranya Nehmeh and former Good Morning, HR guest Peter Cappelli's new book, In Praise of the Office: The Limits to Hybrid and Remote WorkAnd you can get a preview of their research in the (July–August 2025) Harvard Business Review article, Hybrid still isn't workingWorking From Home, Worker Sorting and Development; David Atkin, Antoinette Schoar, & Sumit Shinde; National Bureau of Economic ResearchEmployee Innovation During Office Work, Work from Home and Hybrid Work; Michael Gibbs, Friederike Mengel, and Christoph Siemroth; University of Chicago—Becker Friedman Institute for EconomicsThe Power of Proximity to Coworkers: Training For Tomorrow or Productivity Today?; Natalia Emanuel, Emma Harrington, & Amanda Pallais; National Bureau of Economic ResearchGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Ranya Nehmeh is a senior HR strategist with expertise in people strategy, HR policy, leadership development, and talent management. She has held key HR roles at the OPEC Fund for InternationalDevelopment in Vienna and the European Central Bank in Frankfurt. She is a lecturer at the University of Applied Sciences for Management & Communication in Vienna and also the author of The Chameleon Leader: Connecting with Millennials (2019).Ranya holds a master's in industrial relations and human resource management from the London School of Economics & Political Science (LSE) and a Doctor of Business Administration from the Swiss Management Center in Zug. Her recent articles, co-authored with Wharton professor Peter Cappelli, include “Hybrid Still Isn't Working” (Harvard Business Review July/August 2025), “Sustainable Agility: How HR Can Survive the Rapid Pace of Change” (People + Strategy Journal, SHRM, July 2024), “It's Time to Do Away with ‘Dry Promotions,'” (Harvard Business Review, July 2024) and “HR's New Role” (Harvard Business Review, May/June 2024 magazine).Ranya Nehmeh can be reached at:https://www.ranyanehmeh.comhttps://www.linkedin.com/in/ranyanehmehhttps://www.facebook.com/ranya.nehmeh/https://www.instagram.com/ranyanehmeh/https://x.com/ranyanAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the impact of fully remote environments on collaboration, innovation, and newcomer integration.2. Implement structured hybrid policies designed to promote collaboration and productivity.3. Redesign performance management systems to include measurable KPIs for mentoring, timely response to help requests, and cross-functional collaboration to counteract the individual contributor mindset that remote work can foster.

In today's episode, we discuss the limits of actions employers can take against employees due to political speech, as well as best practices employers should follow in making disciplinary decisions against an employee for their political activities. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speaker: Katie Priest (email) (Ray Quinney & Nebeker P.C. / Utah)Support the showRegister on the ELA website here to receive email invitations to future programs.

Employment law specialist Charles McGuinness talks about the rights and responsibilities of both employers and employees when going through the redundancy process.

In episode 219, Coffey talks with Rose Ann Garza about strategies to personalize employee engagement.They discuss defining engagement as safety and appreciation rather than superficial perks; using the Great Game of Business approach to financial transparency and employee involvement; reducing turnover through cultural changes; prioritizing practical benefits over traditional perks; creating special interest groups beyond typical affinity programs; sourcing engagement ideas through HR office hours and direct employee feedback; addressing soft skills gaps in the emerging workforce; and the importance of trust-building through hands-on leadership presence.Check out Episode 112 of Good Morning, HR featuring Monica Guzmán, author of I Never Thought of It That Way. Her insights on the value of curiosity and conversation when engaging with opposing viewpoints are especially relevant today.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane. During her time at Kerbey Lane the organization has more than doubled in size and has won several prestigious awards related to their impact within the community and on their team members.Prior to joining Kerbey Lane, Rose Ann built her career in the restaurant and hospitality industry working with Destination Hotel and Resorts and Brinker International.A member of Kerbey Lane's Executive Team, she leads the execution of Kerbey Lane's people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane's growth and impact.She also serves as the strategic business advisor to senior leadership and the Managing Partners of each location regarding key organizational and management issues.In addition to her role at Kerbey Lane, Rose Ann serves on the SHRM Membership Advisory Council (2025-2026) representing the Southwest Central Region and over 50,000 SHRM Members across ten states. She also serves on the Texas SHRM Board of Directors Executive Council as the Immediate Past State Director.Rose Ann previously served Texas SHRM in the roles of State Director, State Director Elect, Assistant State Director- District Directors and Core Leadership Area Directors, District Director and as the Workforce Readiness Director. Rose Ann has also served her local SHRM chapter, Austin SHRM, as President, President Elect, and Vice President of Programs.In 2024 Rose Ann was named the HR Executive of the Year by Austin SHRM and recently, in June 2025, Rose Ann was honored as the inaugural recipient of the Austin Business Journal's HR Impact Award.Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin.Rose Ann Garza can be reached athttps://kerbeylanecafe.comhttps://www.linkedin.com/in/roseanngarzaAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement transparent financial sharing and employee involvement in business decisions to create ownership mentality, teaching financial literacy that benefits both company performance and personal employee development.2. Design engagement benefits that address actual employee needs rather than assumed preferences, focusing on practical support like meal allowances for families instead of traditional corporate perks.3. Establish regular face-to-face contact with frontline employees through scheduled office hours and hands-on work experience to build trust and gather authentic feedback for engagement initiatives.

This week, we examine how employers should address controversial employee social media activity, especially amid widespread social tension such as that seen after the murder of Charlie Kirk. Social Media and Employee Firings An employee's off-duty conduct can be grounds for termination, but disciplining employees always carries some risk. Recent online discussions surrounding the public murder of Charlie Kirk have spurred firings across the nation, leaving employers exposed to backlash for their action or inaction.  What Employers Need to Know: · “At-Will” Employment: While most employment is “at-will,” allowing termination for nearly any reason, collective bargaining agreements or individual employment contracts may limit an employer's ability to terminate based on off-duty conduct. · Employer Monitoring: Employers may monitor employee activity on company devices and networks and can act on publicly available social media posts. · Reputational Harm: Even where off-duty conduct is protected, actions that damage an employer's reputation can still be grounds for discipline. In this episode of Employment Law This Week®, Epstein Becker Green attorney Kimberly C. Carter offers guidance on addressing employee social media activity, emphasizing the importance of clear, proactive policies to set expectations and outline consequences. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw405 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

In today's episode, we are talking today about a recent Third Circuit decision that addressed how an employer's computer use policy might interact with state and federal laws that protect electronically stored confidential information. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Read Denise's article here.Host: Tara Stingley (email) (Cline Williams Wright Johnson & Oldfather, LLP)Guest Speaker: Denise Elliott (email) (McNees Wallace & Nurick LLC / Eastern Pennsylvania)Support the showRegister on the ELA website here to receive email invitations to future programs.

In episode 218, Coffey talks with Ryan Englin about recruiting and retaining skilled workers in the blue-collar trades, addressing labor shortages, and changing perceptions of trade careers.They discuss the retirement wave with 40% of tradespeople leaving in 7-10 years; barriers to entry including complex licensing requirements and limited apprenticeship slots; shifting cultural attitudes away from trades toward college; recruiting as a marketing activity requiring better messaging; retention problems masquerading as labor shortages; the need for career progression paths and leadership development; creating friction in hiring processes to assess cultural fit; and specialized leadership training approaches for hands-on learners.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Ryan Englin is passionate about supporting growing businesses, particularly in blue-collar industries, to build amazingly productive companies by hiring the right people.Growing up, he saw his own father working 12-hour shifts and weekends as an owner/operator, witnessing firsthand the struggles that these companies have in hiring quality frontline employees. Ryan was determined to help them find a better way.His company, Core Matters, provides coaching and training on attracting, hiring, and retaining rock star employees. Using his proven process, the Core Fit Hiring System, small and midsize businesses learn how to start hiring better people, faster. With almost a decade in the business, Ryan has worked with over a hundred clients, helping business owners achieve their goals by hiring the right people.Ryan Englin can be reached athttps://corematters.comhttps://linkedin.com/in/ryanenglinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Reframe recruiting efforts as marketing activities that sell the lifestyle, earning potential, and career advancement opportunities in trades rather than focusing solely on job descriptions and technical requirements.2. Develop comprehensive career progression pathways with clear visual representations showing advancement from entry-level to leadership roles, addressing the retention crisis caused by unclear growth opportunities.3. Design hiring processes that assess cultural fit and behavioral alignment first, using practical tests like punctuality expectations and environment-specific interviews rather than relying solely on technical skills assessment.

In today's episode, we discuss the laws of termination of employment in the UAE, Oman & Qatar. This includes legal grounds for termination, limitations during the probationary period, employee rights upon termination and more. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Emma Higham (email) (Clyde & Co / Qatar)Guest Speakers: Gorvinder Pannu (email) (Addleshaw Goddard / Oman) & Elodie Chalhoub (email) (Clyde & Co / UAE)Support the showRegister on the ELA website here to receive email invitations to future programs.

What if the secret to scaling your firm isn't hiring more staff but stripping it back to the essentials?In this powerful episode, Bridgit Norris sits down with Karen Ansen, Principal Lawyer and Founder of Ignite HR and Employment Law, who brings over 20 years of experience guiding high-pressure organizations through complex employment law while building cultures where people actually thrive.Today, she runs a lean, highly profitable practice from Australia's East Coast, handling some of the toughest employee relations cases without the chaos of a big team.You'll hear how she reclaimed her health, freedom, and profit by redefining growth on her own terms—and why you can too.This conversation isn't about theory; it's about practical choices that could help you build a firm that serves your life instead of consuming it.If you've ever wondered whether “more” is really worth it, this episode will change the way you think about success.Key Takeaways from Bridgit and Karen:1. Consider Scaling Back Instead of UpGrowth isn't always about adding more people; it can also mean reducing complexity.By streamlining, you make space to focus on the work that delivers the most value and satisfaction.2. Guard Your Time RelentlesslyYour time is your most limited resource, and boundaries are what protect it.When you control your availability, you preserve energy while still serving clients effectively.3. Price to Reflect Value, Not Just DemandA quick “yes” from a client often signals underpricing.Adjusting fees upward reinforces your worth and ensures your practice stays financially healthy.4. Build Psychological Safety Into CultureHigh-performing teams don't thrive on pressure alone; they thrive on trust.When people feel safe to speak openly, they contribute more and stay longer.5. Align Your Firm With Your Life GoalsSuccess is hollow if it costs your health or peace of mind.When your business is designed around your life priorities, freedom and profit can exist together. "You ask every single business owner that ever started a business, they want freedom. That's all they want. It is freedom. The problem is that the business itself becomes your prison, in some ways." — Karen AnsenGet in touch with Karen Ansen:Website: http://www.ignitehr.com.au/Facebook: https://www.facebook.com/ignitehrlawLinkedIn: https://www.linkedin.com/in/karenansen/Instagram: https://www.instagram.com/ignite_hr_/