Podcasts about employment law

Dave Moore is a partner at Laner Muchin and the firm's Employment Litigation Department Co-Chair. While Dave spends much of his time defending employers in employment litigation of all shapes and sizes, he has focused much of his 20+ years as an employer lawyer on keeping employers out of the courtroom. Dave has been recognized among Illinois Super Lawyers and Leading Lawyers in 2024 and 2025. Dave was also recognized by the National Law Journal as an Elite Trailblazer in 2022 for work with employers during the COVID-19 pandemic.Mentioned on the ShowConnect with Dave Moore on LinkedIn: https://www.linkedin.com/in/dave-moore-5b2b58aDave's profile at the Laner Muchin firm: https://www.lanermuchin.com/attorneys-david-mooreListen to the People Business episode with Cash Nickerson: https://peoplebusinesspodcast.com/cashnickerson/_______________________Connect with O'Brien McMahon on LinkedIn: https://www.linkedin.com/in/obrienmcmahon/Learn more about O'Brien: https://obrienmcmahon.com/________________________Timestamps(00:00) – Welcome to People Business(00:17) – Introducing Dave Moore, employment attorney(04:37) – What are the most common employment legal issues? (08:59) – What are documentation best practices?(15:22) – How do employers navigate Americans with Disabilities Act (ADA) accommodations? (21:11) – How do mental health ADA accommodations work?(25:41) – What risks are associated with terminating an employee and what are best practices for termination?(30:01) – When should a workplace contact their attorney?(32:43) – Role-playing difficult conversations with clients?(34:19) – Navigating remote and hybrid work policies(38:12) – Addressing employee relocation and “secondary” jobs(43:53) – Unionization: hearing whispers or is a campaign underway?(52:14) – Are governmental changes impacting employment law? What trends are ahead?(01:00:29) – Practical advice and closing thoughts

In today's episode, we discuss the Labour Relations Act changes that came into effect in November, 2024, including the certification changes and essential services, and the outcomes of these changes. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Mark Alward (email) (Taylor McCaffrey LLP / Manitoba)Guest Speaker: Ken Dolinsky (email) (Taylor McCaffrey LLP / Manitoba)Support the showRegister on the ELA website here to receive email invitations to future programs.

In our Travel Tuesdays series, we explore the 'need to know' items for doing business in various jurisdictions around the world. This week, we take a closer look at Wisconsin. Stay tuned for more episodes!Host: Steve Hirschfeld (email) (Hirschfeld Kraemer LLP / California)Guest Speaker: Scott Beightol (email) (Michael Best & Friedrich LLP / Wisconsin)Support the showRegister on the ELA website here to receive email invitations to future programs.

The EU Pay Transparency Directive will introduce gender pay gap reporting obligations across the EU. It also introduces pay assessments, as well as other measures to increase pay transparency in recruitment and in the workplace. The Directive aims to ensure equal pay between men and women for equal work or work of equal value. The Directive applies to people working in the EU, irrespective of where their organisation is headquartered. Listen in as we discuss the timeline of the Directive, applicability, key requirements and more. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Simon Söderholm (email) (Advokatfirman Vinge / Sweden)Guest Speakers: Ailie Murray (email) (Travers Smith LLP / England & Wales), Katarzyna Komolibio (email) (Miller Canfield / Poland) & Laure Hosni (email) (August Debouzy / France)Support the showRegister on the ELA website here to receive email invitations to future programs.

A Wellington worker's heated exchange with Winston Peters at a very public press conference has landed him hot water with his employer, who happens to do a fair bit of work for the government. The heckler was wearing a lanyard that identified his employer as engineering company Tonkin and Taylor. It raises a heap of questions about what people can and can't say when they are off the clock. Employment law specialist Jennifer Mills spoke to Lisa Owen.

EO 14281 poses significant challenges for employers because it seeks to limit disparate impact liability but clashes with established state and local regulations and laws, such as New York City's law regarding the use of automated employment decision tools. This tension underscores the increasing complexity of managing artificial intelligence (AI)-driven decision-making in the workplace amid shifting legal standards. This week's key topics include: the scope of EO 14281; conflicts between EO 14281 and existing federal, state, and local laws; and best practices to mitigate risks in AI employment decisions. Epstein Becker Green attorneys Marc A. Mandelman and Nathaniel M. Glasser unpack these developments and provide employers with practical strategies to stay compliant and address critical workforce challenges. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw391 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

In this episode 247 of the podcast I explore the new law concerning neonatal care leave and pay – a new statutory right designed to support parents whose babies require neonatal care after birth. We cover the key points employers, employees and HR professionals need to know, including: What neonatal care leave is and who will be eligible How the statutory leave and pay will work in practice The qualifying conditions for employees The likely impact on employers and pay requirements Practical steps to prepare for the new legislation Whether you're an employer, HR advisor, or employee looking to understand your rights, this episode offers clear, up-to-date guidance on this important new family-friendly policy.   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.   Neonatal Care Leave & Pay Policy We have a template policy, with guidance notes, available to download now on our website for £18. You can purchase now here: Neonatal Care Leave and Pay Policy 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

Following the recent earthquake tremors in Bangkok, many companies—especially those in high-rise offices—have expressed confusion and concern about proper HR protocol and legal responsibility in the aftermath of natural disasters. While the physical impact was minimal, the emotional and operational aftershocks were widely felt.Given Japan's extensive crisis preparedness culture and Rikisuke's legal expertise, this episode will offer meaningful insights that many Thai companies are urgently seeking. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Kulnisha Srimontien (email) (Price Sanond Limited / Thailand)Guest Speaker: Rikisuke Yamanaka (email) (Ushijima & Partners / Japan)Support the showRegister on the ELA website here to receive email invitations to future programs.

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter explore eDiscovery processes and procedures with Alison Grounds, founder and managing partner of eMerge. Learn about the importance of eDiscovery in litigation, the shift from paper to digital discovery, and the complexities of managing electronic data. Alison offers practical tips on preserving evidence, leveraging AI, and navigating the challenges of use of personal devices for business purposes. Tune in to learn about managing electronic data and avoiding common mistakes in the eDiscovery process.

In October 2024, the Government unveiled its Employment Rights Bill which is currently making its way through Parliament to become law. This Bill introduces major reforms to workers' rights.In part 2 of the Employment Rights Bill podcast in the ‘Talking Employment Law' series, Louise Keenan and Melanie Pimenta, members of the employment team at Clarkslegal, will discuss some of the main provisions of the Bill, including:Changes to collective redundanciesFlexible workingSick payPlease contact our employment team if your business needs help with any of these proposed changes. It's important to seek advice and plan for the changes now to be ready when they come into force.The Employment Rights Bill Podcast Series Part 1.  Unfair dismissal and family rights 

RESERVE YOUR PLACE HERE : https://www.everybodyhateshrpod.co.uk/event-details-registration/employment-law-update-may-2025Join us for an essential employment law update, featuring employment lawyers from Simmons & Simmons. This session will cover the latest legal developments that every HR professional needs to know.Key discussion points include:The Impact of Biological Sex: A look at the latest from the Equality and Human Rights Commission (EHRC) on the legal definition of biological sex, what it means for your business today, and what changes to expect in the coming months.AI in the Workplace: An overview of the 'need-to-knows' if AI is being used in your businessPay Transparency in the EU: Insight into the upcoming EU regulations on pay transparency, including three key requirementsThe Employment Rights Bill: A discussion on the progress of the Employment Rights Bill, focusing on the introduction of day-one unfair dismissal rights and the increased costs of failing to collectively consult.

What's the secret to winning a trade secret trial? Find out in this compelling episode of Spilling Secrets, where Epstein Becker Green attorneys Katherine G. Rigby, James P. Flynn, and Adam Paine break down the art of navigating these high-stakes cases. From designing winning courtroom tactics and leveraging key witnesses to using storytelling as a tool to clarify complex trade secret claims, our panelists offer actionable insights and essential tips for safeguarding confidentiality and determining the right trial format to secure the best outcomes for your business. Visit our site for this week's other highlights and links: https://www.ebglaw.com/eltw389 Spilling Secrets is a special monthly podcast series about the future of non-compete and trade secrets law. We invite you to view Employment Law This Week® – learn about significant developments in employment and labor law and workforce management in a matter of minutes every #WorkforceWednesday®. Watch the series and subscribe for email notifications: http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

On today's episode, we discuss recent developments in US Higher Education, including Students for Fair Admissions v. Harvard, and the new significance behind this case under the Trump Administration, as well as the "Dear Colleague" letters issued by the US Department of Education this year. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Marcia DePaula (email) (Steptoe & Johnson PLLC)Guest Speaker: Derek Ishikawa (email) (Hirschfeld Kraemer LLP)Support the showRegister on the ELA website here to receive email invitations to future programs.

Tune into today's NKY Spotlight Podcast!

In this episode 246 of the podcast I bring you the final episode in this mini series all about TUPE, and today we cover the frequently asked questions (FAQ's) about all things TUPE. This is episode 5 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover the following questions Can you change employee terms so that they are the same as your existing employees? When can you make changes to employee contracts? Can you make changes to terms if a couple of years have passed? What happens to employee holiday entitlement when they transfer? What if the client decides they no longer want the service we provide and do not appoint a new provider or bring the work in-house? What if TUPE does not apply to a particular employee but the transferor and transferee agree for them to transfer?    Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Episode 3 – Automatic Unfair Dismissal Episode 4 – The legal duty to inform and consult         Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In episode 198, Coffey talks with Kelly Baringer about 2025 trends in employee health benefits and strategies for reducing healthcare costs. They discuss value-based care and directed networks that steer patients to providers with better outcomes; consumer-driven healthcare plans with transparent pricing and no balance billing; the rising costs of pharmacy benefits and hidden broker compensation; and fiduciary responsibilities of HR professionals when managing employee healthcare plans. 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: Kelley Barringer is a Vice President of Employee Benefits Consulting, with the Employee Benefits team located in Dallas, Texas. She serves as a senior client executive, client advocate, and key liaison with our clients' executive teams, human resources, benefits, finance, and operations contacts. She provides oversight of the USI service team including overseeing the day-to-day needs of clients and is responsible for conducting periodic dialogue with key client contacts to assume overall satisfaction with the USI team. She joined USI in 2022 and has been in the insurance industry since 2015.  Prior to USI, Kelley worked at Ardent Solutions/Alera Group for 6.5 years in employee benefits. Before that, she worked in technology sales and services at Canon USA. Kelley spent time in the medical device industry working with physical therapists and in operating rooms with implants.  She has her B.S. in Exercise Science from (UTA) The University of Texas at Arlington and achieved her M.B.A. through (SMU) Southern Methodist University's executive program. She was a Specialist in the US Army Reserve's 441st Ambulance Unit, deployed to Camp Buehring, Kuwait as a medic.    Kelley is involved in her local SHRM chapter, DallasHR, as a board member, and is a Tri-chair for the Richardson Chamber of Commerce's Women in Leadership Committee. She and her oldest daughter are involved with their local National Charity League chapter. She also sits on the City of Richardson's Tax Increment Financing (TIF) Board.  Kelley was raised in Garland, TX and resides in Richardson, TX.  She and her husband have three school-aged children. Kelley Barringer can be reached athttps://www.usi.com/https://www.linkedin.com/in/kelleybarringer/  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: 1.       Investigate value-based care options like UHC's app-based plans that use provider ratings and incentivized co-pays to guide employees toward higher quality care while reducing costs.2.       Identify and understand broker compensation structures within your healthcare plans to fulfill fiduciary responsibilities and ensure transparency in benefit costs.3.       Evaluate personal and company liability protection needs regarding employee benefits decisions, including whether HR professionals need to be covered under errors and omissions policies.

As political forces target Diversity, Equity, and Inclusion programs, companies reassessing their DEI strategies must tread carefully—because while the rhetoric has shifted, the law largely hasn't.Joining us on the Emerging Litigation Podcast is employment attorney Patice L. Holland of Woods Rogers, a Principal in the firm's, Roanoke, Va., offices, where she is co-chair of the Government & Special Investigations Practice. Patice unpacks what companies need to know as they reassess their Diversity, Equity, and Inclusion (DEI) initiatives in light of recent executive orders and rising political pressure. Patice explains that while the administration has moved to eliminate disparate impact liability and deprioritize federal enforcement, core legal protections under Title VII and state laws like Virginia's Values Act remain fully intact. Employers—especially federal contractors—face complex new certification requirements and exposure to potential False Claims Act liability, while private businesses must weigh operational risk, employee morale, and public perception in their decisions. We also examine the ripple effects across corporate America—from Costco and Apple, which continue to invest in DEI, to Target and Amazon, which scaled back initiatives and faced backlash. Patice offers a practical roadmap for compliance, emphasizing clear communication, leadership buy-in, and smart risk assessment. Listen in as we explore what executive orders really change about DEI law, how obligations differ for government contractors and private companies, the legal and strategic risks of altering DEI policies, and the real-world business consequences of staying the course—or stepping back.

In today's episode, we discuss the fact that Israel has been in a state of war for the past year, and how this has impacted work in labor law. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Nuno Gouveia (email) (Miranda Alliance / Fátima Freitas Advogados / Angola)Guest Speakers: Ilan Winder (email) & Noah Feller-Maman (email) (Naschitz Brandes Amir & Co Advocates / Israel)Support the showRegister on the ELA website here to receive email invitations to future programs.

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

Joining Africa Melane is Matthew Parks, COSATU’s Parliamentary Coordinator, who says the DA's move is not only legally flimsy but politically reckless in a year already charged with populist rhetoric. Follow us on:CapeTalk on Facebook: www.facebook.com/CapeTalkCapeTalk on TikTok: www.tiktok.com/@capetalkCapeTalk on Instagram: www.instagram.com/capetalkzaCapeTalk on YouTube: www.youtube.com/@CapeTalk567CapeTalk on X: www.x.com/CapeTalkSee omnystudio.com/listener for privacy information.

Aubrey converses with Galeboe Modisapodi, Employment Relations & Employee Benefits Consultant, Accredited Commercial Mediator who’s Partnered with Molatudi Advisory Services (MAS), about freedom of association and its limitation in employment law.See omnystudio.com/listener for privacy information.

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter explore the classic movie 9 to 5 and its critique of workplace inequities. Joined by wage and hour reporter Daniela Porat from Law360, they share insights on the evolution of wage and hour laws, pay transparency, salary history bans, and the ongoing fight for gender equality in the workplace. Tune in for a thought-provoking discussion on workplace equality and practical tips to help employers comply and keep up with the ever-changing legal landscape in this area.

In episode 197, Coffey talks with Adam Dougherty about angry ex-employees and new ways to get sued. They discuss managing post-termination communications from angry ex-employees; responding to threats of litigation; the importance of good people practices when faced with litigation threats; new causes of discrimination claims following last year's Supreme Court Muldrow v. City of St. Louis decision; and the wisdom of always assuming a decision that doesn't go an employees way may constitute an "adverse employment action.” Links to stuff they talked about are on our website at https://goodmorninghr.com/EP197 and include the following topics: -          Evil HR Lady: Former Employee Threatens Lawsuit. How should HR respond?-          Bloomberg Law: Justices' New Bias Test Puts Performance Reviews in Legal Bind 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: Adam Dougherty is board certified in labor and employment law by the Texas Board of Legal Specialization. Adam counsels employers throughout Texas and the United States on a daily basis concerning a multitude of cutting edge and high stakes employment advice matters including terminations disciplinary actions and leave and accommodation issues  Adam also regularly prepares handbooks personnel policies noncompete agreements employment agreements and complex separation agreements In addition to litigating in state and federal courts and arbitration proceedings on various discrimination FLSA and noncompete matters he also regularly appears before the Equal Employment Opportunity Commission EEOC US Department of Labor DOL and various state agencies Adam also conducts antiharassment and antidiscrimination training and workplace investigations. In addition to representing companies all across the state of Texas Adam also maintains a national and international practice representing companies operating in each of the states and across the globe In light of his unique experience representing multi state employers he serves on the Steering Committee of the firm's Multistate Advice and Counseling Practice Group. Adam is cocreator along with Sean Urich of “Monthly Conversations with Adam and Sean” an interactive employment law briefing held regularly in Dallas for legal and HR professionals The briefings are also broadcast live to a national and international audience See recent topics and other presentations in “Speeches” below. Adam is a volunteer with DallasHR and has also served as the Co-President of the Shelton School Dads' Group the past president of the University of Arkansas School of Law's National Alumni Association and as a coach of his daughters' basketball and softball teams. Adam Dougherty can be reached at https://www.linkedin.com/in/adam-dougherty-6946aa2/ 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: 1.       Implement proper communication protocols when terminated employees threaten litigation, including directing all communications to one person and preserving relevant documentation.2.       Document performance improvement plans thoroughly and follow through on scheduled check-ins to avoid undermining the company's position in potential litigation.3.       Anticipate more claims under the expanded definition of "adverse employment action" following the Muldrow decision by carefully reviewing workplace decisions that might affect employee status or opportunities.

In this podcast, we dive into the fascinating connections between sports, labor economics, and labor law. Why do labor economists study sports? Because professional sports provide a unique, measurable environment to test core economic principles.Through the lens of sports, we also look at race and gender biases in areas like the NBA MVP vote and even NCAA tournament selections. With the help of statistical models, we uncover surprising biases and show how these models can be applied to real-world employment discrimination cases.View the video podcast here. Host: Peter Walts (ELA / Global)Guest Speaker: Mike DuMond (email) (BRG / Global)Support the showRegister on the ELA website here to receive email invitations to future programs.

This bonus podcast episode, being an extract from an audio seminar produced for members of the HR Inner Circle, discusses how employers can help employees dealing with mental health issues.

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

Adare, a leading provider of HR and Employment Law support services, has released the findings from its latest HR Barometer Report (9.1), underscoring absenteeism as a critical indicator of overall workplace health and performance. This comes at a time when hybrid work, economic pressures, and escalating employee stress levels are heightening the challenges for organisations. The comprehensive biannual HR Barometer Report offers deep insights into the trends, challenges, and priorities that are shaping the Human Resources landscape across Irish organisations in 2025. It highlights that while organisations are increasingly focusing on employee wellbeing, the anticipated absence rate for 2025 is forecasted to rise to an average of 8.5%. This figure has significant implications for productivity and operational costs. While 79% of organisations have an Employee Assistance Programme as part of health & wellbeing initiatives, only 8% are currently measuring performance as a direct output of wellbeing initiatives, revealing a disconnect between intention and measurable impact. Sarah Fagan, Managing Director at Adare, commented, "While our HR Barometer highlights several areas of concern, the findings around absence management point to a particularly troubling trend. Absenteeism is not simply a standalone issue - it's a key indicator of broader organisational health. Organisations are forecasting a significant average absence rate of 8.5% for 2025. "What deepens the concern is that despite an acknowledged focus on employee health and wellbeing, a mere 8% of organisations currently measure performance as a direct output of these crucial initiatives. As absence rates rise, so too do costs, inefficiencies, and the strain on team performance. Organisations must adopt a more data-driven and integrated approach to managing absence, with a focus on building sustainable performance and long-term resilience." The report also sheds light on the increasing pressures faced by employees - from rising workload demands to heightened stress and anxiety. These factors contribute to burnout and long-term health risks. Additionally, while hybrid working has become the norm, 1 in 2 organisations report challenges in maintaining employee engagement under this model. Other key findings from the HR Barometer 9.1 include: Health, Wellbeing & Absence: Organisations anticipate an average absence rate of 8.5% in 2025. While the focus on employee health and wellbeing is growing, only 8% currently measure performance as a direct output of related initiatives, indicating a potential gap between focus and measurable outcomes. HR Priorities Shift: Talent Retention emerges as the top HR priority for 2025, cited by 43% of organisations, with Employee Engagement and Experience remaining crucial at 40%. Talent Turnover and Costs: Medium-sized businesses reported an average turnover rate of 14.3% in 2024, with the average cost of replacing an employee estimated at €10,125. Rising Conflict Levels: 44% of organisations reported an increase in time spent on managing workplace conflicts. Senior management, on average, spends 29.9 days per year dealing with employee relations issues. Compensation Trends: 72% of organisations plan to increase salaries in 2025, with 21% considering changes to their pay models in response to market pressures and the sustainability of existing pay frameworks. Hybrid Working Practices: Hybrid work continues to be the norm, with employees working an average of 2.6 days in the office. However, 50% of organisations report challenges in maintaining employee engagement with this model. The Adare HR Barometer advocates for a more strategic, data-led approach to absence management, which is integrated within a broader commitment to creating a healthy, high-performing workplace. Through its Healthy Place to Work offering, Adare supports organisations in aligning wellbeing initiatives with measurable outcomes, driving sustainable performance and fosteri...

https://justiceteamnetwork.com Bob chats with employment law specialist Louis Benowitz about the latest trends and issues in California employment law. The two discuss DEI policies, reverse discrimination, and the implications of recent Supreme Court cases. Louis provides practical advice on handling employment discrimination claims, wage and hour cases, and employer obligations regarding employee misclassification.

The Employers obligation to provide information to employees In this episode 245 of the podcast I bring you the details of the obligations for transferee employers to provide information to the transferor about employees, and the obligations to inform employees and in certain circumstances to consult with employees before they transfer. This is episode 4 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The requirement to provide employee liability information for the incoming employer. When you may have to provide employee information under the terms of your contract with a customer. Who employers need to inform about a transfer. When employers need to elect employee representatives. When an employer can inform employees directly. When the obligation to consult with employees arises. Practical steps to plan ahead and ensure compliance with legal obligations.   Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Episode 3 – Automatic Unfair Dismissal       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 £225 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

QFF: Quick Fire Friday – Your 20-Minute Growth Powerhouse!   Welcome to Quick Fire Friday, the Grow A Small Business podcast series that is designed to deliver simple, focused and actionable insights and key takeaways in less than 20 minutes a week.   Every Friday, we bring you business owners and experts who share their top strategies for growing yourself, your team and your small business. Get ready for a dose of inspiration, one action you can implement and quotable quotes that will stick with you long after the episode ends!   In this episode of Quick Fire Friday, host Amanda Jones interviews Theo Kapodistrias, from Theo Kapodistrias Speaking & Coaching, an experienced in-house lawyer, speaker, and author. Theo discusses several sneaky legal landmines that small to medium-sized businesses often overlook, such as automatic software renewals, potential breaches of Competition and Consumer Law through misleading product claims, and HR issues related to employment law. He emphasises the importance of establishing good operational processes for managing legal matters and maintaining a central repository for all business contracts and documentation. Furthermore, Theo highlights the value of having clear and easy-to-understand contracts to streamline negotiations and improve productivity. P.s The information shared in this episode is general in nature and does not constitute legal advice. For guidance specific to your circumstances, please consult a qualified legal professional. Other Resources: QFF: Mastering Leadership Communication with Theo Kapodistrias: Insights from a Successful Speaker and Communication Coach with Over a Decade of Experience, Helping Businesses Achieve Success and Generate Millions Revenue. (Episode 532- Theo Kapodistrias) A Way With Words: Advice from the TEDx frontline on how to cut the crap and deliver a killer message whatever the communication method by Theo Kapodistrias Key Takeaways for Small Business Owners: Watch for Sneaky Legal Landmines in Contracts: Many small businesses sign software agreements with hidden clauses like automatic renewals and early termination penalties. Always review the fine print or get legal help before signing anything. Clear and Simple Contracts Save Time and Money: Theo emphasizes using easy-to-understand legal documents. Avoid overly complex language—clear contracts reduce negotiation time and accelerate sales, directly boosting revenue. Protect Customer Privacy – It's Not Optional: Transparency in how you collect, use, and store personal information is crucial. Be explicit in your privacy policy, get proper consent (especially for images), and prepare for upcoming changes in Australia's Privacy Act that will likely affect smaller businesses too. Our hero crafts outstanding reviews following the experience of listening to our special guests. Are you the one we've been waiting for? Legal Doesn't Have to Be a Handbrake on Innovation: Legal advice is best brought in before launching new products or campaigns. It helps avoid IP issues (like trademark infringements), ensures compliance, and supports sustainable growth—especially important for tech or creative businesses. Create a Legal Safety Net Without Feeling Restricted: Even without an in-house lawyer, businesses can benefit from periodic legal audits. Focus areas should include intellectual property, consumer law, insurance, contracts, and property leases. Prevention saves time, money, and stress later. Centralize and Organize All Your Contracts: Theo's top actionable tip: gather all contracts into one secure, central location. This makes renewals, compliance checks, and future reviews easier, and helps avoid costly surprises. One action small business owners can take: The One key action that Theo Kapodistrias advises small business owners to take immediately is to find all the contracts that their business has signed up to and put them in one place. He emphasises the importance of keeping these records tight, secure, and knowing where they are so they can be checked to prevent things from going wrong or being missed. Having a central repository of contracts can also be a great document to refer to and can support the business if needed. Amanda Jones, the host, also acknowledges the wisdom of this advice, noting her own scattered digital files . Do you have 2 minutes every Friday? Sign up to the Weekly Leadership Email. It's free and we can help you to maximize your time. Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.

In episode 196, Coffey talks with Sam Kabert about achieving "soul-life balance" as an alternative approach to traditional work-life balance. They discuss the concept of soul-life balance focusing on inner well-being rather than compartmentalizing work and personal life; the 90-second rule for processing emotions based on neuroscience research; the importance that people leaders model soul-life balance; the BREATH framework (Breathe, Relax, Energy to reveal, Accept, Transform, Habits) for emotional regulation; the "ninja breath" technique for managing stress in real-time; practical applications for incorporating these practices in workplace settings; and the importance of processing emotions rather than compartmentalizing them.Sam will be a keynote speaker at the North Texas SHRM Annual Conference on April 298-29, 2025. You can learn more at https://ntxshrm.org/page-1824327 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:Sam Kabert is an expert in subconscious reprogramming, nervous system regulation, and breathwork integration. As a successful entrepreneur turned mental wellness coach, he's helped high-performing leaders break free from burnout, stress, and emotional roadblocks—using the same techniques he'll be teaching in this challenge.Sam Kabert can be reached atinstagram.com/samkabert https://www.linkedin.com/in/kabert/ https://www.facebook.com/soulseekrz https://samkabert.com/ https://www.youtube.com/channel/UCHi-hxuxUe2ZlPJCMkZ7fFQSam Kabert's BREATH Club: samkabert.com/clubSam Kabert's books on Amazon https://www.amazon.com/stores/author/B09T262PKP Soul Seekr podcast https://podcasts.apple.com/us/podcast/soul-seekr/id1474728691 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:Implement simple breathwork techniques in workplace settings to help employees regulate emotions and manage stress Create psychological safety through practices like WIFL (What I Feel Like expressing) to improve team communication Design wellness initiatives that address inner mental-emotional health rather than simply checking boxes for work-life balance

In the latest episode of The Employment Law Counselor, in collaboration with the Professional Liability Underwriting Society, White and Williams Labor and Employment attorneys Laura Corvo and Andrea Moss examine the lessons employers can learn from recent news headlines involving government officials who inadvertently included a journalist on Signal Chat where sensitive information was discussed.  Looking at the news headlines from a slightly different angle, Laura and Andrea discuss the many risks employers face when their employees utilize electronic communication tools such as inadvertent disclosure of confidential information and exposure to workplace harassment claims.  Laura and Andrea offer suggestion for best practices in managing those risks including developing strong written policies, training and enforcement. Listen to the episode here.   

Danielle Kingdon, employment partner at Osborne Clarke, speaks to Alex Simpson and Rachel Murray of Berkshire Women's Aid Osborne Clarke has recently partnered with Berkshire Women's Aid, a charity which provides confidential support, information, outreach services and refuge accommodation for women and their children who are affected by domestic abuse and violence, to create a podcast which discusses domestic abuse and what caring and supportive employers can do to support suspected victims of such abuse within their workplace.  This is particularly relevant since some individual MPs have recently tabled amendments to the Employment Rights Bill proposing the introduction of 10 working days' leave for victims of domestic abuse and protection against suffering a detriment or dismissal where an individual is or is suspected to be a person affected by domestic abuse. It is also being proposed that employers are placed under a duty to take all reasonable steps to prevent domestic abuse and to develop and publish a policy to support workers who are victims of such abuse. As a firm, Osborne Clarke supports BWA. We are also looking to implement appropriate policies to support victims of domestic abuse within the firm.

In this episode of the NAWL Podcast, we delve into the dynamic world of federal employment, highlighting the critical importance of knowing your rights as an employee. Nicolle Vasquez Del Favero from the NAWL Military and Government Services Affinity Group returns as our host, joined by expert employment attorney Allison Eddy. Together, they provide an in-depth analysis of new executive orders, RIF regulations, and other pertinent topics. Tune in to discover how federal workers can best prepare and protect themselves under the continuing changes of the current administration.

In episode 195, Coffey talks with Diane Allen about achieving flow state at work to maximize productivity, creativity, and fulfillment. They discuss the definition of flow as an optimal state of mind where people perform and feel their best; the neurological and physiological aspects of flow including the release of performance-enhancing hormones; how the intersection of skill, challenge, and purpose creates entry points into flow; the impact of workplace interruptions on productivity; how individuals can identify their unique flow strategy; the mechanics of creating group flow in teams; practical workplace design elements that support flow states.Diane will be a keynote speaker at the North Texas SHRM Annual Conference on April 28-29, 2025. You can register for that event at https://ntxshrm.org/event-5716977. 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:Violinist Diane Allen is an international speaker, thought leader, and best-selling author of Flow: Unlock Your Genius, Love What You Do. She helps leaders and teams activate their flow state, enabling them to navigate disruption, combat burnout, and create thriving cultures where purpose and passion drive peak performance.Her journey into the transformative power of flow began as a young violinist. Feeling bullet-proof with her New York City violin training, she'd show up to auditions with visions of winning the job of her dreams, but fear would get the better part of her.After ten years of experimentation, Diane made a breakthrough. By focusing deeply on her musical interpretation, she activated the flow state, an optimal state of mind where fear dissolves, and performance soars beyond one's imagination.It only took one fearless audition for Diane to become a 15-year Concertmaster (lead violinist) of the Central Oregon Symphony, a beloved violin teacher for 28 years, and author of the Fingerboard Workbook series for violin, viola, cello and bass.It was her groundbreaking Flow Strategy™ system that earned her a spot on the TEDxNaperville stage with features on TED, ABC, CBS, NBC, and FOX.With the elegance of drawing the bow across her Copper Dragon violin, Diane's experiential programs blend live musical performance, scientific principles, storytelling, positive psychology, inspiration, and actionable takeaways, empowering people to activate their flow state, be in their genius, and love what they do.Diane Allen can be reached at:TEDx/TED Talkhttps://dianeallen.com/https://www.linkedin.com/in/dianeallenspeaker/https://www.instagram.com/dianeallenspeaker/https://www.facebook.com/dianeallenspeaker/https://www.youtube.com/channel/UCZOk_r1n2X2FmbRcoiUhIHQAbout 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 the three key elements (skill, challenge, and purpose) necessary to create flow states for individuals and teams.Design work environments that minimize interruptions and allow for uninterrupted blocks of focused time.Develop strategies to help employees recognize and access their unique flow triggers.

The second Trump administration has barley begun, and employers and HR managers are worried if they are currently in compliance and if there is a strange brew on the horizon.We will discuss how the administration is and could impact employers. Learn how to ensure your business thrives and doesn't fall a bit flat in the changing employment law landscape.Join Andrew Nielsen, General Counsel at myHRcounsel, as he dives into critical topics for your business, including: Immigration: What could mass deportation mean to your business? Employee Benefits: Is this the death knell for the Affordable Care Act?EEOC EnforcementNational Labor Relations Board changesWhether OSHA changes are comingThis session is essential for staying ahead of a barrel of employment issues. To get an even better pour from this session, submit your questions when you register, and Andrew will address as many as possible during the discussion.Andrew Nielsen is the general counsel for myHRcounsel. He has been practicing law for 18 years and has a great deal of experience in dealing with issues facing businesses, including employment law, contracts, and collections.Stay up to date with CBP: http://update.craftbeerprofessionals.orgJoin us in-person for CBP ConnectsHalf workshop, half networkingCharlotte, NC | June 9-11, 2025Register now: https://cbpconnects.com

In our Travel Tuesdays series, we explore the 'need to know' items for doing business in various jurisdictions around the world. This week, we take a closer look at Kentucky. Stay tuned for more episodes!Host: Steve Hirschfeld (email) (Hirschfeld Kraemer LLP / California)Guest Speaker: Carmine Iaccarino (email) (Sturgill, Turner, Barker & Moloney, PLLC / Kentucky)Support the showRegister on the ELA website here to receive email invitations to future programs.

Joe Santos, Ph.D., discusses why the scale of different economic measures matter, and a law partner breaks down what employers should know in a changing legal environment.

Neonatal leave in the UK is a new statutory right introduced under the Neonatal Care (Leave and Pay) Act 2023. It came into force on 6 April 2025.This bonus podcast episode is a short extract from a Q&A session for members of the HR Inner Circle, a few days before the new right came into force, when I explain the new law.

In episode 194, Coffey talks with Lucy Adams about transforming people practices to meet modern business needs.They discuss how traditional HR processes focus on conformity rather than flexibility; the tendency to design policies around the lowest common denominator rather than individual needs; regulation burdens in the UK versus the US; opportunities to reframe DEI initiatives to be more effective and inclusive; the challenges of the hybrid workplace model; the importance of carefully selecting managers who actually want to lead people; the impact of AI on HR functions and employee roles.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:Lucy Adams was the BBC's HR Director during one of its most turbulent periods. Responsible for all aspects of employee relations, reward, training and development, she reduced the BBC management by over 30%, saving the organisation £25m a year. In her five year tenure Lucy saw four Directors General come and go, oversaw the move to Manchester site and coped with numerous, very public crises including executive pay-offs and the Savile scandal. This alongside the everyday work of talent retention, development and remuneration, HR policy, and the challenges of delivering multiple changes in a publicly-funded organisation working in a highly commercial, fast-moving sector with over 20,000 employees.Prior to working at the BBC, Lucy was Group HR Director at Serco, the government services business, and at the law firm Eversheds.For the last 10 years Lucy has been the CEO of Disruptive HR with the mission of 'changing people practices for good'. Lucy challenges business leaders and HR professionals to reappraise their approaches and to consider how relevant and productive they are in a disrupted world. She offers new ideas and practical innovative approaches that the more progressive companies are already adopting. Combining her strategic HR expertise with practical implementation, she advocates for an innovative yet grounded approach which aims to put the “human” back into Human Resources.
Lucy is not just a business leader and hugely popular keynote speaker, but also a well-known author of the bestseller “HR Disrupted” a book packed with practical ways to innovate your approach to leading people in a disrupted world. Her latest book bestseller “The HR ChangeToolkit” provides the complete guide to making it happen.Lucy Adams can be reached athttps://disruptivehr.com https://www.linkedin.com/in/lucykadams https://www.facebook.com/hrdisruptive https://www.instagram.com/disruptive_hr 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:Develop HR practices that prioritize customization for individuals rather than enforcing broad conformityImplement people leadership strategies that balance compliance requirements with genuine human engagementEstablish alternative career paths that don't force skilled individual contributors into management roles they don't want

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

How do you balance high-stakes litigation with cutting-edge innovation? This week, I'm joined by Jon Gregson, Employment Law Partner at Weightmans LLP and Product and Innovation Partner.Jon shares insights from his career, including leading complex tribunal cases, working with high-profile clients like Royal Mail Group and developing award-nominated legal tech tools. If you're curious about the future of Employment Law and how tech is transforming this space, this episode is a must.Tune in now to hear Jon's expert take nowSo why should you be listening in? You can hear Rob and Jon discussing:- Jon's Career Journey Transforming from Trainee to Partner in Employment Law & Product Innovation- The Focus on Solving Client Problems Through Innovation in Legal Services- Employment Law and the Specialistions it Requires- Personal Branding on LinkedIn and How to Make the Most of It- The Future of Employment Law and the Legal Tech in Common Use Alongside ItConnect with Jon here - https://uk.linkedin.com/in/jongregson

In episode 193, Coffey talks with Terri Swain about recent HR news items including return-to-office mandates, “illegal DEI”, and whether it is Alt+Ctrl+Delete or Ctrl+Alt+Delete. They discuss SHRM's report showing significantly higher workplace incivility in companies with return-to-office mandates; challenges with remote work including leadership development and communication skills; the "over-employment" phenomenon where remote workers secretly hold multiple full-time jobs; the Trump administration's position on DEI programs and the EEOC's new guidance; how political affiliation affects hiring decisions; the importance of rebranding DEI efforts while maintaining their core purpose.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP193 and include the following topics:- SHRM: How Return-to-Office Mandates Are Affecting Workplace Civility- Business Insider: Secretly Working 2 Remote Jobs, RTO Could Hurt Overemployment - Business Insider- HR Dive: EEOC Outlines How DEI Might Be ‘Unlawful'- HR Morning ‘Illegal DEI' Explained: 12 Warnings in New EEOC Guidance- EEOC: What To Do If You Experience Discrimination Related to DEI at Work- EEOC: What You Should Know About DEI-Related Discrimination at Work- Reddit: [OR] Not Hiring Trump SupportersGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for .75 recertification credits. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Terri is the founder and Chief Truth Seeker with DecipHR a Fort Worth based, human resources consulting firm specializing in Equal Employment Opportunity investigations, employee relations and interim HR leadership. The company was founded in 2022 after the sale of her 24 year old company, The HR Consultant in 2021. DecipHR has a nationwide and diverse client base, specializing in solving complex employee relations issues and providing interim HR leadership to growing companies.  Prior to her consulting role, she had Fortune 200 human resource leadership experience in the areas of employee relations, human resource planning, and training and development.Terri began her career in human resources via government compliance as an investigator for the Equal Employment Opportunity Commission (EEOC).  In her spare time, she enjoys a good book, a brisk walk, loud live music and travel to new places.Terri Swain can be reached athttps://www.linkedin.com/in/terriswainAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives:Evaluate return-to-office policies based on business needs rather than blanket mandates.Implement performance management systems that effectively monitor productivity regardless of work location.Develop inclusive workplace initiatives that comply with legal requirements and meet business objectives

Listen in as we discuss the most impactful employment law regulations of 2024 and forecast what employers can expect in the current year. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Chloë Loubser (email) (Bowmans / South Africa)Guest Speaker: Sian Gaffney (email) (Bowmans / South Africa)Support the showRegister on the ELA website here to receive email invitations to future programs.

Listen in as we discuss the most impactful employment law regulations of 2024 and forecast what employers can expect in the current year. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Chloë Loubser (email) (Bowmans / South Africa)Guest Speakers: Gwendy Bannerman (email) & Lilian Kodjoe (email) (n. Dowuona and Company | ALN Ghana)Support the showRegister on the ELA website here to receive email invitations to future programs.

Clement Manyathela in conversation with Unathi Dlamini, who is an Associate in Employment Law and Social Media Law Departments at Shepstone & Wylie Attorneys about how important integrity in the workplace is and how employees can carry themselves to uphold company policies. See omnystudio.com/listener for privacy information.

Listen in as we discuss the most impactful employment law regulations of 2024 and forecast what employers can expect in the current year. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Chloë Loubser (email) (Bowmans / South Africa)Guest Speaker: Laila Elibrachy (email) (Ibrachy & Dermarkar / Egypt)Support the showRegister on the ELA website here to receive email invitations to future programs.

In episode 192, Coffey talks with Shawn Johnson about creating multigenerational inclusive and productive workplaces.They discuss the age ranges and characteristics of different generations in today's workforce; how parenting styles and historical events shape generational perspectives; the evolution of generational values over time; ways different generations view leadership and meaningful work; strategies for creating environments where multiple generations can collaborate effectively; the importance of balancing experienced wisdom with fresh perspectives.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:Shawn Johnson is a speaker, trainer, and consultant. She has been involved in leadership development for over 20 years, from small privately owned companies to Fortune 1000. She's passionate about working with leaders and their teams to foster generational inclusion, using her own experience growing up in a four-generation family business.Her presentations prepare organizations to better understand each generation's approach to the world of work, build a foundation of trust, and create higher performing teams. As a result, they leverage generational differences for greater success.She and her husband, Ronnie, live in the Fort Worth area and enjoy life in the country with their 2 dogs, 2 cats, and hanging out with their multi-generational Johnson family.Shawn Johnson can be reached athttps://shawnjohnsonspeaks.com/ (download her Generational Cheat Sheet here!)https://www.linkedin.com/in/ShawnJohnsonSpeakshttps://x.com/geninclusionhttps://www.facebook.com/shawnjohnsonspeakshttps://www.instagram.com/ShawnJohnsonSpeaksAbout 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:Create workplace cultures that value and leverage the strengths of different generationsDevelop leadership approaches that accommodate varying generational expectations about feedback and communicationImplement strategies that blend experienced wisdom with new perspectives to drive innovation and productivity