Podcasts about employment law

In episode 209, Coffey talks with Mallory Herrin about how experiences throughout the employment lifecycle affect employers' brands.They discuss how recruiting has changed with shifting employee expectations across generations and labor market scarcity; the definition of employer brand; common recruiting mistakes that impact brand perception; the importance of organized onboarding; strategies for transparent career pathing and professional development; handling employee exits and layoffs to protect employer brand; measuring employer brand; the critical role of manager training; and the need for transparency about business circumstances and organizational changes to maintain trust.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:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking. With 20 years of HR experience, she holds certifications from both HRCI and SHRM, and has been named one of the Top 5 Most Influential Women Leaders in HR and DallasHR's HR Executive of the Year - Small Company.Mallory Herrin can be reached athttps://www.herrinhr.comhttps://www.linkedin.com/in/malloryherrinAbout 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. Design streamlined recruiting processes that prioritize candidate communication, realistic timelines, and efficient interview structures to protect employer brand.2. Implement comprehensive onboarding programs with detailed schedules, competency roadmaps, and clear performance expectations to ensure new employees feel valued and prepared for success.3. Develop transparent communication strategies about career paths, business circumstances, and organizational changes while training managers to effectively lead and engage their teams rather than simply manage tasks.

The OBBBA introduces major shifts for employers, transforming employee benefits, executive compensation, and workforce compliance. Are you prepared to adapt? Essential Impacts for Employers Dependent care and education benefits—higher flexible spending account limits and tax-favored student loan repayment programs Health savings accounts—expanded eligibility and coverage options for employees Executive compensation rules—new tax implications for public companies and nonprofits Epstein Becker Green attorneys Elliot Katz and Lucas Peterhans break down these updates in this episode of Employment Law This Week®. Get the insights you need to stay ahead of these sweeping changes. Read more insights on the OBBBA from our benefits team: https://www.workforcebulletin.com/hot-dogs-fireworks-and-the-one-big-beautiful-bill-what-employers-need-to-know-about-the-employee-benefits-and-executive-compensation-changes Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw396 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.

Zelda Perkins was Harvey Weinstein's PA – and has spent the last eight years campaigning against the non-disclosure agreements used to silence abused employees. Now she has won a major victory. Alexandra Topping reports. Help support our independent journalism at theguardian.com/infocus

In this episode, we dive into the essentials of Employment law, our guest, Aisha Massengill, an expert in Employment law, walks us through key issues like DEI, Remote Work, Employees rights and much more. Whether you're an employee, employer, or HR professional, this conversation will help you understand your legal rights.Aisha Massengillsedgwickandrews.comMy Men Richard/Richard Lesperance⁠⁠⁠⁠⁠⁠⁠richard.lesperance@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linkedin.com/in/richardlesperance⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@mymenrichard

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter discuss the challenges of integrating employees during and after mergers and acquisitions through the lens of the classic film Pretty Woman. Joined by Tunisia Poole and Destiny Washington of Southwire Company, this conversation covers common employee concerns, legal considerations, and the importance of clear communication when managing workplace transitions. Tune in to discover how to navigate the complexities of mergers and acquisitions with strategic foresight.Troutman Pepper Locke's Labor + Employment Practice Group provides comprehensive thought leadership through various channels. We regularly issue advisories that offer timely insights into the evolving employment law landscape, and maintain the HiringToFiring.Law Blog, a resource spotlighting best practices for employers. Our Hiring to Firing Podcast, hosted by Tracey Diamond and Emily Schifter, delves into pressing labor and employment law topics, drawing unique parallels from pop culture, hit shows, and movies.

In this episode 251 of the podcast I bring you a rundown of the law regarding constructive unfair dismissal. In this episode I cover: What Constructive Unfair Dismissal is? How the law came about Why we have the legal right to claim constructive unfair dismissal How constructive unfair dismissal differs from unfair dismissal The leading case and judgement from Western Excavating v Sharp An employee can claim an employer has breached both express and implied terms The implied term of trust and confidence and how this was established The leading case of Malik v BCCI What an employee needs to show in order to claim constructive unfair dismissal.   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.   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.   Other resources you may find helpful: What is Constructive 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 £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

In episode 208, Coffey talks with David Miklas about the Department of Labor's evolving definitions and interpretations of independent contractor classification under the Fair Labor Standards Act.  They discuss why DOL interpretations matter for FLSA compliance and overtime requirements; the shift from Biden administration's six-factor economic reality test back to Trump administration's emphasis on control and profit/loss opportunity; the six key factors including nature and degree of control, opportunity for profit and loss, permanence of relationship, worker investments, skill and initiative requirements, and how integral the work is to the principal business; common classification mistakes across industries including misunderstanding IRS versus DOL tests; the risks of supervision and control over workers classified as contractors; how technology can demonstrate control in gig economy situations; the financial consequences of misclassification including unpaid overtime, liquidated damages, and attorney fees; and the importance of proper written agreements and immediate legal consultation when classification issues arise. 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: David Miklas owns a Labor & Employment law firm and for 26 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law. David Miklas can be reached athttps://www.miklasemploymentlaw.com/https://www.linkedin.com/in/david-miklas-301861121/  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.       Evaluate worker relationships using the Trump Administration's six-factor economic reality test.2.       Differentiate between US Department of Labor independent contractor definitions and those of the and IRS and state regulators.3.       Respond appropriately to classification concerns to avoid liability.

In today's episode, we discuss the difference between the Workplace Health and Safety/Occupational Health and Safety regulatory regime and the Workers' Compensation regime in Canada. 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: Jamie Jurczak (email) (Taylor McCaffrey LLP / Manitoba)Support the showRegister on the ELA website here to receive email invitations to future programs.

What happens when one executive combines legal expertise with human resources leadership? Joshua Horenstein, Senior Vice President, Chief Legal and Human Resources Officer & Corporate Secretary at Innophos, reveals the powerful advantages of his dual role in this fascinating conversation.Leading both legal and HR departments for a global phosphate company with 1,500 employees worldwide, Joshua leverages his unique position to provide comprehensive solutions that traditional, siloed departments often miss. "Running both departments has made me better at both functions," he explains. "It made me a better lawyer, a better executive, a better leader overall."Throughout his 15-year tenure at InnoFOS, Joshua has navigated significant corporate transitions, including a $1 billion public-private sale. His cross-functional perspective proved invaluable during these pivotal moments, allowing him to address both the structural aspects of transactions and their human impacts simultaneously. "CEOs and boards like just having one person to talk to," he notes, highlighting how his multifaceted role streamlines executive communication.Beyond his formal responsibilities, Joshua also leads the company's ESG initiatives with a practical approach that balances environmental and social objectives with business performance. "I refuse to believe you can't be a good environmental steward and also make money," he asserts, though he acknowledges this equilibrium requires thoughtful effort rather than pursuing ESG initiatives for their own sake.Mentorship represents another cornerstone of Joshua's leadership philosophy. Drawing from mentors who shaped his own career, he's implemented innovative programs at InnoFOS, including an English-Spanish buddy system connecting employees across different regions—strengthening both language skills and cross-cultural collaboration.For professionals navigating their own system transformations, Joshua offers this wisdom: "Plan...but part of that humility is recognizing it's never going to go 100 percent to plan." This balanced perspective—thorough preparation paired with adaptive flexibility—defines his approach to leadership challenges in today's complex corporate landscape.Connect with Joshua on LinkedIn to continue the conversation about cross-functional leadership and how breaking down departmental silos can create more effective executive leadership.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

The legislation will turbocharge inequality and the climate catastrophe – and it’s all part of the administration’s plan to radically reshape American society. On this episode of After America, Dr Emma Shortis discusses how Trump’s ‘Big Beautiful Bill’ will further redistribute wealth from lower and middle class people to the richest Americans, before Josh Bornstein joins the show to discuss the Supreme Court and whether the rule of law is crumbling in the United States. This discussion was recorded on Friday 4 July 2025 and things may have changed since recording. You can sign our petition calling on the Australian Government to launch a parliamentary inquiry into AUKUS. Join Dr Emma Shortis and Dr Richard Denniss in conversation about After America: Australia and the new world order at the University of Melbourne at 6pm AEST, Wednesday 16 July. Guest: Josh Bornstein, Principal Lawyer, National Head of Employment Law, Maurice Blackburn // @joshbornstein Host: Emma Shortis, Director, International & Security Affairs, the Australia Institute // @emmashortis Host: Angus Blackman, Producer, the Australia Institute // @AngusRB Show notes: Working for the Brand by Josh Bornstein (October 2024) Trump has long speculated about using force against his own people. Now he has the pretext to do so by Emma Shortis, The Conversation (June 2025) Trump promises a second term focused on immigration and nationalism – as well as revenge and retribution by Emma Shortis, The Conversation (January 2025) Theme music: Blue Dot Sessions We’d love to hear your feedback on this series, so send in your questions, comments or suggestions for future episodes to podcasts@australiainstitute.org.au.Support After America: https://nb.australiainstitute.org.au/donateSee omnystudio.com/listener for privacy information.

Julie Galbraith, Head of Employment at Eversheds Sutherland and Chair of the Employment Law Association of Ireland is our expert today. Julie give advice to our listeners employment law queries.

In this episode of our Cross-Border Catch-Up podcast series, Skye Hao (associate, Atlanta) discusses some of the hottest cross-border topics of 2025, from the European Union's (EU) pay transparency directive and non-compete clause reforms to the evolving gig economy and artificial intelligence (AI) regulations. Tune in to stay informed on legislative reforms, case law updates, and emerging trends that are reshaping employer obligations, workplace practices, and employment laws worldwide.

In episode 207, Coffey talks with Nicole Morgan about what HR professionals need to know about Medicare to help employees navigate the transition from employer-provided health insurance to Medicare coverage. They discuss the four main parts of Medicare (A, B, C, and D) and how they work together; the differences between Medicare Advantage plans (Part C) and traditional Medicare with supplemental coverage; how creditable coverage determinations affect employees who continue working past age 65; the coordination of benefits between employer group health plans and Medicare based on company size; timing considerations for Medicare enrollment and the importance of planning three months before turning 65; why brokers may have financial incentives to sell Medicare Advantage plans over traditional Medicare; the risks and benefits of different Medicare options including network limitations and out-of-pocket maximums; and the role HR should play in connecting employees with qualified Medicare experts rather than providing specific coverage advice. 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: Nicole A. Morgan is a seasoned healthcare professional with over two decades of experience, seamlessly blending her clinical expertise as a Registered Occupational Therapist with her proficiency as a Licensed Independent Insurance Agent. As the founder of Morgan Medicare Solutions, LLC, based in Sherman, Texas, Nicole is dedicated to guiding individuals through the complexities of Medicare, ensuring they make informed decisions tailored to their unique needs.  Her extensive background encompasses various healthcare settings, including inpatient and outpatient rehabilitation, acute care, skilled nursing, home health, and community-based services. This diverse experience has equipped her with a deep understanding of the challenges seniors face, particularly in navigating the transition to Medicare. Nicole holds multiple certifications, such as Certified Senior Advisor (CSA), Certified Long-Term Care (CLTC®), and Certified Living in Place Professional (CLIPP), underscoring her commitment to senior care and wellness.  Beyond her professional endeavors, Nicole is deeply rooted in her community. A native of Sherman, she has been married to her husband, Brad, for nearly 30 years and is a proud mother of three young adults. Her passion for service extends to active involvement in her church and local initiatives, reflecting her dedication to making a positive impact both personally and professionally.  At Morgan Medicare Solutions, Nicole offers personalized consultations, educational workshops, and ongoing support, ensuring clients feel confident and secure in their Medicare choices. Her holistic approach, grounded in compassion and expertise, has made her a trusted advisor for many navigating the intricacies of healthcare in their retirement years. Nicole Morgan can be reached athttps://www.morganmedicaresolutions.comhttps://www.linkedin.com/in/nicole-a-morganotr/https://www.facebook.com/morganmedicare/  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.       Understand the basic structure of Medicare parts A, B, C, and D to provide foundational guidance when employees ask about Medicare options and transitions.2.       Recognize when employer group health plans have creditable coverage for prescription drugs and ensure proper notification letters are sent to Medicare-eligible employees by October 15th annually.3.       Establish relationships with trusted Medicare brokers and implement processes to proactively reach out to employees approaching age 65 to ensure proper planning and coordination of benefits.

In this episode, we discuss what makes Maryland a unique state to do business compared to other parts of the United States. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Steve Hirschfeld (email) (Hirschfeld Kraemer LLP / California)Guest Speaker: Kristy Eriksson (email) (Miles & Stockbridge / Maryland)Support the showRegister on the ELA website here to receive email invitations to future programs.

Employment Law For Business Owners with Gary Martoccio - Business Valuation Podcast Video Series | Valuation Expert Melissa GraggWelcome to ValuationPodcast.com, your go-to podcast and video series for all things business and valuation. I'm your host, Melissa Gragg, a valuation mediator and expert based in St. Louis, Missouri. In this episode, I'm joined by Gary Martoccio, a seasoned employment attorney representing employees across nine states, based in Tampa, Florida.Today, we dive deep into employment law for business owners, exploring how to proactively prevent employment-related claims, what at-will employment really means, the nuances of employee contracts, and practical steps both employers and employees can take to protect their interests. We also discuss the evolving landscape around DEI programs, remote work accommodations, and how recent shifts in enforcement by the EEOC may impact your business or career.Key Takeaways1️⃣ At-Will Employment Isn't Absolute Employers can terminate employees without cause in at-will states, but discrimination, retaliation, and statutory protections (like FMLA) still create liability if mishandled.2️⃣ Proper Documentation Protects Employers Maintaining clear records of performance issues, warnings, and objective reasons for termination can greatly reduce the risk of wrongful termination claims.3️⃣ Severance Agreements & Mediation Clauses Can Help Offering severance with a release of claims or requiring mediation in contracts are proactive ways to resolve disputes before they escalate.4️⃣ Treatment of Departing Employees Matters How you handle terminations — including being respectful, not contesting unemployment, and giving neutral references — can deter former employees from pursuing claims.5️⃣ DEI and Remote Work Laws Are Evolving Shifts in the EEOC's enforcement priorities around diversity programs and remote work accommodations mean employers need to stay informed and adjust practices accordingly.This episode can answer these questions:What does “at-will employment” really mean for employers and employees?Can an employee still sue for wrongful termination in an at-will state?How can small business owners avoid wrongful termination lawsuits?What should be included in an employment contract for at-will employees?Are non-compete and non-solicitation agreements enforceable today?How does timing of termination affect wrongful termination claims?What documentation should employers keep before firing an employee?Can I include a mediation clause in an employment agreement?What are the new trends or changes in DEI and employment law?Should I offer a severance agreement to avoid employment lawsuits?How does the EEOC's stance on DEI programs affect employers?What should employees do if they think they were wrongfully terminated?Do large or small businesses face more employment law claims?Connect with GaryGary's WebsiteMelissa Gragg is a seasoned financial mediator and business valuation expert with over 20 years of experience. She specializes in helping couples and business partners navigate complex financial disputes during divorce and separation. As the founder of Bridge Valuation Partners and a key member of The Divorce Allies, Melissa offers neutral, third-party services including business valuations, pension assessments, income analysis, and strategic settlement planning. https://www.valuationmediation.comhttps://www.thedivorceallies.comhttp://www.MediatorPodcast.comhttps://www.ValuationPodcast.Support the show

EXPERT Topic: When Debt Disables: Evaluating Financial Distress as Incapacity or Defence in Employment Law Guest: Malesela Letwaba, Associate in Employment Law at CDH.

In this episode of the Advancing Surgical Care Podcast, ASCA Chief Executive Officer Bill Prentice talks with employment law expert Salvatore Puccio, partner at Garfunkel Wild, a law firm that specializes in addressing regulatory and business challenges in the healthcare industry. Prentice and Puccio discuss a wide range of workplace issues, including advice on how to maintain workplace harmony, conduct proper employee performance evaluations, approach disciplinary actions and more.

Authors: Emily Haar, Ben Motro Has this happened to your organisation? You're negotiating an exit with an employee, or perhaps you are working through a conciliation or mediation following the filing of an employment-related claim, and you think you have a resolution, though nothing has been signed yet. You might wonder, do we have a binding or enforceable settlement, even without anything signed? In this episode of Employment Law for the Time Poor, Ben Motro and Emily Haar push past some of the legalese to work through when a settlement agreement is binding, how particular Court and Tribunal processes can impact the steps taken to “get to the deal”, and what common “settlement” phrases mean and how they may impact the enforceability (or not) of a settlement proposal. For more practical tips from our Employment Relations team, we are hosting several Workplace Training events throughout the year, including on managing common employee-claims. Subscribe here to ensure you never miss an invite to one of our events.    For additional insights into best-practice drafting of deeds of release more generally, see our on-demand training here, and our summary of the Elisha v Vision Australia decision here. 

In episode 206, Coffey talks with Jill Koob about the Supreme Court decision on “reverse discrimination,” PTO policy trends, and AI adoption in the workplace. They discuss the Supreme Court's unanimous decision in Ames v. Ohio Department of Youth Services eliminating different standards for "reverse discrimination" cases; how Title VII protects all individuals equally regardless of majority or minority status within protected classes; the challenges and failures of unlimited PTO policies leading employees to take less time off; new flexible PTO approaches allowing conversion to cash, student loan payments, or 401k contributions; mitigating bias in the employee selection process; why diversity, equity, and inclusion initiatives should focus on business outcomes and widening candidate pools; the evolution of AI from individual productivity tools to organizational workforce transformation; the need for employees to actively learn and adopt AI tools to remain competitive; and how AI can handle transactional HR tasks while freeing professionals to focus on more strategic human-centered work. Links to stuff they talked about are on our website at https://goodmorninghr.com/EP206 and include the following topics: Breaking—Supreme Court Unanimously Lowers Bar for “Reverse Discrimination” Claims: Ames v. Ohio Department of Youth Services Redefines Title VII Litigation More companies are letting workers cash in their vacation days. Should yours? 2025 Benefits and Compensation Trends Report How enterprise AI is reshaping EX, according to expert Josh Bersin AI superworkers ‘coming on like a freight train.' Are you ready? Amazon CEO Jassy says AI will reduce its corporate workforce in the next few years Message from CEO Andy Jassy: Some thoughts on Generative AI  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: Jill Koob, SPHR, SHRM – SCP is the founder and owner of Energize HR, an HR Consulting Firm that focuses on training solutions, strategic HR and organizational development and human resource support. Prior to starting her company, Jill served as a VP for a Houston Based Professional Employer Organization, where they received numerous awards including Best Places to Work and Inc. 5000 Fastest Growing companies. Jill has over twenty-five years of strategic HR experience working directly with hundreds of businesses with their people strategy needs. Jill Koob can be reached at:https://energizehr.com/https://www.linkedin.com/in/jillkoob/   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.       Understand that Title VII protects all individuals equally within protected classes, requiring the same burden of proof regardless of whether someone belongs to a majority or minority group within that class.2.       Design flexible PTO policies with clear guidelines and minimum requirements while offering options for employees to convert unused time to other benefits like cash, student loans, or retirement contributions.3.       Embrace AI as a collaborative tool for analyzing data, reducing bias in hiring processes, and handling transactiona...

On June 6, 2025, a U.S. District Judge in the Northern District of California approved the long-anticipated and landmark $2.576 billion settlement in House v. NCAA, transforming the landscape of college sports. Following the U.S. Supreme Court's Alston decision (which held that student-athletes were entitled to up to $5,980 in cash-equivalent education related compensation per year), the House settlement resolves three consolidated antitrust lawsuits brought by student-athletes against the NCAA. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Read Ashley's article here. Host: Susan Deniker (email) (Steptoe & Johnson)Guest Speaker: Ashley Higginson (email) (Miller Canfield)Support the showRegister on the ELA website here to receive email invitations to future programs.

Need workplace justice? Trust a leading voice in employment law who's recovered $50M+ for clients!Gary Martoccio is dedicated to achieving workplace justice for his clients through employment litigation. He focuses on representing employees against employers, ensuring fair work environment for all. With a deep understanding of employment law, Gary is committed to workers rights!Throughout his legal career, Gary Martoccio (Matossio) has focused exclusively on representing employees against employers. Gary has earned a reputation for his commitment to advocating for workers' rights and securing justice for his clients. Gary's practice spans both in State and Federal Court, as well as before the Equal Employment Opportunity Commission (EEOC) and equivalent State agencies. With a keen understanding of employment law, he navigates complex legal landscapes to ensure that employees receive the representation they deserve. To date, Gary has achieved remarkable success, recovering over $50,000,000 for employees throughout his career. In addition, Gary has achieved successful results for his clients in over 200 Federal lawsuits, all of which he served as lead counsel. Gary's dedication to his clients and his track record of significant recoveries underscores his role as a leading voice in employment law. His commitment to fighting for employees' rights remains the cornerstone of his practice.Martoccio Law GroupWebsite: https://martocciofirm.com/ Need a free case evaluation? +1 (888) 415-7670Social Media:LinkedIN - https://www.linkedin.com/company/martoccio-law-group/?viewAsMember=true Facebook - https://www.facebook.com/martocciolawgroup Instagram - @employmentlawgaryRemember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services.

Are you a holiday hoarder? Someone who holds onto the death before cashing in on their annual leave, only to be left considering a three-week ski-holiday in January before you miss out on your leave days?Joining Seán to discuss this concept is Caroline Reidy, Expert in Employment Law from the HR Suite.

Welcome to episode 284 of the Grow Your Law Firm podcast, hosted by Ken Hardison. In this episode, Ken sits down with Ilona Anderson, founder of Carpe Diem Law Firm, a legal practice that helps businesses, employers, and employees navigate trademark protection, employment law compliance, and workplace disputes. Ilona is a trademark and employment law attorney. She helps entrepreneurs protect their brands and build compliant, high-integrity teams. With a decade of experience co-leading one of Florida's fastest-growing employment law practices, Ilona brings a unique dual perspective—having represented both employees and business owners. Known for her mindful and practical legal approach, Ilona empowers business owners to avoid costly lawsuits and protect what they've built. What you'll learn about in this episode: 1. Importance of Trademarking: - Trademarking your name, slogan, or business elements is crucial for business protection and growth. - Getting a trademark is relatively affordable, typically costing around one to two thousand dollars. 2. Hiring Offshore Workers: - Hiring offshore workers through agencies can simplify compliance with employment and tax laws. - Offshore workers can be managed by agencies, reducing direct employer responsibilities. 3. Distinction Between Independent Contractors and Employees: - Simply labeling a worker as an independent contractor is not sufficient for legal compliance. - The Department of Labor and IRS use economic realities tests to evaluate worker classifications. 4. Factors for Determining Worker Status: - Control over work schedules, tools, and independence are key factors in determining worker classification. - The totality of circumstances, not individual factors, is considered by courts in determining employee versus independent contractor status. 5. Resource for Determining Worker Classification: - Access to a guide for determining employee or independent contractor status based on the latest Department of Labor guidance. - Listeners can request the guide from Ilona Anderson or through Ken for additional assistance. Resources: Website: Carpe Diem Law Firm | Helping Your Brand & Team Blossom LinkedIn: https://www.linkedin.com/in/ilona-anderson  Facebook: https://www.facebook.com/CarpeDiemLawFirm/ Additional Resources:    https://www.pilmma.org/aiworkshop https://www.pilmma.org/the-mastermind-effect https://www.pilmma.org/resources https://www.pilmma.org/mastermind

In today's episode, we discuss the case of Wayne Hannan and Scouts Canada. Mr. Hannan had been a dedicated volunteer with Scouts Canada for 65 years, when he was unexpectedly rejected by the organization after his annual application to volunteer. Listen in as we talk about proper policy development for volunteer organizations to avoid such lawsuits. 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: Jeff Palamar (email) (Taylor McCaffrey LLP / Manitoba)Support the showRegister on the ELA website here to receive email invitations to future programs.

In episode 205, Coffey talks with Susan Snipes about challenges and strategies for hiring international talent, particularly through employer of record arrangements.  They discuss the primary drivers for seeking international talent including cost savings and talent shortages; compliance hurdles around employee classification and local employment laws; the role of employers of record versus PEOs in managing international hires; compensation and benefits strategies that account for local customs and legal requirements; integration challenges including time zone coordination and cultural sensitivity; recruitment approaches when working across international borders; data security concerns with remote international workers; managing terminations and severance requirements in different countries; and the importance of understanding local labor laws and cultural differences when building global teams. 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: Susan Snipes is a certified HR professional with 15 years of HR experience. She serves as the Head of People at Remote People, a company that recruits top talent in over 150 countries around the world. Susan Snipes can be reached at https://remotepeople.com/https://www.linkedin.com/in/susan-poore-hrm/  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.       Evaluate the compliance requirements and classification issues when hiring international talent, including understanding the differences between employees, independent contractors, and employer of record arrangements.2.       Develop integration strategies for international team members that account for time zone differences, cultural holidays, communication styles, and local customs to maintain team cohesion.3.       Assess the cost-benefit analysis of different international hiring models, from direct employment and local entity creation to employer of record services, based on hiring volume and risk tolerance.

Leslie Short, host of Visiblity Ultd. and owner of The Cavu Group interviews Nance Schick, owner of Third Ear Conflict Resolution.Topics:1. What is happening with employment law amidst the DEI bans2. Addressing Anti-Discrimination and Employee Feedback3. Data-driven insights for workplace culture4. Respecting Employee Rights & Transparency5. Leadership Responsibilities & Accountability 6. Navigating Diverse Perspectives and Growth7. Focusing on Opportunities for Change

U.S. Immigration and Customs Enforcement (ICE) is ramping up worksite inspections and I-9 audits, presenting new challenges for employers nationwide. With no warning before an ICE visit, preparation is critical to minimizing risks and staying compliant. This week's key topics include: ·         maintaining current I-9 forms for employees, ·         developing a written playbook for ICE raids, and ·         establishing post-raid protocols to protect and stabilize operations. Epstein Becker Green attorneys Jungmin Choi and Melissa Jampol join the show to provide practical guidance. From creating a proactive plan to knowing your rights during a raid, they break down the steps employers should take before, during, and after an ICE inspection to safeguard their operations. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw394 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 of Hiring to Firing, hosts Tracey Diamond and Emily Schifter dive into the challenges of managing employee performance, taking lessons from Mr. Milchick's infamous performance review in the latest season of the TV show Severance. Joined by Tara Favors of Mutual of America Financial Group, this episode provides practical tips for offering constructive feedback, documenting performance deficiencies, and maintaining fairness in the evaluation process. Discover how the fictional world of Lumon Industries mirrors real-life human resources challenges.

In this episode 249 of the podcast I bring you my thoughts on the substantive delays in the employment tribunal process which are hindering access to justice for employees and increasing costs and stress for employers and employees. In this episode I cover: My own and my colleagues first hand experience of the delays in the employment tribunal. A summary of the latest employment tribunal statistics published detailing the number of cases that have been submitted and the number of cases that are currently in the system. Some real life cases where judgements have been issued and published recently. My thoughts on why the system is ‘broken' and why it is only going to get worse. How I would change the system to reduce delays and volume of cases. If you are making a claim, considering a claim or are involved in defending a claim, we can assist you, and take away some of the stress from the process. Please do not hesitate to get in touch for a free no obligation discussion about your case.   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.   Cases referred to: Hill v St Pauls C of E Primary and Others Baker v Jaguar Land Rover Limited Parker v Chief Constable of Hampshire and Isle of Wight Constabulary Craven v Forrest Fresh Foods Limited   Latest statistics from the Tribunal system   https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025  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

In episode 204, Coffey talks with Rosalind Chow about the distinct roles of mentorship and sponsorship in advancing careers and building more inclusive workplaces. They discuss the distinction between mentorship (which helps grow the mentee) and sponsorship (which seeks to change how others see the protege); how sponsorship functions like marketing or PR campaigns for high-potential employees; the four types of sponsorship - creating, confirming, preventing, and protecting; why sponsors risk their own credibility and reputation when advocating for others; how sponsorship doesn't require formal hierarchical relationships but depends on trust and status; how to become more "sponsorable" by being a top performer with clear values and compelling personal story; the risks of having the wrong sponsor or appearing as the "teacher's pet"; and how sponsorship creates inclusion by ensuring high performers are seen, valued, and given opportunities regardless of their background or circumstances. 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: Rosalind Chow is an Associate Professor of Organizational Behavior and Theory at Carnegie Mellon University, where she studies the power of social hierarchy and its impact on diversity and inclusion efforts within organizations.  Her forthcoming book, The Doors You Can Open (PublicAffairs, April 8, 2025) distinguishes the concept of sponsorship from mentorship. While mentorship can change mentees for the better through valuable coaching and encouragement, sponsorship takes it one step further — sponsors can change the social environment around their proteges by actively advocating for, raising the social visibility of, and protecting them. Put simply, while mentors act on mentees, sponsors act on external observers – audiences - to change how they see proteges.  We don't just have the ability to change other people; we also have the ability to change other people's relationships with one another. This ability - the power we have as sponsors - is something we can leverage to better ourselves, other people, and our communities. Rosalind Chow can be reached athttp://www.rosalindchow.com/https://www.linkedin.com/in/rosalind-chow-6b25541b0/  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.       Distinguish between mentorship (developing the individual) and sponsorship (changing others' perceptions of the individual) to provide appropriate support for high-potential employees.2.       Practice the four types of sponsorship - creating visibility, confirming positive impressions, preventing negative associations, and protecting during criticism - to advance deserving talent.3.       Recognize that effective sponsorship requires risking your own credibility and reputation, making it essential to sponsor only high performers whose values align with your own and the organization's goals.

In this episode of The Employment Law Counselor, in collaboration with the Professional Liability Underwriting Society, Victoria Fuller, Partner and Co-Chair of Labor and Employment Practice Group, and Laura Corvo, Counsel, are joined by William Raven, Associate, for a discussion titled, “Reductions in Risk for Reductions in Force.” This episode dives into key considerations for any employer planning, or potentially planning, to downsize its workforce, including risk mitigation, legal compliance, severance considerations, messaging and more.

What are employers missing with state disability accommodation laws? Listen in to our guests from Reliance Matrix, who add context to a recent article in @Work magazine titled “Dangers Lurk in State Discrimination Laws,” which we have unlocked for listeners. Hear Lana Steven, AVP and Senior Product Compliance Counsel, Eric Broutman, AVP & Sr. Employment Law and Litigation Counsel, and Armando Rodriguez. Esq., Product Compliance Counsel, talk about ways employers can ensure they comply with state disability accommodation laws that are, in some instances, more generous that federal laws! ResourcesDangers Lurk in State Discrimination LawsFMLA/ADA Training for Supervisors and Managers2025 DMEC Annual Conference Accommodation resources & tools

In this episode, we discuss Germany's new government, and what is on the agenda for them with regard to labour law. We also discuss changes in employment legislation in the Netherlands, including the consequences of the ending of the enforcement moratorium.Host: Kato Aerts (email) (Lydian / Belgium)Guest Speakers: Vera Schröder (email) (Boontje Advocaten & Mediators / Netherlands) & Virginia Mäurer (email) (ADVANT Beiten / Germany)Support the showRegister on the ELA website here to receive email invitations to future programs.

Comment on the Show by Sending Mark a Text Message.The landmark Supreme Court decision in Ames v. Ohio Department of Youth Services fundamentally reshapes our understanding of workplace discrimination protections. Through a rare unanimous ruling, the Court has powerfully affirmed that every individual—regardless of majority or minority status—stands equal under employment law.What makes this case particularly significant is how it dismantles misconceptions about "reverse discrimination." As we explore in this episode, Title VII of the Civil Rights Act never distinguished between majority and minority groups—it protects individuals. When Marlene Ames, a heterosexual woman, found herself denied promotion and subsequently demoted while LGBTQ+ candidates were favored, she challenged this discrimination all the way to the Supreme Court. Despite losing at lower court levels, her persistence ultimately vindicated a principle too often misunderstood: discrimination against anyone based on protected characteristics is illegal, full stop.The Court's decision, delivered through Justice Ketanji Brown Jackson, rejected the additional burden that some courts had placed on majority plaintiffs to prove "background circumstances" suggesting their employer discriminates against majority groups. This ruling has profound implications for Diversity, Equity and Inclusion (DEI) initiatives in American workplaces. While the Court didn't explicitly address DEI, the message is clear—policies that favor certain groups at the expense of others cross legal boundaries. For employees who believe they face discrimination despite belonging to a majority group, this decision provides significant legal backing.Have you experienced workplace discrimination but hesitated to speak up because you belong to a majority group? Understanding your rights is the first step toward workplace equality. Subscribe to the Employee Survival Guide for more insights that empower you to navigate complex workplace dynamics and protect your rights regardless of your background. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Eric Meyer, founding partner of Pierson Ferdinand, joins Gina Rubel to discuss the Supreme Court's unanimous decision in Ames v. Ohio Department of Youth Services and its implications for all employers, including law firms. They discuss how the ruling affects Title VII compliance, the future of DEI efforts, and the importance of consistent, merit-based employment practices. Eric offers practical guidance for minimizing legal risk while reinforcing fairness and accountability in hiring, promotion, and internal investigations.

In episode 203, Coffey talks with Kristi Spaethe about advice for emerging HR professionals navigating their early careers. They discuss how people often stumble into HR careers; the misconception that “loving people” qualifies someone for HR work; the importance of gaining foundational knowledge before jumping into employee relations; showing up authentically while maintaining professional boundaries; building a personal board of directors rather than relying on a single mentor; the balance between employer-provided training and self-advocacy for professional development; the value of HR certifications as confidence boosters; networking through local HR associations and professional organizations; managing up with leaders who don't understand HR's strategic value; and whether HR professionals can be friends with other employees. 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: Kristi Spaethe is the Chief Executive Officer of The People Perspective and People Perspective Search and Recruiting designed to be the one stop shop for all things people in the communities that these organizations serve.  Kristi earned a Bachelor's Degree in Psychology with a Human Resources Development option and also holds the SHRM-CP certification. Kristi is the Immediate Past State Director for SHRM Oklahoma where she has served in prior various roles beginning in 2018.  Kristi has also served in various roles, including President, with the Tulsa Area Human Resources Association since 2014. Additionally, Kristi currently serves on the Broken Arrow Chamber of Commerce Board of Directors and has served on the Bixby Metro Chamber of Commerce Board of Directors. Kristi also gives back to the community by giving her time to non-profit organizations such as Women in Recovery, Muddy Paws and Lindsey House. Kristi received the President's Award from the Tulsa Area Human Resources Association in 2016 and the Richard R. Messer Excellence in Human Resources award in 2019. She also received the Oklahoma Human Resources Award of Excellence in 2020 from the Oklahoma Human Resources State Council. The People Perspective has also been nominated for various awards through TYPROS Boomtown Awards, the Bixby Metro Chamber of Commerce, Tulsa Chamber of Commerce Small Business Awards and the Broken Arrow Chamber of Commerce. The People Perspective was selected as the Small Business of the year in 2021 through the Bixby Metro Chamber of Commerce and as the Small Business of the Year in 2023 through the Broken Arrow Chamber of Commerce.  Kristi and her family reside in Broken Arrow, OK. Kristi Spaethe can be reached athttps://pplperspective.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: 1.       Develop a personal board of directors that includes mentors, advocates, cheerleaders, and critics rather than relying on a single mentor relationship.2.       Advocate for your own professional development by requesting training opportunities, certifications, and cross-functional experience while building external networks through HR associations.3.       Maintain professional boundaries by showing up authentically while filtering your communication and avoiding personal friendships with employees to protect both yourself and the organization.

In today's episode, we provide important advice for employers in Canada including what not to include in employment contracts, as well as recent developments in the law in Saskatchewan. 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: George Green (email) (McKercher LLP / Saskatchewan)Support the showRegister on the ELA website here to receive email invitations to future programs.

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

Finding it difficult to sell your HR consulting services and win new clients for your HR-related business? FYI – For us, the Human Resources industry includes Generalist HR, Recruitment, Learning & Development, Employment Law, Compensation & Benefits, Diversity & Inclusion, Employee Engagement, etc. After helping hundreds of HR-related consultants around the world, I've noticed that most of them hit the same roadblocks, and they stem from 10 common, deeply embedded beliefs. In this episode, we'll take a closer look at the ten hidden mistakes that quietly hold HR-related consultants back. You can also read full notes for this episode here: www.getmorehrclients.com/blog/the-10-marketing-mistakes-that-stall-growth-for-hr-related-consultants  For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way HR Business Growth Hub - HR Business Growth Hub VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

In episode 202, Coffey talks with Shannon Norris about a federal court ruling that invalidated portions of the EEOC's 2024 harassment guidance related to sexual orientation and gender identity.  They discuss Norther District of Texas Federal Judge Matthew Kacsmaryk's decision in State of Texas v. EEOC; the narrow scope of the Supreme Court's ruling in Bostock v. Clayton County; the EEOC's broad interpretation of the Bostock ruling in its 2024 Enforcement Guidance on Harassment in the Workplace; the elimination of courts' deference to agency's opinions under the Loper Bright Enterprises v. Raimondo decision; the distinction between agency guidance and actual law post Loper; practical workplace challenges concerning bathrooms, pronouns, misgendering, and dress codes; the difference between harassment based on biological sex versus sexual orientation or gender identity; why the Texas v. EEOC ruling doesn't change existing anti-harassment law; the importance of maintaining respectful workplaces regardless of legal requirements; and advice for employers to avoid becoming test cases in emerging litigation. Links to stuff they talked about are on our website at https://goodmorninghr.com/EP202 and include the following topics: State of Texas and The Heritage Foundation v. Equal Employment Opportunity Commission, et al: Memorandum Opinion and Order EEOC  Enforcement Guidance on Harassment in the Workplace Bostock v. Clayton County, Georgia Certiorari to the United States Court of Appeals for the Eleventh Circuit  Federal judge in Texas rules LGBTQ+ people can be discriminated against at work Federal Judge Scraps Biden EEOC's Gender Identity Guidance: Here's What It Means for the Workplace 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: Shannon Norris has represented a broad range of clients since he began practicing in 1993 in the areas of employment law, business litigation, trade secrets, civil fraud, and employee benefits.  During that time, he has represented Fortune 100 companies to small businesses and individuals.  Mr. Norris has extensive experience with employment litigation, noncompete agreements, misappropriation of trade secrets, and occupational fraud.  He is a regular speaker on topics relating to employment law, civil litigation, and human resources. Mr. Norris began his career in 1993 at the law firm of Jones Day, where he was a member of the Labor & Employment Law Section.  He formed his own practice in the year 2000.  He is also a Certified Fraud Examiner and a member of the Association of Certified Fraud Examiners. Mr. Norris is Martindale-Hubbell AV Preeminent Peer Review Rated.  Ratings reflect the anonymous opinions of members of the bar and the judiciary.  Martindale-Hubbell® PEER REVIEW RATINGS™ fall into two categories—legal ability and general ethical standards. Shannon Norris can be reached athttps://www.norrisfirm.comhttps://www.linkedin.com/in/sdnorris/ 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.       Understand the constitutional limitations on federal agencies like the EEOC under current law.2.       Understand the limitations of State of Texas v. EEOC and continue to prohibit any workplace harassment or disparate treatment based on sex.3.    &n...

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.

The first 100 days of the new Trump administration have been nothing but unprecedented. From terminating federal agency heads to signing controversial executive orders to the targeting of DEI efforts, both businesses and individual workers are dealing with a lot of change—and likely navigating a lot of confusion.   Prinz's marketing manager Matt Tedeschi welcomes senior associate attorney Mary Charlton to the mic to analyze some of the most significant changes from an employment law perspective and what they mean for workers nationwide. Matt and Mary offer critical insight into the sorts of activity that businesses should steer clear of in the wake of recent developments. But they also provide a roadmap for what businesses can continue to do in the workplace to maintain their values while remaining compliant with a quickly shifting political and legal landscape. This episode is necessary for anyone wondering what is no longer allowed at work—and what still is—in the wake of the Trump administration's first 100 days.     Stay Connected & Learn More:   Read our blog on the Do's & Don'ts of DEI in the Workplace   Read our blog on Trump's Anti-DEI Executive Orders   Read our blog on Trump's Purge of EEOC Officials   Read our blog on Trump's Purge of NLRB Officials   Read our blog on the Supreme Court's Affirmative Action in Admissions Case   Matt Tedeschi   Mary Charlton   The Prinz Law Firm    

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.

In episode 201, Coffey talks with Jodi Brandstetter about using “design thinking” to effectively integrate AI into HR processes.  They discuss how design thinking focuses on understanding problems from both business and human perspectives; the importance of starting with one specific HR challenge when implementing AI; how AI can assist throughout each stage of the design thinking process; ethical considerations when selecting AI vendors; concerns about job displacement versus job evolution; the value of transparency when implementing AI that affects employees; practical applications like improving communication and automating administrative tasks; security considerations when using AI tools; and the need to continuously test AI tools for bias and effectiveness. 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: Jodi Brandstetter is an HR consultant, bestselling author, and speaker who specializes in integrating design thinking and AI into HR practices. As the founder of Lean Effective Talent Strategies, she helps small to midsize companies in science, manufacturing, engineering, and technology modernize their talent strategies. With over 20 years of experience, she is certified in Design Thinking and has authored books like Hire by Design and HR by Design. Jodi lives outside of Cincinnati, OH with her husband, daughter and fur babies. Jodi Brandstetter can be reached at:https://jodibrandstetter.com https://linkedin.com/in/jodibrandstetter  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.       Apply design thinking methodology when implementing AI to ensure solutions address both business needs and employee experiences.2.       Evaluate AI tools with a focus on responsible vendors, data security, and potential bias to protect both organizations and individuals.3.       Prepare employees for workplace evolution by being transparent about AI implementation and providing upskilling opportunities for roles affected by automation.

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 episode 200, Coffey talks with Gary Fowler live from the North Texas SHRM Conference about alternative dispute resolution especially mediation when a lawsuit may be involved.  They discuss the distinctions between mediation and arbitration; the confidentiality protections in mediation; the difference between mediation and arbitration; preparation for effective mediation sessions; why decision-makers need to be present during mediation; economic and non-economic factors that can be addressed through mediation; the mediator selection process; who pays for mediation; and how a good mediator helps parties reach agreement. 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: Gary Fowler is a mediator and arbitrator with JAMS. He has been Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization since 1994 and is a Fellow of the College of Labor and Employment Lawyers. With over 35 years of experience in all areas of labor and employment law, he has served as a mediator and arbitrator since 2015. He is a frequent speaker on alternative dispute resolution, focusing on mediation of discrimination, harassment, trade secret, executive compensation, and wage/hour disputes. He was co-chair of the Jackon Walker L&E section from 2013 to 2021, when he joined JAMS. Gary Fowler can be reached athttps://www.jamsadr.com/fowler/  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.       Distinguish between the different forms of alternative dispute resolution2.       Prepare effectively for mediation3.       Understand the confidentiality provisions in mediation agreements and under Texas law