Podcasts about Equal Employment Opportunity Commission

Seattle Mayor’s office backs sidewalk murals for fentanyl addicts to pass out on. Employees at Seattle’s federal building protested ICE raids. A Spokane teacher was fired for saying the “N-Word” while reading ‘To Kill a Mockingbird” to his class. // LongForm: GUEST: Fox Business host Dagen McDowell on why college isn't for everybody and the value of trade schools. // Quick Hit: The Equal Employment Opportunity Commission fired a judge that fought Trump’s order stating there’s only two genders.

Our top story today is that the Fed has decided to not cut interest rates and the president is not...happy.  This is the Business News Headlines for Wednesday the 18th day of June, thanks for being with us. In other news, Nippon Steel and U.S. Steel have completed their partnership. Transgender rights are under the microscope from the Equal Employment Opportunity Commission.  It has been feared that AI will reduce jobs…and now Amazon confirms that notion. Honda has issued a recall of over a quarter of a million vehicles. A former KC Chiefs player is suing the football club for…discrimination.  We've got the Wall Street Report and white collar job cuts accelerate and why.  Let's go… Thanks for listening! The award winning Insight on Business the News Hour with Michael Libbie is the only weekday business news podcast in the Midwest. The national, regional and some local business news along with long-form business interviews can be heard Monday - Friday. You can subscribe on  PlayerFM, Podbean, iTunes, Spotify, Stitcher or TuneIn Radio. And you can catch The Business News Hour Week in Review each Sunday Noon Central on News/Talk 1540 KXEL. The Business News Hour is a production of Insight Advertising, Marketing & Communications. You can follow us on Twitter @IoB_NewsHour...and on Threads @Insight_On_Business.

In this installment of our Workplace Strategies Watercooler 2025 podcast series, Sherry Talton (shareholder, Houston/Seattle) and Fiona Ong (shareholder, Baltimore) discuss the U.S. Equal Employment Opportunity Commission's (EEOC) 2024 updated workplace harassment guidance. With the shift in enforcement focus under the new administration, Fiona and Sherry emphasize the importance of staying informed and adapting to the evolving legal landscape. This includes awareness of state and municipal laws that may provide specific protections against harassment, especially regarding sexual orientation and gender identity (SOGI). They offer practical tips for developing an effective anti-harassment policy, establishing a robust complaint and reporting process, and implementing sound training and investigation protocols.

This week, we cover the striking down of abortion protections for workers and LGBTQ harassment guidance, as well as the beginning of a brief EEO-1 reporting season (concluding on June 24). Abortion Protections for Workers Struck Down A Louisiana federal judge vacated portions of a rule implementing the Pregnant Workers Fairness Act that defined abortion as a medical condition and required accommodations. Federal Court Vacates LGBTQ Harassment Guidance The U.S. District Court for the Northern District of Texas has moved to strike portions of the Equal Employment Opportunity Commission's (EEOC's) guidance on workplace harassment against LGBTQ employees. The court ruled that the Biden-era EEOC guidance expanded “the scope of sex beyond the biological binary.” EEO-1 Reporting Opens with a Tight Deadline The EEO-1 reporting period is now open. All private employers in the United States with 100 or more employees are required to file, as are federal contractors with 50 or more employees that meet certain criteria. The deadline to file is just weeks away—June 24—so employers are moving quickly. — Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw392 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Dylan Bringuel remembers the exact moment they got hired by the Holiday Inn Express in Jamestown, New York. It was late August 2022, and Bringuel—who uses they/them pronouns—had recently moved across the country and was struggling to find work. Bringuel is transgender and was upfront about their gender identity during the job interview. “ I was like, ‘Just so you're aware, I am transitioning from female to male,'” they remember saying. “And they said, ‘Okay, we respect that. We'll do our best to make sure you fit and you're comfortable here.'”That wasn't the case. Bringuel said that the first day on the job, the housekeeping manager called them an “it” and a “transformer” and said people like Bringuel are “what is wrong with society.”Bringuel reported the harassment to hotel management. Within a day, they were fired. In 2024, the federal Equal Employment Opportunity Commission stepped in to help Bringuel sue the hotel for workplace discrimination.But earlier this year, something unusual happened. The EEOC dropped Bringuel's case, not because their allegations lacked merit, but because of President Donald Trump's executive order on “radical gender ideology.” This week on Reveal, Mother Jones national politics reporter Abby Vesoulis walks through how the anti-DEI movement evolved from a niche legal fight to an all-out culture war—and what that means for the EEOC and the marginalized people it has historically protected. Support Reveal's journalism at Revealnews.org/donatenow Subscribe to our weekly newsletter to get the scoop on new episodes at Revealnews.org/weekly Connect with us onBluesky, Facebook and Instagram Learn about your ad choices: dovetail.prx.org/ad-choices

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...

It's Monday, May 26th, A.D. 2025. This is The Worldview in 5 Minutes heard on 125 radio stations and at www.TheWorldview.com.  I'm Adam McManus. (Adam@TheWorldview.com) By Adam McManus Armenian Christian details abuses in Iranian prison Hakop Gochumyan, an Armenian Christian arrested in Iran in 2023 for his Christian faith, recently sent a letter to Christian Solidarity Worldwide detailing abuses he's endured while imprisoned, reports International Christian Concern.  In the letter, published on May 9, Gochumyan explained that Iranian authorities have “subjected [him] to psychological violence” and threatened to take his life and the lives of his family.  Mervyn Thomas, president and founder of Christian Solidarity Worldwide, called for “Gochumiyan's immediate and unconditional release” and rallied the “international community … to hold Iranian authorities to account” for their human rights abuses.  Gochumyan was detained just outside of Tehran, in Pardis, in August 2023 and sentenced to 10 years in prison in February 2024. His charges include “engaging in deviant proselytizing activity that contradicts the sacred law of Islam” by allegedly associating with “a network of evangelical Christianity.”  The couple, along with their two children, were in Iran to visit family and, while attending a dinner at a friend's house, police arrived, and arrested them. Allegedly, Gochumyan possessed copies of Farsi-language New Testaments, which are banned in Iran, and had attended several churches during his visit.  Spreading the Gospel of Christ to non-Christians is illegal in Iran. Additionally, possessing Bibles written in Farsi, the nation's official language, isn't allowed as it could draw a non-Christian to Jesus. Christian conversion is something the Iranian regime strongly discourages and attempts to dissuade, often through psychological manipulation, overt intimidation, physical abuse, and imprisonment.  However, the light of Christ continues to shine in the region and cannot be extinguished. In John 8:12, Jesus said, “I am the light of the world. Whoever follows Me will not walk in darkness, but will have the light of life.” Trump vows a 25% tariff on iPhones if made in China or India President Donald Trump vowed to enact “at least” a 25% tariff on iPhones that are not manufactured and built in the United States — in a sharp warning to Apple CEO Tim Cook, reports One America News. Apple currently manufactures the majority of its iPhones in China, and does not have a domestic smartphone production supply chain.  Apple announced a move to India in an effort to “diversify its supply chain and reduce reliance on China.” But Trump wants the iPhones built here in America. Judge overturns Biden rule forcing employers to allow time off for abortions A federal judge in Louisiana has struck down regulations that would have forced most U.S. employers to provide pregnant workers with time off to kill their babies by abortion, reports LifeNews.com. Issued Wednesday by U.S. District Judge David Joseph, the ruling invalidated a provision of the Equal Employment Opportunity Commission's regulations under the Pregnant Workers Fairness Act, which had been pushed during the Biden administration. Initially, the Pregnant Workers Fairness Act, which passed with bipartisan support in December 2022, was designed to ensure that employers, with 15 or more employees, provide reasonable accommodations for pregnant workers, such as time off for medical appointments or relief from heavy lifting. However, the Biden administration, to its shame, twisted the initial intent of the law to classify abortion as a “related medical condition” to pregnancy and childbirth. That forced pro-life employers to facilitate the termination of unborn lives against their moral and religious convictions. Alaskan volcano could blow Located 80 miles from Anchorage, Alaska, Mount Spurr is about to blow, reports the Alaska Volcano Observatory. The last time it blew was 1992. If you're picturing massive lava flows, think again, explains Canadian Broadcasting Corporation.  The biggest threat will actually be the ash which could reach as high as 50,000 feet into the sky, according to DailyGalaxy.com.    Volcanic ash could blanket Anchorage. If the eruption happens during daylight, the ash cloud could block out the sun for hours, plunging the area into total darkness. Ash is dangerous to breathe. It damages cars and machinery and can disrupt daily life.   And then there's air travel. Ash could rise high into the atmosphere, and the tiny glass-like particles, can reharden inside jet engines, posing a serious threat. Since Alaska's airspace is a major route for Trans Pacific flights, this eruption could affect a lot more people than just those in Anchorage, including flights from Toronto to Seoul or Hong Kong to Memphis. Psalm 95:4-5 reminds us that God, Who created Mount Spurr, is in control. “In His hand are the depths of the Earth, and the mountain peaks belong to Him. The sea is His, for He made it, and His hands formed the dry land.” Tapper confessed: Conservative media was right about Biden's decline And finally, in an intriguing interview with Megyn Kelly, CNN's Jake Tapper confessed that “conservative media was right” about Biden's dramatic mental decline. Tapper's new book is entitled, Original Sin: President Biden's Decline, Its Cover-Up, and His Disastrous Choice to Run Again. Listen. KELLY: “Leading up to the debate which you anchored, that June 27 debate, 2024 there was a ton of news leading into that debate in that month. We looked back at your coverage and found that you ignored the freeze up that he had at the Juneteenth Celebration. You ignored what happened at the G7 when he, [Biden], wandered off and Giorgia Meloni, Prime Minister of Italy, had to go find him." TAPPER: “Megyn,” KELLY: “You ignored the freeze up at the George Clooney L.A. fundraiser. You didn't cover it. You only covered it after the debate, after George Clooney wrote his op-ed. Your network at every turn was telling us those were, ‘cheap fakes.'  And you're not combating that narrative. CNN was actively misleading us on what our very eyes were showing us. That's the truth. That's the record.” TAPPER: “I will acknowledge that after I was named co-moderator of the [presidential] debate, I tried to make sure that my coverage was fairly vanilla, both about Trump and about Biden, because I just wanted to get to the debate. I remember that moment, the glitch at the immigration event, and not getting much attention outside of conservative media at all. “Alex and I are here to say the conservative media was right and conservative media was correct. There should be a lot of soul searching, not just among me, but among the legacy media to begin with, all of us, for how this was covered or not covered sufficiently. 100%. I mean, I'm not here to defend coverage that I've already acknowledged I wish I could do differently.” Prior to the release of this book, CNN's Jake Tapper, in his refusal to tell the truth about Biden's mental decline, did not heed the commandment found in Exodus 20:16. It says, “You shall not bear false witness.” Close And that's The Worldview on this Monday, May 26th, in the year of our Lord 2025. Subscribe for free by Spotify, Amazon Music or by iTunes or email to our unique Christian newscast at www.TheWorldview.com. Or get the Generations app through Google Play or The App Store. I'm Adam McManus (Adam@TheWorldview.com). Seize the day for Jesus Christ.

The 411 on Ageism & How To End It Faster I Janine Vanderburg   For the life of me, given the choice between a strong, more profitable business and letting go of the back-assward stigma around age, the logic is clear. But is it?    Like me, Janine Vanderburg isn't shy about why the math isn't mathing the business reasons why it's about impact not age..    Here's what you'll find out:  What employers don't want you to know  You think it's your resume that needs tweaking or  your interview techniques but What if the real obstacle was something entirely different? What if the system itself was rigged against you in ways you've never considered—not because you're not qualified, but because of your date of birth.  Who's impacted by ageism, or who isn't? When there's a problem like ageism in hiring, it "goes in both directions." As Janine Vanderburg reveals, we're not just talking about discrimination against those 40-plus. "Youngerism" is equally "alive and kicking." If you've been ghosted after interviews, if you've watched less qualified candidates get positions you were perfect for, it might not be you—it might be your birth year. Let's talk about the numbers they're not talking about Last year alone, the Equal Employment Opportunity Commission received 16,000 complaints of age discrimination. When surveyed, over 80% of respondents believed they had experienced workplace age discrimination. Even more shocking: Resume Builder's surveys found hiring managers systematically screen out both applicants over 60 AND those under 27. And if you work with AI? 90% of hiring managers don't want to hire anybody over 35 for roles involving artificial intelligence—despite experienced professionals often being the best AI power users. Three Places Ageism Is Sabotaging Your Career (And What to Do About It) Inside your own mind: When you think "I'm too young/old for this position" before even applying In hiring practices: When recruiters make assumptions about your abilities based solely on graduation dates Embedded in systems: When AI screening tools filter you out before a human ever sees your application The Demographic Shift That Will Change Everything By 2030—just five years away—there will be more people over 65 than under 18. Companies unprepared for this reality will be scrambling for talent while others thrive. Will you be positioned to capitalize on this inevitable shift? What Smart Job Seekers Do Differently As Janine advises, "You can be willing to fight to end ageism, and you can also try to preserve your financial security." Both can be true at once. The wisest approach? Learn the unwritten rules, navigate the system strategically, and position yourself where your true value is recognized. Listen now to discover how to turn what looks like an obstacle into your greatest competitive advantage. Janine Vanderburg (https://www.linkedin.com/in/janinevanderburg/) is a Keynote Speaker, and Founder/Director of Changing the Narrative is the leading effort in the U.S. to change the way people think, talk and act about aging and ageism through evidence-based strategies and innovative public campaigns. Her end game? To end ageism."   Chapters: 00:00-01:32 - Introduction & The Firestarter 01:32-05:58 - Understanding the Landscape of Ageism 05:58-09:23 - Janine's Awakening to Ageism 09:23-10:41 - Cliff Notes from the Training 10:41-13:34 - Employer Messaging Shift 13:34-16:05 - The Math Isn't Mathing 16:05-18:14 - Progress & Reality Check 18:14-29:09 - Staying in the Fight Without Burning Out   Like what you hear?  Subscribe and leave a 5-star review!  Suggest a topic or ask a question for me to answer on the show!  Want  FREE executive job search tips each week? Click here to join my newsletter. Get a copy of my ebook Turn Age Into Your Advantage Follow me on LinkedIn: https://www.linkedin.com/in/lorengreiff/ Follow me on Instagram: https://www.instagram.com/portfoliorocket/ Watch my podcast on YouTube: https://www.youtube.com/channel/UCpGM7j8croBkkZ4bLqN7DOQ/

Today's West Coast Cookbook & Speakeasy Podcast for our especially special daily special, Tarrytown Chowder Tuesday is now available on the Spreaker Player!Starting off in the Bistro Cafe, the “most corrupt president,” has been telling Americans to live in austerity because of his tariffs, while he wants “the most expensive private plane in the world” as a gift.Then, on the rest of the menu, White House correspondents protested the lack of wire reporters on Air Force One traveling to the Middle East; staff rebuffed two Trump appointees from entering the Copyright office; and, the Equal Employment Opportunity Commission moved to fire a judge who is fighting Trump directives.After the break, we move to the Chef's Table where four men arrested in West Africa for an extortion scheme are linked to a California teen's suicide; and, in a development sure to anger Trump and MAGA, Germany banned the largest anti-Democracy ‘Reich citizen' group in the country and arrested four of its leaders.All that and more, on West Coast Cookbook & Speakeasy with Chef de Cuisine Justice Putnam.Bon Appétit!The Netroots Radio Live Player​Keep Your Resistance Radio Beaming 24/7/365!“As I ate the oysters with their strong taste of the sea and their faint metallic taste that the cold white wine washed away, leaving only the sea taste and the succulent texture, and as I drank their cold liquid from each shell and washed it down with the crisp taste of the wine, I lost the empty feeling and began to be happy and to make plans.” -- Ernest Hemingway "A Moveable Feast"Become a supporter of this podcast: https://www.spreaker.com/podcast/west-coast-cookbook-speakeasy--2802999/support.

Shortly after law firms started striking deals for free legal services with the White House, Bloomberg Law reporter Meghan Tribe appeared on our podcast, On The Merits, to talk about how much ambiguity there was around what the firms were agreeing to and how these agreements would be enforced. Now, Tribe and her colleague Brian Baxter have seen a copy of one of these deals but many unanswered questions remain. However, we do have more concrete insight into the separate deals firms struck with the Equal Employment Opportunity Commission. Tribe rejoins the On The Merits podcast to talk about what she uncovered and about the details of the EEOC deals. She also discusses whether the firms that struck deals may have made a mistake, or whether it's too soon to say. Do you have feedback on this episode of On The Merits? Give us a call and leave a voicemail at 703-341-3690.

As enforcement guidance sharpens and the legal spotlight intensifies, how are organizations supposed to navigate DEI now?In this episode, we take a deeper look at what has unfolded since Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” was signed in January 2025. While the order targeted federal agencies, its ripple effects are reshaping how private companies, nonprofits, and universities approach diversity, equity, and inclusion initiatives.So what exactly has changed—and what's still allowed?Women Offshore walks through the Department of Justice's new enforcement role, the Equal Employment Opportunity Commission's (EEOC) March 2025 guidance, and how leaders can keep building opportunity-driven workplaces while staying aligned with the law.In this episode, we cover:What the Department of Justice (DOJ) was instructed to do under Executive Order 14173What the new EEOC guidance says about hiring, training, and employee groupsWhat merit-based hiring meansHow outreach, mentorship, and leadership development can (and should) continueWhy This MattersThe maritime workforce shortage isn't going away. If anything, it's becoming more urgent. Offshore rigs, shipping companies, and maritime employers need to attract and retain talent across a broader spectrum to meet demand—and create resilient, future-ready teams.Smart, sustainable DEI practices aren't just about compliance. They are critical to solving the workforce crisis ahead.Join Us at the Women Offshore Leadership Summit

OA1151 - We're (kind of) live from New York! Thomas, Matt, and OA regular Liz Skeen meet up in person for the first time on Liz's home turf to review the state of the law three months into the second Trump administration. We begin with a brief update on some  recent developments in Trump's war against Biglaw before turning to some encouraging developments in two of the most significant federal civil cases of our lifetimes. Finally, Matt cedes today's footnote to a New York minute from Liz about a welcome legal setback for Andrew Cuomo's mayoral campaign.  Letters from the U.S. Equal Employment Opportunity Commission sent to major law firms demanding data on DEI hiring policies (3/17/2025)  DC District Court Judge James Boasberg's 46-page findings of probable cause for criminal contempt against defendants in JGG v Trump (4/16/2015) Fourth Circuit Judge J. Harvey Wilkinson's order in JGG v. Trump (4/17/2025) Check out the OA Linktree for all the places to go and things to do! To support the show (and lose the ads!), please pledge at patreon.com/law! This content is CAN credentialed, which means you can report instances of harassment, abuse, or other harm on their hotline at (617) 249-4255, or on their website at creatoraccountabilitynetwork.org.

With presidential power over independent federal agencies entering uncharted territory, SCOTUS may soon revisit its 1935 Humphrey's Executor decision, which limits a president's ability to fire members of independent federal agencies—such as the National Labor Relations Board (NLRB) and the Equal Employment Opportunity Commission—without cause. SCOTUS could choose to:          reaffirm Humphrey's Executor,          overturn the case entirely (potentially politicizing agency functions), or          define “for cause” and allow terminations only under stringent circumstances. Former Acting Attorney General of the United States and Epstein Becker Green attorney Stuart Gerson explores how a shift in this precedent could impact employers, industries, and the balance of federal power. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw386 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.

This Day in Legal History:  Law for the Restoration of the Professional Civil ServiceOn April 7, 1933, the German government enacted the Law for the Restoration of the Professional Civil Service, a key early legal step in the Nazi regime's campaign to marginalize and exclude Jews and political dissenters from public life. The law targeted civil servants, stating that anyone who was not of “Aryan” descent or who held views deemed politically unreliable—especially Communists and Social Democrats—could be dismissed from government service. While phrased in bureaucratic language, the law was a thinly veiled act of political and racial purging. Jewish teachers, professors, judges, and other state employees were removed from their posts, some having served Germany for decades, including veterans of World War I.The law also gave the regime a tool to begin shaping state institutions along Nazi ideological lines. Its vague language about “unreliability” gave officials wide discretion to remove not only Jews but anyone who opposed the Nazis or failed to show sufficient loyalty. Although certain Jewish individuals were temporarily exempted under a “front-line fighter” clause—meant to placate concerns about fairness—the loophole would soon be closed in later legislation.This marked the first legal codification of anti-Semitism in Nazi Germany, providing a model for further exclusionary laws such as the 1935 Nuremberg Laws. It also demonstrated how laws could be used not only to formalize discrimination but to normalize it, embedding it into the everyday machinery of the state. By disguising oppression as administrative reform, the Nazi government laid the groundwork for a bureaucratic system of persecution that would escalate into far more violent phases in the years to come.Kirkland & Ellis, the world's highest-grossing law firm, is in negotiations with the Trump administration to avoid being targeted by an executive order similar to those issued against several of its competitors. The firm reportedly reached out to the White House proactively, hoping to strike a deal that would spare it from the penalties imposed on others—such as revoking security clearances, limiting federal access, or canceling client contracts.Other cowardly firms like Paul Weiss, Skadden Arps, and Milbank have already secured deals involving multimillion-dollar pledges for pro bono legal work aligned with White House priorities. These agreements also include commitments to avoid discriminatory diversity practices and to recruit ideologically diverse attorneys. Kirkland, though not yet the subject of an executive order, is one of 20 firms under Equal Employment Opportunity Commission scrutiny following Trump's directives.In 2024, Kirkland earned nearly $9 billion, with its lawyers playing key roles in major private equity and M&A deals, topping Bloomberg Law's transactional rankings. The firm's aggressive style and market dominance have made it a heavyweight in the legal world, and this move signals its intent to shield its interests amid the Trump administration's ongoing pressure campaign against firms seen as politically opposed.$9 billion in earnings is, apparently, not enough to buy a spine. Kirkland Talks Deal With Trump White House, Looks to Avoid OrderMore than 500 law firms have signed onto a court brief supporting Perkins Coie in its legal challenge against a Trump executive order that penalizes the firm over past political work and diversity policies. The brief, filed with U.S. District Judge Beryl Howell, criticizes what it describes as a dangerous effort to intimidate the legal profession, warning that legal representation of disfavored causes may now provoke government retaliation. Perkins Coie filed the lawsuit on March 11, following Trump's order targeting the firm for its past representation of Hillary Clinton's campaign and its internal diversity policies. Several firms targeted by similar orders—such as WilmerHale, Jenner & Block, and Covington & Burling—have either sued or signed the brief. Others, including once again the aforementioned Paul Weiss and Skadden Arps, reached deals with Trump to avoid formal action.Judge Howell has already blocked parts of Trump's order, calling it unconstitutional and a threat to the legal system's foundations. The White House maintains the orders are lawful exercises of presidential authority. The brief was spearheaded by former Obama Solicitor General Donald Verrilli, who now practices at Munger, Tolles & Olson, one of several prominent firms suing the administration over related matters. Many top law firms have stayed silent, but the growing backlash reflects broad concern about the use of presidential power to retaliate against legal opposition. Critics say the executive orders weaponize the law to chill dissent and undercut core legal protections.More than 500 law firms back Perkins Coie suit against punitive Trump order | ReutersA U.S. Department of Justice attorney has been placed on administrative leave after failing to defend the government's actions in a wrongful deportation case that a federal judge described as “wholly lawless.” The case involves Kilmar Abrego Garcia, a legally present Salvadoran migrant with a valid work permit, who was mistakenly deported despite a court order blocking his removal. U.S. District Judge Paula Xinis ordered that he be returned to Maryland and found no legal basis for his arrest, detention, or deportation, noting he had complied with all immigration requirements and had no criminal record.At a recent hearing, DOJ lawyer Erez Reuveni struggled to explain the deportation and admitted he lacked evidence justifying the government's actions. Attorney General Pam Bondi confirmed that Reuveni and his supervisor August Flentje have been sidelined from the case. The administration is appealing the order but has acknowledged in court filings that Abrego Garcia's deportation was a mistake.The deported man is now being held in a high-risk prison in El Salvador. The Trump administration has justified its actions by claiming gang affiliations, though there are no charges against Abrego Garcia. The case highlights broader concerns about due process and immigration enforcement under the current administration, with critics pointing to a pattern of ignoring legal protections in deportation proceedings.US sidelines DOJ lawyer involved in deportation case, which judge calls 'wholly lawless' | Reuters This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

This is a free preview of a paid episode. To hear more, visit davidlat.substack.comWe live in an interesting time for Biglaw—in the ironic sense that “interesting” is used in the famous saying, “may you live in interesting times” (whose origin is disputed). Today is a time of unique challenges and opportunities for the world of large law firms.What does it feel like to sit in the chair of a Biglaw leader right now? To find out, I welcomed a guest I've been wanting to have on the podcast for a while: Yvette Ostolaza, chair of the management committee at Sidley Austin.I was hoping to ask Yvette about, shall we say, current events. But at the outset of our interview, she explained that she couldn't comment on recent news developments involving the firm. (She didn't name specific subjects, but an obvious one would be the Equal Employment Opportunity Commission sending letters to 20 law firms—including Sidley—to obtain information about their DEI-related employment practices.)Nevertheless, we still covered a lot of ground. We discussed her journey to the top job at Sidley, the nation's #6 firm in terms of revenue; her vision for the future of the firm; and how she juggles running a Biglaw firm, litigating on behalf of her clients, and parenting three children. Thanks so much to Yvette for joining me.Show Notes:* Yvette Ostolaza bio, Sidley Austin LLP* Leader, Luminary, Role Model: Yvette Ostolaza Breaks Ceilings And Brings The Rain, by Liane Jackson for ForbesPrefer reading to listening? For paid subscribers, a transcript of the entire episode appears below.Sponsored by:NexFirm helps Biglaw attorneys become founding partners. To learn more about how NexFirm can help you launch your firm, call 212-292-1000 or email careerdevelopment at nexfirm dot com.

President Donald Trump has targeted major law firms in his second term in unprecedented ways. He hit three Big Law firms with executive orders that pose potentially existential threats to those firms. Then on March 21, the Trump administration issued a broad memo targeting any lawyer who files “frivolous, unreasonable, and even vexatious litigation against the United States.” On this podcast episode we're talking about yet another way the administration is going after firms. Andrea Lucas, the acting chair of the Equal Employment Opportunity Commission, sent a letter to 20 major firms such as Kirkland & Ellis, Skadden, and Simpson Thacher requesting extensive documentation to investigate whether their Diversity Equity and Inclusion programs are discriminatory. The EEOC is asking for names, gender, race, law school and GPA information for all who have applied to be hired since 2019. Joining the podcast are two Bloomberg Law reporters who are following this story, Business & Practice reporter Tatyana Monnay and EEOC reporter Rebecca Klar. Do you have feedback on this episode of On The Merits? Give us a call and leave a voicemail at 703-341-3690.

Wendy Sellers discusses the latest clarifications from the Equal Employment Opportunity Commission on the legal boundaries surrounding Diversity, Equity, and Inclusion (DEI) programs. As affirmative action ends in early 2025, Wendy elaborates on how to ensure DEI initiatives remain compliant with federal law. Discover the differences between legal and illegal DEI practices, such as making employment decisions based on race or sex, and setting quotas or exclusive programs. The episode also features insights from Andrea Lucas, acting chair of the EEOC, on 11 ways to diversify workforces without engaging in unlawful discrimination. From adjusting job descriptions and standardizing interviews to auditing privilege and recruiting inclusively, these methods aim to foster equality without breaching Title VII. Additionally, explore the EEOC's new publications aimed at addressing DEI-related discrimination in the workplace, defining what constitutes unlawful actions, and guiding both employers and employees on how to handle discrimination cases. Stay legally compliant and promote genuine inclusivity in your organization by tuning into this crucial discussion.   A few resources:  EEOC NEW Publication #1 - March 19, 2025 https://www.eeoc.gov/wysk/what-you-should-know-about-dei-related-discrimination-work EEOC NEW Publication #2 - March 19, 2025 https://www.eeoc.gov/what-do-if-you-experience-discrimination-related-dei-work This was the podcast interview with Andrea Lucas in June 2024 https://www.youtube.com/watch?v=_8j1q-paDkQ Also, on March 17, 2025, there was a Press Release that Andrea Lucas sent letters to 20 law firms requesting information about D E I-related employment practices.   https://www.eeoc.gov/newsroom/eeoc-acting-chair-andrea-lucas-sends-letters-20-law-firms-requesting-information-about-dei

This week, we're covering a change in leadership at the U.S. Department of Labor (DOL), the reinstatement of National Labor Relations Board (“NLRB” or “Board”) member Gwynne Wilcox (restoring a crucial quorum), and the Equal Employment Opportunity Commission's (EEOC's) focus on new enforcement priorities. New Leadership at the DOL Lori Chavez-DeRemer was sworn in as the U.S. Secretary of Labor on March 11, 2025, after receiving bipartisan support from the Senate. Secretary Chavez-DeRemer, a former congresswoman with strong backing from organized labor, is generally viewed as a centrist figure. NLRB Quorum Restored—for Now President Trump made waves when he fired NLRB member Gwynne Wilcox shortly after taking office. However, on March 6, a federal judge in the District of Columbia held that Wilcox was “illegally” fired and instructed the NLRB Chair to restore Wilcox's access to the Board and allow her to serve out the remainder of her five-year term. EEOC's New Enforcement Priorities  While many had anticipated a reduction in EEOC enforcement under the new administration, a series of announcements indicate that the agency is instead shifting its priorities and stepping up investigations in new areas, such as anti-American bias, antisemitism, and binary sex and related rights. Additionally, the EEOC has recently issued letters to 20 major law firms, raising concerns about their diversity and inclusion programs. The agency is investigating whether these programs may involve unlawful disparate treatment or classification based on race, sex, or other protected characteristics, in potential violation of Title VII of the Civil Rights Act of 1964. Employers should take note, as this development may signal a broader enforcement strategy. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw382 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.

Comment on the Show by Sending Mark a Text Message.The Equal Employment Opportunity Commission has just declared war on corporate DEI programs, and every employee needs to understand what this means for their workplace rights. In this explosive episode of the Employee Survival Guide, employment attorney Mark delves into the EEOC's dramatic new stance that Diversity, Equity, and Inclusion initiatives are fundamentally illegal under Title VII of the 1964 Civil Rights Act.The federal government, through Acting EEOC Chair Andrea Lucas, has taken the position that DEI programs create unlawful quotas and preferences based on protected characteristics like race and sex. Despite their widespread adoption across major corporations in recent years, these initiatives now face extinction as the EEOC begins targeting employers - starting with warning letters to twenty major law firms threatening enforcement action.Mark provides crucial context about what makes DEI programs potentially discriminatory, explaining how the Supreme Court's decision abolishing affirmative action set the stage for this dramatic policy shift. You'll learn what constitutes illegal preferential treatment, why "reverse discrimination" isn't a separate legal category, and what employees should do if they believe they're experiencing discrimination related to DEI work.EEOC and Justice Department Warn Against Unlawful DEI-Related Discrimination If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Comment on the Show by Sending Mark a Text Message.Age discrimination in the digital workplace takes an alarming turn when algorithms become the gatekeepers of opportunity. The landmark case against iTutor Group reveals how technology can systematically exclude qualified workers based solely on age—with women over 55 and men over 60 automatically rejected by software regardless of their teaching qualifications or experience.When applicant Wendy Pincus discovered she was rejected but later offered an interview after reapplying with a younger birth date, she exposed a troubling reality facing many older workers in the digital economy. The Equal Employment Opportunity Commission's investigation uncovered evidence that over 200 qualified applicants were similarly denied consideration based on age thresholds programmed into hiring algorithms.At the heart of this case lies a critical question that affects millions of remote workers: does the traditional distinction between employees and independent contractors still make sense in the digital age? iTutor Group attempted to evade age discrimination laws by classifying its tutors as contractors despite controlling their schedules, lesson plans, and monitoring their work through video—highlighting how companies may use classification loopholes to circumvent worker protections.The $365,000 settlement represents more than just compensation—it signals that discrimination laws apply even in virtual workplaces. As remote work continues expanding globally, this case establishes important precedent for how anti-discrimination protections extend into digital environments.Perhaps most fascinating is technology's dual role as both problem and potential solution. While iTutor Group allegedly used algorithms to discriminate, other companies are now implementing AI to detect and prevent bias in hiring processes—raising complex questions about privacy, ethics, and the future of work. Who's monitoring your job application, and what criteria are they really using to evaluate you? 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.

This Day in Legal History: Warsaw Pact States Join NATOOn March 12, 1999, the Czech Republic, Hungary, and Poland became the first former Warsaw Pact countries to join the North Atlantic Treaty Organization (NATO). This historic moment marked a significant shift in the post-Cold War security landscape, as these nations formally aligned with the Western military alliance nearly a decade after the collapse of the Soviet Union. Their accession symbolized a decisive break from their communist past and reinforced their commitment to democratic governance, rule of law, and collective defense.The expansion was not without controversy. Russia viewed NATO's eastward growth as a threat to its sphere of influence, deepening tensions that would continue into the 21st century. However, for the newly admitted countries, NATO membership provided critical security assurances against potential aggression, particularly given their historical experiences with Soviet domination. The accession process required extensive military and political reforms, ensuring that these nations met NATO's standards for democracy, civilian control of the military, and defense readiness.The inclusion of the Czech Republic, Hungary, and Poland set the stage for further NATO enlargement, with additional Eastern European countries joining in subsequent years. It also reinforced NATO's role as a stabilizing force in Europe during a period of geopolitical uncertainty. The decision underscored the alliance's post-Cold War mission of promoting security and democracy beyond its original Western European membership. Today, this expansion remains a key milestone in the ongoing debate over NATO's role in global security and its relationship with Russia.The removal of Special Counsel Hampton Dellinger has raised concerns about the politicization of the Office of Special Counsel (OSC), an independent agency that protects federal whistleblowers. Dellinger, who was dismissed by President Trump without explanation, initially challenged his firing but later withdrew his case after a federal appellate court sided with the administration. His removal highlights the administration's broader efforts to exert control over independent agencies, a move that legal experts warn could undermine their impartiality.During his tenure, Dellinger was an advocate for federal workers, helping reinstate over 5,000 Department of Agriculture employees who were improperly fired. His dismissal is expected to weaken the OSC's role in protecting workers from political retaliation. Legal scholars suggest that unless the Supreme Court intervenes, the precedent set by his firing could give future presidents greater authority over independent agencies.The case also ties into a broader legal battle over presidential power, as courts are reviewing Trump's terminations of other agency officials, including members of the National Labor Relations Board and the Equal Employment Opportunity Commission. While Dellinger had legal grounds to challenge his firing, he strategically chose not to pursue the case, allowing stronger challenges—such as that of NLRB member Gwynne Wilcox—to take precedence.The legal debate is moving toward a potential Supreme Court review of Humphrey's Executor v. United States, a 1935 decision that limits the president's power to remove independent agency officials. If overturned, the ruling could significantly expand presidential authority over such agencies.Dellinger Exit Deepens OSC Politicization as Workers Lose AllyA U.S. judge will hold a hearing on Columbia University student Mahmoud Khalil's challenge to his arrest by immigration authorities, a case that has sparked protests and political debate. Khalil, a Palestinian student and U.S. permanent resident, was arrested outside his university residence by Homeland Security agents. The Trump administration has accused him—without providing any evidence—of supporting Hamas, though Khalil has not been charged with any crime.Judge Jesse Furman has temporarily blocked Khalil's deportation and may order his release if his rights were violated. However, an immigration court—not Furman—would ultimately decide whether Khalil can be deported, a process that could take years. Khalil's lawyers argue that his arrest is political retaliation for his pro-Palestinian activism and violates his First Amendment rights. His detention in Louisiana has limited his legal access, and his wife, who is eight months pregnant, has spoken out against his treatment.The case raises broader legal questions about the intersection of free speech and immigration law, particularly as Trump has vowed to deport foreign students involved in pro-Palestinian protests. Khalil's arrest has triggered demonstrations and condemnation from Democratic lawmakers, who view it as political repression.Judge to hold hearing over Columbia student protester's challenge to arrest | ReutersA major real estate brokerage, Howard Hanna Real Estate Services, has asked a U.S. judge in Missouri to recuse himself from an antitrust lawsuit due to political donations made to his wife's campaign by the plaintiffs' lawyers. The lawsuit accuses brokerages of conspiring to inflate real estate commissions, and plaintiffs have already won significant settlements in related cases.Howard Hanna argues that the donations create an appearance of impropriety, requiring Judge Stephen Bough's recusal under ethics rules. Bough had previously disclosed the donations and offered to step down in an earlier case, but no party requested his removal at the time. Plaintiffs' lawyer Michael Ketchmark dismissed the recusal request as meritless and a delay tactic after Howard Hanna had lost key motions.Bough's courtroom previously hosted a landmark jury verdict in a related antitrust case, leading to over a billion dollars in settlements with brokerages and the National Association of Realtors. The judge's decision on whether to step aside could impact the trajectory of ongoing real estate antitrust litigation.US judge in brokerage antitrust case faces recusal bid over political donations | ReutersNew Jersey is poised to increase its angel investor tax credit (AITC) from 20% to 35% of investment costs, with a $35 million annual cap. Given the limited funds, ensuring the credit is effectively allocated is essential. However, the proposed bill includes “carbon footprint reduction technology” as an eligible category, which could allow carbon capture projects to qualify. Critics argue that carbon capture is neither emerging nor effective—it is costly, inefficient, and largely benefits fossil fuel companies by prolonging their operations rather than reducing emissions.Instead of funding speculative or ineffective technologies, the state should prioritize investments in proven decarbonization strategies like renewable energy, battery storage, and energy efficiency improvements. These sectors have demonstrated cost savings, emissions reductions, and job creation without the need for indefinite subsidies. Tightening the AITC eligibility criteria would prevent resources from being diverted to projects with questionable climate benefits.By refining its definition of eligible technologies, New Jersey can maximize the impact of its tax credit, ensuring funds support tangible climate and economic progress. States that design smart, targeted incentives will attract startups and clean energy investments, while those that fund vague or ineffective projects risk falling behind. As federal climate incentives remain uncertain, state policies will play a crucial role in shaping the future of clean energy investment.New Jersey Should Tighten Its Angel Investor Credit Eligibility This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

This week, we're covering significant updates shaping workplace policies, including shifts in regulations and enforcement related to diversity, equity, and inclusion (DEI); evolving approaches to Equal Employment Opportunity Commission (EEOC) compliance; and recent changes in National Labor Relations Board (NLRB) guidance. Anti-DEI Executive Orders Blocked, but Employers Scale Back A Maryland district court temporarily blocked significant portions of two anti-DEI executive orders signed in the early days of President Trump's administration. This story is still developing, and last week, the Trump administration appealed the district court's decision to the U.S. Court of Appeals for the Fourth Circuit. Regardless of whether the executive orders survive, many federal contractors and private businesses are assessing and adjusting DEI policies, programming, and public statements. EEOC Cracks Down on DEI and Gender Identity Policies Acting EEOC Chair Andrea Lucas said in a recent statement that the agency will seek to root out “unlawful DEI-motivated race and sex discrimination.” Lucas noted that the EEOC will also target the Biden administration's “gender identity agenda” as well as anti-American bias at private businesses. NLRB Rescinds Biden-Era Guidance Acting NLRB General Counsel William Cowan recently rescinded a group of Biden-era memos from former General Counsel Jennifer Abruzzo. With the firing of member Gwynne Wilcox in the first days of the Trump administration, the NLRB has no quorum and cannot currently issue decisions, but more reversals are likely coming. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw380 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.

The Trump administration's 180 from DEI or Diversity, Equity, and Inclusion initiatives seems to have leaked into the private sector as well. One reason, a change of emphasis in the kinds of cases the Equal Employment Opportunity Commission has been tasked with going after. With a change in leadership and policy, what can we expect to see from the commission? For some insight, I spoke with Carol Warner, editor of the publication HRMorning. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Trump administration's 180 from DEI or Diversity, Equity, and Inclusion initiatives seems to have leaked into the private sector as well. One reason, a change of emphasis in the kinds of cases the Equal Employment Opportunity Commission has been tasked with going after. With a change in leadership and policy, what can we expect to see from the commission? For some insight, I spoke with Carol Warner, editor of the publication HRMorning. Learn more about your ad choices. Visit podcastchoices.com/adchoices

This week, we're highlighting notable employment law updates from federal agencies and the courts, including the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), and the U.S. Court of Appeals for the Fifth Circuit. EEOC Releases FAQs on the State of the Agency The EEOC, under the leadership of Acting Chair Andrea Lucas, recently released answers to frequently asked questions (FAQs) following President Trump's series of executive orders affecting the agency.  DOL Halts OFCCP Activity Under Rescinded Executive Order Acting Secretary of Labor Vince Micone recently issued an order directing the Office of Federal Contract Compliance Programs (OFCCP) to stop all enforcement activity under rescinded Executive Order 11246.  DOL Independent Contractor Rule Paused The Fifth Circuit recently granted the DOL's request to delay oral arguments, and it seems likely that the independent contractor rule will be short-lived. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw378 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.

Well it was a rock'em sock'em first week for the Trump Administration as countless executive orders, pardons and personnel changes have been executed in only the first four days. At the forefront of all this is the White House's determination to begin large-scale immigration raids any day now. We'll take a look at this fundamental threat to the industries' workforce, what may happen over the next days and weeks and what operators large and small should prepare for. And there are new sheriffs in town at two agency's important to all employers - the National Labor Relations Board and the Equal Employment Opportunity Commission. We'll go over what to expect and why it matters. We'll talk about those issues and wrap it up with the legislative scorecard.

As I delved into the intricacies of Project 2025, a comprehensive policy initiative crafted by the Heritage Foundation, I was struck by the sheer scope and ambition of its proposals. This 900-page blueprint, released in April 2023, outlines a radical transformation of American governance, touching on virtually every aspect of federal policy, from education and healthcare to technology and environmental regulation.At its core, Project 2025 is a manifesto for a conservative revolution, envisioning a federal government reshaped in the image of a strong, centralized executive branch. The project's architects argue that the current system of independent federal agencies undermines the democratic republic, and they propose placing the entire executive branch under direct presidential control. As Heritage Foundation President Kevin Roberts puts it, "The notion of independent federal agencies or federal employees who don't answer to the president violates the very foundation of our democratic republic."[1]One of the most striking aspects of Project 2025 is its plan to dismantle and reconfigure several key federal agencies. The Department of Education, for instance, would be abolished, with its programs either transferred or terminated. Education would be left to the states, with federal funding for low-income students, such as Title I of the Elementary and Secondary Education Act of 1965, allowed to expire. Instead, public funds would be channeled into school vouchers, even for private or religious schools, reflecting the project's belief that education is a private rather than a public good[1].The Department of Homeland Security would also face significant changes, with Project 2025 advocating for its dismantling. This move is part of a broader strategy to reshape national security and immigration policies, including the arrest, detention, and mass deportation of illegal immigrants and the deployment of the military for domestic law enforcement[1].In the realm of healthcare, Project 2025 proposes drastic cuts to Medicare and Medicaid, and it urges the government to explicitly reject abortion as healthcare. The plan also seeks to eliminate coverage of emergency contraception and use the Comstock Act to prosecute those who send and receive contraceptives and abortion pills. This stance is part of a broader agenda to roll back reproductive rights and impose conservative moral values on healthcare policy[1].The project's vision for science and research is equally transformative. It prioritizes fundamental research over applied research, arguing that many current programs act as subsidies to the private sector. Climate change research would be significantly curtailed, with the U.S. Global Change and Research Program facing critical analysis and potential rejection of its assessments prepared under the Biden administration. The Environmental Protection Agency (EPA) would be restricted from using "unrealistic" projections of climate change impacts, and its science activities would require clear congressional authorization[4].Project 2025 also targets the tech and media landscape, proposing significant reforms to the Federal Communications Commission (FCC) and the Federal Trade Commission (FTC). The plan includes increasing agency accountability, reducing wasteful spending, and promoting national security and economic prosperity. It suggests that Big Tech companies should contribute to the Universal Service Fund, currently funded through telephone bills, to support the expansion of 5G and satellite connectivity. Additionally, the project advocates for revising Section 230 of the Communications Decency Act, limiting social media's ability to moderate content and ban individuals from their platforms[3].The implications of these proposals are far-reaching and have sparked intense debate. Critics argue that Project 2025 represents a blueprint for an autocratic takeover, undermining the system of checks and balances that is foundational to American democracy. As one analysis notes, "Project 2025 would destroy the U.S. system of checks and balances and create an imperial presidency," giving the president almost unlimited power to implement policies without significant oversight[5].The project's stance on civil rights is particularly contentious. It rejects diversity, equity, inclusion, and accessibility (DEIA) initiatives as "managerialist left-wing race and gender ideology" and proposes banning funding for critical race theory. The Department of Justice and the Equal Employment Opportunity Commission would be used to undermine protections for LGBTQ employees and to prosecute private employers that support DEIA in their workplaces[2].As I navigated the complex web of policies outlined in Project 2025, it became clear that this initiative is not just a collection of policy proposals but a coherent vision for a fundamentally different America. The project's backers see it as a necessary corrective to what they perceive as the "totalitarian cult" of the "Great Awokening," a term they use to describe the cultural and political shifts of recent years[3].Despite Donald Trump's attempts to distance himself from the project, many of its authors have close ties to his administration. The connection is evident in the overlap between Project 2025's recommendations and Trump's own policy agenda. For example, Trump has called for NPR funding to be rescinded, echoing Project 2025's criticism of public broadcasting as a "liberal disinformation machine"[3].As the 2025 presidential transition approaches, the potential implementation of Project 2025's policies looms large. The project's authors envision an "army of aligned, vetted, trained, and prepared" personnel ready to execute these reforms swiftly. If realized, these changes would mark a seismic shift in American governance, one that could redefine the balance of power between the executive branch and other institutions of government.In the coming months, as the political landscape continues to evolve, the fate of Project 2025 will remain a critical point of contention. Whether its proposals are adopted in whole or in part, one thing is certain: the initiative has already sparked a national conversation about the future of American democracy and the role of the federal government in shaping that future. As we move forward, it will be essential to closely monitor these developments and consider the profound implications they hold for the country's governance, civil rights, and societal values.

The government is pretty good about hiring people with disabilities. But sometimes not so good at keeping them. The Equal Employment Opportunity Commission did a detailed study of what it takes to retain people with disabilities. Here with more, the social science research analyst in the EEOC's Office of Federal Operations, Karren Brummond.https://www.eeoc.gov/retaining-persons-disabilities-federal-workforce Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The government is pretty good about hiring people with disabilities. But sometimes not so good at keeping them. The Equal Employment Opportunity Commission did a detailed study of what it takes to retain people with disabilities. Here with more, the social science research analyst in the EEOC's Office of Federal Operations, Karren Brummond. https://www.eeoc.gov/retaining-persons-disabilities-federal-workforce Learn more about your ad choices. Visit podcastchoices.com/adchoices

When you apply for a job, AI is often part of the process whether you know it or not. With technology making more employment decisions, there are real questions about discrimination happening faster and more frequently, and who is to blame when it does. Keith Sonderling, who spent the past four years as a Republican commissioner from the Equal Employment Opportunity Commission tells host Steven Overly that the answers actually lie in existing employment laws, the ones written some 60 years ago. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the Impostrix Podcast, host Whitney Knox Lee sits down with attorney Chiquita Hall-Jackson to discuss the complexities of employment discrimination and the legal avenues available for those affected. Attorney Hall-Jackson is an employment discrimination attorney, DEI trainer and speaker, and author of the book We Gon' Be Alright. We receive many questions about employment discrimination and requests for referrals, but this is the first time we address the legal aspects of employment discrimination with an employment law attorney. In this conversation, Chiquita answer the question of what is considered discrimination under law, what are ways to prove discrimination, what is not discrimination, and the importance of choosing the appropriate court to bring the discrimination lawsuit.Chiquita shares her journey into employment law, highlighting the importance of understanding your rights and the steps to take if you believe you are experiencing discrimination in the workplace. The conversation covers essential topics such as the intake process for legal representation, the significance of documentation in an employment law case, and the potential emotional toll of pursuing a case.Listeners will gain valuable insights into the legal landscape surrounding workplace discrimination, including the importance of timing, the role of comparators in discrimination cases, and the financial considerations of hiring an attorney.Whether you're navigating a toxic work environment or seeking to understand your legal options, this episode provides a wealth of information to empower you in your journey.Key Topics:Understanding EEOC and OSHASteps to take if you experience discriminationThe importance of documentation and evidenceLegal representation and fee structuresEmotional considerations in pursuing a caseDon't forget to like, subscribe, and share this episode with anyone who might benefit from this important conversation!Learn more about Attorney Hall-Jackson and the services at her website chiquitahall-jackson.comOrder Chiquita Hall-Jackson's book We Gon' Be AlrightConnect with Whitney @ImpostrixPodcast or visit our website impostrixpodcast.comThanks @DigitalREM for your edits and keeping us on schedule

This week, we're spotlighting the Federal Trade Commission's (FTC's) decision to withdraw from a federal labor pact; the Equal Employment Opportunity Commission's (EEOC's) report on alleged underrepresentation in science, technology, engineering, and mathematics (STEM)-related jobs; and an appellate court's affirmation of the National Labor Relations Board's (NLRB's) McLaren Macomb decision.  FTC Exits Federal Labor Pact On September 27, 2024, the FTC announced its decision to withdraw from the antitrust merger agreement with three other federal agencies that it had signed in August. EEOC Alleges Significant Underrepresentation in High-Tech Sector  The EEOC recently issued a report that purports to show substantial underrepresentation of Black, Hispanic, and female workers across 56 STEM-related jobs.  Sixth Circuit Enforces NLRB Ruling on Severance Agreements In a per curiam ruling, the U.S. Court of Appeals for the Sixth Circuit has affirmed the NLRB's controversial McLaren Macomb decision.  Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw363 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.

Send us a textIn July of 1991, Supreme Court Justice Thurgood Marshall announced his retirement as a Supreme Court Justice. That would set off the second ugliest fight to date to fill a Supreme Court seat. Only the fight over the nomination of Robert Bork was tougher and Bork lost. Clarence Thomas was a conservative justice, he was young at age 43, and had had a distinguished career as the head of Equal Employment Opportunity Commission and he served on the District of Columbia Court of Appeals, He was a Yale Graduate and he had an undergraduate Degree from Holy Cross. He would also be the second African American to sit on the Supreme Court but he was not a liberal nor a Democrat. That guaranteed him a fight on issues concerning Civil Rights, Affirmative Action, and Abortion rights. Those fights turned out to be only the first round of the Hearings to confirm him. An accusation had been made in some of the FBI reports that had been checking his background and in typical Washington style, it got leaked. That led to round 2 and a long debate about the sordid tale of sexual harassment between the Conferee and a former employee he had at the EEOC, Dr. Anita Hill. This is the story of some of the most heated hearings ever held on Capitol Hill.  Questions or comments at , Randalrgw1@aol.com , https://twitter.com/randal_wallace , and http://www.randalwallace.com/Please Leave us a review at wherever you get your podcastsThanks for listening!!

Summary/IntroThe podcast episode delves into the experiences of LGBTQ retirees living in Malaga and Valencia, Spain, highlighting the allure of these Spanish cities for those seeking a vibrant and inclusive retirement destination. Host Mark Goldstein engages with guests Steve Aronberg from Malaga and Dave Piccolo and Jesus Bartoli from Valencia, who share insights about the climate, cost of living, healthcare, and the welcoming atmosphere for LGBTQ individuals. Both cities boast a high quality of life, affordable living costs, excellent healthcare systems, and a rich cultural landscape, making them attractive options for expatriates. The discussion also touches on practical aspects such as obtaining residency, navigating Spanish bureaucracy, and the minimal crime rates, underscoring the safety and comfort of living in Spain. With personal anecdotes and expert advice, the episode offers valuable guidance for those considering a move to these sun-soaked destinations.Show NotesExploring the nuances of retirement in Spain, Mark Goldstein hosts an engaging dialogue featuring insights from Steve Aronberg in Malaga and Dave Piccolo and Jesus Bartoli in Valencia. This installment of the "Where Do Gays Retire?" podcast offers a comprehensive look at the factors influencing expatriates' choice of retirement location, from climate and geography to local culture and real estate.Steve shares his experience of Malaga's sunny Mediterranean climate and its appeal to retirees seeking an active, outdoor lifestyle. He discusses the region's cultural richness, including its lively arts scene and historical landmarks. Dave and Jesus highlight Valencia's affordability and flat terrain, making it an ideal place for walking and cycling. They emphasize the vibrant food culture, where local markets and diverse dining options abound, offering a taste of authentic Spanish cuisine.The episode also addresses the practical aspects of living abroad, such as healthcare and language barriers, while reassuring listeners about the safety and inclusivity of both cities. Both locations are portrayed as welcoming to the LGBTQ community, with a sense of acceptance and integration into the broader society. The discussion encourages potential retirees to explore different parts of Spain to find a location that aligns with their personal and financial needs, highlighting the benefits of a slower-paced, culturally rich lifestyle.Takeaways:The podcast explores two Spanish cities, Malaga and Valencia, as potential retirement destinations for the LGBTQ community.Malaga offers a sunny climate with 300 days of sunshine a year, making it an attractive place to live outdoors.Valencia is a flat, walkable city with a low cost of living. It is famous for its rice dishes, such as paella.Malaga and Valencia have vibrant LGBTQ-friendly communities and are very accepting of diversity.The healthcare system in Spain is affordable and accessible, with private insurance options for non-residents.Spain is known for its safety, with low crime rates and a lack of gun culture, providing peace of mind.Steve AronbergHe was born in Nuremberg, Germany. His dad was in the army and stationed there. His dad proposed to his mom, who flew over to get married. He spent all his teen years in New Bedford, MA, and graduated from the University of Massachusetts in Amherst with a degree in Business Administration.His entire career was with the U.S. Federal government, and he spent his last 25 years working for the Equal Employment Opportunity Commission. He is a strong proponent of equality and was fortunate to spend most of his working career supporting civil rights. He was also fortunate to retire at the young age of 55.During his career, he lived in the Washington, D.C. metro area and worked in...

Good morning from Pharma and Biotech daily: the podcast that gives you only what's important to hear in Pharma e Biotech world. Democrats have introduced a bill to make increased Affordable Care Act (ACA) subsidies permanent, arguing that if the enhanced tax credits expire, healthcare costs for millions of Americans will suddenly increase. Meanwhile, the Senate has voted unanimously to hold Steward Health Care CEO Ralph de la Torre in criminal contempt, marking the first time in over 50 years that such a charge has been sent to the U.S. Department of Justice. Additionally, the Centers for Medicare & Medicaid Services (CMS) is holding Accountable Care Organizations harmless for "highly suspect" Medicare billing practices. A home care agency has settled allegations that it accommodated "race-based requests" for aides, with the Equal Employment Opportunity Commission stating that the agency terminated assignments of black and Hispanic aides to adhere to patients' and family members' racial preferences. The top tech trends transforming healthcare today include leveraging new technologies to navigate workforce shortages, economic pressures, and consumer demands.Arch Venture Partners has raised $3 billion for a new fund to support AI biotech startups. Pfizer has pulled its sickle cell therapy, Oxbryta, from the market due to safety concerns. A study suggests that Novo Nordisk's Ozempic may lower the risk of opioid overdose in diabetics. Research has cast doubt on the benefit of anti-CD20 therapies in multiple sclerosis. The setback with Oxbryta has caused frustration among investors regarding Pfizer's business development track record. Novo and Evotec have partnered for stem cell research, while cancer and diabetes drugs are expected to dominate Medicare negotiations in 2025.Pfizer is pulling its sickle cell drug from the market and shutting down trials due to safety concerns. BioAge successfully priced a $198 million IPO, focusing on obesity drug research. An Italian biotech received $52 million to advance pediatric gene therapies. Arch raised another $3 billion biotech fund to pursue innovative science. The industry is seeing advancements in GLP-1 drugs and exploring new treatments for obesity.Roivant, led by CEO Matt Gline, has found success in the biotech industry by taking a unique approach to acquiring and selling assets from big pharma companies. Despite Gline's lack of experience in biotech, Roivant has weathered the tough biotech climate and generated substantial cash flow. The company's strategy involves investing in products that do not fit into the traditional categories of big pharma, leading to successful acquisitions and partnerships.Placer.ai's latest report explores the potential benefits of offering healthcare services in grocery stores to increase foot traffic and customer loyalty. The report delves into how the addition of a healthcare clinic can impact grocery store visitation patterns, which types of consumers are most likely to visit grocery stores with healthcare offerings, and how loyalty rates differ between stores with wellness centers and those without.Abcam offers antibodies, proteins, kits, and reagents for life science research, with a focus on immunoassays that accelerate throughput. Their SimpleStep ELISA kits provide fast results in 90 minutes or less with high sensitivity, specificity, flexibility, and reproducibility. The 384-well format allows for efficient scaling up with consistent results across labs. For more information on their immunoassays and advertising opportunities, contact Abcam directly. This message is part of a complimentary newsletter subscription to Biopharma Dive, a product of Industry Dive, Inc.

It's Thursday, September 26th, A.D. 2024. This is The Worldview in 5 Minutes heard on 125 radio stations and at www.TheWorldview.com.  I'm Adam McManus. (Adam@TheWorldview.com) By Jonathan Clark Russian soldiers destroyed 630 Ukrainian churches A report from Mission Eurasia and the Institute for Religious Freedom of Ukraine documents the destruction of churches in Ukraine since Russia invaded the country in 2022. The report found the war has destroyed at least 630 places of worship as of the end of last year. Over 200 of those were Evangelical properties. Russian attacks were responsible for most of the destruction. Russian soldiers also raided and shut down church services. The government claims that minority groups, like Evangelicals, can fall under the category of extremist activities. Ukrainian Pastor Sergey Nakul of Kyiv's Grace Reform Church has a simple and courageous message for Russian President Vladimir Putin. Listen. NAKUL: “Vladimir, repent! Repent of all of your evil deeds because you're not God.” Daniel 11:36 says, “The king will do as he pleases. He will exalt and magnify himself above every god and will say unheard-of things against the God of gods. He will be successful until the time of wrath is completed, for what has been determined must take place.” Russian to ban adoptions for people from transgender-affirming countries Speaking of Russia, the country is considering a ban on adoptions to countries that support transgenderism. Russia's lower parliament overwhelming supported the ban yesterday.  The measure applies to countries that allow so-called sex-change surgeries or for people to change their sex on official documents. Lawmakers said they want to preserve Russia's “traditional values.” They also want to protect Russian children from being adopted into western NATO countries where transgenderism is accepted.  8,000 Germans march for life Last Saturday, nearly 8,000 people gathered in German cities to support life. The National Association for the Right to Live organized the event. Germany currently allows abortion up to 12 weeks of pregnancy, and the government's leftist coalition is pushing to relax abortion laws. Alexandra Linder, the President of Right to Live, said, “People have a sense of injustice. That's why they keep a very close eye on how politicians deal with people in threatening situations at the beginning and end of life. And they have shown what they expect from politicians with two large, life-affirming demonstrations.” Hurricane Helene hits Florida tonight In the United States, Floridians are bracing for Hurricane Helene to roar ashore today in  Florida's Gulf Coast, likely in the Big Bend region, as a Category 3 storm, reports AccuWeather. Hurricane Helene is still amassing strength over the Gulf of Mexico, and is moving northeast toward Florida with maximum sustained winds of 85 miles per hour, according to the National Hurricane Center.  Court: Biden Administration must pay $200,000 settlement in religious liberty case The Biden administration agreed to a $210,000 settlement in a religious freedom case. With the help of Alliance Defending Freedom, the Christian Employers Alliance sued the administration for violating their religious beliefs. The U.S. Equal Employment Opportunity Commission wanted to force religious employers to provide health insurance coverage for transgender surgeries, procedures, and counseling. After the favorable court ruling, Shannon Royce, President of the Christian Employers Alliance said, “We are overjoyed our members will not have to choose between the Biblically-based employee benefits and quality healthcare they provide, and the threat of federal enforcement and massive costs for practicing their faith.”  Utah, Tennessee, Idaho and South Carolina ban indecent books  The Utah State Board of Education released its first list of banned books last month.  The state's Republican Governor Spencer Cox signed a bill back in March requiring public schools to remove a book if enough school districts found it contained indecent material. PARENT: “The parents of this nation have been awakened to what is going on in the public school system, and we're not backing down.” Tennessee, Idaho, and South Carolina have made similar moves to ban indecent material from public schools.  In Luke 17:1-2, Jesus said, “It is impossible that no offenses should come, but woe to him through whom they do come! It would be better for him if a millstone were hung around his neck, and he were thrown into the sea, than that he should offend one of these little ones.” GenZ less likely to read the Bible The American Bible Society released the latest chapter of its State of the Bible USA 2024 report about Gen Z. The group includes people aged 18 to 27. Members of Gen Z are less likely than older generations to interact regularly with the Bible. They are also more likely to struggle with fear and anxiety. However, Gen Zers who engage with Scripture do better. Only 11% of Gen Z is Scripture engaged, but those who are have much lower levels of anxiety even compared to older generations.  1 Peter 5:6-7 says, “Humble yourselves, therefore, under the mighty hand of God so that at the proper time He may exalt you, casting all your anxieties on Him, because He cares for you.”  Bill of Rights anniversary And finally, this week is the anniversary of the U.S. Bill of Rights. Congress approved articles of amendment to the U.S. Constitution on September 25, 1789. After approval by the states, the articles would become the first ten amendments to the Constitution. The First Amendment famously protects freedom of religion and freedom of speech. The Second Amendment protects the individual right to keep and bear arms. The amendments drew from English law to protect the rights of citizens and limit the power of government. Close And that's The Worldview on this Thursday, September 26th, in the year of our Lord 2024. Subscribe by Amazon Music or by iTunes or email to our unique Christian newscast at www.TheWorldview.com. Or get the Generations app through Google Play or The App Store. I'm Adam McManus (Adam@TheWorldview.com). Seize the day for Jesus Christ.

Welcome to the fourth episode of our second season, "Let's Talk About Immigrant Rights" featuring the inspiring Maryanne Ortiz-Herrera! Maryanne is a passionate and tireless advocate for immigrant rights, workers' rights, and prison reform. Her decades of work within the Philadelphia community have profoundly impacted countless lives. In this episode, we'll deeply dive into her remarkable journey and the experiences that have shaped her unwavering commitment to social justice. Maryanne will address some of the most pressing challenges immigrants face, offering essential insights and practical advice on understanding and exercising your rights. Her informative and empowering wisdom makes this conversation a must-listen for anyone navigating a new country. In this powerful episode, she addresses key questions that many immigrants face, such as: What legal status options are available to immigrants in Philadelphia? Where can we find legal assistance for immigration issues? What resources are available for immigrant workers? ✨ Don't miss this chance to get essential insights from a true champion of justice—all from the comfort of your own space! ❤️

The federal government is the United States' biggest employer, with more than 2.1 million Service members and over 2 million civilian employees. Behind those millions of professionals, federal human capital leaders provide resources, benefits, programs, and growth opportunities to uplift our civil servants, so they can uplift our country. In this episode, we get a behind-the-scenes look at the Internal Revenue Service (IRS) and the U.S. House of Representatives to learn how these institutions approach public service recruitment, initiatives to ensure federal employees grow and succeed, and more.Traci DiMartini is the Chief Human Capital Officer at the IRS. She has previously served as the Chief Human Capital Officer of the General Services Administration, Peace Corps, and U.S. Equal Employment Opportunity Commission.John Salamone has served as the Chief Human Resources Officer at the U.S. House of Representatives for the last 8 years. He has previously consulted in human capital, was executive director of the U.S. Office of Personnel Management's Chief Human Capital Officers Council and served as a staff member of the Senate Subcommittee on Oversight of Government Management.More Links and Information Check out more Fors Marsh Media Connect or partner with Fors Marsh Search for career opportunities on USAJOBS 

Former video editor claims he was fired for failing to follow Ramsey's faith-based beliefs on how to deal with COVID-19 pandemic. By Bob Smietana for Religion News Service A federal appeals court has ruled in favor of a former employee who claimed Ramsey Solutions, the company run by Christian personal finance guru Dave Ramsey, discriminated against him during the COVID-19 pandemic. Brad Amos, a former video editor at the Franklin, Tennessee-based company, sued Ramsey Solutions in 2021, saying he was fired for not agreeing with Ramsey's faith-based views about how to respond to the pandemic. During the pandemic, Dave Ramsey downplayed the risk of COVID-19, referred to those who wear masks as “wusses,” barred employees from working at home and said his company would be guided by faith not fear. Amos' attorneys alleged that at the Lampo Group — which does business as Ramsey Solutions — wearing a mask or social distancing was seen as “against the will of God,” and employees were required to agree with Ramsey's beliefs about the pandemic. Attorneys for Amos also claimed that his faith, including Amos' belief in the so-called Golden Rule — doing unto others as you would have them do unto you — required him to mask, social distance and comply with other CDC recommendations during the pandemic. His insistence on doing so, Amos alleged, led to his firing. “Amos says that his termination was based on his failure to submit to Lampo's religious practices and his expression of his own religious beliefs with regard to COVID measures. These facts form the basis for Amos's religious-discrimination claims,” according to a ruling from the U.S. Court of Appeals for the Sixth District. Amos' attorney also claimed that Ramsey Solutions had committed fraud by allegedly lying to him about the “cult-like” atmosphere at the company. In December, a U.S. District Court had dismissed both the discrimination and fraud claims before they went to trial, saying Amos had failed to show he was discriminated against. In the lower court ruling, U.S. District Court Judge Eli Richardson wrote that “it is not enough that a plaintiff's sincerely held religious beliefs do not align with the religious beliefs that underlie the employment policy (requirement) that the plaintiff was terminated for non- complying with. Instead, the plaintiff needs to have alleged a religious belief that conflicts with an employment requirement,” Richardson wrote. On Thursday (Aug. 8), the Sixth Circuit ruled that the district court had erred in dismissing Amos' discrimination claim. The court ruled that federal law protects employees from discrimination based on “religious non-conformity” — also known as reverse discrimination, or requiring an employee to follow a religious belief or practice. The Sixth Circuit Court also ruled that a belief in the Golden Rule qualified as a religious claim and was protected from discrimination. During the appeal, the Equal Employment Opportunity Commission filed a friend of the court brief, urging the appeals court to reverse the lower court ruling — saying Amos had made a plausible claim for religious discrimination. The EEOC also argued that the term “reverse religious discrimination” was not accurate and said the term “religious non-conformity” was more accurate in cases like the one involving Amos. “As with all other types of religious-discrimination claims, the employer is accused of discriminating against the employee on the basis of religion,” the EEOC wrote. “Here, however, it is the employer's religion that is the focus. But that doesn't make the discrimination ‘reverse.'” “We're happy with the result and look forward to the opportunity to continue fighting for our client,” Jonathan Street, an attorney for Amos, told RNS in a statement. The case will now return to the lower district court for trial. Ramsey Solutions did not respond to a request for comment.

As part of our new series on artificial intelligence, in the coming months, we explore the key challenges and opportunities in this rapidly evolving landscape. In this episode, our labor and employment lawyers, Mark Goldstein and Carl de Cicco, discuss what employers need to know about the use of AI in the workplace and the key differences between and implications for the UK and the United States. ----more---- Transcript: Intro: Hello, and welcome to Tech Law Talks, a podcast brought to you by Reed Smith's Emerging Technologies group. In each episode of this podcast, we will discuss cutting edge issues on technology, data, and the law. We will provide practical observations on a wide variety of technology and data topics to give you quick and actionable tips to address the issues you are dealing with every day.  Mark: Hi, everyone. Welcome to Tech Law Talks podcast. We're starting a new series on artificial intelligence or AI, where the coming months we'll explore the key challenges and opportunities within the rapidly evolving AI landscape. Today, we will focus on AI in the U.S. and U.K. workplaces. My name is Mark Goldstein. I'm a partner in Reed Smith's Labor and Employment Group, resident in our New York office. And I'm here joined today by my colleague, Carl De Cicco from our London office. And we're going to talk today about some of the U.S. and U.K. Implications for AI as it relates to the workplace. So, Carl, let me kick it over to you. And if you can tell us, you know, from a high level, what do employers in the UK need to know when it comes to AI related issues in the workplace?  Carl: Thank you, Mark. So, yes, my name is Carl. I'm a partner here in the London Employment Group of Reed Smith. And essentially, I think the AI issues to be concerned about in the UK are twofold. The first is how it pertains to day to day activities. And the second is how it relates to kind of management side of things. So look on the type of day-to-day activities point that's hopefully the things that people are starting to see themselves in their own workplace starting to come in so use of particular generative AI programs or models to help generate content and that's obviously increasing the amount of output individuals can have and so on the one hand it's quite good on the other hand thinking about it there might be some issues to look at so for example are people being overly reliant on their AI are they simply putting the request in and whatever is churned out by the AI system is that being submitted as the work product and if so that could be quite concerning because, AI is obviously a very useful tool and is sure to continue improving as time goes on but where we stand right now AI is far from perfect and you can get what are known as hallucinations and this seems to be quite a nice term of art for effectively what are errors so things that are conclusions that are drawn on the basis of information that doesn't exist, or quotations of things that do not exist either. So really, the content that's produced by AI should be seen as something that's collaborative with the worker that's involved in the matter rather than something which AI should be totally responsible for. So see it as a first pass rather than the finished product. You should be checking the product that comes out, not just the things like making sure that sources stack up and the conclusions draw back to the data underneath, but to make sure also that you're not getting to a stage where there might be plagiarization. So AI takes what is available on the internet and that can lead to circumstances where actually somebody somebody's very good work is already out there is simply being reproduced if not word for word substantially that can obviously lead to issues not just for the person who's submitting the work but for the employer who might use that particular piece of generated work for something that they're doing. Other benefits could be things like work allocation so one of the issues that people look at in the DEI space is our opportunities for work being fairly and equally distributed, people getting enough of a looking at work, both in terms of amount and quality. And obviously, if you have a programme which is blind to who the work is going to, there's potential for that work to be more fairly distributed so that those who don't often get the opportunity to work on particular matters are actually finding themselves onto the kind of work they weren't previously dealing with and they would like to be able to get and experience of. Now, that's the positive side of it. The potential negative there is that there might be some bias in the AI that underpins that resourcing program. So, for example, it might not pick all the individuals who are less occupied than others in a way which a business might have in a view to what's coming up over the next week or two. It might not even pick up quite how the quality of work should be viewed through all particular lenses. It might have a particular skew on how quality of work is viewed. And that could lead perhaps to an individual being even more pigeonholed than before. So all of these things are potentially positive but need to be underpinned by essentially a second human checker so whilst there are many many positives it shouldn't be seen as a panacea. So well how's that holding up for what you're seeing in the states particularly new york?  Mark: I think that that's absolutely right Carl similar principles apply here in the US i think it's by way of background to go through kind of where I've seen AI kind of infiltrate the workplace, if you will. And I'll distinguish between AI, traditional AI, and then generative AI. So I've seen, you know, we've seen AI be used by employers in the U.S. and a whole host of fronts from headhunting, screening job applicants, running background checks, inducting job interviews coming up with a slate of questions. Also to things like performance management for employees and even selection criteria and deciding which employees to select for a reduction in force or mass layoff. I've also seen employers use AI in the context of simple administrative tasks like guiding employees to policy documents or benefits materials and then creating employee and workplace-related agreements and implementing document retention and creation policies and protocols. In terms of generative AI, which is more, as you noted, on the content creation front, I've certainly seen that by employees being used to translate messages or documents. And to perform certain other tasks, including creating responses from manager inquiries to more substantive documents. But as you rightly note, just as in the UK, there are a number of potential pitfalls in the US. The first is that there's a risk, as you noted, of AI plagiarizing or using a third party's intellectual property, especially if the generative AI is going to be used in a document that's going to be outward facing or external, you run substantial risk. So absolutely review and auditing any materials that are created by generative AI, among other things, to ensure that there's no plagiarism or copying, especially when, again, that material is going externally, is incredibly important. Simply reviewing the content as well, just beyond plagiarism, simply to ensure general accuracy. There was a story out of, you know, New York Federal Court last summer about an attorney who had ChatGPT help write a legal brief and asked ChatGPT to, you know, run some legal research and find some cases. And ultimately, the case sites that were provided were fictional, were not actual cases that had truly been decided. So a good reminder that, as Carl said, while generative AI can be useful, it is not, you know, an absolute panacea and needs to be reviewed and conducted, you know, reviewed thoroughly. And then, you know, similarly, you run a risk if employees are using certain generative AI platforms that the employee may be disclosing confidential company information or intellectual property on that third party platform. So we want to make sure that, you know, even when generative AI is used, that employees are doing so within the appropriate confines of company policy and their agreements, of course, things like confidential information and trade secrets and intellectual property. You know, so I think it's important that employers, you know, look to adopt some sort of AI and generative AI policy so that employees know what the expectations are in terms of, you know, what they can and equally, if not more importantly, what they cannot do in the workplace as it relates to AI and generative AI. And certainly we've been helping our clients put together those sorts of policies so employees can understand the expectations. Carl you know we talked we've talked so far kind of generally about you know implications for the workplace is there any specific legislation or regulations from the UK side of things that you all have been monitoring or that have come out?  Carl: The approach of the UK government to date has been to not legislate in this area in a in what I think is an attempt to achieve a balance between regulation and growth the plan I think so far has been to to at some point introduce a voluntary self-regulatory scheme, which bodies sign up to. But we're recording this in June 2024, less than one month away from a UK general election. So matters of AI regulation and legislation are currently on the back burner, not to be revived perhaps for at least another two to three months. But what we can, there is still, of course, a lot of interest in this area. And the UK TUC, which is a federation of trade unions in the UK, has published sort of a framework proposal for what the law might look like. This is far from being a legislation and obviously many hurdles to pass before this might even come before Parliament and whether or not if it is passed, put before Parliament, whether it's approved by all there. But this looks at things very similar to what the EU are looking at, that is to the risks-based approach to legislation in this area. And they draw a distinction between regular decision-making and what they call high-risk decision-making. And the high-risk decision-making is really shorthand for decisions which might affect the employment of an individual, whether that's recruitment. Whether it's a decision, disciplinary decisions, termination decision. Essentially all the major employment related decisions are to go through essentially a system of checking so you couldn't rely purely for example in the framework on a decision made purely by AI. It'd be required that an individual sits alongside that or at least only uses the AI tangentially to decision that they're making. Things like no emotion recognition software would be allowed so that's for example if you were to have a disciplinary hearing and that's to be recorded you could use software which is designed to pick up on things like inflection word pattern things that might infer a particular motive or meaning behind what's been said and what this framework proposal does is say that kind of material could have that kind of software or programming couldn't be used in that kind of setting. So what happens in the UK remains to be seen but i think you guys are a bit further ahead than us and actually have some law and statute. How are things working out for you?  Mark: We've seen a lot of government agencies, as well as state legislatures, put an emphasis on this issue in terms of potential regulatory guidance or proposed legislation. To date, there has not been a huge amount of legislation passed specifically relating to AI in the workplace. We're still at the phase where most jurisdictions are still considering legislation. That said, there was an extremely broad law passed by New York City a few years ago, which finally went into effect last July. And in a nutshell, we can have an entirely separate podcast just on the nuances of the New York City law. But essentially what the New York City law does is it stops employers or bars employers from using an automated employment decision tool or an AEDT to screen job candidates when making employment decisions unless three criteria have been satisfied. First, the tool has been subjected to an independent bias audit within the year prior to the use. A summary of the most recent bias audit results are posted on the employer's website, and the employer has provided prior written notice regarding use of the AEDT to any job applicants and employees who will be subject to screening by it. If any one or more of these three criteria aren't satisfied, then an employer's use of that AEDT with respect to any employment decisions would violate the New York City Human Rights Law, which is one of the most employee-friendly anti-discrimination statutes in America. And other jurisdictions have used the New York City law as somewhat of a model for potential of the legislation. We've also seen the Equal Employment Opportunity Commission or the EEOC weigh in and issue some guidance, though not binding necessarily strongly cautions employers with regards to the use of AI and the potential for disparate impact on certain protected classes of job applicants and employees, and generally cautioning and recommending that employers conduct periodic audits of their tools to ensure no bias occurs. Carl, do you have any final thoughts?  Carl: So whilst we're still a long way from legislation in the UK, there are things employers can be thinking about and doing now to prepare themselves for I think what will inevitably be coming down the road. So just a few suggestions on that front. Establish an AI committee. So take ownership of how AI is used in the business, whether that's in the performance of day-to-day tasks and content generation and such. As Mark said earlier on, setting up things like what can be done what checks should be carried out ensuring that there is a level of quality control and also in terms of decision making ensuring that there is a policy that employers can look to to make sure that they are not going to one fall foul of something in the act and also have something so that if any decisions are challenged in future not just can they look back on the measures they've taken but show that it's consistent with a policy that they've adopted and applied on an equal basis for all individuals going through any particular process may give rise to complaints. And they might also, for example, conduct a risk assessment and audit of their systems. I mean, one of the things that will be key is not just saying that I had AI and that was used in a particular process, but knowing how that AI actually worked and how it filtered or made decisions that it did. So, for example, if you want to be able to guard against an allegation of bias, it would be good to have a good understanding of how the AI system in question that gave rise to decision that's in dispute had made its determination as over one individual than the other that will help the employer to be able to demonstrate first of all that they are an equal opportunities employer in the event of real challenge the discrimination didn't occur, so look those kind of things are things employers can be thinking about and doing. Now what kind of things do you think people on your side of the pond might be thinking about?  Mark: Yeah so I think you know similar similar considerations for U.S. employers. I think among them, considering the pros and cons, if you're going to use an AI tool, building your own, which some employers have opted for versus purchasing from a third party. If purchasing from a third party, particularly given the EEOC and other agencies' stated interest in scrutinizing how tools potentially might create some sort of discriminatory impact, consider including an indemnification provision in any contracts that you're negotiating. And in jurisdictions like New York City, where you're required to conduct an annual audit, but even outside New York City, especially given that it's been recommended by the EEOC, consider periodic auditing of any employee and company AI use to ensure, for instance, that tools aren't skewing a paper of or against a particular protected class during the hiring process. And again, I strongly recommend developing and adopting some sort of workplace AI and generative AI policy. Thank you all for your time today. We greatly appreciate it. Thank you, Carl. And stay tuned for the next installment in this series.  Outro: Tech Law Talks is a Reed Smith production. Our producers are Ali McCardell and Shannon Ryan. For more information about Reed Smith's Emerging Technologies practice, please email techlawtalks@reedsmith.com. You can find our podcasts on Spotify, Apple Podcasts, Google Podcasts, reedsmith.com, and our social media accounts.  Disclaimer: This podcast is provided for educational purposes. It does not constitute legal advice and is not intended to establish an attorney-client relationship, nor is it intended to suggest or establish standards of care applicable to particular lawyers in any given situation. Prior results do not guarantee a similar outcome. Any views, opinions, or comments made by any external guest speaker are not to be attributed to Reed Smith LLP or its individual lawyers.  All rights reserved. Transcript is auto-generated.

Former state senator Randy Head is the new chair of the Indiana Republican Party. WWE and Indiana Sports Corp are teaming up to bring the sports entertainment company's three largest stadium events, Royal Rumble, SummerSlam and WrestleMania, to Indianapolis. An east coast chemical supply company says it's ceasing production of a drug that's been used to carry out lethal injections here in Indiana. A new rule from the Equal Employment Opportunity Commission provides guidance to employers for implementing federal protections for pregnant workers. Want to go deeper on the stories you hear on WFYI News Now? Visit wfyi.org/news and follow us on social media to get comprehensive analysis and local news daily. Subscribe to WFYI News Now wherever you get your podcasts. Today's episode of WFYI News Now was produced by Drew Daudelin and Abriana Herron, with support from News Director Sarah Neal-Estes.

EEOC Commissioner Andrea Lucas and David discuss the leading issues facing the Equal Employment Opportunity Commission, including corporate DEI programs, the Commissioner's dissenting views on the new Pregnant Workers Fairness Act (PWFA) regulations, and the EEOC's new Harassment Guidance, and the Agency's amicus brief filed in the private litigation involving Artificial Intelligence used by Workday. Don't miss these great insights and comments provided by Commissioner Lucas! Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

It's Wednesday, May 15th, A.D. 2024. This is The Worldview in 5 Minutes heard at www.TheWorldview.com. I'm Adam McManus. (Adam@TheWorldview.com) By Jonathan Clark New Zealand churches might lose tax-exempt status Churches have enjoyed tax-exempt status in New Zealand for hundreds of years. However, the country's government is considering a plan to revoke the tax exempt status of churches. Not surprisingly, churches provide many forms of social and spiritual support to their communities for free. Removing their tax-exempt status would result in fewer people receiving help. International Christian Concern is circulating a petition to keep the church in New Zealand tax free. You can sign it through a link in our transcript today at TheWorldview.com.  76 million displaced people The Internal Displacement Monitoring Center reports more and more people are facing displacement in their own country. Conflicts and natural disasters led to 76 million internally displaced people last year. Violence caused 90% of the displacements, and over half of them were in sub-Saharan Africa. The number of internally displaced people increased by 50% over the last five years. And, over the last 10 years, the number has roughly doubled.  Brazilian flooding kills 143 people Speaking of displacement, flooding in Brazil has triggered landslides and flash floods, displacing over half a million people and killing 143 people. Electricity has been cut off to more than 1.4 million Brazilians. The flooding came after torrential rains at the end of last month in the country's southern state of Rio Grande do Sul. Churches across Brazil are providing shelter and care for those affected by the flooding. U.S.-based aid groups are also stepping in to help. On Sunday morning, May 12th, a DC-8 aircraft, funded by Samaritan's Purse, departed the Greensboro Airlift Response Center in North Carolina bound for Rio Grande do Sul in southern Brazil in a second airlift transporting relief to the flood-ravaged region. The flight carried shelter tarp and other relief supplies. Also on board were relief staff deploying to the area. Onboard the May 11th Samaritan's Purse flight were personal water filtration systems, hygiene kits, blankets, and solar lights. They also supplied ten community water filtration systems, each capable of supplying clean drinking water for up to 10,000 people per day. Franklin Graham, President of Samaritan's Purse said, “Please continue praying for all those whose lives have been devastated by this flooding as even more heavy rains are on the way.” You can make an on-line donation through Samaritan's Purse to help the people in flood-ravaged Brazil through a special link in our transcript today at www.TheWorldview.com. California school district agrees to pay FCA $6 million A California school district agreed to a nearly $6 million settlement with a Christian high school student group recently. A Fellowship of Christian Athletes student group had been operating at Pioneer High School in San Jose. The group required leaders to agree with its statement of faith which included saying that marriage is between one man and one woman. The high school stripped the FCA group of its official status.  Now, after years of litigation, Christian students are free to operate the group according to their beliefs.  Biden puts pro-abortion spin on Pregnant Workers Act Congress passed the Pregnant Workers Fairness Act back in 2022. Now, the Biden administration is trying to make the law pro-abortion. Last week, the Equal Employment Opportunity Commission announced a new rule that would require employers to make accommodations for abortion. Multiple attorneys general from states across America are already challenging the rule. Louisiana's Republican Attorney General Liz Murrill said, “This new action ... is another example of bureaucrats rewriting acts of Congress to their own liking, and it's unconstitutional. We will continue to challenge this administration's overreach and protect pregnant women.” Isaiah 59:6-7 says, “Their works are works of iniquity, and the act of violence is in their hands. Their feet run to evil, and they make haste to shed innocent blood.” Trump is leading in five of six battleground states A new poll from The New York Times found that former President Donald Trump leading President Joe Biden in battleground states. Ahead of the presidential elections this year, Trump is leading in Pennsylvania, Arizona, Michigan, Georgia, and Nevada. Of six key states, Biden was only leading in Wisconsin. He won all six states in 2020. The poll found young, non-white voters were not satisfied with Biden. And Trump received record support of 20% of black voters. Target eager to promote sexual perversion AGAIN Target, once again, announced its plans to celebrate sexually perverted lifestyles during so-called “Pride Month” this year. The retail giant will included “pride” merchandise at stores. However, it will only be a handful of stores based on “historical sales performance.” And Target won't be selling such apparel for children.  Target appears to be scaling back such merchandise after huge boycotts last year over the issue. Proverbs 16:18 says, “Pride goes before destruction, and a haughty spirit before a fall. Better to be of a humble spirit with the lowly, than to divide the spoil with the proud.” You can sound off against Target for promoting sexual perversion by writing a letter to the CEO, Brian Cornell, Target, 1000 Nicollet Mall, Minneapolis, MN 55403. Pastor thanks God for sparing congregation in tornado And finally, a church in Pennsylvania is giving thanks to God after surviving a tornado during a worship service over the weekend. An F1 tornado struck the church building of Crossroads Ministries, tearing off the roof. Nearly 100 people were in the building, and no one was severely injured. Pastor Ken Barner  called it a miracle.  Listen. BARNER: “We had a tornado come and hit the wing of our church. The tornado came up the hill at about 6:14pm, and it took the roof off of that building, and it sent it into the woods. I just have to tell you: God was with us. The steeple got knocked out. Cars were damaged. Nobody was injured. “There's a few cuts and bruises and bumps, as you might imagine, but nobody had to be hospitalized, that we know of. We're just so thankful for that. And folks, I just want you to know that we're standing on the promises of God right now.” Close And that's The Worldview in 5 Minutes on this Wednesday, May 15th, in the year of our Lord 2024. Subscribe by iTunes or email to our unique Christian newscast at www.TheWorldview.com. Or get the Generations app through Google Play or The App Store. I'm Adam McManus (Adam@TheWorldview.com). Seize the day for Jesus Christ.

Some good news and good mess this week.The Equal Employment Opportunity Commission strengthens protections for trans and nonbinary employees in American workplaces for the first time in 25 years. A new International Olympic Committee-sponsored study finds that trans women athletes are at a relative disadvantage in many key physical areas compared to their cis counterparts. We also circle back on the latest updates from the Ali Krieger/Ashlyn Harris/Sophia Bush saga and ask why the Chicago Sky couldn't get a Peerspace for their Angel Reese intro press conference.  In Am I A Bad Queer, we discuss if you should seek dating advice from your friends in relationships and pride options for newly single folks.For our Bad Queer Opinions,  Shana gets to the truth of the old studs vs new studs debate and Kris asks femmes to critique each other in public more frequently.And always remember, the world is your boxed lunch.Shoutouts:Shana: Freddie - a new queer app with a focus on events. They make it easier for you to find events, friends and community. Freddie is made for queer folx and in particular it is made with love for BIPOC queer folx. Queer run and POC owned - Follow @freddie.social on IGKris: Black Queer Dom and Mx Eden have an event for DC Black Pride, Sublime Effigy Pride on 5/25. Make sure you follow @blackqueerdom and @yesmxeden on IG for more info and tix Episode Breakdown:[0:19] Queer Urban Dictionary [03:10] - Category is: EEOC- LGBTQ+ Employees Can't be Misgendered or Denied Bathrooms at Work [6:39] - Category is: Trans Women's athletic disadvantages  [9:20] - Category is: Ali Krieger - Ashlyn Harris - Sophia Bush saga[30:12] - Am I A Bad Queer?[43:51] - Bad Queer Opinions [53:14] - ShoutoutsAffiliates we actually love Support Lucky Skivvies and our pod by using coupon code badqueers10 for 10% off your next purchase. Treat your butt today.Shop NowEmail us for advice at badqueerspodcast@gmail.com or DM on InstagramFollow us @badqueerspod on Twitter, Facebook, Instagram & Tik TokLove our soundtrack? Check out Siena Liggins: @sienaligginsLike us? Love us? Leave a review The opinions expressed during this podcast are conversational in nature and expressed only for comedic purposes. Not all of the facts will be correct but we attempt to be as accurate as possible. BQ Media LLC, the hosts, nor any guest host(s) hold no liability over the conversations on this podcast and by using this podcast you understand that it is solely for entertainment purposes. Copyright Disclaimer: Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purpo...

TOP NEWS | On today's Daily Signal Top News, we break down: The Equal Employment Opportunity Commission issues new guidelines that direct employers to allow men and women to use the bathroom of their preference. Former Trump adviser Peter Navarro asked the Supreme Court to allow him to stay out of prison while he challenged his conviction related to Jan. 6. The Supreme Court has denied this request. A newly passed bill in Tennessee will allow some teachers and school administrators to carry a gun. Columbia University gives students a deadline to leave the pro-Palestine encampment. Relevant Links: https://www.dailysignal.com/2024/04/29/eeoc-harassment-to-not-give-trans-employees-preferred-bathrooms/ Listen to other podcasts from The Daily Signal: https://www.dailysignal.com/podcasts/Get daily conservative news you can trust from our Morning Bell newsletter: DailySignal.com/morningbellsubscription Listen to more Heritage podcasts: https://www.heritage.org/podcastsSign up for The Agenda newsletter — the lowdown on top issues conservatives need to know about each week: https://www.heritage.org/agenda Hosted on Acast. See acast.com/privacy for more information.

TOP NEWS | On today's Daily Signal Top News, we break down: The Equal Employment Opportunity Commission issues new guidelines that direct employers to allow men and women to use the bathroom of their preference. Former Trump adviser Peter Navarro asked the Supreme Court to allow him to stay out of prison while he challenged […]

[This episode originally aired June 2021.] In December 1955, Mrs. Rosa Parks made history by standing up to unjust segregation laws in Montgomery, Alabama, when she refused to give up her seat on a bus to a white man—a courageous act that helped launch the now-famous Montgomery bus boycott. In the years that followed, Parks was often characterized as a seamstress who was simply tired after a long day. However, Parks wasn't tired from work—she was tired of being mistreated! While Parks is best known for that brave act of resistance, her activism spanned decades—and she continues to be a role model for rebel girls throughout the world today.    About the Narrator Anita Hill grew up on a farm in Oklahoma, the youngest of 13 children. She graduated from Oklahoma State University and received her J.D. from Yale Law School. Starting her career in Washington, D.C., Hill worked in private practice as well as at the Education Department and Equal Employment Opportunity Commission. In 1989, Hill, was the first African American tenured at the University of Oklahoma, College of Law. Currently, she teaches courses on gender, race, policy and law at Brandeis University and serves as counsel to the law firm of Cohen, Milstein, Sellers and Toll, where she advises on class action discrimination cases. Professor Hill leads the Hollywood Commission working with entertainment industry companies and unions to eradicate harassment, discrimination and power abuse. She serves on the boards of several non-profit organizations and has authored a variety of publications, offered television and radio commentary, and presented to hundreds of audiences around the globe Credits This podcast is a production of Rebel Girls and is based on the book series Good Night Stories for Rebel Girls. This episode was produced by Isaac Kaplan-Woolner. Sound design and mixing by Camille Stennis. This episode was written by Alexis Stratton and proofread by Simi Kadirgamar. Executive Producer is Katie Sprenger. A big thanks to the whole Rebel Girls team who make this show possible! Original theme music was composed and performed by Elettra Bargiacchi. For more, visit www.rebelgirls.com. Until next time, stay REBEL!

This week, the Equal Employment Opportunity Commission finalized regulations to ensure that most employees around the country are entitled to unpaid time off and other accommodations for a range of pregnancy-related medical needs, from nausea and gestational diabetes to abortion care. We’ll learn more. Also on today’s show: a drumbeat of “higher for longer” from Fed officials, the Biden administration’s show of support for American steel, and gaming furniture that’s all grown up.

This week, the Equal Employment Opportunity Commission finalized regulations to ensure that most employees around the country are entitled to unpaid time off and other accommodations for a range of pregnancy-related medical needs, from nausea and gestational diabetes to abortion care. We’ll learn more. Also on today’s show: a drumbeat of “higher for longer” from Fed officials, the Biden administration’s show of support for American steel, and gaming furniture that’s all grown up.

Go to identityproject.tv. Breakpoint listeners can receive a special discount by using the code BREAKPOINT at checkout.  _____ "In 2023, the Biden administration doubled down on its commitment to radical gender ideology. Federal agencies proposed a slew of regulations pushing the Biden administration's extreme pro-LGBT agenda in education, employment, and health care at the expense of children's interests and women's rights." That agenda, Rachel Morrison suggests in an article at The Federalist, will be back in 2024. She then identifies five priorities that we can expect to see from the Biden administration this year.  For example, plans are already in the works within the Department of Education to impose gender ideology on school sports. Women and girls will be forced to compete with and against men and boys who identify as female. This will inevitably lead to a reduction in opportunities for females, in competing for championships and vying for college scholarships. It also leaves females vulnerable to injury and to violations of their privacy.  Also, according to Morrison, we can expect the Equal Employment Opportunity Commission to expand a policy that effectively erases women from one of the most distinctively womanly things imaginable, the Pregnant Workers Fairness Act. In addition to avoid using the term woman to describe those who get pregnant, the EEOC “went so far as to use the plural pronouns ‘they' and ‘their' multiple times to refer to a singular employee who was pregnant, had a cesarean section, or experienced childbirth.” This is an example of the power of language in smuggling through ideas.  Also, Morrison expects that the Department of Health and Human Services will “impose incorrect pronouns, bathroom access, and so-called ‘gender transitions' via disability discrimination law.”  "Under Section 504, 'gender identity disorders not resulting from physical impairments' are excluded from the definition of a qualifying disability. Yet, according to HHS, Section 504 prohibits discrimination based on gender dysphoria—which is a gender-identity disorder."  Two other initiatives will hit closer to home for more people. First, the federal government is continuing its attempts to ban “non-affirming” potential parents from adoption and fostering, even calling such parents “abusive.” Second, the EEOC, the Department of Health and Human Services, and the State Department have joined forces to enforce compliance on using preferred pronoun and opening bathrooms to people of the opposite sex. These rules carry weight for businesses and schools eager to stay on the good side of federal power.  The drive to push these ideas is only popular with a small segment of the population, drawing support from some and opposition from others. The arguments behind such views cannot proceed on their own merits, so government enforcement is the only way forward. Though this goes under the guise of gender equality and “following the science,” it takes the form of erasing (and debasing) women, denying women—especially school-aged girls—opportunities, and compromising the safety and privacy of females of all ages. This, for the sake of an ideology as new and fickle as teen fashions.   Christians, of all people, must have the moral clarity to navigate strong-arm techniques. Today, the Colson Center is pleased to announce the launch of the Identity Project, the most comprehensive library of on-demand videos and resources addressing issues of identity, humanness, and sexuality available, all from a Judeo-Christian worldview. In collaboration with pastors, psychologists, sociologists, doctors, parents, and experts from organizations such as Alliance Defending Freedom and The Heritage Foundation, the Identity Project features teaching videos of various lengths that can be used in virtually every context: home, church, school, and with friends.   In addition to countering the cultural lies about sex and identity, there are videos to resource parents, teachers, and leaders to help students embrace their identity as male and female, navigate challenges such as exposure to pornography, accept God's design for the body and for sexual morality, and deal with friends who think and live differently.    Go to identityproject.tv. Breakpoint listeners can receive a special discount by using the code BREAKPOINT at checkout.  This Breakpoint was co-authored by Dr. Timothy Padgett. For more resources to live like a Christian in this cultural moment, go to breakpoint.org.