Podcast appearances and mentions of kate bischoff

DOGE, US Fed Gov and the Future of HR & TA in the USA   We have to talk about DOGE.   The US Federal Government is the largest single employer in the United States at 2.5 million employees. The intent of the Trump 2.0 administration is to radically reduce this number - by at least 10% in the first tranche - and maybe to end up with a workforce of about 10% when it is all said and done.   This is unprecedented downsizing of government function, the likes of which we have rarely seen outside of active conflict situations. The role of TA / HR and People Ops in general is multi-faceted. On of the one hand, there are thousands of colleagues in these roles who will be impacted (perhaps disproportionately so?) and so might now find themselves abruptly on the job market. On another hand, as People Ops' pros one of the most important functions is to ensure organisational compliance with employment law - how can one do this when the organisation itself seems intent in ignoring it? Finally, People Ops functions have responsibility and duty of care for other employees, who will no doubt by overwhelming HR departments right now with requests for advice and support on what to do.   Brainfood Live cannot solve any of these problems but it can help shine a light into what is going on, so that we can better understand the implications and in so doing, find a way to best support the people most impacted.   It's going to be an open mic style show folks, so if you are in the US and want to talk part in this conversation, dial in. We're with Steve Rothberg, Founder (CollegeRecruiter), Mike Bruni, Partner (Talent Acquisition Strategies), Kate Bischoff, Founder (K8bisch LLC) & friends     We are on Friday 21st March, 11am PST / 2pm EST   Register by clicking the green button and follow the channel here (recommended)   Ep297 is sponsored by our friends at Greenhouse   Hiring is hard, and getting it right is even harder. It's a core business-building function with high stakes that takes a lot of moving parts to see real success. You need workflows that accommodate how you function given your company size and goals. You need a user experience that hiring managers actually buy into. And you need an application process that locks talent in.   Only Greenhouse gives you all that in one platform.   Learn more

US Presidential Election: Implications for TA / HR   Perhaps the most significant election on the planet is who our American friends choose to be the next President of the country. Will it be current VP Kamala Harris who offers a continuity programme or will be it be a remarkable return to Donald Trump for a second term?   It's an incredible moment and one which has huge implications for TA / HR particularly given that the two candidates represent two sides of a culture war in which our sector plays a prominent part. We will not likely know the result by the time we go on air, nor will we use the moment to stoke tension but we will be trying to anticipate what implications either a Harris or Trump win will produce for the People function   - Economic policy: end of taxation / increase in tariffs? - Data privacy / data security - how do vendors react? - DEIB: two polar opposites, what can we expect in advent of a Trump win? - Public sector employment: do we anticipate the gutting of government (therefore thousands of jobs) - Industrial policy: where do we expect investment to continue, increase or decrease - Immigration: how do the two politicians differ on immigration - Company policy: in a heated political environment, what is the best policy that employers should take? - What to do when politics bleeds in to company chat? - Future of TA / HR - Trump / Musk pretty much anti-HR. What can we expect in terms of policy? - International: can we expect brain drain in advent of victory for either side?   All this and more on Brainfood Live On Air. We're with Jim Stroud, Editor (SourceCon), Steven Rothberg, Founder (College Recruiter), Kate Bischoff, Attorney & HR Consultant, Brian Evje, Executive Consultant (Astia) & friends   We're on Friday 8th Nov, 2pm GMT / 9am ET     Follow the channel here (recommended) and click on the green button to register for this show.   Ep281 is sponsored by our friends Metaview   It's been decided: Metaview is the best Recruiting AI Note-taker on the market. The feedback is out of this world. “Your killer product has transformed the way I work. It's my all around product of the year…possibly decade. Metaview is a game-changer!!” Head of Leadership Recruiting @ Trainline “I think it's pretty pointless trying to compete with Metaview. Overall, this is one of the best products I've used in my career.” Senior TA Partner @ Sanity It's still free to get started, and Metaview's team of product specialists are waiting to assist you in taking your first steps into the future of recruiting.   Get started for free!

In this final and special episode of the AI in the Workplace mini-series, guest hosts Pauline James and David Creelman will distill key insights shared by leading experts they were fortunate to learn from. Expert insights are highlighted from Avi Goldfarb, Rotman Chair in Artificial Intelligence and Healthcare at the University of Toronto; Shingai Manjengwa, Head of AI Education at ChainML; Ben Zweig, CEO of Revelio Labs; Dr. Jarik Conrad, VP of Human Insights at UKG; Kate Bischoff, Founder of Thrive Law and Consulting; Jesslyn Dymond, Director of Data Ethics at TELUS; Frank Rudzicz, Associate Professor at Dalhousie University; and Vimal Sharma, VP of HR at WIS International.Tune in and Discover: •        AI's Impact on the Workforce: Explore insights on AI's disruptive potential, its role in leveling the skills field by automating tasks, and HR's pivotal role in managing change and leading reskilling initiatives.•        Streamlining HR Processes: Discover how AI automates labor-intensive HR tasks, enabling professionals to focus on strategic activities, and the importance of ethical AI use through human oversight and governance.•        Advancing Organizational Competence: Learn about the critical need for AI literacy within organizations to responsibly leverage AI, and AI's potential to enhance empathy and reduce biases in decision-making.•        Enhancing HR Practices with AI: Valuable resources for deepening AI knowledge and engaging in responsible AI use discussions are shared, emphasizing HR's evolving role in the age of AI.As we conclude this insightful journey, it's clear that AI's role in HR is both transformative and complex. By embracing AI with informed enthusiasm, HR leaders can steer their organizations towards innovative, efficient, and ethical futures. The insights shared in this series are just the beginning; the real work lies in applying these learnings to navigate the evolving landscape of AI in HR.  Please keep us posted on your progress in this regard! Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this episode of the AI series, Pauline James and David Creelman delve into the intersection of artificial intelligence, HR practices, ethics, and law. The extended edition offers up three expert guests - Frank Rudzicz, Kate Bischoff, and Jesslyn Dymond - to discuss the ethical considerations, legal risks, and potential benefits associated with the integration of AI at work. We explore the potential of generative AI and the legal issues it might introduce for HR. Plus we share valuable advice for HR leaders on navigating the short-term challenges and opportunities posed by advancing AI technologies.Tune in and discover:How should leaders navigate the ethical landscape as AI becomes more commonplace in organizations? To what extent does employee privacy come into play when tracking keystrokes? Can AI be a tool for fostering ethical, objective decision-making?What are the new recruiting challenges caused by AI? How can HR diligently embed AI into their operations while managing associated risks?About Our GuestsFrank Rudzicz is an Associate Professor at Dalhousie University, co-founder of WinterLight Labs Inc., founding faculty member at the Vector Institute for Artificial Intelligence, status professor at the University of Toronto, and CIFAR Chair in Artificial Intelligence. Kate Bischoff is the founder of k8bisch LLC (formerly tHRive Law & Consulting). She's a renowned expert in employment law and HR and has a background that includes roles at the consulate general in Jerusalem and the US Embassy in Lusaka, Zambia.Jesslyn Dymond is the Director of Data Ethics at TELUS leading the approach to responsible data-driven innovation, drawing on a background of privacy and information management expertise. This episode is supported by Right Management North America and ManpowerGroup. For 40+ years, Right Management has transformed organizations across more than 75 countries by evaluating, developing, and transitioning their talent. Their strong pool of coaches and leadership experts works closely with candidates to help them identify their strengths, develop new capabilities, or transition to new careers.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Are you aware that your workplace dynamics are being subtly manipulated by alcohol? That's right: from happy hours to casual Fridays, incorporating alcohol into our work culture has profound impacts that we seldom consider.  Join Laurie as she explores this topic with the brilliant Kate Bischoff, a Minneapolis-based employment attorney who offers her unique perspective on the complex relationship between work, culture, and alcohol. They delve into the roles of “optimal” and “sub-optimal” organizations, the power dynamics reinforced by alcohol, and their potential to disrupt inclusion and belonging. Does the thought of handling alcohol consumption in your corporate environment seem complex and challenging? You're not alone. In this episode of Corporate Drinker, we explore the tough but necessary conversation about the expectations of professional behavior when it comes to incorporating alcohol at work. We discuss how HR can take a proactive stance against workplace misconduct and the importance of setting expectations around professional behavior. Drawing on Kate's expertise, we also uncover the impact of the billable-hour culture on employees' substance abuse and the challenges of bringing about a cultural shift.  Tune in and equip yourself with insights and strategies to foster a secure, respectful, and inclusive work environment. In this episode, you will hear: The impact of alcohol on work culture with employment attorney Kate Bischoff, exploring how it can amplify power dynamics, disrupt inclusion, and diminish a sense of belonging The responsibility of HR, the respect we owe to our employees as adults, and the role of Midwestern pragmatism in setting expectations and holding individuals accountable in a corporate environment Unique challenges associated with the billable-hour culture and substance abuse, particularly in professions with easy access to drugs and alcohol How to foster well-being, contentment, and a secure environment in the workplace amid the presence of alcohol The issue of alcohol and professional behavior at corporate events and conferences and the need for setting clear expectations around professional behavior The high rate of substance abuse disorders among lawyers, attributed to the stress and expectations that come with the billable-hour culture Self-reflection and questioning our happiness and satisfaction in our professional and personal lives Resources from this Episode Kate Bischoff's website: k8bisch.com Connect with Kate on Linkedin: www.linkedin.com/in/k8bisch Website: laurieruettimann.com Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com Let them know we sent you.

Are you ready to navigate the smoky haze of marijuana in the workplace? Join us in this riveting discussion led byKristina from Baked HR and Kate Bischoff, the co-host of the 'Hostile Work Environment' podcast. We tackle the current state of marijuana laws in the U.S, its implications for employers, and why it's crucial for HR professionals to stay updated on the trends. Plus, you'll get an earful about the political nature of SHRM, and why we believe it's time for a responsible rethink on the use of dues money.Ever scratched your head over how to react when employees come to work under the influence? We've got some answers for you. From sending employees home to rethinking drug policies, we cover it all. We also delve into the potential of the Cannabis User Restoration Eligibility (CURE) Act and its implications for the workplace. Along with that, we share some eye-opening stats about the impact of recreational marijuana on workplace fatalities, absenteeism, and productivity. And as a fun twist, we even chat about the ripple effect of a Snoop Dogg concert on professional environments! Tune in, have a laugh, get some practical advice, and learn to tackle those 'what the fuck' HR moments one episode at a time. You're in for an enlightening, entertaining, and educational ride!Find Kristina @bakedhr Find Kate on LinkedInSupport the showWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhr

Employment laws have changed since the last time Kate was a guest. Kate came back to chat with Mike about the latest legislative session and how employers should update their employee handbooks to reflect the new changes. 

As of August 1, 2023 recreational marijuana will be legal in Minnesota. Employment law attorney, Kate Bischoff, joins Mike Miller in this episode to discuss what employers can expect when this new law goes into effect. 

In episode 100, Coffey talks with Kate Bischoff about the legal and ethical considerations surrounding the use of artificial intelligence in employee selection.They discuss the recent impact of AI on HR; concerns around relying on AI as a decision-maker rather than as a tool to help make decisions; how bias gets introduced into AI-assisted processes; monitoring for bias and disparate impact when implementing AI systems in employee selection; emerging regulations for AI, including New York City's regulation of the use of automated hiring tools; what an AI Bill of Rights might look like; the importance of carefully vetting technology partners before implementing their tools; and the potential risks of using ChatGPT in preparing HR documents.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. 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:Kate Bischoff is an overly enthusiastic, sarcastic, and opinionated management-side employment attorney and human resources professional. She works closely with management, HR folk, and technology companies to improve organizations through training, policy, and investigation work in addition to everyday advice and counseling. Prior to starting her own business, Kate served as the HR Officer for Consulate General Jerusalem and U.S. Embassy Lusaka, Zambia. Kate has been recognized by The New York Times, CNN.com, Wall Street Journal, USA Today, National Public Radio, and other journalistic sources as a leading authority on harassment, technology in the workplace, and employment law.Kate Bischoff can be reached at https://www.k8bisch.com https://www.linkedin.com/in/k8bisch/  https://twitter.com/k8bischhttps://www.facebook.com/k8bischLLC About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike and his very patient wife are recent empty nesters in Fort Worth.Learning Objectives:1. Understand the role of artificial intelligence in decision making.2. Identify potential biases in artificial intelligence systems and develop strategies to mitigate them.3. Understand the emerging legal and regulatory landscape surrounding artificial intelligence in the workplace.

Kate Bischoff stopped by the office to talk to Mike Miller about employee handbooks for the electrical industry. Kate and Mike discuss what should be in your handbook, how long it should be, how Kate can help your business, and so much more! 

I'm so excited to share my chat with Kate Bischoff and Marc Alifanz, hosts of the Hostile Work Environment podcast. We talk about how they began practicing law, how they were connected, and some of their favorite episodes of the podcast.If you have an HR story or question, send it in to Kate and Marc to discuss on the podcast at  hwepodcast@gmail.com.Connect with Marc HEREConnect with Kate HEREDon't forget to connect with me over at Boss Consulting HR or HEREConnect with us:Email the podcast.Join us on Instagram - we appreciate your support!Dana Dowdell - Boss Consulting - @adashofboss - @hrfanatic

Ethics & Experience: How to Better Handle Layoffs   The high profile tech layoffs keep coming, and the response of employers forced to make cuts has been under scrutiny, whether the method is via mass zoom calls, or through making vulnerability posts on LinkedIn. Got me thinking - IS there a good way to do this, or or is this simply a hard task which is always going to be unpleasant?   You will learn:   - Ethics and Experience, guiding principles of redundancy - CEO, HR or Line Manager? - Importance of messaging sequencing - Fiduciary duty to organisation, account lockouts, permission, access - Do we have a redundancy protocol? - How does Remote impact Redundancy approach - Psychological closure for stakeholders - Off boarding & support - Employer action, Hiring Manager action, Colleague action   All this and more with Christine Ng, Head of Talent & Media (Quantum Motion), Brian Evje, HR Lead (NREP), Kate Bischoff, Attorney & HR Consultant (k8bisch LLC) & Margaret Buj, Senior Talent Partner, (MixMax)

We're joined by Katee Van Horn, Diversity & Inclusion strategist in Phoenix, AZ. We talk about her passion for D&I, if the conversation is changing as we move out of the pandemic, and co-hosting "Inclusive AF" with recent guest Jackye Clayton. There's more Harlequin romance novel talk here than any other HR podcast, guaranteed. We're doing some spring cleaning, be sure to listen to find out how to get some swag that won't be made again! Katee's recommendation: https://twitter.com/joegerstandt https://twitter.com/k8bisch (Kate Bischoff) https://twitter.com/allthingzap (Anthony Paradiso) How to reach Katee: https://twitter.com/Kateebar7 https://vhincluded.com/ https://www.inclusiveafpodcast.com/ This episode is sponsored by Namely.  Visit namely.com to learn more. Join us on the 2nd and 4th Sundays of each month at 7 PM ET for the #HRSocialHour chat on Twitter!  Be sure to check out our storefront (all profits go to charity): https://www.teepublic.com/user/hrsocialhour

Americans' trust of the media is absolutely in the gutter https://notthebee.com/article/americans-trust-of-the-media-is-completely-in-the-gutter-and-boy-you-just-hate-to-see-it And the Bee notes about the Gallup research:  “when political differences are accounted for, the results diverge sharply along party lines: Just 11% of Republicans trust the media, while 68% of Democrats do. But even the Democratic numbers have declined notably in recent years, as have those of Independents.” I can't help but to insert Club plug here. This is sort of self serving, but I cannot think of a better way to fight mainstream media, than by first joining a solid bible believing church, and secondly joining our club. Our goal here, and I hope we are doing a pretty good job of this, is to proclaim the Lordship of Christ over politics, produce quality news and commentary that you can trust, and build a network that surpass unprincipled legacy media like Fox News. So, go to FightLaughFeast.com to sign up and support our efforts.  Texas governor bans Covid-19 vaccine mandates by any employer in state https://apple.news/AbFpB3TM-RoeortH-jmAnHA Texas Gov. Greg Abbott on Monday issued an executive order banning all state entities, including private employers, from enforcing vaccine mandates, the latest escalation in the Republican's resistance to public health measures during the Covid-19 pandemic. The order states that "no entity in Texas" can enforce vaccination against anyone in the state who objects "for any reason of personal conscience, based on a religious belief, or for medical reasons, including prior recovery from COVID-19," according to a news release from the governor's office.  "The COVID-19 vaccine is safe, effective, and our best defense against the virus, but should remain voluntary and never forced," Abbott said in a statement.  Abbott also called on the Texas state Legislature to pass a law with the same effect. The executive order would be rescinded upon the passage of such legislation, the governor's office said.  Southwest, American among Texas businesses defying Abbott to comply with federal vaccine mandate https://www.statesman.com/story/business/2021/10/12/southwest-american-plan-ignore-abbott-comply-vaccine-mandate/8423456002/ Now according to the Satesman, there is a battle of the gods, and it looks like the federal god won: “Two of the national's largest airlines — Southwest Airlines and American Airlines — both based in Texas, said Tuesday they plan to follow looming federal guidelines and require that their employees are vaccinated against COVID-19, despite an order from Gov. Greg Abbott that attempts to block such mandates. Dallas-based Southwest Airlines last week ordered all of its estimated 55,000 employees to be vaccinated against COVID 19 by Dec. 8. That folowed a directive from President Joe Biden, who in September said all private companies with more than 100 workers must require employees to be vaccinated or conduct weekly tests for the coronavirus. Southwest said in a written statement Tuesday that the president's executive order “supersedes any state mandate or law,” saying the company is required to adhere to it despite Abbott's action “to remain compliant as a federal contractor.”” But listen to this. In the same article:  “Amber Gunst, CEO of the Austin Technology Council, said most companies in Texas are unlikely to follow the governor's mandate. Employers don't have the option to defy OSHA standards, both for legal reasons and for insurance-related concerns, she said. "When the federal government comes in with OSHA and they say, 'this is what we need to do in order to keep employees safe,' companies have to follow those rules in order to be in compliance with OSHA, so I don't really feel that most companies are going to look at the mandate that the governor created and want to adhere to that," Gunst said.  "Companies don't have an option to choose to not be in compliance with OSHA. They will have a very strict, and steep price to pay if they're not in compliance with OSHA." Gunst said she thinks most companies will see Abbott's order "as a nuisance that the governor has created." The question is a nuisance to who? Who is being the nuisance? Who is forcing people to vax?  The Wallstree Journal captures this gem:  https://www.wsj.com/articles/covid-19-vaccine-mandate-fight-between-texas-and-biden-has-companies-caught-in-the-middle-11634073605 “The Greater Houston Partnership, which represents some 900 companies including Exxon Mobil Corp., JPMorgan Chase & Co., Chevron Corp. and Accenture PLC, said Tuesday that Mr. Abbott's order would make it more difficult for Texas businesses to operate safely. The organization has been generally supportive of Mr. Biden's efforts to require vaccines for large employers.” Texas companies are showing more loyalty to the federal government, than to their state. We be tripp'n. Joe Biden's Vaccine Mandate Doesn't Exist. It's Just A Press Release https://thefederalist.com/2021/10/07/joe-bidens-vaccine-mandate-doesnt-exist-its-just-a-press-release/?s=04#.YV9Ab7sLmEY.twitter According to Joy Pullmann over at The Federalist: “Yes, we've heard all about Joe Biden's alleged vaccine mandate for private companies employing 100 or more people. It was all over the news even before he announced it on September 9. His announcement has jeopardized the employment of millions of Americans and increased worker shortages in critical domains such as health care. There's only one problem. It's all a mirage. Biden's so-called vaccine mandate doesn't exist — at least, not yet. So far, all we have is his press conference and other such made-for-media huff-puffing. No such rule even claiming to be legally binding has been issued yet. That's why nearly two dozen Republican attorneys general who have publicly voiced their opposition to the clearly unconstitutional and illegal mandate haven't yet filed suit against it, the Office of the Indiana Attorney General confirmed for me. There is no mandate to haul into court. And that may be part of the plan. According to several sources, so far it appears no such mandate has been sent to the White House's Office of Information and Regulatory Affairs yet for approval. The White House, the Occupational Safety and Health Administration (OSHA), and the Department of Labor haven't released any official guidance for the alleged mandate. There is no executive order. There's nothing but press statements. Despite what you may have been falsely led to believe by the media fantasy projection machine, press statements have exactly zero legal authority. To impose the public perception of a mandate, the Biden administration is following an unusual rule-making process it also employed earlier this year, called an emergency temporary standard (ETS). The spring ETS rule took nearly six months to issue. Meanwhile, companies are telling reporters their vaccine mandates will have at the latest December deadlines. (For those who can't calendar, that's four months after Biden's non-existent mandate was proclaimed. According to OSHA, an ETS takes up to six months to go into effect after the initial mandate is issued in the Federal Register — which, again, for the proclaimed 100-employee mandate hasn't happened yet.) Lawyers for big business were blunt about their love for this mandate mirage: “Everybody loves this cover,” Minneapolis employment lawyer Kate Bischoff told Bloomberg Law in September. “Many were already looking down the road at doing this, but the fact that they get to blame Biden is like manna from heaven.” Using the ETS procedure instead of normal federal rule-making processes both allows the Biden administration to push its demands faster and without any public input or requirement of responding to public input, which is normally required of even legally laughable federal rule-making like this one would be. That is part of why ETS rules have been overwhelmingly overturned in courts. Earlier this week, the Wall Street Journal published a letter from Bruce Atkinson making several excellent observations about the nonexistent mandate, including the following:” “The mandate's nonexistence shields the Biden administration from legal challenges that may ultimately restrict the Occupational Safety and Health Administration's authority. Yet the mandate is still effective at compelling industries and companies into compliance, as it leaves room for any eventual issuance to target noncompliant entities. This implied cudgel is particularly effective on industries and companies that are dependent on federal spending or the goodwill of federal regulators. The nonexistent mandate also allows so-inclined state and local governments and companies to issue their own mandates, seemingly in lockstep with Washington. The Biden White House has been well-served by presenting a nonexistent mandate as a done deal.” Guitar AD Have you always wanted to play guitar but didn't know where to start? Learning to play the guitar can be a lonely, confusing and expensive experience. But it doesn't have to be that way. Fight Laugh Feast member David Harsh has created a unique, online monthly membership, that has community, a clear success path, and it's super affordable. David has spent decades of touring, leading worship, and teaching guitar. He's helped thousands of guitar players discover their potential. You may have heard us talk about GuitarSuccess4U. Here's an update. Several of our listeners have joined this membership, and they are having a blast! Maybe it's time for you to hop on board! When you join this membership, you can learn at your own pace, from home, alongside a community of guitarists including worship leaders, hobbyists, retirees, stay-at-home moms and more. Through video lessons, worksheets, and weekly Zoom calls, David will take you step-by-step towards becoming the musician you were made to be. GuitarSuccess4U is only $29 a month – that's less than a dollar a day, and a fraction of the cost of guitar lessons. Learn more and join now at GuitarSuccess4U.com. That's “Guitar Success,” the number “4” and the letter “U,” dot com. Join today and get 5 instant bonuses to help accelerate your progress! Head on over to GuitarSuccess4U.com to start your guitar journey. That's Guitar Success, the number “4” and the letter “U,” dot com. A record 4.3 million workers quit their jobs in August, led by food and retail industries https://www.cnbc.com/2021/10/12/a-record-4point3-million-workers-quit-their-jobs-in-august-led-by-food-and-retail-industries.html According to CNBC: “Workers left their jobs at a record pace in August, with bar and restaurant employees as well as retail staff quitting in droves, the Labor Department reported Tuesday. Quits hit a new series high going back to December 2000, as 4.3 million workers left their jobs. The quits rate rose to 2.9%, an increase of 242,000 from the previous month, which saw a rate of 2.7%, according to the department's Job Openings and Labor Turnover Survey. The rate, which is measured against total employment, is the highest in a data series that goes back to December 2000. Quits have been seen historically as a level of confidence from workers who feel they are secure in finding employment elsewhere, though labor dynamics have changed during Covid-19 crisis. Workers have left their jobs because of health concerns and child care issues unique to the pandemic's circumstances. A total of 892,000 workers in the food service and accommodation industries left their jobs, while 721,000 retail workers departed along with 534,000 in health care and social assistance. “As job openings and hires fell in August, the quits rate hit a new series high, surging along with the rise in Covid cases and likely growing concerns about working in the continuing pandemic,” said Elise Gould, senior economist at the Economic Policy Institute.” Now two questions for me arise out of this information. Why are these people quitting, and where are they going?  I could not dig up the answer for where these quitters went, and the best answer I could dig up for why they are quitting coming from the Business, Insider where they speculate:  https://www.businessinsider.com/over-4-million-workers-quit-record-labor-shortage-great-resignation-2021-10 “Workers are likely quitting over work conditions, pay, the virus, or contemplation of their lives.” Bottom line is the government has created a catawampus economy, and screws up all the incentives, this makes it hard to understand what is really going on here.  Pelosi signals big spending package will shrink to $2 trillion https://www.washingtonexaminer.com/news/congress/pelosi-signals-2-trillion-spending-bill Facing intractable opposition from party centrists, House Speaker Nancy Pelosi said Democrats will have to “make tighter decisions” on a massive social welfare spending package that is stalled in Congress. Pelosi, a California Democrat, acknowledged in a press conference Tuesday that the $3.5 trillion package planned by Democrats will have to shrink to about $2 trillion, telling reporters, “The fact is there are fewer dollars to spend, there are choices to be made, and the members have said let's get the results we need, but we will not diminish the transformative nature of what it is.” Pelosi, in a memo to Democrats late Monday, told them caucus members are calling for a spending package that will “do fewer things well so that we can still have a transformative impact on families in the workplace and responsibly address the climate crisis.” Pelosi and Senate Majority Leader Chuck Schumer, a New York Democrat, set an Oct. 31 deadline to advance the package. Tight race in Virginia gubernatorial showdown with three weeks until election https://www.foxnews.com/politics/virginia-gubernatorial-showdown-three-weeks-until-election Tuesday marks three weeks to go until Election Day in Virginia, and the top-of-the- ticket race remains an extremely close contest in one of just two states to hold gubernatorial elections in the year after a presidential contest. An average of the latest polls in the race indicates that former Democratic Gov. Terry McAuliffe – who's running for his old job – holds a slight, single-digit edge over Republican nominee Glenn Youngkin in a state that President Biden won by 10 points in last year's election and where Republicans haven't won a statewide contest in a dozen years.  The margin-of-error race in Virginia – a one-time key battleground but still competitive state which is seen as a key bellwether ahead of the 2022 midterm elections – has national Democrats on edge as they defend their razor-thin majorities in the House of Representatives and Senate in next year's contests. "Folks, the Virginia Governor's race is a big deal not just for the Commonwealth but for our country," Biden wrote to supporters in a fundraising email. And McAuliffe asked in a fundraising email last week, "Are we blowing this?" Virginia and New Jersey's elections for governor always grab outsized attention as they're the only states to hold such contests the year after the presidency's decided. And there's a long-running trend of voters in the commonwealth defeating the gubernatorial nominee of the party that controls the White House. McAuliffe broke with that tradition in 2013 with his election as governor. McAuliffe was unable to run for reelection in 2017 because Virginia governors are barred from serving two straight terms. And the McAuliffe campaign announced on Tuesday that the biggest name of all - former President Obama - will team up with the former governor on Oct. 23. Closing This is Gabriel Rench with Crosspolitic News. Support Rowdy Christian media by joining our club at fightlaughfeast.com, downloading our App, and head to our annual Fight Laugh Feast Conference next fall. With your partnership, together we will fight outdated and compromised media, engage news and politics with the gospel, and replace lies and darkness with truth and light. Go to fightlaughfeast.com to take all these actions. Have a great day. Lord bless 

Americans' trust of the media is absolutely in the gutter https://notthebee.com/article/americans-trust-of-the-media-is-completely-in-the-gutter-and-boy-you-just-hate-to-see-it And the Bee notes about the Gallup research: “when political differences are accounted for, the results diverge sharply along party lines: Just 11% of Republicans trust the media, while 68% of Democrats do. But even the Democratic numbers have declined notably in recent years, as have those of Independents.” I can't help but to insert Club plug here. This is sort of self serving, but I cannot think of a better way to fight mainstream media, than by first joining a solid bible believing church, and secondly joining our club. Our goal here, and I hope we are doing a pretty good job of this, is to proclaim the Lordship of Christ over politics, produce quality news and commentary that you can trust, and build a network that surpass unprincipled legacy media like Fox News. So, go to FightLaughFeast.com to sign up and support our efforts. Texas governor bans Covid-19 vaccine mandates by any employer in state https://apple.news/AbFpB3TM-RoeortH-jmAnHA Texas Gov. Greg Abbott on Monday issued an executive order banning all state entities, including private employers, from enforcing vaccine mandates, the latest escalation in the Republican's resistance to public health measures during the Covid-19 pandemic. The order states that "no entity in Texas" can enforce vaccination against anyone in the state who objects "for any reason of personal conscience, based on a religious belief, or for medical reasons, including prior recovery from COVID-19," according to a news release from the governor's office. "The COVID-19 vaccine is safe, effective, and our best defense against the virus, but should remain voluntary and never forced," Abbott said in a statement. Abbott also called on the Texas state Legislature to pass a law with the same effect. The executive order would be rescinded upon the passage of such legislation, the governor's office said. Southwest, American among Texas businesses defying Abbott to comply with federal vaccine mandate https://www.statesman.com/story/business/2021/10/12/southwest-american-plan-ignore-abbott-comply-vaccine-mandate/8423456002/ Now according to the Satesman, there is a battle of the gods, and it looks like the federal god won: “Two of the national's largest airlines — Southwest Airlines and American Airlines — both based in Texas, said Tuesday they plan to follow looming federal guidelines and require that their employees are vaccinated against COVID-19, despite an order from Gov. Greg Abbott that attempts to block such mandates. Dallas-based Southwest Airlines last week ordered all of its estimated 55,000 employees to be vaccinated against COVID 19 by Dec. 8. That folowed a directive from President Joe Biden, who in September said all private companies with more than 100 workers must require employees to be vaccinated or conduct weekly tests for the coronavirus. Southwest said in a written statement Tuesday that the president's executive order “supersedes any state mandate or law,” saying the company is required to adhere to it despite Abbott's action “to remain compliant as a federal contractor.”” But listen to this. In the same article: “Amber Gunst, CEO of the Austin Technology Council, said most companies in Texas are unlikely to follow the governor's mandate. Employers don't have the option to defy OSHA standards, both for legal reasons and for insurance-related concerns, she said. "When the federal government comes in with OSHA and they say, 'this is what we need to do in order to keep employees safe,' companies have to follow those rules in order to be in compliance with OSHA, so I don't really feel that most companies are going to look at the mandate that the governor created and want to adhere to that," Gunst said. "Companies don't have an option to choose to not be in compliance with OSHA. They will have a very strict, and steep price to pay if they're not in compliance with OSHA." Gunst said she thinks most companies will see Abbott's order "as a nuisance that the governor has created." The question is a nuisance to who? Who is being the nuisance? Who is forcing people to vax? The Wallstree Journal captures this gem: https://www.wsj.com/articles/covid-19-vaccine-mandate-fight-between-texas-and-biden-has-companies-caught-in-the-middle-11634073605 “The Greater Houston Partnership, which represents some 900 companies including Exxon Mobil Corp., JPMorgan Chase & Co., Chevron Corp. and Accenture PLC, said Tuesday that Mr. Abbott's order would make it more difficult for Texas businesses to operate safely. The organization has been generally supportive of Mr. Biden's efforts to require vaccines for large employers.” Texas companies are showing more loyalty to the federal government, than to their state. We be tripp'n. Joe Biden's Vaccine Mandate Doesn't Exist. It's Just A Press Release https://thefederalist.com/2021/10/07/joe-bidens-vaccine-mandate-doesnt-exist-its-just-a-press-release/?s=04#.YV9Ab7sLmEY.twitter According to Joy Pullmann over at The Federalist: “Yes, we've heard all about Joe Biden's alleged vaccine mandate for private companies employing 100 or more people. It was all over the news even before he announced it on September 9. His announcement has jeopardized the employment of millions of Americans and increased worker shortages in critical domains such as health care. There's only one problem. It's all a mirage. Biden's so-called vaccine mandate doesn't exist — at least, not yet. So far, all we have is his press conference and other such made-for-media huff-puffing. No such rule even claiming to be legally binding has been issued yet. That's why nearly two dozen Republican attorneys general who have publicly voiced their opposition to the clearly unconstitutional and illegal mandate haven't yet filed suit against it, the Office of the Indiana Attorney General confirmed for me. There is no mandate to haul into court. And that may be part of the plan. According to several sources, so far it appears no such mandate has been sent to the White House's Office of Information and Regulatory Affairs yet for approval. The White House, the Occupational Safety and Health Administration (OSHA), and the Department of Labor haven't released any official guidance for the alleged mandate. There is no executive order. There's nothing but press statements. Despite what you may have been falsely led to believe by the media fantasy projection machine, press statements have exactly zero legal authority. To impose the public perception of a mandate, the Biden administration is following an unusual rule-making process it also employed earlier this year, called an emergency temporary standard (ETS). The spring ETS rule took nearly six months to issue. Meanwhile, companies are telling reporters their vaccine mandates will have at the latest December deadlines. (For those who can't calendar, that's four months after Biden's non-existent mandate was proclaimed. According to OSHA, an ETS takes up to six months to go into effect after the initial mandate is issued in the Federal Register — which, again, for the proclaimed 100-employee mandate hasn't happened yet.) Lawyers for big business were blunt about their love for this mandate mirage: “Everybody loves this cover,” Minneapolis employment lawyer Kate Bischoff told Bloomberg Law in September. “Many were already looking down the road at doing this, but the fact that they get to blame Biden is like manna from heaven.” Using the ETS procedure instead of normal federal rule-making processes both allows the Biden administration to push its demands faster and without any public input or requirement of responding to public input, which is normally required of even legally laughable federal rule-making like this one would be. That is part of why ETS rules have been overwhelmingly overturned in courts. Earlier this week, the Wall Street Journal published a letter from Bruce Atkinson making several excellent observations about the nonexistent mandate, including the following:” “The mandate's nonexistence shields the Biden administration from legal challenges that may ultimately restrict the Occupational Safety and Health Administration's authority. Yet the mandate is still effective at compelling industries and companies into compliance, as it leaves room for any eventual issuance to target noncompliant entities. This implied cudgel is particularly effective on industries and companies that are dependent on federal spending or the goodwill of federal regulators. The nonexistent mandate also allows so-inclined state and local governments and companies to issue their own mandates, seemingly in lockstep with Washington. The Biden White House has been well-served by presenting a nonexistent mandate as a done deal.” Guitar AD Have you always wanted to play guitar but didn't know where to start? Learning to play the guitar can be a lonely, confusing and expensive experience. But it doesn't have to be that way. Fight Laugh Feast member David Harsh has created a unique, online monthly membership, that has community, a clear success path, and it's super affordable. David has spent decades of touring, leading worship, and teaching guitar. He's helped thousands of guitar players discover their potential. You may have heard us talk about GuitarSuccess4U. Here's an update. Several of our listeners have joined this membership, and they are having a blast! Maybe it's time for you to hop on board! When you join this membership, you can learn at your own pace, from home, alongside a community of guitarists including worship leaders, hobbyists, retirees, stay-at-home moms and more. Through video lessons, worksheets, and weekly Zoom calls, David will take you step-by-step towards becoming the musician you were made to be. GuitarSuccess4U is only $29 a month – that's less than a dollar a day, and a fraction of the cost of guitar lessons. Learn more and join now at GuitarSuccess4U.com. That's “Guitar Success,” the number “4” and the letter “U,” dot com. Join today and get 5 instant bonuses to help accelerate your progress! Head on over to GuitarSuccess4U.com to start your guitar journey. That's Guitar Success, the number “4” and the letter “U,” dot com. A record 4.3 million workers quit their jobs in August, led by food and retail industries https://www.cnbc.com/2021/10/12/a-record-4point3-million-workers-quit-their-jobs-in-august-led-by-food-and-retail-industries.html According to CNBC: “Workers left their jobs at a record pace in August, with bar and restaurant employees as well as retail staff quitting in droves, the Labor Department reported Tuesday. Quits hit a new series high going back to December 2000, as 4.3 million workers left their jobs. The quits rate rose to 2.9%, an increase of 242,000 from the previous month, which saw a rate of 2.7%, according to the department's Job Openings and Labor Turnover Survey. The rate, which is measured against total employment, is the highest in a data series that goes back to December 2000. Quits have been seen historically as a level of confidence from workers who feel they are secure in finding employment elsewhere, though labor dynamics have changed during Covid-19 crisis. Workers have left their jobs because of health concerns and child care issues unique to the pandemic's circumstances. A total of 892,000 workers in the food service and accommodation industries left their jobs, while 721,000 retail workers departed along with 534,000 in health care and social assistance. “As job openings and hires fell in August, the quits rate hit a new series high, surging along with the rise in Covid cases and likely growing concerns about working in the continuing pandemic,” said Elise Gould, senior economist at the Economic Policy Institute.” Now two questions for me arise out of this information. Why are these people quitting, and where are they going? I could not dig up the answer for where these quitters went, and the best answer I could dig up for why they are quitting coming from the Business, Insider where they speculate: https://www.businessinsider.com/over-4-million-workers-quit-record-labor-shortage-great-resignation-2021-10 “Workers are likely quitting over work conditions, pay, the virus, or contemplation of their lives.” Bottom line is the government has created a catawampus economy, and screws up all the incentives, this makes it hard to understand what is really going on here. Pelosi signals big spending package will shrink to $2 trillion https://www.washingtonexaminer.com/news/congress/pelosi-signals-2-trillion-spending-bill Facing intractable opposition from party centrists, House Speaker Nancy Pelosi said Democrats will have to “make tighter decisions” on a massive social welfare spending package that is stalled in Congress. Pelosi, a California Democrat, acknowledged in a press conference Tuesday that the $3.5 trillion package planned by Democrats will have to shrink to about $2 trillion, telling reporters, “The fact is there are fewer dollars to spend, there are choices to be made, and the members have said let's get the results we need, but we will not diminish the transformative nature of what it is.” Pelosi, in a memo to Democrats late Monday, told them caucus members are calling for a spending package that will “do fewer things well so that we can still have a transformative impact on families in the workplace and responsibly address the climate crisis.” Pelosi and Senate Majority Leader Chuck Schumer, a New York Democrat, set an Oct. 31 deadline to advance the package. Tight race in Virginia gubernatorial showdown with three weeks until election https://www.foxnews.com/politics/virginia-gubernatorial-showdown-three-weeks-until-election Tuesday marks three weeks to go until Election Day in Virginia, and the top-of-the- ticket race remains an extremely close contest in one of just two states to hold gubernatorial elections in the year after a presidential contest. An average of the latest polls in the race indicates that former Democratic Gov. Terry McAuliffe – who's running for his old job – holds a slight, single-digit edge over Republican nominee Glenn Youngkin in a state that President Biden won by 10 points in last year's election and where Republicans haven't won a statewide contest in a dozen years. The margin-of-error race in Virginia – a one-time key battleground but still competitive state which is seen as a key bellwether ahead of the 2022 midterm elections – has national Democrats on edge as they defend their razor-thin majorities in the House of Representatives and Senate in next year's contests. "Folks, the Virginia Governor's race is a big deal not just for the Commonwealth but for our country," Biden wrote to supporters in a fundraising email. And McAuliffe asked in a fundraising email last week, "Are we blowing this?" Virginia and New Jersey's elections for governor always grab outsized attention as they're the only states to hold such contests the year after the presidency's decided. And there's a long-running trend of voters in the commonwealth defeating the gubernatorial nominee of the party that controls the White House. McAuliffe broke with that tradition in 2013 with his election as governor. McAuliffe was unable to run for reelection in 2017 because Virginia governors are barred from serving two straight terms. And the McAuliffe campaign announced on Tuesday that the biggest name of all - former President Obama - will team up with the former governor on Oct. 23. Closing This is Gabriel Rench with Crosspolitic News. Support Rowdy Christian media by joining our club at fightlaughfeast.com, downloading our App, and head to our annual Fight Laugh Feast Conference next fall. With your partnership, together we will fight outdated and compromised media, engage news and politics with the gospel, and replace lies and darkness with truth and light. Go to fightlaughfeast.com to take all these actions. Have a great day. Lord bless

Kyle, Molly, and Patrick discuss employment law with Kate Bischoff, Founder of tHRive Law and Consulting. About tHRive Law and Consulting: For the most part, employment lawyers are litigators, handling everything employment-related from Charges of Discrimination to wage and hour class actions and noncompetition injunctions. Employment lawyers believe—and to a certain extent, they’re right—that this litigation experience means they know what compliance looks like and how to meet it. Yet, like most attorneys, they have spent virtually no time in the HR trenches. They haven’t faced the tough decisions of how to meet customer demands and provide the healthy work-life balance employees desire or how to meet business objectives with limited resources. So to them, compliance means strict adherence to the law without looking at other pragmatic solutions that are both lawful and business-friendly.As a human resources professional, an employment law attorney, and an adjunct professor of HR compliance, I’ve seen and heard people do and say some really goofy and inappropriate things in the workplace. But each time there’s ridiculousness, there are also people doing their best to make an organization the best it can be. These people inspire me. They’ve inspired me to get my SPHR and SHRM-SCP certification and work with them to make workplaces better.And we do. We develop procedures, policies, trainings, and strategies to meet organizational goals. I’ve worked with organizations to be compliant, investigate wrongdoing, litigate claims of all sizes, and resolve conflicts. After 14 years doing of doing this, I’m now a frequent speaker on compliance topics and get to work with some of the most innovative companies that are using innovative techniques – including technology – to grow and achieve.HR can be a lonely profession. Whether you’re a department-of-one or have many HR compatriots with you, a trusted confidante is important, not only to talk through scenarios with you but also spot legal pitfalls that could result in litigation. Whether over coffee, lunch, or a glass of wine or beer, I’d love to get to know you, your organization, and how I can help.For more information about me, let’s connect!https://www.linkedin.com/in/k8bisch/https://thrivelawconsulting.com/https://twitter.com/k8bischhttps://www.facebook.com/HWEPodcast/Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.Subscribe today on your favorite podcast player! We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/We love to hear from our listeners! Send us questions or comments at kyleroed@gmail.comRebel On, HR Rebels!Support the show (https://www.patreon.com/rebelhumanresources)

With the Impact Makers Podcast, my goal is to inspire you to identify ways that you can make a difference at work and in life — either through providing education on a topic to increase your influence, clarify your message, or lead with greater impact, or to bring you conversations with interesting guests who are doing just that. In Episode 48, I’m chatting with someone who not only inspires me, but who often pushes me to think bigger, and to think differently, and to take action.   My friend Kate Bischoff is a mom, a former US Foreign Service worker, an employment lawyer, a social justice warrior, and an avid adventurer. Whether she’s working with clients, doing a free webinar on the latest rules and regulations affecting the workplace, or providing manager training, she brings an educated, experienced, and often witty perspective towards bringing about her goal of making both the workplace, and the world, better for all. Kate has an incredibly positive outlook about life, accompanied by a thirst for adventure. After listening to this episode, I hope that you’ll be inspired to think about your own life, and how you can find meaningful ways to do work that you love, while living life on your own terms.     Topics Discussed In This Episode:​​ How joining the foreign service on a whim resulted in Kate working as the Head of Human Resources for the Consulate General in Jerusalem and the US Embassy in Zambia. What inspired Kate to become a lawyer, and to ultimately focus on making workplaces and the world better places. Kate’s advice for how we can all add more adventure to our lives. How the #MeToo movement, the global pandemic, and recent social unrest has impacted the work that Kate does, as well as the workplace. What and why Kate is planning for her next travel adventure to Antarctica.   People & Resources Mentioned In This episode: Kate Bischoff LinkedIn Kate Bischoff Twitter tHRive Law & Consulting Hostile Work Environment Podcast Marc Alifanz Hostile Work EnvironmentPodcast S2E4 - The Poop Rails Come Off   Connect with Jennifer: Send her a message [https://jennifermcclure.net/contact/] On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter: https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook: http://www.facebook.com/JenniferMcClureSpeaker   EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com

Politics in the Workplace is a tough topic which most folks try to avoid; isn't there actually a saying to that effect? And yet, as social tensions rise throughout the world, it is increasingly obvious that we cannot compartmentalise our professional from our political selves.  Which brings a set of challenges for HR / TA which we may be ill equipped or trained to handle.  In this episode, we are going to grasp the nettle. What should the people function do when the political beliefs of one employee contravene the political beliefs of another? Episode 66 is supported by our buddies at CVCheck CVCheck is a leading provider of background screening services, conducting more than 300,000 checks every year for businesses, government organisations and individuals in Australia, New Zealand and worldwide. To validate your candidates credentials more efficiently – request a demo from CVCheck today.

Kate Bischoff is an attorney and HR consultant at tHRive Law & Consulting LLC and an HR Compliance Adjunct Professor at Mitchell Hamline School of Law. Wendy Berry is a Senior HR Generalist at Just Us Health and a councilperson for West St. Paul City. They join Mike Wood to discuss fostering inclusivity in the workplace for members of the LGBTQ community. Hope Mike asks Kate and Wendy how things have been in Minneapolis regarding the current civil unrest. The best takeaway from all of it is the feeling of community, Wendy says. Kate adds that seeing people cleaning up their communities and providing meals for those in need makes her hopeful for a better future where there is a change in the way policing is done.  The Supreme Court’s Landmark Decision Mike asks Kate to explain the recent LGBTQ rights ruling by the Supreme Court. In Title 7 of the Civil Rights Act of 1964, sex is one of the protected classes against discrimination. The argument was that one cannot describe the orientation of a member of the LGBTQ community without using sexual terms like gender identity, which therefore puts sexual orientation and gender identity in the list of protected classes, Kate clarifies. Wendy expresses her satisfaction with the Court’s decision, though she wishes it was a 9-0 verdict instead of 6-3. It’s all summed up to be basic human decency, Mike says. Wendy describes her experiences with workplace discriminition as an openly lesbian individual. Kate and Wendy discuss the impact of representation in the media.  HR’s Input Wendy shares suggestions of small but impactful things organizations can do to be more inclusive towards their LGBTQ members, such as having gender neutral bathrooms and encouraging employees to introduce themselves with their pronouns if they so desire. Mike talks about WorkHuman’s culture of treating their employees with the human decency and respect they deserve. Resources  Kate Bischoff on LinkedIn | Twitter tHRiveLawConsulting.com | Twitter Wendy Berry on LinkedIn WendyBerry.com

Listen #HumanizeTheWorkplace episode is about how organizations can amplify diversity & inclusion in HR with Marjolijn, Lars, Kate & Monique (bio below). Go to https://bit.ly/htwnews to receive bi-weekly updates on humanizing the workplace.Marjolijn Vlug helps SMEs be great employers through welcoming, inclusive HR Communications that match their employer identity.Lars Schmidt is the founder of Amplify, an HR executive search and consulting firm that helps companies to navigate the future of work. He is also the host of 21st Century HR Podcast.Kate Bischoff advises organizations in a wide range of industries on employment law and human resources issues, from recruitment and workplace culture to terminations.Monique Arrington recruits A-Players for businesses that are mission-driven and she fixes the broken recruiting process.You are more welcome to ask questions or share your tips during this live conversation.This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Would you like to know more? Feel free to send a

Punk Rock HR Episode 101:    This episode covers some of your questions about Coronavirus and how your employer should and shouldn't behave. To help me explore this topic, Minneapolis-based employment attorney, Kate Bischoff joins me. She's an expert on work and in the world of politics. She understands how power works at an organization, and she definitely knows a thing or two about sticking up for the underdog. We also talk about unemployment, COBRA Health Insurance and some considerations employers should think about when laying off their workforce. If you want to hear two-midwestern women talk about what is going on in the world of work right now, you won't want to miss this episode.   In this episode you’ll hear: COVID-19 and work: the questions on the minds of today's leaders, employees, and organizations Healthcare coverage concerns in the face of a global pandemic We discussed the incompetence by the federal government when they had months of forewarning Kate explains unemployment and addresses the notion that some people may be fearful of applying for benefits Some relief benefits or resources for self-employed Unconventional tips for leaders, managers, and owners who have to lay-off their workforce COVID-19 is going to prove whether or not we were committed to those issues in the first place   Resources from this episode: Thrive Law and ConsultingKate on LinkedInFamilies First Coronavirus Response ActLaurie on InstagramLaurie on LinkedInRead more from LaurieWork with Laurie   *** EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com   

Coronavirus and COVID-19 are taking over our lives. Everyone and their mother has come out with their advice and takes, from the super technical to the outright absurd. Hosts Marc Alifanz and Kate Bischoff are joined by Joey Price of Jumpstart HR for a level-headed, practical look at how businesses should manage through this unprecedented interruption in our lives. We give our best overall advice and answer listener submitted questions, all while drinking Corona, using hand sanitizer and not taking ourselves too seriously. Remember: Please submit your stories, comments, questions, concerns and/or discussion items, which you can email to hwepodcast@gmail.com. Please let your friends, colleagues and families know we're back and to SUBSCRIBE wherever you listen to podcasts and RATE & REVIEW us on iTunes. Also, now with video on Facebook and on Youtube. Just subscribe to our Facebook group or our YouTube Channel!! Kate Twitter: @k8bischHRLaw Marc Twitter: @saladpants Podcast Twitter: @HWEPodcast Joey Price Twitter: @JoeyVPriceHR Disclaimer: Nothing in this podcast constitutes legal advice!

When Amazon threatened to fire employees for speaking out about the company's need to do more on climate change, it created a public relations quagmire. This podcast examines Amazon's ill-fated crackdown and other topical employee speech issues with Kate Bischoff, who runs the Minneapolis-based tHRive Law and Consulting, and Cleveland employment attorney Jonathan Hyman, of Meyers Roman. Hyman noted that PR issues often trump legal ones. In this case, threatening a couple of employees with termination led to more than 350 Amazon workers speaking out publicly in an online critique.

If you spend any time following HR trends, news and updates via social channels (Twitter, LinkedIn, etc.) then you know our guest Kate Bischoff. She's an HR professional, an employment law attorney and an adjunct professor of HR compliance and she ALWAYS has something to say. Join us as we discuss some of the latest news, rulings and updates from the world of employment law and workplace goings-on. You can find Kate on Twitter, LinkedIn or at tHRive Law and Consulting. 

On this episode of Money Savage MAXIMIZE, we talked about cannabis’ impact on the workplace, the challenging legal environment surrounding it and how it needs to be addressed by everyone because it’s already in your workplace with Kate Bischoff speaker, human resources professional and employment labor law attorney with tHRive Law Consulting.  Listen to learn how you should handle employees using marijuana or how you should handle yourself as an employee using marijuana! You can learn more about Kate at ThriveLawConsulting.com, Facebook, Twitter and LinkedIn.  For the Difference Making Tip, scan ahead to 17:25. Interested in starting your own podcast?  Click HERE George is honored to be included on Investopedia's list of the Top 100 Financial Advisors for 2019! You can learn more about the show at GeorgeGrombacher.com, Twitter, LinkedIn, Instagram and Facebook or contact George at Contact@GeorgeGrombacher.com.  Check out Money Alignment Academy as well!

This week’s show was recorded Live from HR Tech 2019. Host Mike Wood interviews employment lawyers Heather Bussing and Kate Bischoff, who are working to eliminate gender bias and discrimination. They talk about the adversarial culture, and how to create a discrimination-free workplace culture. The Adversarial Culture Our culture is heavily adversarial. Everything is us vs them, including the way we do politics and pass laws and create organizations. When you have a system based on having an enemy, there must always be a constant stream of new enemies. In addition, many employees do not feel valued, respected and seen at work, which feeds into the feeling of adversarialism. This is why discrimination is still the biggest issue in employment today. Creating a Discrimination-Free Workplace Mike asks if we are finally seeing progress towards equality. Both Heather and Kate say that we haven’t even started, because the people who can actually do something about the issue, refuse to acknowledge the problem. They point out that creating a discrimination-free culture is a daily practice. You move forward, you may slip back at times, but you keep moving.  Resources Heather Bussing on LinkedIn  Kate Bischoff on LinkedIn 

Jearlyn's producer provides a confusing lesson on the game of golf.  After that, is the U.S. looking more seriously at four-day workweeks?  HR consultant Kate Bischoff and consultant/workplace author Alexandra Levit discuss the possibility.

In a recent podcast, Kate Bischoff spoke to this idea that feedback is a healthy part of any organization. She commented that part of maintaining a culture of respect is that idea that feedback can (and should) be provided when individuals disagree. Furthermore, organizations must absolutely ensure that they have implemented multiple methods of feedback. Everyone has their own preferred median for providing feedback to the organization. To find out more and listen to the full episode, visit Forging Employee Experience. To keep in contact with Kate, visit her at LinkedIn or on Twitter (@k8bischHRLaw). --- Support this podcast: https://anchor.fm/forgeant/support

The need for a diverse and inclusive workplace has become a research-based fact. A workforce that have a generally the same background and experiences isn’t going to be as competitive as organizations that bring true thought diversity. But is there such a thing as too diverse? Well not really, no. That doesn’t mean, however, that we should just hire folks just because they bring the desired element of diversity to the workplace. There is one characteristic that we should never diversify in the workplace – respect. Any group, team, or company can work around any potential misunderstanding or miscommunication that will naturally occur when people from different backgrounds come together to accomplish a task, if there is a mutual foundation of respect. This mandatory shared value of respect is so critical that those individuals who show frequent patterns of disrespect should be let go immediately. The negative impact that a lack of respect has on an organization cannot be countered with any other measure. Respect, however, does not preclude feedback. In a recent podcast, Kate Bischoff spoke to this idea that feedback is a healthy part of any organization. She commented that part of maintaining a culture of respect is that idea that feedback can (and should) be provided when individuals disagree. Furthermore, organizations must absolutely ensure that they have implemented multiple methods of feedback. Everyone has their own preferred median for providing feedback to the organization. To find out more and listen to the full episode, visit Forging Employee Experience. To keep in contact with Kate, visit her at LinkedIn or on Twitter (@k8bischHRLaw). Organizations must commit to hiring and retaining employees how are devoted to promulgating respect without diminishing a willingness to provide feedback. Without feedback companies and teams will not be able to find the growth and traction necessary to see continued success. --- Support this podcast: https://anchor.fm/forgeant/support

A growing number of companies are turning to technology to keep track of employee biometric data, such as fingerprints. But the use of this data is also creating a host of privacy issues. On this podcast, Chicago employment attorney Greg Abrams, of Faegre Baker Daniels, and Kate Bischoff, who runs the Minneapolis-based tHRrive Law and Consulting, join XpertHR Legal Editor David Weisenfeld for a deep dive into employer biometrics use and how it is leading to increased litigation and concerns.

Kate Bischoff is an enthusiastic management-side employment attorney and SHRM-SCP/SPHR-certified HR pro.  She advises organizations in a wide range of industries on employment law and human resources issues, from recruitment and workplace culture to terminations. Kate is passionate about improving company culture and using technology (social media and data analytics) in the workplace. Kate speaks from experience when advising clients when administrative and court matters commence. Prior to founding tHRive Law & Consulting, Ms. Bischoff served as a Human Resources Officer for the United States Department of State at the U.S. Embassy Lusaka, Zambia and for the U.S. Consulate General Jerusalem. Kate is also an Adjunct Professor at Mitchell Hamline, serving as faculty for the School of Law’s HR Compliance Certificate Program.

Can you really get fired for flipping the bird? What if you flip off POTUS’s motorcade? What if you work for a government contractor? What if you post a photo of you flipping off POTUS’s motorcade on Facebook and tell your boss about it? Marc and Dennis are joined by very special guest Kate Bischoff…

We're joined by Kate Bischoff, employment attorney and HR consultant with tHRive Law & Consulting.   She tells us about her time overseas working for the Department of State and the different challenges she faces with her customers here in the U.S.   Kate's recommendations: http://hwepodcast.com/ (Marc and Dennis, previous guests) http://www.ohioemployerlawblog.com/ (John Hyman) https://hrjazzy.blog/ (Jazmine Wilkes, previous guest) http://www.thebuzzonhr.com/ (Sarah Morgan) https://twitter.com/heatherbussing https://katrinakibben.com/ How to reach Kate: https://thrivelawconsulting.com/tag/employment-law/ https://twitter.com/k8bischHRLaw https://www.linkedin.com/in/k8bischhrlaw/ Be sure to join us the 4th Sunday of each month for the #HRSocialHour Twitter chat!

Episode 6, in which HR advisor and employment lawyer Kate Bischoff of tHRive Law and Consulting joins us to discuss how manage risk at your holiday party without making it…not fun. If you don’t already, you need to go right now and follow her on Twitter and also read her blog. Many thanks to Kate for…

Kate Bischoff is an enthusiastic management-side employment attorney and SHRM-SCP/SPHR-certified HR pro.  She advises organizations in a wide range of industries on employment law and human resources issues, from recruitment and workplace culture to terminations. Kate is passionate about improving company culture and using technology (social media and data analytics) in the workplace. Kate speaks from experience when advising clients when administrative and court matters commence. Prior to founding tHRive Law & Consulting, Ms. Bischoff served as a Human Resources Officer for the United States Department of State at the U.S. Embassy Lusaka, Zambia and for the U.S. Consulate General Jerusalem. Kate is also an Adjunct Professor at Mitchell Hamline, serving as faculty for the School of Law’s HR Compliance Certificate Program.

We’re hearing a lot about branding these days, what it is, how to develop it, and how to defend it. It seems that social media and online communications have made it both easier to develop a brand and easier to threaten it. To talk about employment brands and what companies can do to develop and sustain their brand, we’ve asked attorney Kate Bischoff, SHRM-SCP, SPHR, to join us. Kate will be addressing this critical topic in more depth at the upcoming Advanced Employment Issues Symposium (aeisonline.com) in Las Vegas November 10th. Her talk is titled "HR’s Role in Building, Promoting, and Protecting Reputational Assets". Her session will include the best practices for training & strategies for dealing with adverse employment events. Kate is an enthusiastic attorney, SHRM-SCP/SPHR-certified human resources professional, and the founder of tHRive Law & Consulting, who advises organizations in a wide range of industries on employment law and employment decisions, from recruitment and workplace culture to terminations … to branding and brand management. Prior to founding tHRive Law & Consulting, Kate worked as a management-side attorney at Zelle LLP and served as a human resources officer for the United States Department of State at the U.S. Embassy Lusaka, Zambia and for the U.S. Consulate General Jerusalem. In this podcast, Kate • gives examples of the kinds of things that can threaten the brand • explains HR's role in brand protection • provides steps an organization can take to establish an enviable brand, and • defines the concept of brand sustainability and outlines how HR can create a sustainability plan • offers tips for protecting the employment brand (both internally and externally); and more

Kate Bischoff, JD, SHRM-SCP, SPHR, Employment Attorney at Zelle Hofmann drops by @DriveThruHR to talk about 2016 labor law development employers need to know to succeed. “From failure we learn. From failures, successes are born.” We don't speak of failure very often at work or on social media but it is from failure that learning and innovation arise. We’ve all made a bad choice or decision in our careers that didn’t turn out as we had planned, but we have all learned and grown from that experience. Daily on DriveThruHR, we explore the themes of failure, learning and success. Join us and our guests as we share these stories of failure that turns into learning and professional growth every day at 12:00 pm Central Time. The radio program is hosted by @williamtincup, @Thehrbuddy @TheOneCrystal & @MikeVanDervort.. The #1 HR show, with amazing HR conversations and follow us on the twitters at @drivethruhr and #dthr

Kate Bischoff @K8bischHRLaw, Employment Attorney, SHRM-SCP, SPHR drops by @DriveThruHR  and talks with @williamtincup & @Thehrbuddy@TheOneCrystal & @MikeVanDervort DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @williamtincup, @thehrbuddy, @TheOneCrystal & @MikeVanDervort.  The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr.