What are you doing to protect your company's trade secrets and keep them secret?

Sherbrooke, a captive insurer for nursing homes, built proprietary software to price risk and underwrite policies. Three insiders—including the CTO who created the software—allegedly decided to spin up a competing insurer and started using that same software to run it.

Sherbrooke sued, claiming trade secret misappropriation.

The district court dismissed the claim, saying Sherbrooke hadn't alleged that it took sufficient "reasonable measures" to protect its secrets. The 4th Circuit reversed. At the pleading stage, the court said, robust confidentiality and invention-assignment agreements were enough to plausibly allege trade-secret protection and misappropriation.

If you think women ruined the workplace, the problem isn’t women — it’s you

The New York Times recently asked, "Did Women Ruin the Workplace?" After an online firestorm erupted, it quietly changed the headline to "Did Radical Feminism Ruin the Workplace." That edit says everything. This isn't about law or fairness. It's about resentment dressed up in intellectual clothes.

Nothing about American workplace law is "feminized." It's statutory, constitutional, and precedent-driven—by courts, by the way, long dominated by men.

Title VII is neutral. Since 1964, it's banned discrimination because of sex. The Supreme Court has made sure those protections apply equally to everyone. Feminism didn't twist the law; the law simply requries equality.

Leadership always starts at the top

"Quiet, Piggy."

 
That's what Donald Trump said to a female reporter over the weekend aboard Air Force One in response to a question she asked him about the Epstein Files.

We should all agree that Trump's response was inappropriate, disgusting, and deplorable.

Now, let's take this story off of Air Force One and into your workplace. When an employee is confirmed to have said something like "Quiet, Piggy" to a coworker, management's path is straightforward and non-negotiable.

WIRTW #780: the 'breakup' edition

"You deserve someone who loves you for who you are, not who they want you to be."

That's the heart of this week's episode of The Norah & Dad Show.

Norah got dumped, and we talk all about it:

• "Fake boundaries" (like rules about what she can wear, who she can hang out with, and how many drinks she's allowed)
• One-sided codependency (not her)
• Why being single in college is freeing
• And how two parents ended up on an emergency highway run to triage her mental health.

It's part heartbreak, part humor, and part masterclass in learning to walk away from unhealthy dynamics.

If you're raising (or working with) young adults, I think you'll get a lot out of this conversation. Here's a short preview.

Listen to the full episode on Apple Podcasts, Spotify, YouTube, Amazon Music, Overcast, in your browser, or wherever you get your podcasts. And if you enjoy it, please like, review, and subscribe—it truly helps!

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Here's what I read this week that you should read, too.

When you protest too much, we all think you're hiding something

If you're fighting this hard to hide a file, everyone already knows what's in it.

Donald Trump trying to stop the release of the Epstein files feels a lot like that lawyer in discovery who really doesn't want to turn over a document.

You know the type. They argue every privilege, invent new ones, insist it's "irrelevant," "burdensome," or "confidential." They huff and puff, threaten sanctions, and act personally insulted that anyone would even dare to ask for it.

Target's new "smile" policy has some serious legal problems

You can't policy your way to happy employees. But Target sure is trying.

The retailer just rolled out its new "10-4" policy. Employees must now (1) smile, make eye contact, wave, and use "welcoming body language" within 10 feet of any customer, and (2) when within 4 feet, personally greet guests and "initiate a warm, helpful interaction."

We all appreciate good customer service. But from an employment law and HR perspective, this policy raises some serious red flags.

A Veterans Day primer on USERRA

Every November 11, we pause to honor the men and women who've worn our nation's uniform. But beyond parades, flags, and "thank you for your service," there's another way employers can show real respect — by understanding and complying with USERRA, the Uniformed Services Employment and Reemployment Rights Act.

USERRA protects employees who serve in the military — whether active duty, National Guard, or Reserves — from discrimination and retaliation because of that service. It also guarantees their right to be reemployed when they return from duty.

The law is simple in principle but often mishandled in practice. Here are a few key reminders.