You want to avoid a labor union in your business? Then don't do this.

Two pediatricians at Cleveland's University Hospitals used an internal physician directory to contact colleagues about forming a union. In response, they say that UH disciplined them for trying to unionize. They've filed unfair labor practice charges with the NLRB.

Section 7 of the National Labor Relations Act protects employees' rights to engage in concerted activity—including organizing a union and discussing it with co-workers. That protection applies whether you're a warehouse worker or a pediatric subspecialist.

WIRTW #764: the 'substack' edition

Introducing Authoritarian Alarm: 

A New Home for a Critical Conversation

For the past 18+ years, I've written about the intersection of law, policy, and the American workplace. But more and more, the news I feel compelled to cover—and the commentary I'm driven to write—has expanded far beyond employment law and HR drama.

Because the truth is, something much bigger is happening in this country.

America today barely resembles the nation it claims to be. In our institutions, our politics, and even our public discourse, we're beginning to mirror the authoritarianism we've spent the last 249 years claiming to oppose. We're becoming what the Founding Fathers created this country to resist.

So I've launched something new: Authoritarian Alarm—a Substack newsletter dedicated to tracking America’s quickening slide into authoritarianism. My first post is now available: We've become everything we've fought against for 249 years.

If you've valued my perspective on these issues before, I hope you'll join me there. Subscribe, share, and help me sound the alarm.

Because silence is complicity.
And democracy doesn't defend itself.

—

👉 Subscribe now for free to Authoritarian Alarm: https://jonhyman.substack.com

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

Without HR, you're not running a business. You're running a liability factory.

"I want to be the first company without HR."

That's the viral line from Jennifer Sey, who founded XX-XY Athletics in March 2024. She thinks Human Resources is just the "social-justice police." According to her, they are nothing more than a department of hall monitors: "They produce nothing. They monitor our words. They tell us what we can and cannot say. They inhibit creativity. It's bad for business."

Let's clear this up:
HR is not the problem.
HR is not your censor.
HR is not some DEI-driven thought police force trying to ruin your fun.

PIPs are performance improvement plans, not employee termination plans

The point of a performance improvement plan isn't to fire someone, it's to help them improve. It's right there is the name. But too often, PIPs aren't about performance or improvement.

For example, in Murphy v. Caterpillar Inc., the 7th Circuit just reversed summary judgment on the employee's age discrimination claim, and the court's reasoning serves as a stern warning to any employer using PIPs as a shortcut to termination.

Here's what Caterpillar got wrong about the PIP it delivered to Brian Murphy, a 58-year-old engineer:

I want my records back, records back, records back

When you destroy the evidence that could justify a termination, don’t be surprised when a court refuses to take your side. That's the message from the 6th Circuit's recent decision in Kean v. Brinker International, Inc., where a 59-year-old general manager of a Chili's, owned and operated by Brinker International, was fired despite running one of the most successful stores in his market.

Brinker claimed he was let go for not "living the Chili's way"—an amorphous explanation about bad "culture." Instead, Kean claimed age discrimination, supported by his stellar performance records and his post-firing replacement by someone 26 years his junior.

Brinker, however, could not support any its reasons for Kean's termination because it had destroyed all of the documents related to the termination.

WIRTW #763: the 'shiny and new' edition

Our new website is live!

I am excited to share that Wickens Herzer Panza has officially launched a completely redesigned website.

Our goal was simple: make it faster and easier to find our insights, resources, and people—while showcasing our depth and agility.

Our new site features a clean, modern design, along with refreshed and expanded content:

• Attorney Bios – Experience, focus areas, fun facts, and direct contact details.

• Practice Area & Industry Pages – Plain-language overviews of how we solve problems for businesses like yours.

• News & Alerts – Timely articles, case analyses, and thought leadership geared toward business owners and entrepreneurs.

• Firm Insights – Events, community involvement, and the culture that drives our client service.

Our refreshed branding—Big Firm Ability; Small Firm Agility—features prominently on the new home page. This isn't marketing rhetoric; it's who we are:

• Big Firm Ability – Seasoned lawyers, multi-disciplinary teams, and the bench strength to handle sophisticated transactions, complex litigation, and strategic planning.

• Small Firm Agility – Direct access to decision-makers, responsive service, and customized solutions delivered at the pace a business demands.

Massive shoutout to PaperStreet Web Design for knocking our new website out of the park!

Check out the new WickensLaw.com and let me know what you think. If you've got questions about how we can help you or your business, just grab my contact info right from the site.

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

🚨 SCOTUS refused to extend Bostock—but it also didn't gut it. That matters, a lot.

Yesterday, in U.S. v. Skrmetti, the Supreme Court held that states can constitutionally prohibit puberty blockers and hormone therapy for transgender teenagers, rejecting a Equal Protection challenge to the law. It's a dangerous decision. Because of the votes of six Supreme Court justices, many children will suffer and some will even die.

The Court also refused to extend Bostock v. Clayton County, which held that Title VII protects LGBTQ+ employees from workplace discrimination "because of sex."

Yet, there is hope from this opinion. The Court could have used Skrmetti to start walking back Bostock. It didn't. In fact, it went out of its way to distinguish Bostock without undermining its holding.

FIFA gets a red card for its missing anti-discrimination stance

FIFA says it has a zero-tolerance policy against racism and discrimination.

But during this year's inaugural Club World Cup—in the United States of all places—that commitment has gone missing. No "No Racism" signage. No "No Discrimination" videos. No announcements. No armbands. No social media messaging. Just silence. (And a Dance Cam encouraging people to "Be Active.")

Compare that to past FIFA tournaments, where anti-racism and inclusion messages were projected on jumbotrons, splashed across LED boards, and worn on armbands—from "Unite for Gender Equality" to "Unite for Inclusion." Now? Nothing.

FIFA hasn't explained why. But the silence speaks volumes.

When immigration policy change overnight…

What's an employer supposed to do when immigration policy shifts overnight?

That's the question employers across the country are now facing. More than 500,000 immigrant workers—who entered the U.S. legally under a humanitarian parole program—were recently told to leave their jobs and “self-deport” after the Department of Homeland Security abruptly ended the program.

The headlines are emotional. The legal issues are complex.

Generally, if an employee has a properly completed I-9 form, the employer is not liable for hiring someone who later turns out to be unauthorized. As long as the documents provided at the time of hire reasonably appear genuine and relate to the employee, you're in the clear. That's exactly how the system is meant to work.

This situation, however, is different. In this case, the government is notifying employers that certain employees' immigration status has changed—and that they are no longer authorized to remain in the U.S. Still, even under these circumstances, telling an employee to "self-deport" carries legal risk.

A dog of a workplace lesson

Last weekend, I got bit by the doggie mayor of Boston's Seaport.

His name is Bennett. He's a 9-month-old golden retriever. And while visiting the area on a family vacation, I met the young mayor in a beer garden.

He was adorable. Charismatic. Clearly popular. And then—he chomped down on my arm.

It was classic puppy behavior—playful, harmless in intent, but still… teeth on skin.

What stood out most wasn't the bite. It was his "parents"—sitting nearby, watching it happen, saying absolutely nothing.

WIRTW #762: the 'cheers' edition

🚨 BREAKING: The death of craft beer has been greatly exaggerated.

According to a new 2024 economic impact study from the Ohio Craft Brewers Association, my state's craft brewing industry is very much alive and pouring.

📊 Consider this:

• $1.29 billion in economic output (up from $1.22 billion in 2022).
• 12,255 jobs supporting 8,095 households (up from around 11,500 jobs in 2022).
• $427.3 million in labor income created.
• Nearly $230 million paid in state and federal taxes (identical to 2022).
• 46 new breweries opened in 2024—with 53 more already in planning (bringing Ohio’s total to 442, up from 420 in 2022, 357 in 2020, and 300 in 2018).

That's not a dying industry. That's a growth industry.

But let's not sugarcoat it: challenges remain. Younger generations are drinking less beer. Tastes are shifting toward spirits, RTDs, non-alcoholic options, and cannabis. And tariffs on brewing equipment and ingredients continue to threaten and squeeze margins. It's not easy out there—but Ohio's brewers are adapting, evolving, and still finding ways to grow.

Moreover, this isn't just about pints. Ohio breweries are revitalizing neighborhoods, anchoring downtowns, hosting community events, and donating millions to charity.

So the next time someone says "craft beer is over," raise a pint and say: Not in Ohio.

🍻 Cheers to great beer and better data.

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

The 6th nominee for The Worst Employer of 2025 is … The Terrible Trafficker

HotHead Grabba is now officially in the hot seat.

A 74-count indictment charges owner Hunter Segree and two managers with operating a tobacco-processing sweatshop and exploiting its immigrant workforce.

2.5 million reasons to avoid age discrimination

"Younger and hungrier."

That was the phrase executives at CrossCountry Mortgage allegedly used to describe the kind of people they wanted in their accounting department.

The only problem? They already had Cheryl Shephard, a senior accountant who wasn't "younger." Shephard was 65. And a CPA. No disciplinary record. No PIP. Just years of reliable, quality work with strong performance reviews

Then, out of the blue, CrossCounty Mortage fired her in a so-called reduction in force.

Do you know the difference between legal and illegal interview questions?

You're hiring. Great.
You're asking illegal interview questions. Not so great.

Most employers don't mean to cross the line in interviews. But intent doesn't matter when the EEOC or a process server comes knocking. The law draws a pretty clear line around certain topics. And the moment you ask the wrong question, you've handed a candidate "Exhibit A" in their future discrimination claim.

The 5th nominee for The Worst Employer of 2025 is … The Predator Manager

The EEOC has filed a lawsuit against Franchise Management LLC, the operator of over 20 Subway locations in the Beehive State, alleging that it failed to prevent the sexual harassment and assault of a 16-year-old male employee by a district manager.

The manager, Justin Nielson, reportedly made inappropriate sexual comments, asked the employee for photos of himself in his underwear, sent similar photos of his own, and ultimately assaulted the teenager during work hours.

Inclusion isn't political #HappyPrideMonth🌈

It's Pride Month. And it matters now more than ever.

Ten years ago, a client fired me. Why? Because I suggested they add LGBTQ+ protections to their employee handbook. There was no federal law requiring it back then. They didn’t support "that lifestyle." I wasn't "a good fit" as their lawyer. I wanted to help them do the right thing, and they wanted to pretend certain people didn't exist. As much as I hoped they'd listen, they were right: I wasn't the right lawyer for them. And I'm proud of that.

Fast forward to 2020: the Supreme Court decided Bostock v. Clayton County, holding that Title VII protects employees from discrimination based on sexual orientation and gender identity. It was a legal game-changer. But it didn't change everything.

Now, in 2025, LGBTQ+ rights are under a coordinated attack—through legislation, litigation, and relentless rhetoric. And some companies are backing away from DEI altogether, afraid of the backlash.

But here's the thing: inclusion shouldn't be political. Leading with integrity means standing up for your employees, especially when it's not easy.

WIRTW #761: the 'boss' edition

For over 50 years, Bruce Springsteen has been the voice of working people, dreamers, outcasts, and truth-tellers. His songs tell the story of real America—the kind with grit, heartbreak, hope, and heart.

And he's never been afraid to speak out—against injustice, against corruption, and yes, against authoritarian wannabes who mistake cruelty for strength.

So it's no surprise that Donald Trump has launched a full-on war against The Boss. He's called him a "radical left loser," a "dried up prune," and a "dumb rock star."

Cool. Because if Bruce is everything Trump hates, then maybe Bruce represents everything America should be.

June 14 is Donald Trump's birthday.
Let's take it back.

Let's turn it into something worth celebrating—not a day about narcissism and lies, but a day about music, truth, resistance, and unity.

We’re calling on Congress to declare June 14 as National Bruce Springsteen Day.

• A day to crank the volume.
• A day to remember the power of protest and poetry.
• A day to honor a man who’s never stopped fighting for the soul of this country.

Because you can't start a fire without a spark.
And Bruce Springsteen's been sparking the American spirit since 1973.

Sign the petition. Share it loud.
Let's reclaim the day—and remind the world who really represents the heart of America.

Let's make June 14 National Bruce Springsteen Day.
Because America deserves better than a birthday party for Trump.

Click here to sign the petition.

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

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The fiduciary case for DEI

Corporate Diversity, Equity, and Inclusion initiatives are not just about social responsibility. They're also about business performance.

Studies from McKinsey and others have consistently shown that diverse teams drive innovation, enhance risk mitigation, improve decision-making, and ultimately deliver stronger revenue and profits. Indeed, according to McKinsey, companies in the top quartile for gender or ethnic diversity on executive teams are 39% more likely to outperform their peers financially compared to those in the bottom quartile, while those that rank in the top quartile for both are, on average, 9% more likely to outperform their peers. Conversely, companies in the bottom quartile for both are 66% less likely to achieve above-average profitability. 

In other words, diversity = profits.

When rights collide: religious beliefs vs. gender identity in the workplace

An employee tells HR, "I can't use my coworker's preferred pronouns. It's against my religion." What now?

This isn't theoretical or hypothetical—it's happening in businesses across the country. Just ask Spencer Wimmer, a former Generac Power Systems employee who refused to use a transgender colleague's pronouns on the basis of his Christian faith and was fired as a result. He's now filed an EEOC charge, claiming religious discrimination.

This is not an isolated development. It's the front lines of a growing legal and cultural tension: What happens when one person's protected rights collide with another's?

Here's my take: We can't use religion as a license to discriminate.

DEI-washing

Verizon just made headlines — by eliminating its entire DEI program. In a memo to the FCC, the company announced sweeping changes:

NO DEI roles or departments

NO DEI references in training materials

NO demographic hiring goals

NO supplier diversity benchmarks

NO scholarships or internships targeted at underrepresented groups

NO diversity-focused recognition surveys.

NO mention of “diversity, equity, or inclusion” on its website or in recruiting materials

NO mention of “diversity, equity, or inclusion” in recruiting materials

And yet, despite this full-scale rollback, Verizon insists it remains "committed to … an inclusive culture."

Let me be very, very clear: You cannot claim to support inclusion while dismantling every tool you've built to achieve it. That's like closing your fire department while saying you're committed to fire safety.

WIRTW #760: the 'sportswashing' edition

What do you know about "sportswashing"? If you're like me, it's very little. That is, until I asked ChatGPT.

Sportswashing is a practice by which governments use sports to improve or launder a tarnished reputation. I needed to education myself on this topic fairly quickly so that I could read my son's 10th grade history research paper with a base of knowledge upon which to critique it.

So, I activated ChatGPT's deep research tool in its new 4.1 model and asked the following: "Can you draft a detailed and persuasive memo on sportswashing in global football."

ChatGPT responded with some follow-up questions:

1. Who is the intended audience? (e.g., general public, a school project, a policy maker, a sports organization)
2. Do you want the memo to focus on specific countries or cases, like Russia 2018, Qatar 2022, or Trump's involvement in 2026?
3. Should the memo include proposed actions or solutions, or just explain the issue?
4. How long or in-depth would you like the memo to be?

I answered: University-level research paper; No; Propose solutions; 10 pages, double-spaced. And off it went. 15 minutes later, I had my results—a well-researched and detailed memo on the issue—which can download and read here.

This experience highlights both the powerful advantages of using generative AI tools like ChatGPT for legal and professional research. Still, I'd be remiss if I didn't point out their inherent risks.

On one hand, ChatGPT's speed, breadth of knowledge, and ability to produce clear, structured analysis can dramatically enhance efficiency—delivering well-informed content in minutes that might otherwise take hours, days, or even weeks. This democratizes access to complex topics and supports professionals in making faster, more informed decisions.

On the other hand, reliance on AI-generated content without critical review can be risky. ChatGPT, while capable, is not infallible and may present information that lacks nuance, context, or up-to-date accuracy.

For legal professionals in particular—where precision, source validation, and ethical responsibility are paramount—AI should be treated as a powerful assistant, not as a substitute for human expertise and judgment. Used thoughtfully, it can be an important tool; used carelessly, it may lead to oversights or misinformed conclusions. Blind reliance without verification is reckless and irresponsible. Nevertheless, I remain impressed by the work product that ChatGPT can produce, and can't wait to see how it continues to develop, evolve, and improve.

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

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Brewing up a tipped wages nightmare

Brewery owners: Let's talk why class-action lawyers are just as interested in your payroll practices as your flagship IPA.

A new lawsuit against a Georgia craft brewery is making the rounds, and it's the same old recipe—alleged FLSA violations in how tipped employees are paid. Don't brew the same legal trouble for yourself. 

Here's what every taproom, brewpub, and brewery owner needs to know to stay out of court in wage and hour lawsuits:

Do not undervalue the importance of confidentiality in workplace investigations

After a Costco employee filed a sexual harassment complaint, she and others were required to sign an "Acknowledgement of Confidentiality" form. It prohibited employees from discussing the investigation. 

Later, the company sent a letter instructing her to treat the outcome as confidential, even after the investigation had concluded.

Costco said the practice was necessary to preserve the integrity of the investigation.

Federal court guts EEOC guidance on trans rights

Federal court to SCOTUS: "We read your opinion, but we're going to pretend you didn't mean what you said."

That's essentially what just happened in Texas v. EEOC.

A federal judge struck down part of the EEOC's 2024 harassment guidance, ruling that Title VII does not protect transgender workers from being misgendered, denied access to bathrooms aligned with their gender identity, or required to dress according to their sex assigned at birth.

WIRTW #759: the 'HBD' edition

🎉 My blog is officially an adult. Last week, it turned 18 years old.

On May 9, 2007, I hit "publish" on my very first post. It was about a Supreme Court retaliation case, because of course it was. It's fascinating to see how my tone and style have matured (or, perhaps more accurately, immatured) over the years.

Fast forward to today: 4,470 posts later, and this blog is somehow still going strong. That's:
✅ Millions of words on employment law
✅ Hundreds of stories about HR disasters

✅ 759 "What I Read This Week" lists
✅ Dozens of "Worst Employer" nominees
✅ Too many musical references no one asked for

When I started, blogs were cutting edge. LinkedIn barely existed. Twitter was a baby. AI was still science fiction. And I honestly didn't know if anyone other than my dad would read this thing. (He still does.)

Eighteen years in, the blog has given me a platform, a voice, and a way to connect with readers, clients, reporters, and colleagues around the world. It's also brought me lasting friendships and provided a much-needed creative escape from the daily grind of practicing law.

Thanks to everyone who's read, shared, commented, or said, "Hey, I actually like reading legal content." You’ve kept me writing—day after day, week after week, year after year.

Here's to the next 18!

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

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Managing employees' food allergies and preferences in the workplace

One employee is vegan. Another is allergic to shellfish. Another is lactose intolerant. Another has Celiac disease and can't eat gluten. And yet another is kosher. You're hosting a company lunch. What do you have to accommodate, and what should you accommodate?

Let's start with the law:

The Stanley Cup of social media screwups

"Eat s--- 51st state anti-semite loser. Israel now and forever. Until every last Hamas rat is eliminated."

That's what Doug Cifu, vice chairman and minority owner of the Florida Panthers, posted to X in a heated exchanged with a fan of the Toronto Maple Leafs (the Panthers' current playoff opponent).

It's also what just earned Cifu an indefinite suspension from the NHL—for conduct detrimental to common sense. The NHL called Cifu's posts "unacceptable and inappropriate." That's legalese for, "What were you thinking?!"

Faith, fetus photos, fired: How Title VII grounded a Southwest termination

"This is what you supported during your Paid Leave with others at the Women's MARCH in DC… You truly are Despicable in so many ways."

That's one of several messages Charlene Carter, a Southwest Airlines flight attendant, sent to her union president—this one accompanied by a graphic photo of an aborted fetus.

Southwest fired Carter for violating its Workplace Bullying and Hazing Policy and Social Media Policy. Carter sued, claiming religious discrimination—that she sent those messages because the union's support of "women’s rights" conflicted with her religious beliefs about abortion.

WIRTW #758: the 'craft' edition

Ohio showed up and showed out at last week's World Beer Cup in Indianapolis. 

The World Beer Cup — the most prestigious beer competition in the world—is dubbed "the Olympics of beer." Organized by the Brewers Association, the now annual event has been held since 1996 in conjunction with the Craft Brewers Conference. 

This year's competition drew 8,375 entries from 1,761 breweries and cideries representing 49 countries. Medals—Gold, Silver, and Bronze—were awarded across 117 categories.

Ohio breweries earned a total of 11 medals, including three for local favorite Fat Head's: two Golds and a Silver. Impressively, Fat Head's has medaled at every World Beer Cup since 2012—a streak that, according to my research, no other brewery in the world has matched.

You can watch the 2025 awards ceremony here and view the full list of winners here. Next year’s World Beer Cup will be held on April 23 in Philadelphia.

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

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Your trade secrets just walked out the front door … and you might have held it open: Generative AI and trade secrets

No employee—except the rare bad actor—means to leak sensitive company data. But it happens, especially when people are using generative AI tools like ChatGPT to “polish a proposal,” “summarize a contract,” or “write code faster.” But here’s the problem: unless you’re using ChatGPT Team or Enterprise, it doesn’t treat your data as confidential.

According to OpenAIs own Terms of Use: “We do not use Content that you provide to or receive from our API to develop or improve our Services.”

But don’t forget to read the fine print: that protection does not apply unless you’re on a business plan. For regular users, ChatGPT can use your prompts, including anything you type or upload, to train its large language models.

Corporate ethics start at the top

Kohl’s just gave its CEO the boot for violating the company’s code of ethics.

Why? Because he funneled business to a vendor run by someone he was romantically involved with—and failed to disclose the relationship. The deal came with unusually favorable terms, including a multi-million-dollar consulting agreement. The board found out, and now he’s out of a job. He’ll also forfeit his equity awards and repay a prorated portion of his $2.5 million signing bonus.

But this isn’t just about one executive’s bad judgment. It’s a cautionary tale about what happens when leaders forget that trust, transparency, and ethics aren’t optional. If you’re running a business, you can’t afford to wing it on conflicts of interest. You need structure. You need clarity. And you need a culture that doesn’t look the other way.

Don’t eat the chicken (yet): A lesson in workplace investigations from a Portuguese rooster

In Portugal, one of the most iconic national symbols isn’t a monument or a monarch—it’s a rooster. The Galo de Barcelos. (Stay with me. This will relate back to the workplace before we’re done.)

Legend has it that a Spanish pilgrim on his way to Santiago de Compostela was wrongfully accused of theft in the town of Barcelos. Despite his pleas of innocence, he was sentenced to hang. As a final request, he asked to be taken to the judge. Brought before the judge—who was eating a roast chicken—the pilgrim declared, “If I am innocent, that rooster will crow!” The judge laughed, but didn’t eat the bird. Miraculously, just as the man was about to be hanged, the roasted rooster stood up and crowed. The judge rushed to stop the execution, and the pilgrim was spared.

Because of this tale, the rooster has become a national symbol of honesty, integrity, justice, and good fortune, often seen in colorful ceramic form all across Portugal.

What do dolls have in common with beer?

“Maybe the children will have two dolls instead of 30.”

That was Donald Trump’s response yesterday when asked about the impact of tariffs on imported consumer goods.

Charming.

But here’s the thing—those tariffs aren’t just about dolls. They hit a lot closer to home for small businesses, like the craft breweries I work with.

I spent the past four days at the national Craft Brewers Conference, and tariffs weighed heavily on every single attendee.

The 4th nominee for The Worst Employer of 2025 is … The Enslaving Executives

OneTaste, a San Francisco-based "wellness" company, claimed to offer empowerment through "orgasmic meditation." However, federal prosecutors allege that behind this façade, founder Nicole Daedone and former Head of Sales Rachel Cherwitz orchestrated a years-long forced labor conspiracy.

Between 2004 and 2018, Daedone and Cherwitz allegedly targeted vulnerable individuals—often survivors of trauma—and lured them with promises of healing. If they couldn’t afford OneTaste's expensive courses (ranging into the tens of thousands), they were pressured into debt—with the company even helping them open credit cards. Members became reliant on OneTaste for food and shelter, lived under constant surveillance in communal homes, and were isolated from their support networks.

The indictment accuses Daedone and Cherwitz of using surveillance, indoctrination, and intimidation to control members, effectively turning a wellness startup into an enslavement operation.

Heading to CBC? Let’s connect! 🍻

I’m in Indianapolis this week for the Craft Brewers Conference — the biggest global education and networking event for the craft beer industry.

It’s a massive scene: 10,000+ attendees, 600+ exhibitors, 100+ seminars, and countless networking moments. It’s a blast — and a lot to take in.

If you’re here, find me at the Start A Brewery Lounge (proudly sponsored by Wickens Herzer Panza).

WIRTW #757: the 'that's how I'm feeling' edition

For a glorious 90 minutes last Wednesday night, my kids and I forgot all of our worries and bonded with 2,000 like-minded souls over the music of Mr. Jack White.I love the music of Jack White. I fell in love with a band at Cleveland's Beachland Ballroom on August 10, 2001. The White Stripes were playing that night. I didn't know much about them before that concert. I had heard about some up and coming band, brother/sister (maybe) duo. I went to the Beachland to check them out. I was hooked by the opening chord from Jack's guitar and enraptured by the end of their set. I couldn't find any video online from that show, but I did find a complete recording of a show they did in London just four days earlier.

I've since passed that love on to my children, which brought us front and center at Cleveland's Agora last Wednesday night. You can hear all about it on this week's installment of The Norah and Dad Show (with special guest, Donovan) — available on Apple Podcasts, Spotify, Amazon Music, YouTube, Overcast, your web browser, and everywhere else you get your podcasts.

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While you're checking out things I recorded this week, also check out my appearance on Backstage Pass: The HR Rock Star Podcast.

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

Holy hypocrisy: When "religious freedom" only protects one religion

"My Administration will not tolerate … unlawful conduct targeting Christians.…My Administration will ensure that any unlawful and improper conduct, policies, or practices that target Christians are identified, terminated, and rectified."

That's the key takeaway from Trump's Executive Order on Eradicating Anti-Christian Bias.

What does that look like in practice? According to Politico, the State Department has ordered employees "to report on any instances of coworkers displaying 'anti-Christian bias.'" The internal memo allows (but doesn't require) anonymous reporting and encourages submissions to be "as detailed as possible, including names, dates, [and] locations (e.g., post or domestic office where the incident occurred)."

Understanding the difference between legal and illegal DEI

If you want to understand the difference between legal and illegal DEI, here's what illegal looks like.

From The Hollywood Reporter: "CBS Studios has settled a lawsuit from a script coordinator for SEAL Team, who accused parent company Paramount of carrying illegal diversity quotas that discriminate against straight white men."

In the lawsuit, Brian Beneker alleged he was denied a job after Paramount implemented an "illegal policy of race and sex balancing" that prioritized hiring less qualified applicants who identified as minorities, LGBTQ+, or women.

Here's the legal reality — Quotas and preferences based on protected characteristics are unlawful. Title VII requires that employers hire the most qualified person for the job, regardless of race, sex, or any other protected trait.

But what if you want to improve representation of marginalized groups in your workplace, and do it legally?

WIRTW #756: the 'iii' edition

You can tell from the tone and tenor of my recent posts that the current state of my country, politics, and democracy has me concerned and scared. Which is why last night was so, so good for my soul.

If you are a fan of rock 'n' roll and have the chance to see Jack White live, just do it. Hard stop. It was an amazing night from start to finish. More next week, as it will be the focus of the next episode of The Norah and Dad Show.

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

If you wanted to know what a Constitutional Crisis looks like…

What happens when the Attorney General refuses to follow a Supreme Court order? We are about to find out.

Last week, the Supreme Court unanimously ordered the federal government to facilitate the return of Kilmar Abrego Garcia to the U.S. from his deportation to an El Salvador torture prison. The decision was clear: the deportation was illegal, and the government was required to undo it.

Yet, Attorney General Pam Bondi is refusing to comply. She has made no efforts to return Mr. Abrego Garcia, despite a binding court order. "He is not coming back to our country," according to Bondi.

That is not how the rule of law works.

Heel turn? How a dress code became an ADA problem.

This case started with a pair of Skechers, and will end with a jury trial.

A cocktail server at MGM National Harbor, Rebecca Lopez-Duprey, suffered from foot conditions—Achilles tendonitis and Equinus deformity—that made wearing heels painful and medically inadvisable. Her doctor recommended she wear flat, supportive shoes. Eventually, MGM granted her an ADA accommodation to do just that.

Lopez-Duprey wore Skechers-style black shoes for over two years without issue. Then came a policy change.

In late 2021, MGM issued a memo updating the dress code and specifying which shoes were allowed, even for employees with ADA accommodations. Skechers weren't on the approved list. The company disciplined Lopez-Duprey multiple times, including once for showing up to work in her doctor-recommended sneaker. She protested internally, and her doctor even submitted another note, this time stating she needed those shoes permanently.

MGM terminated her shortly thereafter for violating its appearance standards.

Lopez-Duprey sued for failure to accommodate under the ADA. 

Damage caps for discrimination claims don't work

$75,000. That’s what Morton Salt just paid to settle a lawsuit brought by the EEOC.

The agency alleged that Morton Salt discriminated against a Black employee because of his race and disability—and then retaliated against him for reporting it.

The allegations are disturbing:

• A white coworker allegedly used the n-word repeatedly, including calling employees "worthless [n-words]"—something Morton knew about.

• A Black employee reported the racist behavior.

• Instead of addressing or investigating the harassment, Morton reprimanded and ultimately fired the person who spoke up.

And what did it cost them? Seventy-five grand.

WIRTW #755: the 'seuss' edition

ChatGPT continues to amaze me with what it can do. Last week, I asked it to write a parody of "Green Eggs & Ham" about tariffs. You can read that story — called This Tariff Sham — over on LinkedIn.

This week, I decided to take it a step further: "Can you write a story in the style of Dr. Seuss's 'The Cat in the Hat' about the rise of authoritarianism in the United States and the increasing threat to the rule of law posed by the current Trump administration?" Then, I asked it to illustrate the results in a complete children's book. The results? Simply stunning. Read the story below, or download the fully illustrated book here.

* * *

The Man in the Red Tie
A Cautionary Tale in the Style of Dr. Seuss

The sun wasn't sunny. The news made us frown.
The Rule of Law seemed to be sliding down.

We sat in our house. We felt anxious and stuck.
We read every tweet and just whispered, "Oh… yuck."

Then THUMP!
Something boomed like a cannonball blast.
We turned to the screen — and he strode in fast.

He wore a red tie, too long and too wide,
With a smirk on his face and a puffed-out pride.

"I am the Man!" he said with a grin.
"I'll make us all great by just keeping me in!"

He stomped and he shouted, he pouted and screamed.
He flattered the rich and he schemed while they beamed.

He scolded the courts, he mocked every norm,
He said, "I alone will reform the reform!"

He fired the watchdogs who'd barked at his lies.
He said, "Loyal dogs are the very best guys."

He told folks in uniforms, "Do what you must.
If I tell you it's legal, then you know it’s just."

He roared at the press and he called them "fake."
He branded all truth as a liberal mistake.

He built up a wall, not just out of brick—
But out of division, and anger, and schtick.

He courted the chaos, the proud and the cruel.
He said, "I don't care — I make the rule!"

And some folks just cheered, "He tells it like so!"
(Though what "so" was… they weren't sure they'd know.)

But the skies grew darker, the air full of dread,
As the books stayed closed and the laws grew dead.

Then came the Day — the one we all feared.
The vote loomed large, and the stakes had cleared.

Would the people still matter? Would ballots be true?
Would justice be blind, or just red, white, and blue?

Then YOU stood up tall — yes, you, in that chair!
You said, "This is still our Republic to care!"

"The law is not his — it belongs to us all.
It's strong when we stand, and weak when we fall."

You voted. You marched. You wrote and you spoke.
You called out each lie. You challenged each joke.

And maybe, just maybe, the tide turned again—
The Rule of Law held, with paper and pen.

Now kids, let me tell you — remember this day.
Democracy isn't just kept safe by what we say.

It's guarded by people who act when things tilt,
Who patch up the cracks before freedoms wilt.

So the next time a man comes to town with a grin,
And says, "I alone can make your side win,"—

Say, "Thanks, but no thanks. We've read this old plot.
We're the People. We matter. Like it or not."

---

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

Documentation wins cases

Charles Carroll worked as a high-ranking exec at IDEMIA, the company behind TSA PreCheck. He ran a new initiative called "Trusted Fan" and was involved in renewing a major TSA contract.

He was also in his 60s and had recently been diagnosed with prostate cancer.

A year after disclosing his diagnosis, and after delivering the TSA contract renewal, he was fired. The company said it was due to performance issues: lack of leadership, mishandling the Trusted Fan rollout, and frustrations around the contract renewal process.  

The Sixth Circuit upheld summary judgment for the employer across the board, including on Carroll's disability and age discrimination. Why? One word: documentation.

American Gestapo

Federal agents at Detroit Metro Airport detained attorney Amir Makled for 90 minutes. They asked him about his clients. They asked to search his phone.

Why? Because he represents a pro-Palestinian protester arrested at the University of Michigan.

According to the Detroit Free Press, Makled refused to turn over his phone, citing attorney-client privilege. But the message was clear: represent the "wrong" person, and you might be next.

This is not an isolated incident. It's part of a dangerous pattern. It's evidence of our quickening slide into authoritarianism. When the authorities target lawyers just for doing their jobs, democracy is on life support.

WIRTW #754: the 'due process' edition

"If you violated the law, you are not entitled to due process."
– Rep. Victoria Spartz, March 2024

Let that sink in. An elected official—sworn to uphold the Constitution—said that people who allegedly violated the law are not entitled to due process.

That's not just legally wrong. It's dangerous.

Due process is the mechanism by which we determine whether someone did violate the law. It's not a prize we give afterward. It's the protection we guarantee beforehand. That's literally the point.

We don't just arrest people and skip the trial part. At least, we're not supposed to.

But we're increasingly seeing a frightening trend of "disappearing" people:

⮞ Immigrants detained indefinitely without hearings, or worse, sent to awful prisons overseas never to be heard from again.
⮞ Protesters and students punished based on accusations, not findings.
⮞ Politicians demanding instant penalties before any legal process unfolds.

That's not how this works. That’s not how any of this works.

We can't cherry-pick the Constitution based on who we like or what someone's accused of doing. Once we start deciding who "deserves" due process, we're no longer a nation of laws—we're an authoritarian regime of vibes and vengeance.

Due process is what makes our system fair. It's what makes us America. If that's controversial, we've got problems bigger than politics.

---

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

The 3rd nominee for The Worst Employer of 2025 is … The Coprophilic Chief

"[The chief's] actions not only fail to meet the standards of professional conduct but also appear intended to humiliate me and other victims." That's according to a North Bergen, NJ, police officer speaking to People Magazine about his boss, Police Chief Robert Farley.

"Failing to meet the standards of professional conduct" might be understatement of the year. Farley is accused of horrific and unacceptable behavior. 

This is NOT how the ADA is supposed to work

Some federal agencies within the Trump administration have delayed acting on employee requests for reasonable accommodations because they are still figuring out their return-to-office policies.

That's not how the ADA works.

The ADA doesn't allow employers to "wait and see" before engaging in the interactive process. It doesn't allow delays while leadership huddles over long-term telework plans. And it definitely doesn't permit an employer to ignore an accommodation request just because it's inconvenient or politically tricky.

PSA: Get your measles titer checked

I just had measles titer checked—and to my surprise, it came back really negative. That means I either never had the measles vaccine (which I definitely did, as a child) or my immunity has disappeared over time.

This matters because measles is one of the most contagious viruses on the planet. If you're not immune and you're exposed to someone with measles, you have a 90% chance of getting infected. And it's not just a rash and a fever. Measles can cause pneumonia, brain swelling, and even death.

Moreover, we're currently seeing measles outbreaks across the country in places where it hasn't shown up in years. While many adults assume they're protected, as I just learned that may not be the case.

A day without associates

BigLaw is under attack—not just from Trump's executive orders targeting law firms that have historically supported his political opponents or oppose his current policies, but from their own employees.

Above the Law reports that associates at some of the nation's biggest law firms are considering going on "recruitment strikes" (i.e., refusing to participate in law student recruiting) if their employers fail to push back against Trump's unlawful orders.

What if these associates take it one step further and actually walk off the job in protest? Would the National Labor Relations Act (NLRA) protect their concerted work stoppage?