I never expected to fall in love with English football in my 50s. Yet here we are.A couple of years ago, I started following Arsenal FC. What began as casual curiosity turned into waking up early on weekends, structuring Saturdays around matches, and finding my way to our local Arsenal supporters’ bar.What’s struck me most
When my daughter was in high school, we fired her therapist.
Not because therapy doesn’t work. Not because she didn’t need help. But because the therapist insisted on something that was deeply counterproductive—an obsessive focus on the negative.
Every session circled the same drain. What was wrong. What hurt. What wasn’t working. Week after week.
When does the workday begin for a remote employee?
So is it when they log in? When they boot up their computer? When they launch the software that actually lets them take calls?
For remote non-exempt employees, those questions aren’t academic. They’re
“I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it.”
On this week’s episode of the Norah and Dad Show, we talked about what Delta Zeta has come to mean to her, and I couldn’t help but smile listening to her. Greek life was never my thing, but I’m genuinely glad it’s hers. She’s found her people—and not just a social circle, but a group
One in four employees have considered quitting because of their mental health.
Not compensation. Not commute. Not a bad boss. Mental health.
The latest NAMI-Ipsos Workplace Mental Health poll paints a pretty stark picture: employees are stressed, overwhelmed, and—critically—don’t feel safe talking about it at work. Nearly half fear judgment. Even
Employers love arbitration agreements. They keep disputes private and out of court.
An Ohio appellate court just made that crystal clear in Hansbrough v. Marshall Dennehey.
The employer did what employers do. It pointed to a signed arbitration agreement and moved to compel arbitration of
Last year, in Muldrow v. City of St. Louis, SCOTUS rewrote what counts as an “adverse employment action” under Title VII. The old rule required something “materially” adverse—real harm. That’s gone. Now, if an employee is left even a little worse off in the terms or conditions of employment, that’s enough.
That’s a big
AI is new and shiny. Employment law is not.
The plaintiffs, a nationwide class of job applicants over the age of 40, allege that employers’ use of Workday’s
Last Friday in Covent Garden, a street performer pulled me into his act.
“Where are you from?”
“America.”
The boos came right on cue. Not playful. Not ironic. Real boos. Not from everyone—but from enough to feel it.
And yes, I knew they were coming. Anyone paying attention to how the world currently sees the