Winning a lawsuit is not the proper measurement for the quality of your workplace

"Lincoln may have freed the slaves, but I'm keeping you."

That's what a Black legal assistant claims a law firm partner told her in a closed-door meeting.

The employee sued for a hostile work environment.

The employer won.

That's where the court case ends—but it's not where the employer lesson should.

When workplace frustration becomes a five-alarm fire

A warehouse goes up in flames. Fifteen hours to extinguish it. Hundreds of millions in damage. And a worker—three weeks into the job—now facing federal arson charges.

That's the story out of Ontario, California.

The most chilling detail? Authorities say the suspect filmed himself setting fires while saying, "All you had to do was pay us enough to live."

If true, that's more than evidence. It's a warning.

6th Circuit will answer when the workday begins for remote employees

When does the workday begin for a remote employee?

Not when they walk through the office door. There is no office door.

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 the difference between paid time and unpaid time.

And the 6th Circuit just signaled it’s ready to answer them.

PLEASE, do not litigate your cases on social media

"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."

Those were the concluding words in a scribe Bill Ackman, a hedge fund CEO, posted on X in defense of a discrimination lawsuit facing his company.

His post, while deeply personal, is a masterclass in how NOT to handle employment litigation.

WIRTW #794: the 'philanthropy' edition

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 that aligns with who she is. That includes their focus on speech and hearing advocacy, which fits her empathy and curiosity (and maybe even career goals) to a tee. It's one thing to join an organization; it's another to find one that sharpens your perspective and pushes you to care more deeply about issues that matter. This one does both for her, and it shows.

Norah and I covered a range of other topics, including food poisoning, a preview of her upcoming trip to New York City, travel horror stories (including Times Square on New Year's Eve and a very questionable museum couch), and speed traps. You can listen via Apple Podcasts, Spotify, YouTube, Amazon Music, Overcast, your browser, and everywhere else you get your podcasts. 

(If you are inclined to make a donation to DZ's philanthropy, you can do so here.)

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

Mental Health Is Now a Retention Problem. For Some Employers, It's Also a Legal One.

One in four employees have considered quitting because of their mental health.

Let that sink in.

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 fewer trust HR or leadership with these conversations.

That's not just a culture problem. It's a retention problem. And, increasingly, a legal one.

Employers can no longer count on private arbitration when sexual harassment is on the docket

Employers love arbitration agreements. They keep disputes private and out of court.

Unless, that is, sexual harassment is in the case.

An Ohio appellate court just made that crystal clear in Hansbrough v. Marshall Dennehey.