In episode 106, Coffey talks with Paul Simon and Dustin Paschal about HR news topics including the possible impact of Supreme Court's decision on race-conscious admissions programs; SCOTUS’ revised standard for evaluation religious accommodation requests; and the possible causes of the Hot Strike Summer.

They discuss when an employer can consider race or sex in making an employment decision; disparate impact and reverse discrimination; the difference between "affirmative action" and "equal employment opportunity"; removing bias in the interviewing process; moving beyond the de minimis standard for religious accommodations, including how closely to scrutinize an employee’s religious claims; and the recent movement of everyone going on strike.

Links to stuff they talked about are on our website at https://goodmorninghr.com/EP106 and include the following topics:

- Supreme Court strikes down affirmative action programs in college admissions:

- U.S. Supreme Court buoys religious employees who seek accommodations at work

- Supreme Court ruling deals another blow to organized labor

- Summer of strikes heats up

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About our Guests:

Dustin Paschal, JD.

As a founding member of Simon | Paschal PLLC, a boutique employment law firm in Frisco, Texas, Dustin maintains an active employment law practice.  If it’s an HR related issue, Dustin likely handles it for his clients.  Dustin is a former President of DallasHR and currently serves on DallasHR’s Board of Trustees, which he previously chaired for two years.  Dustin also serves as the Texas SHRM State Director-Elect.  He previously served as a District 1 Director and as a Legal & Legislative Director.  Dustin is also active in his community, where he has served on various city, school district, and nonprofit committees and boards.  Dustin likes HR so much, he married an HR professional!  When Dustin isn’t working, he is trying to keep up with an active five-year-old son or trying to forget that he’s a lawyer!

Paul Simon, JD

As a founding member of Simon | Paschal PLLC, an employment and business law boutique law firm in Dallas, Texas, Paul maintains an active employment and business law practice.  Paul has a wide array of experience in employment matters.  Paul also has a broad business-based practice including, business entity formation and dissolution, operating agreements, and contract drafting and review.  Paul currently serves on the DallasHR Board of Directors as the Director of the Collin CountyHR Committee.  Paul was a six-term member of the DAYL Executive Committee, where he ultimately served as its President.  Paul also has been selected as a Texas Super Lawyer Rising Star and has been selected more than 5 times as a Texas Super Lawyer.  Paul also was selected as a Best Lawyer Under 40 and a Best Lawyer in Dallas by D Magazine in 2018 and 2019.

Paul Simon and Dustin Paschal can be reached at:

www.simonpaschal.com 

https://www.facebook.com/simonpaschallaw
https://twitter.com/SimonPaschalLaw
https://www.linkedin.com/company/simon-paschal-pllc/
https://www.youtube.com/c/SimonpaschalPLLC

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 of 26 years are empty nesters in Fort Worth.

Learning Objectives:

1. Consider the legal implications of the Supreme Court's decision on race-conscious admissions for employers.

2. Create religious accommodation policies that align with the Supreme Court’s Groff decision.

3. Review policies and culture to mitigate the risk of employees unionizing or striking.s