Workplace Wake-Up with Jen Shaw

Documentation Disasters: How to Write It Right (and Avoid Legal Nightmares)

"Good documentation” is often the difference between a defensible termination and a six-figure settlement. But many managers either say too much—or nothing at all. Jen breaks down what to document, how to write it, and when to escalate. Don’t miss this essential refresher on getting it right.

What Keeps You Up at Night? Top Wage-Hour Traps for 2025

Wage and hour compliance continues to trip up even experienced HR pros—especially in California. From meal periods to bonus calculations, the rules are complex and the penalties are steep. In this episode, Jen highlights the top wage-hour issues that keep employers up at night and how to tackle them before they turn into claims.

From Feedback to Fallout: How to Deliver Performance Reviews Without Creating Legal Risk

Performance reviews can inspire growth—or lead to grievances. If your evaluations are vague, sugar-coated, or inconsistent, you may be setting the stage for a claim. Jen shares practical advice on writing and delivering evaluations that are honest, useful, and defensible.

When Employees Behave Badly: Accountability Without Breaking the Law

Some employees are technically doing their jobs—but their behavior poisons the workplace. Whether it’s chronic negativity, resistance to feedback, or outright insubordination, these issues can’t be ignored. In this episode, Jen breaks down how to address bad behavior in a way that’s direct, effective, and legally sound.

Ghosting, Gaslighting, and Gen Z: New Workplace Behaviors, Old Legal Risks

Today’s workplace is changing fast—ghosted interviews, Slack snubs, viral firings. But the legal rules? Not so much. In this episode, Jen unpacks how modern behaviors collide with decades-old employment laws, and how employers can modernize their expectations without running afoul of protected activity, bias claims, or wage-hour traps. Consider this your crash course in managing the new workplace without making the old mistakes.

Resignations, Rage Quits, and Retaliation: What Counts as Protected Conduct?

An employee storms out. Another posts a goodbye rant online. Can you respond—or are you walking into a retaliation trap? In this episode, Jen breaks down the legal protections that can apply even after an employee quits, and how to safely document and communicate when emotions are running high. Because the only thing worse than a messy exit is a lawsuit that follows it.

After the Supreme Court Speaks: What 2025’s Decisions Mean for Employers

The U.S. Supreme Court’s latest term is sending shockwaves through the workplace. In this episode, Jen walks you through key employment-related rulings—from religious accommodations to free speech challenges—and what they mean for hiring, policies, and workplace culture. You’ll get practical compliance advice with zero legalese. If you don’t have time to read 100 pages of opinions, we’ve got you covered.

The ‘Soft Quit’ Epidemic: Can You Discipline Disengagement?

Jen has talked about “quiet quitting,” but what’s an employer to do when the work is technically getting done—just with zero initiative, collaboration, or care? In this episode, Jen explores the legal boundaries of managing checked-out employees without crossing into retaliation, disability discrimination, or morale implosion. This one’s for every leader who’s tired of “just enough” effort and wants to raise the bar legally.

AI at Work: Who’s Liable When the Algorithm Discriminates?

Artificial intelligence is everywhere—from resume screening to productivity tracking—but what happens when the tech gets it wrong? In this episode, Jen dives into the legal minefield of algorithmic bias, EEO compliance, and employer liability. She will break down real-world examples, federal and state enforcement trends, and practical tips for vetting your vendors. Spoiler alert: “The algorithm did it” won’t save you.

How to Avoid the Top 10 Wage-Hour Mistakes

In this episode, Jen summarizes the most common wage-hour mistakes and reviews the best practices to avoid them.