A CEO hosts a party to boost morale—and ends up with a workers’ comp claim. A casual breakroom conversation erupts into political tension. A flexible work request triggers a ripple effect no one saw coming. In this episode, Tom Jones and Steve Pangione of AIM HR Solutions join us to unpack the hidden risks HR professionals face in the name of employee engagement.
We explore the legal implications of workplace events, the cultural fallout of unchecked speech, and the delicate art of ADA accommodations in a world that expects flexibility. Tom shares the hard legal lines every organization should understand, while Steve dives into the human side of these challenges: morale, inclusion, and the ever-shifting definition of “reasonable.” If you’ve ever tried to do the right thing and ended up with an HR headache, this one’s for you.
Topics Covered:
- How offsite company events can open the door to legal liability
- What “voluntary” really means when leadership gets involved
- Where employee speech is protected—and where it isn’t
- Coaching managers through sensitive political and cultural conversations
- Understanding ADA obligations and building a culture of good-faith flexibility
Links & Notes
- U.S. Department of Labor – Wage & Hour Division — Guidance on compensation for company-sponsored events and voluntary
- EEOC – Reasonable Accommodation and Undue Hardship Under the ADA — Clarifies what qualifies as a reasonable accommodation and how to evaluate undue hardship
- SHRM – Legal Issues for Company-Sponsored Social Events — Best practices for managing liability, alcohol, and attendance at company outings
- EEOC – Harassment and Protected Speech Guidance — Covers legal standards for when speech creates a hostile work environment
- SHRM – Political Discussions in the Workplace — Advice for managing political expression and its impact on team dynamics
