Employee Survival Guide® - Mark's Podcast Promise and Special Request

Episode Date: December 19, 2025

Comment on the Show by Sending Mark a Text Message.Tired of skipping ads while someone tiptoes around workplace truth? We cut straight to the power dynamics that define your job, explain why “employment at will” keeps bias hidden, and share the practical moves that help you protect income, reputation, and momentum. After nearly three decades in employment law, I’ve watched the same tactics repeat across famous brands and billionaire-led companies—selective layoffs, weaponized performance plans, hush clauses in severance, and policy gray areas that punish anyone without leverage. So I’m putting the playbook on the table, clearly and without sponsors shaping what can be said.We talk about the dysfunctional parent–child model many employers create and how that robs you of a voice in security and growth. I break down why cause-based termination and real contracts change behavior, and how you can push for fairness even when the system resists it. You’ll hear how to build your own paper trail, turn verbal promises into written commitments, and ask the questions that force transparency around criteria, metrics, and promotion paths. The point isn’t to spark conflict for sport—it’s to give you a calm, proven method to navigate bias, negotiate severance, and avoid traps that trade your rights for vague “opportunities.”This show stays raw and ad-free because independence matters. I use AI to speed case analysis where it helps, but the judgment is earned through courtroom scars and settlements with household-name employers. If you want straight answers about discrimination, termination, retaliation, and severance strategy—without euphemisms or corporate spin—you’re in the right place. Listen now, share it with a colleague who needs backup, and if it helps, leave a review on Apple or Spotify so more workers can find it. Let’s grow a community that knows the rules and plays to win. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Hey, it's Mark here, and welcome to the next edition of the Employee Survival Guide, where I tell you, as always, what your employer does definitely not want you to know about. And a lot more. Hey, it's Mark, and welcome back to the next edition of the Employer's Survival Guide. Today, I'm doing something different. I'm going to make a promise to you. As you know from listening to these episodes or you're new to the podcast, my intention is to share information with you about work, your job, and your company that your employer does not want you to

know about and a lot more, as I usually say. I do have a promise to make with you as a listener, which I will discuss in a moment. I've spent my entire legal career of nearly 30 years as a disruptor. I like to call out the obvious BS at work and confront employer bad behavior. And there's a lot of bad behavior out there. I've never had a boss to contend with, so I learned to freely speak my mind when advocating for client interests, writing articles, or producing podcast episodes. I truly enjoy shaming employers who continue to amuse me with the same repetitive, bad behavior and how they treat employees. You, I work on the fringe of the legal community as I am not looking to impress other lawyers, and I say things many employment lawyers cannot or are too

afraid to say. Your relationship with your employer is truly dysfunctional and very different from your personal relationships, and I think you know what I'm talking about. You assume the role of a child in your work life and your employer is your parent. You work under a dictatorship in this private government that I call employers. And you really have no voice about whether you have job security or upward mobility. You have no control over whether you experience job discrimination during your career. I'm also an employer. But I walk a very, very different path not taken by any employer.

I believe in trust, loyalty among employees. Does that sound like a novel idea? I believe in equal opportunity and merit-based performance, of course. I believe in employment contracts in termination only for cause. Only one state in the country actually does this. But as you know, I do not believe in the employment at will rule because I find it is discriminatory and used in a discriminatory way. But you already know this about me because you've listened to the last 150 episodes.

I promised, sound like a politician, to continue to be a disruptor in the field of work with this podcast. This podcast is financially supported by myself, and I will never, ever advertise no matter what. I'm not kidding. Honestly, I doubt whether companies would want to advertise here, and I've thought about it, given the nature of the work that I'm doing and the content I'm sharing each week. These stories that I produce, these podcast episodes, they're about employers' bad behavior. No one wants to talk about it, except for me. You'll never have to click 30 seconds ahead to get past an ad. I never intended this podcast to be for money. My intention was simply to share information to you about work, jobs, employment, discrimination, termination, severance, you name it.

The show is raw in production because it's only me behind the wheel. I make no qualms about it. You can see behind me. It's just a podcast booth. You know, it's pretty basic. I'm not trying to impress you with a snazy production. But I do use AI to help me when it can do a better job than I can. And that's why I use those AI in the case discussions. The podcast is free because employers spend a lot of time and money to prevent you from seeing the true pictures of things about work. I clearly see the employer as they exist. And I designed this podcast to present it to you through the lens of my nearly 30 years of employment law litigation. I've seen a lot of stupid shit done to employees by well-known employers and billionaires.

and those folks knows who they are because I've either settled cases directly with them or litigated cases in federal court against them. I have read the book of secrets, and you are now listening to what's inside. The Employee Survive Guide has increased popularity because of you, and it's likely the employee survival guide is the only podcast delivering information your employer does not want you to know about, and only for employees. I know this because I'm constantly looking at who the competitors are out there, and there's nothing.

There's nothing being disseminated for you. Except for this. I've done all this because I believe employees are constantly getting screwed and I wanted to level the playing field. Knowledge is truly powerful if you possess it. This information is free to you and will always be free to you. Again, no ads ever on this podcast, but I have one favorite ask of you. Yeah, it's a call to action.

If you believe in what I'm doing here on this podcast, leave a review on Apple and Spotify. Like me on YouTube. Yes, I do video because you all want me to. Most importantly, tell a friend about the employee survival guide. This is a fellowship of like-minded people. And as I say in our law firm website, we're in this together. Thank you for listening. As always, have a great week.

If you like the Employee Survival Guide, I'd really encourage you to leave a review. We try really hard to produce information to you that's informative, that's timely, that you can actually use and solve problems on your own and at your employment. So if you like to leave a review anywhere you listen to our podcast, please do so. and leave five stars because anything less than five is really not as good, right? I'll keep it up. I'll keep the standards up. I'll keep the information flowing at you. If you'd like to send me an email and ask me a question, I'll actually review it and post it on there.

You can send it to M-C-A-R-U-I at C-A-P-C-Law.com. That's capclaw.com.