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"New Normal," or "Reentry" or "Return to Work." Whatever you call it, it is time to get back to work and be thoughtful about how to succeed after COVID-19.

Many business owners come from a generation and culture that told us it was highly-unacceptable to discuss salaries at work. Times are different. This is why.

Stay-at-home orders are being lifted but returning to work will never look the same. There are several minimum steps employers should take prior to welcoming employers back to the office.

As employees become more aware of the unacceptability of harassment but no less afraid of the consequences, anonymous reporting has more than doubled since 2017.

The EEOC was responsive to the 'woke' #metoo movement and updated their guidance to be reflective of the sophistication of current victimizers.

After COVID-19 subsides workplaces may not return to normal without some intentionality.

Small businesses often skimp on personnel policies but a significant number of them fail precisely because those policies do not' exist. Obviously, the harassment and reporting policies of a small company will not look anything like the policies of a huge corporation but they must exist in some form.

Converting exceptional employees into managers is a process that fails more often than it succeeds because the skills to perform are rarely equivalent to the skills to exceed.

The Corona Virus of 2020 enlightens a host of new employment dynamics never considered before.

As of today, you can still operate a gym in Austin, but there are several big catches.