Mark Wants to Interview Listeners for Their Employee Story

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The loudest truths in the employee workplace rarely make it into court filings. We’re changing that by opening our mic to employees who’ve lived through discrimination, retaliation, whistleblowing pressure, or predatory noncompetes—and want their experiences to protect others. After decades in employment law, we’re pivoting from parsing opinions to documenting reality, on the record yet safely off the radar.

Here’s how it works. We invite fact-backed stories from any industry and any level. Each interview is focused and brisk—30 minutes designed to move from “What happened?” to “How did they do it?” to “What can someone else learn today?” We shield your identity with voice masking, scrub names and specifics, and cut anything that could point back to you or your company. No lawsuit required. In fact, many of the most valuable lessons come from situations that never reached court—because people didn’t know their rights or because the matter settled before a judge ever looked at it.

We’re especially looking at four common flashpoints: discriminatory treatment tied to protected classes, retaliation after speaking up, whistleblowing on fraud or safety issues, and noncompetes that box workers out of their field. By surfacing patterns—sudden PIPs after complaints, code words that signal bias, unenforceable contract clauses—we turn isolated experiences into a public playbook. The goal is simple: when a listener faces a surprise HR meeting or a chilling NDA reminder, they’ll have the language, steps, and confidence to respond.

If you have a story and evidence to back it, we want to hear from you. Head to employeesurvival.com and hit the contact link. Share the episode with a coworker who needs it, subscribe for future interviews, and leave a review to help more employees find this resource. Your experience could be the blueprint that saves someone’s job tomorrow.

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 and Spotify. 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.

Episode Transcript

SPEAKER_00 (00:18):
Hey, it's Mark, and as you know, this is the only
podcast strictly for employees,where we give you the
information your employer and HRdefinitely do not want you to
have.
For nearly 30 years, I've beenin the trenches of employment
law.
I've seen the same patterns ofcorporate bullying, the same pip
traps, and the same illegalretaliation play out across
almost every industry.

(00:39):
Usually I spend my time on thisshow breaking down court
decisions to show you how thelaw works.
But there is a limit to what acourt document can tell you.
Today I'm announcing a pivot forthe show.
I want to move beyond the quorumand into the real world.
I am officially inviting you,the listeners, to be interviewed
on this show.
I'm looking for the stories thathaven't hit the headlines yet.

(01:02):
I'm looking for the truth aboutwhat's happening in your offices
and on your Zoom calls rightnow.
My goal is to build a massiveonline resource of employee
experiences so that when afellow worker faces a toxic
situation, they can listen toyour story and realize, hey, I'm
not crazy.
I'm not alone, and here's how Ican handle this.
Now I know what you're thinking.

(01:23):
Mark, if I speak up, they'llfire me or I signed a
confidentiality agreement orNDA.
Let me let me be clear.
Your identity will be completelyshielded.
We will use voice maskingtechnology, and your employer
will not be able to identifyyou.
We will change your name, yourcompany's name, and any specific
identifiers in your story.
This is a safe space designed toprotect you from breaches of

(01:46):
confidentiality while allowingthe lessons of your story to
help others.
The collective resource of yourstories is what will help all of
us overcome bad employers anddiscrimination.
You do not need to have filed alawsuit to be on the show.
In fact, many of the mostimportant stories are the ones
where a lawsuit never happenedbecause the employee didn't know

(02:08):
the rights.
Also, nearly 80% of employmentcases settle before they ever
reach the courthouse door.
Why?
Employers are smart and theyrealize your story is bad PR and
can cost the company millions ofdollars.
I'm looking for stories backedby factual information.
I want to talk to you if youfall into the one of the four
buckets or all of them.

(02:28):
Discrimination.
You were targeted based on age,race, gender, disability, or any
protected class.
You experienced retaliation.
You spoke up about a problem,and suddenly you were demoted,
isolated, placed on a pip, andorfired.
You blew the whistle oncorporate fraud, safety
violations, or malfeasance.
Noncompetes.
You were being held hostage byan unenforceable or predatory

(02:52):
noncompete, and it is preventingyou from earning a livelihood.
When we talk about the interviewprocess, each interview will be
focused, lasting 30 minutes.
We won't waste your time.
We'll get straight to the facts.
What happened?
How did they do it?
What do we learn collectivelythat could save someone else's
career or prevent furtherdiscrimination from happening?

(03:12):
By sharing your story, youaren't just venting.
You are helping us build a new,connected community.
You are providing the playbookfor the next person who gets
called into a surprise meetingwith HR or is being actively
discriminated against in theworkplace.
How you can apply.
If you have a story and thefacts to back it, I want to hear
from you.

(03:32):
Go to our website atemployeesurvival.com and click
the contact us link.
Everything you send to us iswill be confidential and we'll
vet every story before we eventhink about hitting the word
record button.
Don't let your employer'stactics stay in the dark.
Let's turn your experience intosomeone else's empowerment.
Thank you for listening andletting me be of service to you.