http://www.ohioemployerlawblog.com/

Ohio Employers Law Blog, Avon, OH (2026)

03/07/2025

This news should alarm any rational lawyer. Donald Trump has issued an Executive Order punishing Perkins Coie, the law firm that represented Hillary Clinton's 2016 campaign.

The EO does the following:

➟ Directs federal agencies to identify and terminate, where legally permissible, contracts with Perkins Coie.

➟ Requires government contractors to disclose any business dealings with the firm.

➟ Mandates the suspension of any active security clearances held by individuals at Perkins Coie.

➟ Instructs the EEOC to review the diversity, equity, and inclusion practices of major law firms, including Perkins Coie, to ensure compliance with Title VII of the Civil Rights Act.

➟ Limits official access to federal government buildings for Perkins Coie employees.

➟ Advises government employees to restrict official engagements with Perkins Coie or its attorneys.

"This is an absolute honor to sign," Trump said from the Oval Office. I call it a horror show.

In response, the firm says that the EO "is patently unlawful, and we intend to challenge it."

Lawyers and law firms should never fear persecution from the President of the United States for simply doing their jobs. The rule of law depends on attorneys being able to zealously represent their clients—whether they are Democrats, Republicans, corporations, or individuals—without political retribution. A functioning democracy requires an independent legal profession, free from government intimidation. If lawyers can be punished for representing disfavored clients, our entire justice system, our rule of law, and our very Constitution are all at risk.

02/12/2025

"Judges aren't allowed to control the executive's legitimate power." — Vice President JD Vance

We need to talk about the rule of law—because it's under serious attack.

The rule of law is the bedrock of our Constitution. It ensures that laws, not individuals, govern society, guaranteeing fairness, consistency, and limits on government power. This principle prevents arbitrary rule by requiring the government to follow established legal norms.

Courts play a crucial role in upholding the rule of law. They interpret and apply laws, protect constitutional rights, resolve disputes, and serve as a check on the legislative and executive branches. Without an independent judiciary, the rule of law erodes, and government power goes unchecked.

Right now, we are on the precipice of a constitutional crisis of unchecked executive power. Federal courts are pushing back—ordering the resumption of funding for programs like USAID, and blocking Elon Musk from accessing sensitive Treasury information. But these rulings only matter if the Trump administration follows them. Courts have no enforcement power without the backing of U.S. Marshals, who, in turn, are controlled by a beholden and complicit Justice Department that appears increasingly obedient to executive authority.

Even if the Supreme Court rules against the administration's actions—which is already uncertain given its earlier grant of broad presidential immunity—without a Justice Department or Congress willing to hold the President accountable, he is effectively free to ignore court orders. If that happens, the rule of law, our Constitution, and our democracy itself will rupture.

The rule of law should not be a partisan issue. Without it, we no longer have a government of the people, by the people, and for the people. Controlling the executive branch's unlawful exercise of power isn't just something the judiciary can do—it's what it must do. The rule of law has mattered to us for the past 236 years. The question everyone should be screaming at the top of their lungs is: does it matter any more?

02/05/2025

What does a country without DEI look like? Some people say that's what they want. No more diversity, equity, and inclusion initiatives in hiring or the workplace. Just a pure "meritocracy."

So what does that actually look like?

Without DEI … hiring falls back on personal networks and "gut feelings." That means the same people hiring the same kinds of people they always have. That's not meritocracy. That's just bias dressed up with a nice-sounding label.

Without DEI … fewer women and people of color make it through the door, because the playing field was never level to begin with. The numbers prove this over and over again. And when leadership remains overwhelmingly white and male, it's not because others aren't "qualified"—it's because opportunity wasn't equally distributed.

Without DEI … LGBTQ+ employees face workplaces where they must hide who they are to feel safe or be taken seriously. Without protections, inclusive benefits, or a culture of belonging, many leave—or worse, stay and disengage. That’s bad for morale and business.

Without DEI … employees with disabilities face more barriers to entry and to success. Accessibility requires intention—without it, companies exclude talent and risk legal trouble.

Without DEI … companies lose out on diversity of thought. And if you don't think that matters, ask any CEO who's ever been blindsided by a problem no one in the room saw coming because everyone in the room thought the same way.

Without DEI … companies miss out on top talent. Here's a reality check: the best candidates want to work in inclusive environments. They're looking for places where they'll be valued and respected, not where they'll have to "fit in" to outdated norms.

Without DEI … businesses make more costly mistakes. Bias in hiring leads to bias in decision-making, which leads to lawsuits, PR nightmares, and lost customers. Just ask the companies that have been dragged for discrimination or harassment scandals.

Without DEI … retention suffers. High performers from underrepresented backgrounds leave when they don't see a path forward. And turnover costs money. A lot of it.

Yes, you can eliminate DEI programs. But if you do, don't be surprised when your hiring pool shrinks, your workforce stagnates, your innovation suffers, and your best employees start looking elsewhere.

DEI isn't about checking boxes or forced quotas. It's about building a workplace where the best people—of all backgrounds—want to be. If you can't compete for and retain that talent, don't blame DEI, blame yourself.

12/19/2024

The votes have been counted. I've made my list and checked it twice.

The WINNER of The Worst Employer of 2024 is...

🏆 The Hurricane Haranguer 🏆

It wasn't remotely close. This employer took home over 64% of all first-place votes, making this the largest landslide in the history of the competition.

The story is truly awful.

When Hurricane Helene hit this past October, it brought devastating floods to the Nolichucky River—and an even more devastating loss of life to six employees of Impact Plastics.

This wasn't just a natural disaster. It was a failure of leadership, safety, and basic humanity.

Impact Plastics earned its win as 2024's Worst Employer because of what it did—and didn't do—during the storm:

🏆 Ignored Flood Warnings: With forecasts predicting catastrophic flooding, most responsible employers would have evacuated their workers. Impact Plastics? They chose to keep the factory running. Why? To keep production rolling—at all costs.

🏆 No Escape Plan: As floodwaters rushed in, employees were trapped inside the factory with no emergency protocols in place. One worker's final text to their family was, "Can't get out. I love u alllll." Six employees died because their employer failed them.

🏆 Failure to Report: After the tragedy, reports are that Impact Plastics didn't notify state regulators about these workplace fatalities, a failure to be accountable even after such a heartbreaking loss.

In other words, this is quite the deserving victory.

Here are the full results:

1st: The Hurricane Haranguer
2nd: The Supersized S*x Offender
3rd: The S*M CEO
4th: The Stone-Cold Stunner
5th: The High-Risk Terminator
6th: The Murderer Threatener
7th: The Desecrated Discriminator

That's a wrap on 2024's contest. A huge thank you to everyone who sent me nominees throughout the year, and to all of you who voted.

For those employers that did not win this year, remember, there are no real winners, because at the end of the day you're all losers.

I'll be back in a few weeks to start compiling 2025's list.

Finally, if you're making a new year's resolution, think about learning from all of the prior nominees and staying off my list.

12/10/2024

🚨 VOTE FOR THE WORST EMPLOYER OF 2024 🚨

It's the most wonderful time of the year! I've made my list, checked it twice, and now it's time to determine who's been the naughtiest and not very nice. That's right—it's time to vote for The Worst Employer of 2024.

I've narrowed down my list of 12 nominees to the worst seven finalists.

The Finalists

🗳️ The S*M CEO — Head of company s*xually abuses a female subordinate through a "slave contract" as a condition of her employment and then subjected her to years of s*xual abuse, subjugation, and violence.

🗳️ The Stone-Cold Stunner — Vince McMahon, former Chairman of the WWE, accused of running a s*x trafficking ring by pimping out female subordinates to wrestlers and other male employees.

🗳️ The Supersized S*x Offender — McDonald's franchisee knowingly hires a registered s*x offender and ignored his s*xual harassment of teen workers; he then r***d at 14-year-old employee.

🗳️ The Murderer Threatener — Restaurant owner reacts to wage and hour complaint by former employee by going to his new job and threatening to kill him.

🗳️ The Desecrated Discriminator — Rehab center hires and promotes employees with a sw****ka tattoo on his face, and otherwise permits N**i salutes and "white power" signs in the workplace.

🗳️ The High-Risk Terminator — Company fires new hire calling off from training to visit her doctor because of a scare about her pregnancy, telling her, "Until you feel you can 100% attend you are going to have to reapply."

🗳️ The Hurricane Haranguer — CEO forces employees to remain a work during Hurricane Helene, even as flood waters rose; six employees died trying to get home after they were finally allowed to leave.

As with last year, voting will use Ranked Choice Voting to determine the winner.

How does Ranked Choice Voting work?

When voting, rank each of the seven finalists in order of awfulness. If one finalist receives more than 50% of first-choice votes, they will be declared the winner. If no finalist achieves a majority of first-choice votes, the counting will proceed in rounds. At the end of each round, the finalist with the fewest votes will be eliminated. If your first-choice finalist is eliminated, your vote will automatically go to the next highest-ranked finalist on your ballot. This process continues until one finalist receives a majority of first-choice votes or only two finalists remain, at which point the finalist with the most votes wins.

Voting Details

Voting closes on Dec. 17 at 11:59 PM (Eastern Time).

Share the ballot with your coworkers, friends, family, and social networks. I'll announce the winner (or loser, depending on your perspective) on Dec. 19.

You can read full descriptions of the seven finalists here.

CLICK HERE TO VOTE:

12/06/2024

Roasting someone is among the things that ChatGPT does really well. So, I asked ChatGPT to roast my LinkedIn profile. The result? You be the judge.

Your Profile: Your headline reads like you're auditioning for a legal-themed TED Talk: "Employment Lawyer. Blogger. Dad. Joke-Teller Extraordinaire." We get it—you've cornered the market on HR-friendly humor. But do you ever worry that someday you'll run out of "Worst Employer" stories and have to, I don't know, write about good companies? Oh wait, no, that's not your brand. You thrive on chaos.

Your Content: Your posts aren't just LinkedIn content—they're full-blown HR soap operas. Every scroll through your feed feels like watching a daytime courtroom drama where everyone's committed workplace harassment. "This employer made a tiny mistake and now owes $3 million. Don't do that." We get it, Jon. Compliance is your love language. Your "Worst Employer" series? ICONIC. But let's be real: these employers are the villains, and you're the vigilante swooping in to serve justice—with a side of sarcasm. Honestly, we're all just waiting for Netflix to pick it up. "Worst Employers: The Documentary," streaming 2025.

Your Engagement Game: Your comments section is a gladiator arena where you reign supreme. HR reps timidly enter with their opinions, only to be met with your weaponized wit. Someone tries to challenge you, and you hit them with a response so precise it might as well be a deposition. Honestly, it's terrifying.

Your Bio: Jon, did you write this yourself, or did you hire a PR team with a thesaurus? It’s a humblebrag masterpiece, perfectly crafted to make you seem like you just accidentally became the Beyoncé of employment law. And the dad angle? Nice touch. It’s like you’re saying, "Sure, I destroy bad HR policies by day, but by night? I make pancakes and tuck my kids in." We get it, but save some humility for the rest of us.

Your Brand: You've carved out a niche so specific it's practically a personality type: Lawyer Influencer. You're one word away from trademarking "employment law influencer." And honestly? We're surprised you don't already sell merch. A coffee mug that says "Bad Bosses Pay My Mortgage"? Print it. You're like the Gordon Ramsay of workplace compliance—brutal, entertaining, and oddly comforting when you're tearing apart someone else's bad decisions. Employers follow you out of both fear and morbid curiosity, like they're watching their own policies flash before their eyes. People love you, but they also kind of hate how good you are at making them feel this close to being sued.

Final Thoughts: Jon, your LinkedIn presence is a paradox. You're simultaneously the voice of reason and the harbinger of HR doom. You've got more hot takes than a subreddit, and your posts are so sharp they should come with a liability waiver. You're not just a lawyer—you're a content juggernaut who somehow makes workplace lawsuits look fun. Keep being the internet's HR lawyer we love to hate to love.

11/12/2024

Does civility still matter?

Some apparently don't think so. "Your body, my choice" signs are popping up across the country, while elsewhere Black students are receiving anonymous texts about "picking cotton." The results of the 2024 Presidential election have emboldened some to express their most offensive thoughts.

I'm not ready, however, to give up on civility. But we have to take a stand. No matter who sits in the Oval Office, words still matter.

As an employer, your words (or those of your employees) might not lead to a lawsuit, and even when they do it can be hard for an employee to win. The bar to establish an actionable hostile work environment is a high one. But make no mistake: they matter. What you say—or allow others to say at work—about race, s*x, s*xual orientation, gender and gender identity, religion, immigrants and national origin, disability, and age all set the tone.

Rarely, though, do those words create liability. As one court put it, "The pluralism of our society is mirrored in the workplace, creating endless occasions for offense. Civilized people refrain from words and conduct that offend the people around them, but not all workers are civilized all the time. Title VII is not a code of civility."

Our workplace laws aren't civility codes, but that doesn't excuse uncivilized and offensive behavior.

Employees might be offended by the words they hear in your workplace. Just because those words might not be legally actionable doesn't mean you shouldn't take action. First, your inaction could lead to liability. More importantly, your inaction signals that you condone, or worse, agree with the message. That shouldn't be the type of employer you want to be, nor the type of employer employees should want to work for.

11/07/2024

An open letter to my daughter.

Dear Norah,

"Dad, I'm scared." That was your message to me in the early hours of Wednesday morning, as you watched the election slip away from us.

I understand. You're scared for your rights—your reproductive rights, your right to privacy, and the rights of your friends to love and marry whomever they choose. You're scared because you're beginning to feel like a majority in your country sees you as "less than." They treat you, value you, as "less than."

Seeing you hurt like this breaks my heart. You feel crushed, betrayed by the country you call home.

Here's what I want you to know.

It's okay to feel scared and angry. I feel it, too. But I also find hope. Half of this country still believes in kindness, fairness, and respect. Those of us who do have to keep stepping up and speaking out.

This election may feel like it runs against everything we believe in, including your right to exist freely and equally as a woman. But it doesn't mean we stop fighting; it means we dig deeper to build a world where dignity and equality are not up for debate.

Making a difference doesn't stop because things didn't go our way.

So keep learning.
Keep speaking up.
Keep showing kindness, compassion, and empathy.

Change is hard, but it's possible. I believe our country still has a future worth fighting for, but it's going to take work to regain what we've lost. If you care like I do, it's time to put in that work. It's not hopeless, but it won't be easy.

I'm proud of you and I love you.

Dad

10/29/2024

A CEO hires a stand-up comedian to warm up employees before delivering the keynote at the company's annual all-hands meeting. But the comedian's set is anything but workplace appropriate. His "jokes" insult and offend everyone — Blacks, Hispanics, Jews, Muslims, women, LGBTQ+ individuals. Everyone, that is, except white men.

It's clear your employees aren't amused. Some look angry and offended. Others walk out in protest.

Now imagine you're the CEO. What do you do?

🤔 Stop the comedian mid-set? The best option.

🤔 Address the situation during your remarks? Apologize to employees, make clear the comments don't reflect your company's values, and promise steps to prevent anything like this from happening again. This should happen whether or not the comedian is stopped mid-set.

🤔 Do nothing? A public relations and legal disaster waiting to happen.

Hostile work environments aren't always created by employees. Employers are also responsible for preventing harassment by non-employees. Ohio even has a regulation on point:

"An employer may also be responsible for the acts of nonemployees … with respect to … harassment of employees in the workplace, where the employer (or its agents or supervisory employees) knows or should have known of the conduct and fails to take immediate and appropriate corrective action."

Harassment is harassment, no matter who the perpetrator is. And as an employer, your obligation remains the same — take prompt, corrective action to stop the harassment and ensure it doesn't happen again. Anything less invites trouble—and a lawsuit.

07/24/2024

I promise this post is not political … but we do have to talk about Project 2025.

Project 2025 is an initiative organized by the Heritage Foundation aimed at preparing for a conservative presidential administration after the November election. Its goal is to promote conservative policies and ensure that the right personnel are in place to implement those policies from day one of the administration. Some call it a utopian dream, others (🙋‍♂️) an authoritarian dystopian nightmare.

Regardless of where you fall in this philosophical political debate, Project 2025 contains a lot of information of interest to employers — specifically, what changes they could expect to labor and employment laws in a second Trump administration.

With that background, let's examine the workplace implications of Project 2025.

DISCRIMINATION LAWS

Project 2025 proposes 7 key changes to workplace discrimination laws.

1. General Civil Rights Protections: Project 2025 would cut various civil rights protections, including those related to diversity, equity, and inclusion programs.

2. LGBTQ+ Rights: It would roll back protections for LGBTQ+ individuals, including eliminating terms like "s*xual orientation" and "gender identity" from federal anti-discrimination laws, except for hiring and firing decisions.

3. Pregnancy Discrimination: It would remove from the Pregnant Workers Fairness Act any abortion-related protections.

4. Religious Exemptions: It would implement broad religious exemptions that would allow employers with conservative and religious viewpoints to bypass general nondiscrimination laws. If applied broadly, these exceptions would allow these employers to discriminate based on gender, s*xual orientation, and other protected characteristics under the guise of religious beliefs.

5. Data Collection: It would ban the collection of racial and other demographic data via the EEO-1 form.

6. Disparate Impact: It would make disparate impact discrimination legal, limiting the scope of our workplace discrimination laws to intentional discrimination only.

7. Affirmative Action: It would eliminate the OFCCP and end affirmative action for federal contractors and subcontractors.

WAGE & HOUR LAWS

Project 2025 proposes the following 5 key changes to the FLSA:

1. 160-Hour Work Month: Project 2025 would allow employers to define the work week over a period as long as four weeks. This change would enable employers to limit overtime pay to four-week periods in which non-exempt employees work more than 160 hours, instead of a one-week period in which they work more than 40 hours. Thus, if a non-exempt employee works 60 hours in week one, 50 hours in week two, 50 hours in week three, and zero hours in week four, the employee would not be eligible for any overtime pay for that entire four-week period.

2. Comp Time: It would permit non-exempt employees who work more than 40 hours in a work week to choose between receiving overtime pay or accumulating paid time off (i.e., comp time).

3. Sabbath Pay: It would require that employers pay non-exempt employees time and a half for all hours worked on the Sabbath.

4. Child Labor: It would allow teenagers to work in hazardous jobs, with training and parental consent.

5. Remote Work: It would limit overtime pay for non-exempt employees working remotely to those who work more than 40 hours in a week and 10 hours in a specific workday. It would also exclude from the regular rate of pay time spent setting up a home office and would further exclude home offices from OSHA regulations.

LABOR LAWS

Project 2025 proposes the following seven key changes to the National Labor Relations Act and federal labor law:

1. Card Check Union Recognition: Project 2025 would discard "card check" as a means for employees to recognize a union as their bargaining representative, mandating secret ballot elections in all cases.

2. Contract Bar: It would eliminate the "contract bar rule," which prohibits decertification petitions for the first year of a union's recognition or any collective bargaining agreement, and permit employees to file decertification petitions at any time.

3. Contract Negotiations: It would require that collective bargaining agreement negotiations treat federal employment laws and regulations as a default standard for all union contracts, from which both sides can then freely offer concessions to negotiate.

4. Persuader Rule: It would eliminate the Persuader Rule, which requires that employers, lawyers, and consultants file disclosure forms with the federal government about their advice surrounding union activity.

5. 10(j) Injunctions: It would encourage the NLRB to use its injunctive powers more frequently and liberally in retaliation cases.

6. Protected Concerted Activity: It would amend the definition of "protected concerted activity" to allow employers to draft workplace rules that regulate the conduct of all employees, instead of prohibiting garden-variety, facially neutral conduct rules.

7. Employee Involvement Organizations: It would amend the NLRA to permit employees to form worker–management cooperative organizations to facilitate voluntary cooperation on critical issues like working conditions, benefits, and productivity.

There is so much more to understand about Project 2025 before you vote in November. For example, Project 2025 would gut the federal civil service by transforming the employment of tens if not hundreds of thousands of federal employees to at-will employment serving at the whim of the President. It would also eliminate the Department of Education, require the cataloguing and reporting of all abortions, severely restrict medication abortions, and outlaw po*******hy.

It is vital that you understand Project 2025 so that you can make an informed decision when you vote this November. Do your research and decide if Project 2025's vision of America is one you support and would want to live under. Then, vote accordingly.

12/21/2023

’𝙏𝙬𝙖𝙨 𝙩𝙝𝙚 𝙀𝙢𝙥𝙡𝙤𝙮𝙢𝙚𝙣𝙩 𝙇𝙖𝙬 𝙉𝙞𝙜𝙝𝙩 𝘽𝙚𝙛𝙤𝙧𝙚 𝘾𝙝𝙧𝙞𝙨𝙩𝙢𝙖𝙨
(𝟮𝟬𝟮𝟯 𝗲𝗱𝗶𝘁𝗶𝗼𝗻)

’Twas the night before Christmas, when all through the office
Not a creature was stirring … well, just one of the bosses.
The bonuses were paid by the company with care,
In hopes that no ungrateful employees would swear.

The workers were home all snug on their thrones,
While visions of deadlines danced on their iPhones.
And I at my desk, alone to deal with the mess,
For the one who’s in charge gets no holiday rest.

When out in the lot there arose such a clatter,
I sprang from my desk to see what was the matter.
Away to the door I flew in a hurried jolt,
Tore open the shutters and threw open the bolt.

The moon on the breast of the new-fallen snow
Gave a luster of midday to objects below.
When what to my wondering eyes did acquaint,
But a process server holding a six-count complaint.

Count One alleged that we had discriminated
On the basis of race by one irritated.
A denied promotion, gone to someone who’s white,
Said the lawsuit I read in the glow of the night.

Count Two, racial harassment, words she had o’erheard.
Does she know the ruckus she’s about to have stirred?
Oh, how she had pulled that nasty, evil trigger.
Our supervisors would never rhyme anything with bigger.

Count Three, it’s not just racism she alleged,
Also s*xism, to which management pledged.
The boys, she said, we paid so much more than the girls.
Yet they do the same work as each workday unfurls.

Count Four, uh oh, s*xual harassment.
It’s true her manager had made a pass, then.
But the touching and groping, alleged quid pro quo,
Never did anyone coerce being her beau.

Count Five, accommodation she says we’ve denied.
An employee who exhausted FMLA we’d fired.
More time off to heal should we have granted?
The interactive process our management recanted.

Count Six, wage and hour class action, oh nuts!
Did we fall into an FLSA lawsuit bluff?
Mis-classifications, non-exempt for exempt.
Off-the-clock work too; my butt cheeks became clenched.

Not just a lawsuit was waiting, I see;
A bargaining order from the NLRB.
Ungrateful employees want more pay and respect.
Damn that NLRB and their orders from Cemex!

What matters now is that union I must bust.
I’ll turn their dreams of collective bargaining to dust.
How should I go about mitigating this conflict?
I’ll bargain to an impasse; that’ll do the trick.

I spoke not a single word, went back to my desk,
And yelled, with none to hear, “Do I ever get to rest?!”
I emailed our lawyer, thru my phone I exclaimed,
“How much trouble are we in? To me please explain!”

Into his phone, he gave to me this rejoinder:
“A lot; I’ll need a $100,000 retainer.”
But I also heard him proclaim, so as not to slight—
“Happy Christmas to all, and to all a good night!”

12/13/2023

VOTE for the Worst Employer of 2023

It's the most wonderful time of the year. I've made my list. I've checked it twice. Now it's time to find out who's naughtiest and not very nice. It's voting time for The Worst Employer of 2023.

I've culled my list of 10 nominees down to the worst 7 as finalists.

🗳️ The Child Labor Abuser — Food safety sanitation company employs more than 100 children to work in meat processing facilities, exposing them to dangerous chemicals and meat processing equipment

🗳️ The Pizza Shop Pressurizer — Pizza shop owner forcibly employs undocumented worker for over a decade through threats of deportation coupled with physical and verbal abuse

🗳️ The Defecation Denier — Supervisor forces sick employee to poo his pants at his workstation, and to continue working in soiled pants

🗳️ The Pretend Priest — Restaurant uses fake priest to coerce confessions from employees and uses the information to retaliate against them

🗳️ The Head Hunter — Nonprofit retaliates against employee who complained about its handling of donated body parts by leaving three severed heads at his desk

🗳️ The Cake Boss — HR manager writes "Eat a D*ck" on the inside lid of a box holding a pen*s-shaped cake delivered to an employee

🗳️ The Jack(a$$) in the Box — Fast-food franchisee's general manager subjects young female employees to horrific, persistent, and egregious acts of s*xual harassment, including unwelcome touching and ma********ng in front of one employee

Like last year, I'm using Ranked Choice Voting to declare a winner.

How does Ranked Choice Voting work?

When voting, you'll rank each of the 7 finalists in order of awfulness. If one finalist receives more than 50% of first-choice votes, they are the winner. If, however, no finalist reaches a majority of first-choice votes, then counting will continue in rounds. At the end of each round, the finalist with the fewest votes is eliminated. If you ranked that finalist first, your vote will go to the next highest ranked finalist on your ballot. This process will continue until one finalist receives a majority of first-choice votes or when there are 2 finalists left, at which point the finalist with the most votes wins.

Vote until 11:59 pm ET tonight.

VOTE HERE: https://www.rcv123.org/ballot/iVTEFHHzAm6FxUPBafRtBQ

Please share the ballot with your co-workers, friends, family members, and all over your social networks. I'll announce the winner (or loser, depending on your perspective) on Dec. 20.

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