Ocean examines the growing movement to relax child labor protections, reading lawmakers’ and industry statements and tracing state and federal proposals like the Teens Act.

The episode contrasts supporters’ claims about work experience and staffing needs with critics’ concerns about education, safety, and exploitation, and explains how these changes could reshape young people’s lives and rights.

This episode introduces "The Legalized Child," a three-part series examining how child labor has been normalized and in some places expanded through law and policy in the United States.

Host Ocean reviews federal and state rules, recent enforcement data and high-profile investigations, and previews the series' next episodes on policymaking, accountability, and who benefits from loosening child labor protections.

Ocean examines three workplace horror stories, secret replacements that weaponize trust, a grieving top performer shunned by colleagues, and the cruel practice of shadow onboarding, then breaks down the legal, ethical, and cultural risks each reveals.

Through PCE WINS analysis and Demon & Witches metaphors, the episode highlights how secrecy and silence corrode dignity and morale, and offers practical perspective on accountability, compassion, and courageous conversations.

Episode 9 unpacks a long conversation between Stephen Bartlett and Tristan Harris warning that AI is not just a tool but a structural power shift that can replace human labor, judgment, and institutional memory without guardrails.

The episode explores the ethical, legal, and HR implications, mass displacement of entry-level roles, lack of enforceable constraints, and the need for AI impact assessments, human-in-the-loop rules, and liability attachments.

It balances technical detail with emotional stakes: grief over lost stewardship, a call for agency over doom, and practical policy steps to govern AI responsibly rather than reject technological progress.

This episode dives into a scandal at Campbell’s where a vice president allegedly disparaged the company’s soup, claimed it contained “bioengineered” chicken, and admitted he no longer eats the product. An employee recorded the remarks, reported them to HR, was later fired, and has now sued for retaliation and emotional distress.

Ocean unpacks the fallout: executive misconduct, HR mishandling, whistleblower protections, and brand risk. Practical takeaways include the need for prompt, documented investigations, protecting reporters, and holding leaders to higher standards to prevent PR, legal, and cultural crises.

Ocean walks through Episode 7’s anonymous Virginia case where a manager’s repeated gaslighting, racial remarks, ignored disability accommodations, and pattern of complaints may amount to constructive discharge. PCE WINS provides a legal overview comparing Virginia’s standards with federal laws like the ADA, explaining objective vs. subjective proof and why documentation and prior employer notice matter.

The episode offers practical steps: document incidents, report through HR, preserve accommodation requests, and consult an employment attorney, and uses demon-and-witch metaphors to frame the emotional impact. Resources mentioned include PCE WINS for legal guidance and the podcast’s Patreon for further support.

Ocean unpacks a listener’s nightmare: a 24-year-old employee whose stepmother, also her manager, repeatedly calls her boyfriend about sick days and attendance. The episode examines privacy and nepotism concerns, explains why HIPAA likely doesn’t apply, and offers practical HR-informed advice: document everything, set clear boundaries, and consider formal complaints or moving jobs if the situation won’t change.

The show blends legal insight, workplace strategy, and spiritual metaphors to help listeners reclaim power and handle toxic supervisory behavior.

Ocean digs into Starstruxxxx's story: a new colleague brings an elaborate coffee setup and keeps pressuring her to be the unpaid office barista despite her refusals.

The episode explores gender microaggressions, power dynamics, bystander roles, and the added risk of being on probation, and offers practical advice: set clear boundaries, document incidents, recruit allies, propose fair solutions like a rotation, and escalate to HR if the behavior continues.