My name is Eric Meyer, a founding partner at Pierson Ferdinand LLP. You may know me as the guy who turns someone else’s workplace disaster into your morning reading.

If you’ve ever read a post here and thought, “Please tell me our managers aren’t doing that,” we’re practically kindred spirits already.

The blog is what many of you see. Most of my day is spent working through these issues with employers. For more than two decades, I’ve worked with employers on the people problems that come with running a business.

Sometimes, the conversation starts with: “We want to fire him, but he just took FMLA leave and no one documented any performance issues.” Or, “Our best salesperson is accused of harassment, and the CEO wants this to go away.” Or my personal favorite: “We already fired her. That’s okay, right?”

I work through those situations with HR, in-house counsel, and business leaders, figuring out what happened and what to do next. That covers everything from performance and pay to leave, accommodations, and departures. Usually, someone needs an answer yesterday.

My approach: clear explanations, practical advice, and snark when the situation allows or my filter fails.

I also conduct workplace investigations and train employees, managers, and leadership teams. Both involve their share of revealing moments: the employee everyone insists “would never do something like that,” or the training question that starts with “Hypothetically…” while everyone looks at the same supervisor.

When workplace disputes reach an agency or a courtroom, I defend employers against discrimination, harassment, retaliation, leave, accommodation, wage-and-hour, and other employment claims. I also serve as a mediator in employment disputes, which puts me in a different seat: helping both sides work toward a resolution.

Other parts of my practice follow the changes in a business and its leadership: executive hiring and departures, severance agreements, restrictive covenants, and disputes over confidential information. When a business is being bought or sold, I handle employment due diligence and the workforce issues that come with the transaction.

That’s my corner of Pierson Ferdinand. The firm recently passed 300 partners after launching in January 2024, and we’re all partners, with colleagues across the country and abroad. As a founding partner, I’ve had a front-row seat to that growth and the chance to get to know the people building the firm alongside me.

Outside work, I’m a husband, a dad of four, and a Brighton supporter. Between parenting and football, I get plenty of practice managing expectations. Results vary.

If you’ve been reading for years, thank you. If we’ve just connected, welcome. That’s a little about the person—and the practice—behind the posts.