Career Advice: Katrice is a nationally recognized labor relations expert and career coach.

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2:01That means real voices, real connection, and trusted audio that helps businesses drive results. Learn how easy it is to tell your story through our voices. Call 844-844-I Heart today. That's 844-844-I Heart. The sales right there. Don't miss it. This holiday, give shoppers a flexible way to pay with PayPal pay later, and turn them into regulars. PayPal open. Built for all business. Get started at PayPalOpen.com. Welcome to my show. I'm Richa McDonald, the host of Money Making Conversations Masterclass. When we encourage people to stop reading other people's success stories and start planning your own. Now, you don't want to miss an episode. So please take a moment right now to follow or subscribe to Money Making Conversations Masterclass. It's free. You can follow me on I Heart Radio app, Spotify, Apple Podcast, or wherever you listen to your podcast. New Money Making Conversations Masterclass episodes drop daily. I want to keep you on alert, because my guests provide tips on how you can uplift your community,

3:02improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Now, let's get this podcast started. My next guest is a nationally recognized leader in labor relations for more than 25 years of experience across the world. Government and corporate America. Currently serving as labor relations counsel and starboard. Patrice advises executive leadership of complex labor relations, strategies, and sure compliance, which is very important, with evolving labor laws and developer active. People send a solution to strengthen workplace culture and perform. Please welcome the Money Making Conversations Masterclass Patrice Miller. How you doing, Ms. Miller? I'm doing amazing. Thank you so much for having me. I am super excited to be here. Labor relations. What does that mean? Labor relations deals with all of the compliance issues, federal and state regulations, that companies are required to adhere to.

4:02So making sure that companies are in compliance with those regulations and making sure that they're maintaining good compliance with their employee relations and the relationships with their employees. Now, I get these signs in my company to put these on the wall so your employees can hear that. Is that what we're talking about? When we say labor relations? Sure, that's one part of it. So the poster requirement is one part or one aspect of employee and labor relations. But it all kind of feeds into the general trend of making sure that the employer's workforce is well educated and well protected. And that's something that the federal and state government are very much aligned with. So making sure employers are doing that. And the posters are definitely one of those categories that they do that as well. Okay, cool. Now let's talk about that's labor relations. So what is the difference between labor relations and human resources? Can you answer that? Sure. So human resource is going to be the umbrella, if you will.

5:02So it will also encompass benefits as well as, you know, leave PTO and all those great things. Labor relations instead gets to the heart of the actual employment. Relations between the employer and the employee. And the work assignments, the work conditions and things in that nature. So basically you're making sure it's set up correctly for the human relations. You, the resource person can do their job. That's a great way to put it. Excellent. Yes. So basically when I have a complaint, I'm not going to talk to a trees miller. I'm going to go to my human resources person. Correct. And if it's not set up correctly, then they are going to go to you. Correct. Yes. Yes. And our goal is looking at this through a proactive lens instead of a reactive lens. We want to get out in front of things and making sure that workplaces are compliant as far as the laws and regulations are concerned. And making sure that the workforce is being treated fair and equitable by employers. Well, let's talk about that because there's so many different.

6:02I hear the word right. Right to work state. If some place you go where you can tell somebody was an immediate fiery or a layoff, there's a process to it. Tell us exactly what is the right way to downsize your company. The right way is number one, making sure that your incompliance with federal and state regulations. But also making sure that you're even in compliance with your own policies. Sometimes organizations will implement policies and procedures or handbooks if you will. And they're not following their own guidelines. So one of the most important things that an employer and organization can do is maintaining consistency. Maintaining consistency and not only how they're treating their workers, but also in those unfortunate times when downsizing is necessary and unable to be avoided, making sure that they're being consistent. And that process as well and equitable and fairly treating employers.

7:02Played throughout that process. Please don't go anywhere. We'll be right back with more money making conversations. Masterclass. Now I need for you to do me a favor. Right now, to follow or subscribe to money making conversation is free. And you can find it on the iHeartRadio app. Spotify Apple Podcast or wherever you get your podcasts. Please do me that favor. Follow or subscribe money making conversations. Welcome back to money making conversation masterclass hosted by me, Risham McDonald. Let's get back into it. You know, one of the big moves that is new administration was layoff. Government layoffs. Now, when people lay off, what is the role of the company to the person that they are laying on? There are certain responsibilities that they should adhere to to respect the person you're laying off. Is there a notification period? How is that happening? Yes, and you're speaking to someone who was actually a federal employee for 10 years.

8:03I served 10 years with the federal government with the Department of Labor. So this is a topic that's very near and dear to my heart. I have many friends who are still in the federal workforce. So I believe that companies definitely have a level of responsibilities to their employees. This actually is outlined in the laws as well. There are certain companies based upon their size and based upon, you know, the actual products they produce or the industry that they're in, their regulations as far as the notice that they're required to give in that regard. But I think outside of even the federal and state rules, I think it's just a matter of being transparent as transparent as possible. So I think that's a matter of being transparent as possible with employees and letting them know and keeping them abreast of what's going on in the company so that these things don't come as a blind signing moment to employees. Because it's rough enough if you're experiencing that. But then if you're kept in the dark and have no idea that these things are coming, I think it's 10 times even worse.

9:03Let's talk about this, Katrina Miller. Your experience and labor relations in over the years. So it was about small business owners entrepreneurs. And so that relationship is a lot more intimate, you know, you're in a big corporation. I swear for IBM. If you work for the government, you start laying out people. Basically the decision making person that's making that decision is not even close to the person that they're laying out. How does a person in these intimate environments deal with it? Well, I think it's the understanding that companies and business models are constantly evolving. And so because of that, I think employers as well as employees need to understand that there are going to be uncertain times. That's unavoidable. But instead what's most important is how the employer handles it with a certain level of decency and respect with employees. And most importantly, having employees protect themselves and understanding that their job is their assignment.

10:03However, their personal brand is their identity. And I think sometimes there's a blurring of the lines, which rightfully so we're all human. I've done it myself. So it feels deeply personal when you are laid off or there's, you know, a reduction in force. You feel as though you have personally suffered a loss or that you personally have had a failure. However, it's all about aligning your gifts and your strategies with your personal brand that helps you to be able to pivot in the event these things happen. Well, let's go there with the personal brand talk because when I first started out looking for a job, I didn't have social media. I didn't have a LinkedIn account, which is personal branding. What value is LinkedIn to personal brand as a labor relations person? Do you see that as valuable or should somebody pull back and then let the system work for you? LinkedIn is an extremely valuable tool for establishing your personal brand.

11:04It's all about making sure that who you say you are is reflective and your online presence. So I'll give you an example. I'll apply it to my actual career. I had a job previously at Microsoft. So my job was directive HR compliance and Microsoft. However, my personal brand was that I'm a trusted labor and relations expert who helps organizations resolve complex workplace issues, ensure compliance and build cultures of accountability and fairness. So I'm lending my talents to Microsoft for that job assignment, but at all times I am that expert. So when that assignment ends, my personal brand does not end. I instead will pivot and find a new assignment or perhaps even in between assignments, find opportunities where I can showcase my talents and my personal brands to bring me revenue during those in between jobs, but also to keep myself in alignment with my online presence.

12:04So if I was talking to my staff, my employees, each one of them that we have weekly meetings, they should have all have LinkedIn accounts. They should all be building a personal brand, putting some of the work that they're doing, some of the skills that they're developing, acknowledging that that is growth for their personal brand, which has value. If they leave my company or they stay with my company, that's personal brand building. That's what you're talking about, correct? Yes, absolutely. And you could even do that even when your current job is not in alignment with your personal brand. I'll give you another example. When I first started off, I'm sure a lot of your audience members can relate to this. I was a young single parent and I started off in college. I was working at a video store. I started developing my personal brand. Now they didn't have LinkedIn back then, but I started developing my personal brand and my online and my in-person presence never matched the fact that I stacked videos on a shelf.

13:05I was very much about building that personal brand for becoming who I wanted to be, who I wanted to be perceived, and that's how I showed up. That job at the video store, that was my maintenance job. I paid my rent, I paid my bills, and that's why I always advise people, never leave your maintenance jobs you soon. If that's paying your bills and it's necessary, by all means, continue that, but don't feel that you need to wait until you're actually in the brand and in the position to start building your personal brand. I thought it was important to bring you on my show, Coutrice Miller, because of the unemployment numbers that are out there now, the layoffs that are out there now, and people don't know where to go. I'm speaking to Coutrice Miller, which is a nationally recognized leader in labor relations with over 25 years of experience across law, government, and corporate America. She currently serves as labor relations counsel at Starbucks. Now, let's talk about money. Let's talk money. Let's talk money. Let's talk about business. Let's first talk about being at the job, feeling like you are underpaid.

14:09How do you build a case for more money as a company that's successful? I'm going to get you the company is laying off on my next question. Let's talk about the successful company. Can you build a case for more revenue for you personally? How does that work out? I think it's not a process that starts. I think it's a process that never finishes. I think the process is ongoing. You should have an ongoing electronic file, whatever your system may be, or maybe a paper, file, whatever works for you. You should have an ongoing system where you are continuously routing and putting all the great accomplishments that you have in that organization, you're detailing them, and you're filing them away. This should be an ongoing process where you are benchmarking and filing away those amazing accomplishments, those success stories, those partnerships, collaborations that you have, and the feedback that you received from those individuals.

15:12Now when it's time for that salary conversation, you essentially are going to that file and reviewing and preparing to make your case, not searching for information and support for that actual case. Now, what this being said could treat companies laying off people left and right. Did you stay quiet sitting at corner, mad, did you can't walk in there and ask for something, even though you know additional work is going to come on your plate because they land on people. And this is once again a very real situation. So the first thing is not to panic. Do not panic in these situations, but you need to make sure that you are making sure that your work and your presence is highly visible and promotable in these uncertain times. So that means advocating for yourself, like we talked about creating that work history and that file and those lists of accomplishments, but also making the proper alignment with people who will advocate for you as well. And sometimes we need to step outside of kinship and look for mentorship. Now sometimes our mentors may look like art can people and that's good. That's amazing.

16:22But I'll tell you one of my greatest mentors at one of the law firms I first started with was an older white man who was about 65 years old and I was a young black woman coming straight out of undergrad. And we developed a mentor and mentee relationship and I learned so much from him. Now I was very intimidating working with him and approaching him because we had nothing in common. But for the fact I wanted to be where he was at. So that was enough for me to make that alignment. So I think sometimes you know it's as human nature to navigate to people who you are familiar with. And that's a very important part of the workplace, but stepping outside of that and developing those mentorships because those are people who will often speak volumes about your skills and your talent in rooms when you're not even present. Don't go anywhere. We will be right back with more insights from money making conversations master class. Chad GPT can do more than answer questions. It can help you get real work done. Chad GPT work is built for bigger projects with multiple steps.

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20:43Paypal open built for all business get started at paypal open.com. Paypal pay later data eight markets March 2025 to February 2026 repeat users defined as more than one pay later purchase in the past year. Welcome back to money making conversation masterclass hosted by me Rishan make dollar money making conversation masterclass continues online at money making conversations dot com and follow money making conversation masterclass on Facebook ex and Instagram. As a minority how do we give rid of these fears or how do we create these relations. I think it is somewhat self inflicted but let's be honest this is very much industry inflicted because I believe that minorities women included have been beaten down to a certain level and to the point where we find it hard to even recognize our brilliance but it starts there recognizing your brilliance and not waiting for someone to validate you. I'll never forget when I was in undergraduate school and even going to law school I would have classmates and peers great friends who were white males and they would apply for jobs that they met like 60% of the criteria and it's all they were the best thing to that job whereas sometimes we especially women African American women at that we feel we need to check every single box we need to be 100% the best in every category before we even step out.

22:07Even step out into competition or step out and put our throw our head into the ring to compete for a job or promotion or things like that so it's understanding no one's going to validate you you have to validate yourself and you have to recognize your talents and what your strengths are and you have to go on those and go for all those things that you want and that you truly do deserve. Now we start talking about salaries that how do we ask for the right amount of money could treat. Well first in salary negotiations when the biggest mistakes I see is not even having a counter offer and this is when you're actually this is both when you're applying for a job and even when you're in a salary negotiation for a current job like a promotion annual review we don't even counter it all because we feel as though it's viewed as being ungrateful or that we. We might even lose the opportunity all together if we even mention that we think it should have a higher benchmark price so we need to erase that mindset and understand that true business and capitalism is built on negotiations and negotiations are conversation is not a confrontation so start with understanding it is okay to negotiate and have a counter offer now that counter offer needs to be based on some level of intelligence and really.

23:30And research now that's the other mistakes people will I'm no problem making the counter offer but they're pulling it out of nowhere like I even I work with someone this person was basing their counter offer on how many bills they had they basically did their budget and said I need X amount of dollars hence I want my job to pay me that that is not the equipment and the math that we're going to be doing here instead the research that you need to do is you need to number one research to industry. Research the position research the location research competitors and there are lots of tools online that are available to you a lot of resources staffing agencies as well that can help you with this so you want to go into these negotiations marked with research real research that will validate and support your point and one great question you can always ask is if you see that the job description for example has a list of duties and then they say on the higher end we would prefer the applicant to have or the person to have these things these x y and z the question my acts is that what level of pay would you be willing to compensate someone who has the additional services or the additional skills and then they give you that amount and that the most likely that'll be on the higher end so you that's your advocate and your point for saying that's why I feel I should be placed at the higher end because I have the right.

24:58So it's not even personal about you it's about the job description they created and the job is they have you doing and the skills they're looking for that you have and properly negotiating for them. Wow that's important. You have a coaching program that promises expert coaching without the premium price tag. Now when you say coaching listen before we get to the program what is coaching that your referencing and to individuals who listen to my show. What are you coaching. So I am a career in business coach and I help individuals maximize their personal brands their earning potential and build strategies to not just find them a job but to help them launch their careers and develop personal brands that will withstand job markets. So that's what I do I started off doing this on a one-to-one coaching basis and was very successful doing that but I found a couple problems with that one it wasn't scalable I wasn't able to reach with many people as I wanted to reach this only one of me and I could only see so many people in one day and also I started to see a trend of people who were in these layoffs like you mentioned in in these dire situations who really needed quality coaching but could not have formed before the day.

26:16I have formed before the premium price tag and I myself have been in that situation I have been laid off I have been down size I have gone through all this and I know the level of quality that I wanted but I couldn't quite afford the one-to-one coaching. There's a place for that and that's a great spot and I actually still do some level of one-to-one coaching but it's a very curated and various personalized coaching package I offer but I also offer this for individuals who are looking to grow and to not compromise quality for price. That's what I'm launching so online programs will have all the great things from my one-to-one coaching program in the online portals but in addition to that I will be hosting calls monthly calls to assist them with interviewing techniques with job searching strategies I'm going to have templates and improvement documents that will assist them throughout the job process and I'm going to have a 24-7 support system where they can email questions in and receive a answer.

27:20There are 24 hours to their questions and concerns so it's really building a bridge between the best of both worlds and offering it at a very important time in our career industry and in the situation that's going on out there with many people. First of all how do we find that web site or is it still in the landing page right now where you can go there and submit your email address and get information when they're launches what is the website address? Absolutely so I encourage you to visit my website it's corporate winners.com www.corporatewinners.com and then right at the top of the page there is a link for you to sign up for the waiting list so I encourage individuals to sign up for the waiting list for the July 1st launch because you will receive exclusive details information leading up to the launch as well as opportunities that people who are not on the wait list are not going to have. So just visit my website and it will be due from there. A lot of people have been late on okay which I think this website is very timely and very necessary because a lot of confusion props up when you get late on but you've been late on.

28:31Can you share some of the emotional and how did you get back on the hoist or did you see the layout coming and you was able to prepare for it? Talk to us because people are experiencing exactly what you felt now. So much of what I teach is rooted in what I've experienced and so you are correct I have gone through this so my sound advice is number one don't panic when you operate out of panic in any situation you are not going to have quality results and panic looks like in this in this area of applying for everything let me apply for every opportunity the more resumes and the more applications I submit the better and you make it a numbers game and you remove the results. So I say number one do not panic number two you need to do a self assessment you need to figure out not just what have I done. Hence your resume but what have I done is transferable to where I want to be and that's really important for our federal workers who have been laid off and downsize and reduce enforced from their jobs because there are so many great skills that the federal government has done.

29:43That the federal government teaches you are that you are aligned with that you can bring to the corporate world and I did this myself just not in a layoff situation I had 10 years of federal experience and I found successfully away to pivot that and bring it to the corporate world so have that self self assessment to figure out what problems do you solve what skills do you bring what's transferable to the workforce you want to join and then proceed with confidence and be prepared. Clarity about knowing who you are what you offer what problems you solve and have that be your guiding light as you proceed through this process understanding it's going to be rough I'm not going to sit here and lie and say it's easy but you need to make sure you have a mindset that has four things. Number one you need to have the clarity which we spoke about you need to have confidence confidence in who you are and what you bring. Number three courage so when the times get rough the stats don't add up when everything is saying this is not going to work that's when the courage kicks in and then lastly need to have calm calm comes from alignment with your values your personal life and your professional life and making sure that alignment is creates a level of peace for you to move forward through this process because you cannot survive and strive and chaos.

31:05Now there are people out there right now I could treat working job they're not happy it. They don't know how to get out they go to work they care that same negative negative industry to break the launches they look at the clock on the wall so they can leave as soon as they're supposed to leave. What are some of the three qualities are actual items or actual call the actual they can bring to their lives in that format of nine to five that they really don't want to be at. Well first I recommend that you conduct a self audit for alignment you need to ask yourself what part of my day energizes me what part of my day drains me really do a self audit to see how you really are aligned with the current job that you have. Now if you find that you are actually aligned you like the job you enjoy the job but perhaps there's some adjustments that need to be made in that position well in that case you can even create your own performance plan you don't need your your employer to create a performance plan for you create your own performance plan for setting goals for how you want to strive within that organization and that may include volunteering for more high impact projects increase your ability.

32:22Speaking up at meetings having that meeting with your supervisor those are things we're going to do if we decide we're properly aligned meeting adjustment but what if we do that alignment check and we find out this is not where we want to be this is not proper alignment now that means that as I said before we need to start planning our pivot we don't leave tomorrow because we still need to pay the bills we still need to make sure we maintain our current lifestyle but as I said before. You can start branching out and establishing that personal brand and doing those networking tools and opportunities that are going to help you align with getting the position that you really want and that is more alignment with your true value and your goals so I would encourage people to start with that self alignment to see is this really the job for you or you're just going to smoke with the job or is it really time to make a pivot and then making your plan for the pivot. Very powerful conversation and you give us one more time the website your coaching website information to my public.

33:28Absolutely it is www.corporate winners dot com yet all social media platforms corporate winners as well and we can go link in typing and could freeze billers yes yes that's very important because we talked about links been a lot on this show today and that's what this is about you know this is not posting on Instagram and Facebook. You're trying to make that implorable connection it really is linked in it you can start attacking people attacking people who you're trying to get in front of you can also upgrade to some premium programs where you can make direct messaging to people that you want to get in front of so LinkedIn is a very very valuable tool but more importantly here in the truth spoken by an experience better another industry and I say better for light because she's no better when I'm looking at the fantastic with our experience and ability to communicate and I was a separate what labor relations means and what human resources mean you're the foundation to make human resources.

34:33Functionable can dream of becoming a money making conversation master class. Thank you I enjoyed this time really enjoyed it thank you so much for having me. Thank you for listening to this episode. Thank you for you to do me a favor right now to follow or subscribe to money making conversation is free and you can find it on the I heart radio app Spotify Apple podcast or wherever you get your podcast please do me that favor follow or subscribe money making conversations. Thank you for listening to this episode.

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