logo
NFLPA's interim executive director not expected to get full-time job: Source

NFLPA's interim executive director not expected to get full-time job: Source

New York Times4 hours ago
A high-ranking executive in the NFL offices says the league anticipates that whoever gets the NFL Players' Association interim executive director job will not be promoted to the full-time role.
According to an NFLPA source, the union's legal team is meeting with the executive committee and board of player reps on Friday. No timetable has been set for naming an interim executive director.
Advertisement
Lloyd Howell, the union's executive director, announced his resignation on Thursday night. A source in the league office, granted anonymity because they are not cleared to speak publicly on the matter, says the NFL anticipates the PA will not consider the interim executive director for the full-time job, breaking from a group previously led by Howell and NFLPA chief strategy officer JC Tretter.
Howell resigned after weeks of reporting uncovered controversial actions under his leadership, as revealed by ESPN, Pro Football Talk and 'Pablo Torre Finds Out.' The findings included the NFLPA reportedly agreeing to a confidentiality agreement with the NFL to hide information about an arbitration decision, as well as concerns about a potential conflict of interest involving Howell's consulting work for a private equity group approved by the league for a minority ownership stake.
Meanwhile, federal investigators have been conducting a probe into some sports union officials and OneTeam Partners, a company that licenses athletes' name, image and likeness rights. Five sports unions hold stakes in OneTeam, including the NFLPA with 44 percent. An official inside the NFLPA raised concerns that union officials could enrich themselves via OneTeam, and last winter, the NFLPA hired an outside firm to conduct an investigation. At the time, Howell was a board member of the company as part of his role in NFLPA leadership.
The NFLPA hired Howell in 2023 following a search process that was criticized for its lack of transparency. Before his work at the NFLPA, Howell worked for 34 years at Booz Allen Hamilton, Inc., including as the chief financial officer. Like his predecessor at the NFLPA, DeMaurice Smith, Howell did not have a background in sports; his BA is in electrical engineering from the University of Pennsylvania, and he has an MBA from Harvard.
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Honor & Home Instead Partners with Activated Insights to Elevate Caregiver Training Nationwide
Honor & Home Instead Partners with Activated Insights to Elevate Caregiver Training Nationwide

Yahoo

time8 minutes ago

  • Yahoo

Honor & Home Instead Partners with Activated Insights to Elevate Caregiver Training Nationwide

REXBURG, Idaho, July 18, 2025 /PRNewswire/ -- Activated Insights, the leading provider of experience management and training solutions for long-term and post-acute care organizations, is proud to announce a partnership with Honor, parent company of Home Instead®, the largest home care franchise network in the U.S. and a leading provider of personal care services. Activated Insights will serve as the enterprise Learning Management System (LMS) for Honor and Home Instead, providing over 60,000 caregivers and employees with access to training materials, career development resources, and upskilling opportunities. As the nation's largest home care franchise network, Home Instead operates more than 600+ franchise locations and corporate-owned care teams. By leveraging Activated Insights' LMS, they will provide their workforce with high-quality, standardized training, supporting consistent care quality across the network. "Through this partnership, caregivers will gain access to best-in-class education, leading to improved care outcomes, increased job satisfaction, and reduced turnover," said Bud Meadows, CEO of Activated Insights. "With the rising demand for home care services and the need for highly skilled caregivers, our collaboration with Honor and Home Instead ensures care professionals receive the education and support they need to thrive—ultimately improving both employee retention and the quality of care for the seniors they serve." As part of this partnership, Activated Insights training solutions will be made available across Honor & Home Instead's network as part of a broader initiative to support professional development. The training program is designed to equip caregivers with the skills and knowledge required to succeed in a rapidly evolving industry, enhancing both their professional growth and the quality of care they provide. To learn more about the partnership and how Activated Insights is advancing training and development, visit Activated Insights Training. About Activated Insights Activated Insights enables long-term and post-acute care providers to improve the experience of every interaction with employees and the people in their care. Through recruitment, continuing education and training, recruitment and retention, and experience management tools—along with the industry's leading benchmarking and recognition programs—Activated Insights helps providers improve satisfaction, reduce turnover, and achieve operational excellence across senior living and home-based care. Learn more at Media Contact John View original content to download multimedia: SOURCE Activated Insights

Howard Levitt: Even the most desultory employee can find favour with the courts
Howard Levitt: Even the most desultory employee can find favour with the courts

Yahoo

time8 minutes ago

  • Yahoo

Howard Levitt: Even the most desultory employee can find favour with the courts

Sometimes employees almost beg to be fired, racking up workplace infractions with abandon and leaving a messy trail as though scattering confetti at a wedding. And even then, judges are loathe to deprive them of wrongful dismissal damages. As Justice R. Lee Akazaki of the Ontario Superior Court described in a recent case: 'At the time of his dismissal as a salesperson at Brandt Tractor, (the plaintiff) was 56 years old and had worked there for 18 years. He never made it easy for himself. Several times during his career, members of the public complained about his driving. He crashed the company truck. He injured himself at least once, while demonstrating a tractor attachment to a client. Brandt kept him on, and he was successful enough as a sales producer.' But all strokes of good fortune (or employer beneficence) eventually come to an end. In this case, the employee's final straw was a serious customer complaint about multiple varieties of bad service and allegedly inappropriate conduct. The company seized upon this incident — on top of his earlier record — to anchor the dismissal. The risk in using a final incident as an excuse to terminate a worker is that you must show the event was worthy of discipline. If not, the case for cause fails. At trial, the employer relied on an email written at the time by a manager who received the call in which the customer detailed his litany of complaints. According to the judge's ruling, '(The plaintiff) did not help himself very much in giving evidence. My impression … was that he lacked credibility. There was a record of work-related incidents and discipline under three different managers. He declined to accept he needed additional training or that he really deserved to be disciplined. Thus, if Brandt established that (the plaintiff's) encounter with his final customer was worthy of discipline, the employer would have proven just cause.' But the employee (or his lawyer) made a fatal mistake. They did not call the customer as a witness. Therefore, all the evidence was hearsay. The problem with hearsay — and the reason why it is generally inadmissible — is that the other side has no opportunity to cross-examine the relevant witness as to precisely what occurred. As the court noted: 'A negative credibility assessment of (the plaintiff's) evidence and version of events does not amount to proof that the encounter went precisely as the customer claimed it did. The court had no means of testing the credibility of the customer's account as related by the manager who wrote the email.' So, even though the court was disinclined to believe the employee, it had no cogent admissible evidence that he had committed the misconduct complained of. It found that the final incident on which the termination rested was not proven, and therefore there was not cause for dismissal. I experience this problem regularly with employer clients. They do not, for obvious reasons, want to involve their customers in a legal proceeding and will instead try to find a way to win the case without them. I tell these clients that unless the customer testifies at trial the misconduct cannot be proved, and if the company is relying on the customer's complaint to justify the dismissal for cause, it simply cannot win. Those employers inclined to second-guess me now have a judicial finding to cure them of any doubt. In determining wrongful dismissal damages, the court concluded that if the plaintiff had been offered 12 to 15 months' severance, he would likely have taken it. Such reasonable expectations are generally what should determine the appropriate damages. However, the judge added, 'Employment law … recognizes the special role of employment in an individual's identity and life,' and instead increased the amount awarded to 17 months' pay. Following his dismissal, the employee accepted a job driving a parts truck at a much lower salary. He testified that he wanted to find a less stressful job. One might have thought that this admission would be viewed as a failure to mitigate and lead to a reduction in his damages. But the company did not establish that its former employee could have found comparable work if he had looked for it, so his wrongful dismissal damages were not reduced. To add insult to apparent injury, the court did not even reduce his damages by the amount that he earned in his new job. In this, the judge relied on a court of appeal decision that employees who are forced to take lesser jobs after being fired will not have the income from that job deducted, as income from new employment will normally be deducted in assessing wrongful dismissal damages. Howard Levitt: Employers must investigate harassment, even if it occurs in private and after hours Howard Levitt: What the Trump–Musk falling out can teach employers and employees This case is a cautionary one for employers and shows the extent to which our courts will go in finding in favour of employees. It is also an open invitation to even the most desultory employee to not take an allegation of cause seriously. Howard Levitt is senior partner of Levitt LLP, employment and labour lawyers with offices in Ontario, Alberta and British Columbia. He practices employment law in eight provinces and is the author of six books, including the Law of Dismissal in Canada.

Atalanta Will Sell Inter Milan Target But Only For The Right Price – Inter Line Up Three Alternatives
Atalanta Will Sell Inter Milan Target But Only For The Right Price – Inter Line Up Three Alternatives

Yahoo

time8 minutes ago

  • Yahoo

Atalanta Will Sell Inter Milan Target But Only For The Right Price – Inter Line Up Three Alternatives

Atalanta will sell Ademola Lookman this summer, but only for the right price, leading Inter Milan to identify three alternatives. This according to Italian broadcaster Sky Sport Italia, via FCInterNews. They report that Nico Gonzalez, Christopher Nkunku, and Jadon Sancho would be the other targets in attack. This week, bombshell reports emerged regarding Inter Milan's interest in Atalanta forward Ademola Lookman. The Nerazzurri have already agreed terms with the Nigerian. Moreover, Lookman has made his preference crystal clear. He wants to join Inter Milan, and will reject other suitors. At least for the time being. Therefore, Inter are advancing in talks with Atalanta. Yesterday, they made their first official offer to La Dea for the Nigerian. Atalanta Will Only Sell Lookman For The Right Price – Inter Line Up Three Alternatives Including Jadon Sancho However, Inter are well aware that there's no guarantee that they'll be able to sign Lookman. Atalanta have rejected Inter's opening bid of €40 million for the former RB Leipzig forward. According to Sky Sport Italia, La Dea would not be opposed to selling Lookman this summer. But they would expect it to be for a higher fee than that. Therefore, the Nerazzurri are also considering some other attacking targets. One would be Juventus winger Nico Gonzalez. The Argentine had a mixed first season at the Bianconeri after joining from Fiorentina last summer transfer window. Meanwhile, Sky report, Inter are also considering a move for Chelsea forward Christopher Nkunku.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store