In Longing for Authenticity: The Human Connection in a Digital Workplace, Christopher Garcia reflects on how modern digital environments simulate human nuance while simultaneously eroding it. He likens the rise of digital “scratch machines”—programs that imitate the imperfections of vinyl—to the broader cultural attempt to manufacture authenticity in virtual interactions. Yet, these simulations, however intricate, lack the unpredictability, hesitation, and emotional texture that define genuine human contact.

Garcia warns that as avatars and AI-mediated dialogue become more common, professionals—especially younger attorneys—risk losing essential rhetorical skills nurtured through in-person exchanges. The absence of spontaneous hallway conversations, collaborative problem-solving over coffee, and immersion in the “rhythm” of courtrooms has left newer practitioners without exposure to the lived grammar of legal practice.

The challenge for leaders, he argues, is discerning when face-to-face interaction is necessary to maintain mentorship, institutional identity, and authentic communication. In a workplace fragmented by generational communication styles and constant digital distraction, organizations must cultivate hybrid structures that preserve the human dialogue central to growth, learning, and professional excellence.  

In Longing for Authenticity: The Human Connection in a Digital Workplace, Christopher Garcia reflects on how modern digital environments simulate human nuance while simultaneously eroding it. He likens the rise of digital “scratch machines”—programs that imitate the imperfections of vinyl—to the broader cultural attempt to manufacture authenticity in virtual interactions. Yet, these simulations, however intricate, lack the unpredictability, hesitation, and emotional texture that define genuine human contact.

Garcia warns that as avatars and AI-mediated dialogue become more common, professionals—especially younger attorneys—risk losing essential rhetorical skills nurtured through in-person exchanges. The absence of spontaneous hallway conversations, collaborative problem-solving over coffee, and immersion in the “rhythm” of courtrooms has left newer practitioners without exposure to the lived grammar of legal practice.

The challenge for leaders, he argues, is discerning when face-to-face interaction is necessary to maintain mentorship, institutional identity, and authentic communication. In a workplace fragmented by generational communication styles and constant digital distraction, organizations must cultivate hybrid structures that preserve the human dialogue central to growth, learning, and professional excellence.  

In Petermann v. Aspirus, Inc., a federal court addressed whether a nurse could refuse to administer COVID-19 booster vaccinations on religious grounds. The plaintiff, Sonja Petermann, argued that her Christian beliefs — including viewing her body as a “Temple of God” — prevented her from receiving the vaccine and, by extension, from administering it to patients. Aspirus granted her personal religious exemption but maintained that administering vaccines was an essential job function.

The court rejected Petermann’s claim that her religious beliefs extended to vaccinating others, finding she failed to identify any religious doctrine prohibiting her from performing vaccinations. Her objection was characterized as a personal medical opinion framed in religious terms, not a sincerely held religious practice under Title VII. As a result, the court dismissed her failure-to-accommodate claim, underscoring that employees seeking exemptions must clearly articulate how their specific religious convictions conflict with workplace duties.