HR in 15

“We have to shift our mindset around emotions and vulnerability at work. When we're saying psychological safety, what we're saying is that people can feel free to be vulnerable.”The ideal workplace has minimal turnover, high morale, and team members who feel creatively fulfilled. Business owners who may wonder how they can achieve this workplace nirvana should evaluate the psychological safety of their office and tune in to our latest episode of HR in 15. We are joined once again by our host Jacqueline McGrath, an HRBP at PrestigePEO, and guest speaker Catherine Mattice, Founder & CEO of Civility Partners. In this episode, our speakers discuss how psychological safety benefits company culture, along with providing actionable changes employers can encourage to detoxify workplaces.  Highlights Include: The benefits of a psychologically safe workplaceIt starts from the top: what actions you can demonstrate to create a safer workplaceListen to feedback and continue to incorporate itPrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Catherine Mattice founded Civility Partners in 2008 as a result of working in a toxic environment. She has since served a huge array of clients with consulting, training, and coaching services. She has written three books, one of which Ken Blanchard called, “the most comprehensive and valuable handbook on the topic” of workplace bullying. Catherine has also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN. Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying. She has a Bachelor's and Master's in Communication and taught communication courses at the college level for ten years.

“I'm not being my best self if I'm experiencing microaggressions in the workplace. I can't be as innovative as I possibly could be, and I can't offer my best customer service to clients in this environment.”Employees cannot grow and thrive in a work environment that stifles them. If employees feel that it is not safe to ask questions and offer their ideas without ridicule, then you may have a culture that is not psychologically safe. In this episode of HR in 15, our host Jacqueline McGrath, an HRBP at PrestigePEO speaks with Catherine Mattice, Founder & CEO of Civility Partners, about psychological safety. Psychological safety, or the lack of it, can greatly impact the workplace, which is why this is an important concept to understand. If you have a culture that does not support questions and admitting mistakes, you may have inadvertently fostered a toxic environment. Check out this episode for useful information on psychological safety and what you can do to ensure your workplace is welcoming for everyone.Highlights Include: How to figure out if your workplace culture has become toxicWays to show your team members that workplace bullying is not toleratedFostering a safe environment for the future Have questions?PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Catherine Mattice founded Civility Partners in 2008 as a result of working in a toxic environment. She has since served a huge array of clients with consulting, training, and coaching services. She has written three books, one of which Ken Blanchard called, “the most comprehensive and valuable handbook on the topic” of workplace bullying. Catherine has also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN. Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying. She has a Bachelor's and Master's in Communication and taught communication courses at the college level for ten years.

“Some people thought that working remotely would end harassment, but it didn't. Harassment just changed.”The pandemic caused a multitude of sudden changes in our daily lives, and the business world wasn't an exception. Remote work was previously an uncommon benefit; suddenly, every company had to offer remote work or stall completely. For offices that were more experienced with remote work, they may have had protocols for preventing issues. But for the vast majority of businesses, this was new territory, and mistakes were bound to happen. Toxic behavior is not limited to in-person interactions. Harassment can and does happen remotely via email, phone, text messages, chat services, and more. Employers need to prepare for digital harassment by having processes in place to handle these situations. In this episode of HR in 15, Ken McCarthy, President of Integrity by McCarthy, Inc., returns to speak with Kelly Tavares, an HRBP at PrestigePEO, about how to prevent digital harassment.Highlights Include: Establish a healthy company culture where people feel comfortable reporting harassment Ask your managers to look out for poor behavior Remind your staff that harassment is not toleratedHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Ken (he/him) retired from the Canadian Public Service in 2020 and created Integrity by McCarthy Inc. to raise the bar in how organizations prevent and resolve incidents of workplace harassment, violence, wrongdoing and fraud. He has seen the devastating consequences on individuals and organizations and set out to make a difference. Ken has led a workplace investigation program for a workforce of over 15,000 employees. He has also provided executive oversight in more than 500 workplace investigations and has designed and delivered investigation training sessions to 500 front-line managers. Ken is based in Ottawa, Ontario.

“In a toxic workplace, employees are not going to reach their full potential because they're afraid.”As employers compete for the best talent in our current competitive job market, many business owners are wondering how they can improve their company culture to attract and retain good employees. We've all heard the term “toxic workplace,” but how do you know if your company has become toxic? In this episode of HR in 15, Kelly Tavares, an HRBP at PrestigePEO, speaks with guest Ken McCarthy, President of Integrity by McCarthy, Inc. They discussed what exactly a toxic culture is, why it's important, and how to identify if your workplace has a toxic culture. Highlights Include: Risks of an unchecked toxic cultureWarning signs that you may have an unhealthy workplaceConsequences if you do not correct bad behavior in the workplace Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Ken (he/him) retired from the Canadian Public Service in 2020 and created Integrity by McCarthy Inc. to raise the bar in how organizations prevent and resolve incidents of workplace harassment, violence, wrongdoing and fraud. He has seen the devastating consequences on individuals and organizations and set out to make a difference. Ken has led a workplace investigation program for a workforce of over 15,000 employees. He has also provided executive oversight in more than 500 workplace investigations and has designed and delivered investigation training sessions to 500 front-line managers. Ken is based in Ottawa, Ontario.

“We're not talking about doing the same work in less time. We're looking at your business processes to figure out how you can deliver the same output with fewer and more efficient inputs.”The 5-day work week has been a familiar concept since the early 1900s, and it's hard to imagine life without it. But the 5-day week concept was originally designed with the idea that the working individual had a spouse at home to take care of the domestic duties, and this isn't nearly as common today. This leads to a burnt-out workforce with an uneven work-life balance. In comes the concept of a 4-day work week – but how would you implement it? In today's episode of HR in 15, we're continuing our conversation with Joe O'Connor, Chief Executive Officer of 4 Day Week Global. Host Rhonda Wheelous, Director of Client Services at PrestigePEO, joins him to discuss how a company should bring a 4-day work week into reality. Highlights Include: The 4 Day Work Week Global pilot programHow real companies have thrived after adopting this new scheduleTraining, networking, and mentoring to make sure this new schedule works for everyoneHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joe O'Connor is a driven and dynamic campaigner and communicator, with extensive leadership experience, and a passion for social justice and progressive change. Joe is currently based in New York City, where in addition to all his work for 4 Day Week Global, he is conducting a one-year research fellowship with Cornell University, leading a research project on working time reduction.  He was appointed as CEO in March 2022, taking over from Charlotte Lockhart. Previously he was 4 Day Week Global's pilot program manager, where he is coordinating pilots of the four-day working week in Ireland, the United States and Canada, with almost 50 companies signed up to participate in six-month coordinated trials early in 2022. Pilots are being planned later in 2022 for the United Kingdom, Australia, New Zealand and Israel.  

“In a really tight labor market, the 4-day work week can give businesses a competitive advantage .”You've probably heard of the 4-day work week concept already – in recent years, this idea has become popular in the business world. But you may not actually know of any companies that utilize this 4-day week, and it's even less likely that you currently work on a 4-day week yourself. Today we're speaking with a company that wants to change that. In this episode of HR in 15, Rhonda Wheelous, Director of Client Services at PrestigePEO speaks with Joe O'Connor, Chief Executive Officer of 4 Day Week Global. Tune in to hear about why a 4-day work week works.Highlights Include: How a shorter work week increases productivity Improvements in work/life balanceLess need for sick days and better morale overallHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joe O'Connor is a driven and dynamic campaigner and communicator, with extensive leadership experience, and a passion for social justice and progressive change. Joe is currently based in New York City, where in addition to all his work for 4 Day Week Global, he is conducting a one-year research fellowship with Cornell University, leading a research project on working time reduction.  He was appointed as CEO in March 2022, taking over from Charlotte Lockhart. Previously he was 4 Day Week Global's pilot program manager, where he is coordinating pilots of the four-day working week in Ireland, the United States and Canada, with almost 50 companies signed up to participate in six-month coordinated trials early in 2022. Pilots are being planned later in 2022 for the United Kingdom, Australia, New Zealand and Israel.  

“Having a DEI strategy makes the difference between having to go to work and wanting to go to work. When you know that your company cares about you, you work harder and stay in your position longer .”  Diversity is a hot topic in the business community, but many employers are lost on how to actually implement a DEI strategy. In our last episode of HR in 15 with Joy Stephens, founder of New Heights, Academic & Leadership Consulting, we discussed the most important element of your DEI strategy (listen to it here). Today, Joy returns to speak with LaToya Velez, supervisor of HR Client Services and our DEI officer here at Prestige PEO, to discuss the “Three Cs” of implementing a DEI strategy. With these in mind, you'll be able to realize your strategy with your company as a team effort.Highlights Include: Your team needs to be committed to doing the workYou need to have your team collaborate and work together Finally, your team must encourage communication, answer any questions, and have an open and honest discussion Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joy Stephens is the Director of Business Development at New Heights Academic and Leadership Consulting. With a background in research and development, marketing, manufacturing, and sales, Joy now applies her broad corporate experience to help organizations “develop their people” and truly transform their culture. Joy is a Board-Certified career coach and corporate culture consultant who helps organizations move forward. 

“DEI is not something you can assign to a single person. It changes the way work gets done. It's a way of life.”The business world has gone through a huge number of changes in the last couple of years. During the Great Resignation, we have seen that people are willing to leave even high-paying jobs if they feel it no longer serves them. Companies need to adapt to these changes and provide better benefits, improve work-life balance, and take a hard look at their company culture. One important element of a healthy company culture is a DEI team, which helps to ensure your workplace is encouraging diverse opinions and is inclusive for everyone. In this episode of HR in 15 Joy Stephens, founder of New Heights, Academic & Leadership Consulting, returns for a discussion on how to have a successful DEI team. Highlights Include: What the Great Resignation has taught usHow to make sure your DEI team is effectiveHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joy Stephens is the Director of Business Development at New Heights Academic and Leadership Consulting. With a background in research and development, marketing, manufacturing, and sales, Joy now applies her broad corporate experience to help organizations “develop their people” and truly transform their culture. Joy is a Board-Certified career coach and corporate culture consultant who helps organizations move forward. 

“The big thing here is that the performance discussion should not include any surprises for the employee.”Providing positive feedback to your team member is the easy part, but what happens when the conversation is a little more difficult and includes some ways an employee needs to improve? For new managers, coaching and constructive criticism can be difficult. An effective manager needs to feel confident in their feedback so that their employee can positively improve their work. Rhonda Wheelous, Director of Client Services at PrestigePEO, returns for further discussion on performance management. Listen to this episode for a rundown on coaching an employee to improve, written warnings and Performance Improvement Plans (PIP), and how to reinforce better behavior. Highlights Include: When you should coach an employee and when you need to provide a written warningWhat a written warning looks like and what it should includeHow to provide specific and effective compliments to reinforce good performance How to make performance evaluations simple by preparing notes ahead of timeHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Rhonda Wheelous joins us with over 20 years of HR experience.  She earned an MBA from Baruch College and has worked in many areas of Human Resources during her career.  Over the years she has developed proficiency in employee relations, talent management, training and development, performance management, health and welfare, payroll, HRIS, and HR strategy.She works as a trusted advisor to senior managers and works with key team members to ensure employees have the tools necessary to achieve organizational goals.  She takes pride in her ability to successfully partner with others to build strong organizations where employees are valued.  She believes that people are the driving force behind organizational success.  During her free time, she enjoys reading and spending time with her family.

“Performance management is a process to improve and sustain performance over time.”Every company has a goal to achieve, and each employee is part of that goal in their own way. It's important to stay on top of performance management so that everyone knows what's expected of them and how they're doing. In this discussion with Rhonda Wheelous, Director of Client Services at PrestigePEO, she goes through the process of performance management, how to make sure goals are clearly communicated, and how to provide positive and actionable feedback. Highlights Include: What performance management is and why it's importantHow to analyze job tasks and set goals for the employeeProviding feedback throughout the year, both at annual reviews and one-on-one meetingsProviding recognition and rewards to reinforce and sustain position performance  Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Rhonda Wheelous joins us with over 20 years of HR experience.  She earned an MBA from Baruch College and has worked in many areas of Human Resources during her career.  Over the years she has developed proficiency in employee relations, talent management, training and development, performance management, health and welfare, payroll, HRIS, and HR strategy.She works as a trusted advisor to senior managers and works with key team members to ensure employees have the tools necessary to achieve organizational goals.  She takes pride in her ability to successfully partner with others to build strong organizations where employees are valued.  She believes that people are the driving force behind organizational success.  During her free time, she enjoys reading and spending time with her family.

“We often assume that everyone has the same values, and we can't make those assumptions "Everyone has biases, and often they can be helpful. It's how our brains understand the world. Biases can become harmful if we don't take a step back and check them. In this discussion with Jen Curry, founder of Change Impact, she shares her top 5 tips for making sure your biases aren't hindering your judgment and how that could affect the workplace. Highlights Include: Acknowledge that you have biases and help others do the same Provide continuous learning opportunities Build accountability partnerships: check your biases in an interview by always teaming up with a colleagueInclude a commitment to antibias behavior as part of staff expectations Make time for self-care – biases come out most when you're stressed, tired, or even hungry! Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.  

“The problem with implicit bias is when it promotes harmful stereotypes and assumptions"Implicit bias is something that our brains do without even thinking about it. But when it comes to implicit bias in the workplace, it can hinder hiring, promoting, and so many more aspects of a functioning office.  By understanding what implicit bias is, you may be more likely to avoid the pitfalls.  Tune in for our latest discussion with Jen Curry, founder of ChangeImpact as she takes us through why our brain does this and some examples.  Highlights Include:What is ChangeImpact and what was Jen's inspiration to start it? Understanding implicit bias Common examples of where it exists within the workplaceWe might see a name on a resume and make a quick judgment about a person's ability to speak/write EnglishWe might look further down the resume and see where they grew up, further judging themWe also see people who are similar to us as being preferable. So if that candidate went to your alma mater or shares a hobby with you, you will look at their candidacy more favorably. This is part of why we end up with leadership teams that lack diversity. Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.  

“This is a big opportunity for thoughtful, purposeful communication, engagement, transparency...getting this right will set organizations on the right foot for decades to come" The return-to-work process isn't just about a safe workspace. It's also about rebuilding and managing through uncertainty and emerging stronger post-pandemic.  In this episode of HR in 15, we welcome back R.P. Eddy, CEO of Ergo, to talk about the workforce change that the pandemic has brought on. And how it has caused a huge shift in power between management/employers and human capital. Hear how Ergo's Return-to-Work Forum and their team of top HR experts are navigating businesses through this extraordinary time in our nation's history. R.P. discusses how essential it is for organizations to increase their Diversity, Equity, and Inclusion efforts and provide flexibility to employees who have left the workplace throughout the pandemic. By offering better benefit options to working mothers, caregivers, and people of color, organizations will be able to attract the workforce that has left and even, optimize productivity and success.  Highlights Include:How to make ensure your return-to-work plan is safe for your employees“The Great Resignation” and how businesses are now in a position where they have to sell themselves.The new economy and childcareThe importance of DEI inclusion efforts across organizations and their workforce Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“The next period is so profoundly important for every organization." As the world continues its battle with COIVD-19, the future health of our country is still uncertain. In this episode of HR in 15, we welcome RP Eddie, CEO of Ergo, a fifteen-year-old global consulting firm for corporations and countries. In March 2020, Ergo launched a COVID-19 task force and intelligence platform, which developed a Return-to-Work forum. With RP's background as a Whitehouse Official and helping to build the first Whitehouse pandemic response plan under President Clinton, we gain insight into how this past year came to be and navigating the next phase of the pandemic.Highlights Include:The Next 90-days and planning for potential outbreaksThe Next Normal and the changes in our culture and societyThe Future of Work and how to safely reopen officesHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com. RP Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts. 

“Clarity of mission is foundational to the success of companies and their newly appointed leaders?  The disconnect between newly elected leaders and human resource representatives is among the top reasons why these leaders tend to fail. In our latest HR in 15 episode, we welcome back Claire Chandler, business advisor and President & Founder of Talent Boost, to explore what causes this disconnect. We learn that the three main reasons leaders fail are a lack of preparedness, a lack of mission clarity, and indecisiveness, all stemming from the two most significant areas of disconnect between leaders and human resource personnel; mindset and resources. Claire dives deeper into these two main issues and explains how mindset can vastly affect the perception that HR and new leaders have of each other, altering the actual reality. The inability of HR to provide their appointed leaders with the right resources also becomes a barrier to success. Claire details and examines the right resources to help new leaders become successful and how communication is essential to bridge the gap between HR and new leadership.Highlights Include:At least 50 % of leaders fail within the first 18 months of being hired 3 main reasons why leaders failTwo most significant areas of disconnect between HR and Leaders Leaders begin with a lack of self-confidence and are often afraid to ask for helpExecutives always have doubts as to whether the right leader has been chosen for the right positionWays to increase the confidence and competence in identifying the right leader for the proper roleHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Claire Chandler helps ambitious, mission-forward companies scale with fewer growing pains and bottlenecks. She founded Talent Boost because she was tired of finding employees curled up under their desks, crying and disillusioned. She cures workplace misery by fixing the biggest impact on a company's culture: the behavior of its leaders. Learn more at https://www.clairechandler.net/media.

“How much more effective, more productive, more profitable would a company be if instead of planning for the dip, they planned for the dominance? In this episode, Claire Chandler, a business advisor and President & Founder of Talent Boost, discusses how business leaders can improve their preparedness for success.  Business is often a revolving door of constant change in leadership and management. Business owners should be able to gauge how prepared a leader is. They should be able to understand why they're in that role, what needs to be accomplished, and the methods required to increase collaboration. The first six months make for an intense first impression, which proves immensely important for HR to smoothen this transition for newly acquired leaders. Claire informs us how direction and clarity are the essential components in allowing leaders to be successful. She speaks to other key attributes to becoming a better leader, and one that's more prepared to deliver success.Highlights Include:Ways in which HR can bridge the gap between new leaders and their employeesInternally promoted leaders received little to no handover from HRIt usually takes an allotted amount of time for a new leader to get acclimated, which generally comes with a fall in productivityEven after being appointed as a leader, the work that needs to be done is immenseHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Claire Chandler helps ambitious, mission-forward companies scale with fewer growing pains and bottlenecks. She founded Talent Boost because she was tired of finding employees curled up under their desks, crying and disillusioned. She cures workplace misery by fixing the biggest impact on a company's culture: the behavior of its leaders. Learn more at https://www.clairechandler.net/media.

“An organization that wants to avoid burnout needs to start with a big why: a mission, a vision, and core values.” Employee burnout is becoming a greater topic of focus as the world begins to emerge from the worst of the COVID-19 pandemic. In the last episode of HR in 15, we explored what employee burnout actually is and how it presents itself with creator of the FTF Burnout-Proof Culture Model, David Shar. Today, David joins us once again to provide a look at how workplace dynamics are changing for both employers and employees, as well as practical advice on how employers can foster a culture that helps their employees avoid burnout. Highlights Include: Insight into kinds of organizational roadblocks that lead to burnout Tips on how employers can help their employees feel supported and productive The impacts of COVID-19, and how workplace dynamics are changing as a resultA look at what can happen if employees continue to experience burnout Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.David Shar is an international speaker, consultant, business psychology expert, and founder of Illuminate Performance Management Consultants. He combines decades of leadership experience with the latest research in psychology to help organizations attract, retain, and motivate top talent. Learn more at https://www.illuminatepmc.com/.

We're working hard, but we're not seeing the rewards – not necessarily the paycheck, but the recognition and feedback we seek.” Employee burnout is an important topic, but it isn't addressed enough. What exactly is burnout, and why should employers pay more attention to it? To help us answer these questions and much more, in this episode of HR in 15, we're joined by Illuminate PMC founder and creator of the FTF Burnout-Proof Culture Model – David Shar. David is a business psychology expert who works with businesses to help them foster a positive culture that attracts and retains top talent. He's here to help us understand exactly what burnout is, how it may present itself in different contexts, and some steps businesses can take to work toward a healthier environment for all. Highlights Include: A deeper understanding of what burnout is, and how it happens to employeesThe importance of communication between employees and management The critical elements of a healthy work environment Practical advice for employers to address and mitigate employee burnout Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.David Shar is an international speaker, consultant, business psychology expert, and founder of Illuminate Performance Management Consultants. He combines decades of leadership experience with the latest research in psychology to help organizations attract, retain, and motivate top talent. Learn more at https://www.illuminatepmc.com/.

“The more you can let bad execution go, and double down on good execution, the greater chance you have at becoming forever employable.”What does “agile thinking” really mean, and how can both individuals and organizations utilize the concept to find success? We recently sat down with author and executive coach, Jeff Gothelf, to explore personal branding and the five steps to build lasting success. In this episode of HR in 15, we continue the conversation as Jeff explains how agility is tied to long-term success. Jeff’s latest book, Forever Employable, explores five steps anyone can take to capitalize on their own expertise. Today he takes it one step further by exploring how businesses can harness the individual expertise of their leaders – and the value of agile thinking – to improve their organizational cultures and propel further success.Highlights Include:  ·         A dive into the real meaning of “agile thinking” as it applies to one’s career·         The drawbacks of resisting agility in one’s own career, as well within an organization ·         Practical advice on how to become “forever employable” Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jeff Gothelf is an author, executive coach, and consultant who helps companies of all sizes facilitate growth, transformation, and innovation. Throughout his storied career, Jeff has uncovered the secrets to building platforms and turning the job search on its head to attract rather than seek new opportunities. He coaches individuals and organizations on how to build their own platforms for success and find lasting success.   

“Always start with what you know and what you’ve experienced. Nobody else has that.”In such a competitive world, how can job seekers remain at the top of their game and continuously find opportunities to help further their personal and professional goals? We’re joined by author, executive coach, and consultant Jeff Gothelf in this episode of HR in 15 to learn about personal branding, building platforms to generate opportunity, and how to work toward lasting success. Jeff has worked as a designer, information architect, and software development product manager throughout his career. His latest book, Forever Employable, shares his story and others as a blueprint on how we can all capitalize on our expertise to continuously generate new opportunities. In this episode, Jeff will provide a look at the “five steps to success” he details in his book. Highlights Include:  ·       How to change the dynamic of the job search and attract new opportunities·       How to start telling your own story and get better at it  ·       A look at Jeff’s five steps toward long-term success Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jeff Gothelf is an author, executive coach, and consultant who helps companies of all sizes facilitate growth, transformation, and innovation. Throughout his storied career, Jeff has uncovered the secrets to building platforms and turning the job search on its head to attract rather than seek new opportunities. He coaches individuals and organizations on how to build their own platforms for success and find lasting success.   

“Automating the recruitment process has significantly compromised and even damaged the candidate experience.”The way candidates search for jobs continues to change as technology evolves. Companies find themselves having to adapt to these changes in order to avoid missing out on top talent for their open roles. As candidate demographics begin to skew younger and more tech-savvy, companies will need to provide a much more robust, fair, and seamless recruitment and hiring experience.In this episode of HR in 15, we’re joined once again by Ira Wolfe – accomplished author and president of Success Performance Solutions. Ira explains some of the major friction points in traditional hiring processes, what’s changed from the perspective of job seekers and employees, and what steps businesses can take to move away from legacy systems and toward more seamless and fair hiring practices. Highlights Include:  A look at how technology has changed the job search for employees and the hiring process for employers Steps businesses can take to improve their recruitment processThe top five questions employers should ask to properly screen candidates Common discriminatory pitfalls, and how companies can avoid themHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Ira Wolfe is an accomplished author and president of Success Performance Solutions. He partners with businesses to challenge their preconceived notions and rethink their strategies around recruitment, hiring, and performance management. Visit www.irawolfe.com to learn more.

“People are a company’s most important asset.”The world of HR has been evolving for years, and COVID-19 has kicked things up a notch. Businesses everywhere are recognizing the need to adapt to a rapidly changing world and think outside the box when it comes to HR. In this episode of HR in 15, we’re joined by author and HR expert Ira Wolfe to talk about how quickly things are shifting in the world of HR, what that means for both employers and their employees, and the skills individuals will need to succeed moving forward. Highlights Include:  Shifts in employer and employee dynamics, as well as jobs and job descriptionsA look at the HR challenges employers and employees facing in a world impacted by COVID-19The meaning of the term “VUCA”, and how it applies to businesses How jobs, job descriptions, and work environments are evolving The top five skills required to succeed in the futureHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Ira Wolfe is an accomplished author and president of Success Performance Solutions. He partners with businesses to challenge their preconceived notions and rethink their strategies around recruitment, hiring, and performance management. Visit www.irawolfe.com to learn more.

The COVID-19 pandemic shed light on the importance of employee wellness. But while plenty of employee wellness initiatives offer valuable support for employees, not all of them work. How can businesses determine which initiatives are actually effective?In this episode of HR in 15, we’re joined once again by Joe Ellis – Senior Vice President at CBIZ and President-Elect of the Greater Valley Forge Human Resources Association, a local chapter of SHRM – to explore the nuances of various wellness initiatives and how to design a wellness program that makes sense for your employees. Highlights Include:  ·         What should employers think about when developing wellness plans? ·         What are the cost drivers of your healthcare plans? ·         How might dependents impact wellness program design? ·         A step-by-step look at how to design health and wellness plans that deliver value Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joe Ellis is an employee benefits expert, serving as both Senior Vice President at CBIZ and President-Elect of the Greater Valley Forge Human Resources Association, a local chapter of SHRM. Joe leads the CBIZ PEO Marketplace, a one-stop shop for information about the PEO market. Joe will also assume presidency of his local SHRM chapter in July 2021.  

There is a lot of information out there about the nature of the healthcare landscape in light of COVID-19, but what’s the reality? In this episode of HR in 15, we talk to Joe Ellis, Senior Vice President at CBIZ and President-Elect of the Greater Valley Forge Human Resources Association, a local chapter of SHRM. Joe discusses the specifics of how healthcare is changing – or isn’t – in light of COVID-19, and how that’s likely to impact both employers and their employees. Highlights Include: A look at changes in demand in various healthcare sectorsAnticipated changes in healthcare costs and plan designs Potential impacts on employers and their employeesHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joe Ellis is an employee benefits expert, serving as both Senior Vice President at CBIZ and President-Elect of the Greater Valley Forge Human Resources Association, a local chapter of SHRM. Joe leads the CBIZ PEO Marketplace, a one-stop shop for information about the PEO market. Joe will also assume presidency of his local SHRM chapter in July 2021.

“Finding a solution to help streamline the overall lifespan of an employee from start to finish is what the majority of folks find most important.”With HR technology at the forefront of so many small and mid-size businesses today, platforms that enable employers to find and keep talent is vital to success. In this episode of HR in 15, we’re joined by Brad Solecitto of Ultimate Kronos Group, now known as UKG. Brad shares his insight into how the role of technology in HR has evolved over the past decade, and how it continues to evolve as remote work becomes the norm. Highlights Include: A look at the rise of HR tech over the past 10 years, and then the past 12 months Insight into how HR tech can address the challenges of remote work How companies like UKG and PrestigePEO help companies implement new technologyHave Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Brad Solecitto has spent his entire career in technology, working from tech support roles to now managing partner resellers and clients for UKG. As Partner Success Manager at UKG, Brad helps small businesses realize the value of HR technology platforms to drive internal growth.

“There is a way to move forward in which everyone can come along for the ride.”Why is it so important for businesses to make a real effort toward offering an inclusive work environment? In this episode of HR in 15, we’re joined once again by Board-Certified career coach and corporate culture consultant, Joy Stephens. Joy’s lifelong passion for social and racial justice lends itself to her current mission of helping organizations understand the complex issues of diversity, equity, and inclusion. Today we’re talking about why businesses need to take diversity, equity, and inclusion efforts more seriously, and how. Joy provides expert insight and practical steps businesses can take to foster a work environment that’s supportive and inclusive of all. Highlights Include: Strategic advice on how to build and strengthen inclusion efforts within your companyImportant trends in corporate culture and how to get ahead of them Recommendations on educational media resources Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Joy Stephens is the Director of Business Development at New Heights Academic and Leadership Consulting. With a background in research and development, marketing, manufacturing, and sales, Joy now applies her broad corporate experience to help organizations “develop their people” and truly transform their culture. Joy is a Board-Certified career coach and corporate culture consultant who helps organizations move forward.

“How can we make something so inclusive that people ask your employees if you’re hiring? It has to be more than a product or service. It has to be a culture that people want to immerse themselves in.”What makes a business a truly great place to work? Our guest today, Joy Stephens, is a Board-Certified career coach and corporate culture consultant who is passionate about helping organizations understand the complex issues of diversity, equity, and inclusion – and how to do better. In order to properly address issues of diversity, equity, and inclusion, executives must start by taking an honest look at their organization. Where are the imbalances, and how did we get here? Joy is here to talk about what makes a workplace toxic, how things are changing, and the importance of coaching to fix toxic behaviors in the workplace. Highlights Include: A history of power dynamics in the American workplace A look into the experiences of marginalized demographics Advice on how businesses can move toward fostering a more inclusive culture Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Joy Stephens is the Director of Business Development at New Heights Academic and Leadership Consulting. With a background in research and development, marketing, manufacturing, and sales, Joy now applies her broad corporate experience to help organizations “develop their people” and truly transform their culture. Joy is a Board-Certified career coach and corporate culture consultant who helps organizations move forward.

"You want to make the right thing to do the easiest thing to do."So says today’s guest Ben Brooks, Founder & CEO of PILOT, who designed the career coaching software platform to be as frictionless as possible, delivering the extraordinary value of professional coaching through an easy-to-use service that’s available on all devices, and helping to enhance the value that any workforce can drive for its company.In today’s episode, Ben talks about the need he identified that inspired him to create PILOT, and how the platform has filled gaps in both career coaching and workplace technology.Highlights include:What is the value of career coaching vs. traditional professional development, and how low is the percentage of career employees who currently benefit from it.Insights on how to build a resource that is not only helpful, but widely adopted.Predictions on how the future of workplace technology will unfold over the next 10 years.“The core of business problems are always people problems, and when people feel powerful we get business performance.” —Ben BrooksHave Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Ben Brooksis Founder & CEO of career coaching platform PILOT, which grew out of needs and gaps he’d identified in his own professional coaching practice. PILOT gives companies of all sizes the tools they need for their workforce to constantly improve themselves and become more valuable to the company.

What’s the best time to plant a tree? Twenty years ago.Before Ben Brooks founded the career coaching platform PILOT, his own career wound through many industries: rental cars, defense contracting, airlines, insurance, HR & talent management, and workforce analytics & communications. This experience gave him a breadth and versatility that he now draws upon every day.In today’s episode, Ben lays a foundation of ideas for how and why we should all be focused on career development.Episode highlights include:Challenges often faced by creative people, entrepreneurs, and other career professionals.Five pillars of personal and career development that will put anyone on a path of continuous improvement at work and in life.A great book recommendation.““When people feel out of control ... their wellbeing tanks. When People take action ... they’re in motion. Career development is a way for people to feel empowered and to be excited about the future.” —Ben BrooksHave Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Ben Brooks is Founder & CEO of PILOT, a career coaching software platform. PILOT, which grew out of needs and gaps he’d identified in his own professional coaching practice, gives big and small companies the tools they need to empower their workforce to constantly improve themselves and become more valuable company assets.

After the Supreme Court’s ruling in June, on Title VII of the 1964 Civil Rights Act, it’s time for companies to update their policies and practices.Today, Maggie Spell, partner at Jones Walker LLC, lays out and explains the changes that need to be made. Last episode, Maggie walked us through the Supreme Court case itself – how it came to be and why it’s significant. In this episode, she goes into the details of what the ruling means for employers and employees and takes a step back to show how this shines a light on the bigger picture of workplace discrimination.Episode highlights:Maggie Spell recaps the landmark case and civil rights victory that was discussed in more depth in HR in 15, Episode 24.Maggie and Eric discuss what updates employers should make to employee handbooks and related policies.Employers get a tip for how to avoid lawsuits by following best practices in hiring and employee management.““We certainly want to make sure that companies are encouraging employees to make complaints, so that the company can investigate and remedy the issue as appropriate.” —Maggie SpellHave Questions? Prestige PEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Maggie Spell is a partner and attorney at Jones Walker LLC, a labor employment practice group. Maggie’s background is in federal, state, and local employment laws. She offers day-to-day advice to employers and helps resolve workplace issues such as discrimination, harassment, and retaliation cases.

Amidst all the tumultuous news of 2020, Civil Rights has landed a major victory.Today, Maggie Spell, Partner at Jones Walker LLP, talks with Eric about the transformation decision the Supreme Court made this past June. Our guest tells the story of three cases of workplace discrimination, where employees were fired because of their gender identity or sexual orientation. The firings were all upheld by federal circuit courts, based on a strict reading of Title VII of the 1964 Civil Rights Act. Yet they were all simultaneously challenged before the Supreme Court and ultimately overturned, providing a 2020 update to the 1964 law that says – Workplace discrimination based on sexual orientation or gender identity, though not specifically worded in the original law, is still illegal discrimination.Episode highlights:Maggie Spell tells us how these cases came to be, why they were first upheld and then overturned by the Supreme Court.We hear a hypothetical example that clarifies why the three cases should be fundamentally considered sex discrimination.We learn why it’s a great time for employers to update policies and training protocols.“It’s a really big decision. The Supreme Court made clear that discrimination based on sex encompasses discrimination based on sexual orientation or gender identity.” —Maggie SpellHave Questions? Prestige PEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Maggie Spellis an attorney and partner at the labor employment practice group Jones Walker LLC. Maggie has a deep background in local, state, and federal employment laws. She offers day-to-day advice to employers on workplace issues and helps resolve workplace discrimination, harassment, and retaliation cases.

A crisis might bring us together in ways we wouldn’t expect.Today we’re joined by Lisa Marchitelli, Chief Administrative Officer at AFMDA. The American Friends of Magen David Adom is a nonprofit organization that raises funds to support Israel’s foremost emergency response and disaster relief organization, Magen David Adom. MDA has conducted over a million COVID tests in Israel and been a major part of the country’s response to the pandemic.Lisa has over 20 years of experience in Human Resources. In this conversation, she brings an HR perspective to the ways in which AFMDA, as an American nonprofit supporting Israeli healthcare workers, has coped and adapted during the pandemic.Discussion highlights:How AFMDA has engaged famous musicians, chefs, authors, and others to raise funds virtually, as in-person fundraisers have been canceled.How the pandemic has affected Israel, and how reopening too quickly has now led to a second wave and a second lockdown.How the pandemic and work from home have, in many ways, improved communication between AFMDA teams and has instilled them with greater compassion, even in areas that are not COVID related.Virtual Gala - Nov. 8th - with Jason Alexander and Howie Mandel. This year, AFMDA is combining its many annual regional gala fundraisers into one national virtual event. The Virtual Gala will feature over an hour of comedians, musicians, Israeli singers, and more to benefit AFMDA. Join them on Sunday, November 8th @ 7:30 PM.“Reaching out and listening and talking to your staff– it’s so essential during this time to do check-ins. That’s all people need, is just to know someone is thinking about them and cares about them.” —Lisa MarchitelliHave Questions? PrestigePEO is always available with Human Resources, Payroll Management, and Employee Benefits to help you navigate these uncertain times. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com.Lisa Marchitelli is Chief Administrative Officer at American Friends of Magen David Adom (AFMDA). She has been with AFMDA since 2016 and has over 20 years of experience in Human Resources.AFMDA is an American nonprofit that raises funds to support Magen David Adom (MDA), Israel’s foremost emergency response and disaster relief organization.

There was a time when grief was shunned from the workplace.But of course, it's impossible to leave your grief at home. Thankfully we have people like Ron Glenn Kelly to coach us through times when grief intersects with our professional lives.R. Glenn Kelly is a coach, motivational speaker, and author – most recently of Grief in the Workplace – who, since the loss of his son, has been helping professionals deal with their own grief and that of their coworkers. He is regularly featured on TV and radio programs, in articles, and at live speaking engagements, and we’re proud to have him on our podcast today.In this episode, R. Glenn and Eric discuss the importance of us showing compassion toward the grieving processes of employees and coworkers, how this dynamic has evolved over time, and what it means in today’s working world.Episode highlights:How R. Glenn struggled through the death of his son to find that there is always joy and purpose in life.What it means that US companies lose $100B per year in revenue due to employee grieving (and the flip side of that reality).How dealing with grief in the workplace comes first and foremost from the leadership, in everyday examples of how an organization carries itself.“To get in front of it and to actually be compassionate to somebody will be an investment in the future of that employee.”— R. Glenn KellyHave Questions? PrestigePEO is available to help you through these uncertain times with excellent support in Employee Benefits, Human Resources, and Payroll Management. Call now at 888-PEO-PEO1 or visit prestigepeo.com.R. Glenn Kelly is an author, coach, and keynote speaker who uses the pain from his life, along with the jubilance he’s found following tragedy, to help others move forward from grief and crisis. He is the author of the book Grief in the Workplace and can be reached directly by phone or email through his website, rglennkelly.com.

Diversity impacts everything around us. For proof, we need only consider the experience of today’s guest, Karen Haycox, CEO of Habitat for Humanity New York City. Haycox leads an organization that battles housing inequities in one of the most diverse cities in the world, and she possesses a trove of knowledge and perspective on the topic. Today we explore how issues relating to race, class, and gender (like single motherhood) are deeply intertwined with the work of Habitat NYC. Haycox speaks about all of this, plus how things have changed amidst COVID-19 and the current movement for racial equality in our country. Episode Highlights. Haycox discusses: Diversity within Habitat for Humanity, how it relates to Habitat’s roots in 1970s Georgia, and the importance of representation within organizations. Diversity among the people served by Habitat, and how old race-related issues surrounding housing are still painfully prevalent today. Her own beliefs and experiences, as a white ally for racial justice, and the imperative act of using her own voice. “I am an awkward ally. I will use the wrong terms, say the wrong things. But I am committed to learning and doing better and amplifying the messages that I am hearing from my friends and colleagues who are leading this charge.” — Karen Haycox To get involved, visit Habitat NYC on Facebook or go to HabitatNYC.org. Have Questions? PrestigePEO is here to help you in these uncertain times, with expertise on Human Resources, Payroll Management, and Employee Benefits. Contact Us Today at 888-PEO-PEO1 or go to prestigepeo.com. Karen Haycox has been CEO of Habitat for Humanity NYC since 2015. Before that, she was VP of Fund Development at Southwest Solutions in Detroit, MI and held senior fundraising positions at the headquarters of Habitat for Humanity International in Atlanta, GA. She has also been involved in several of Habitat's global disaster response efforts. Habitat NYC is an independent affiliate of Habitat for Humanity International. Founded in 1984, Habitat for Humanity New York City has served more than 1,500 families through home construction and preservation. Habitat NYC brings New Yorkers together to create equitable solutions for New York’s needs around affordable housing.

Habitat for Humanity is more than you think, especially in New York City. Karen Haycox, CEO of Habitat for Humanity in NYC, channels 20 years of experience in the nonprofit sector, in addition to experience in the for-profit sector. She is involved in several organizations supporting LGBTQ+ and affordable housing causes in New York City. In this episode, Haycox discusses internal and external challenges of leading Habitat NYC through COVID-19. She offers valuable insight on the similarities in running nonprofit and for -profit organizations. As well as the true value and reward of doing work that makes a difference in the world. Today, we discuss: The lesser known work of Habitat NYC, including financial lending for low-income housing cooperatives, and more. Habitat’s unique part in NYC’s COVID-19, how it turned from a health crisis to a housing crisis, and how it has reshaped Habitat’s role for the people it serves. A hint toward a significant development in the way Habitat NYC makes a difference in people’s lives. “I have worked as hard or harder in the nonprofit sector. The difference for me is, when I put my head on my pillow at the end of the day, I believe that I am making a difference in the world.” — Karen Haycox To get involved, explore Habitat NYC on Facebook or visit HabitatNYC.org. Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com. Karen Haycoxis a leader in affordable housing who became CEO of Habitat NYC in August of 2015. Before Habitat NYC, Karen was Vice President of Fund Development at Southwest Solutions in Detroit, MI and held several senior fundraising positions at Habitat for Humanity's International headquarters in Atlanta and has played major roles in Habitat's global disaster response efforts. Habitat for Humanity New York Cityis an independent affiliate of Habitat for Humanity International. Founded in 1984, Habitat NYC has served over 1,500 families in New York City through home preservation and construction. Habitat NYC brings thousands of New Yorkers together each year to create solutions for New York’s affordable housing needs.

This is an inspiring, can't-miss episode.Today’s guest, Dr. Bob Scott, is President Emeritus of Adelphi University and served 15 years as acting president. Previously, he served 15 years as president of Ramapo College, and held positions at Cornell University and the Indiana Commission for Higher Education. The experience and perspective he brings to today's conversation are invaluable. Dr. Scott provides priceless wisdom that you are sure to grow from. He discusses the true nature of success, defining it in terms of communities and people’s lives and measuring it based on ‘giving’ rather than ‘getting’. He discusses the difference between a healthy ego and a toxic ego, and much more. Dr. Scott recently wrote a short essay on the topic, entitled "What is Success?", based on a speech he gave at a Long Island award ceremony. Dr. Scott defines 3 main principles of success: Talent – These are the gifts we’re born with. Dr. Scott asks, how will you use your unique talents to be truly successful in life? Time – This is the aspect that treats every person equally. How do you spend your time? If you sacrifice time with family for more work, will it truly lead to a successful, meaningful life? Treasure – These are the things we acquire in life, both material and immaterial, given and earned. But their value doesn’t lie in possessing them, it lies in how we use them to make a difference in the world. “It’s not about 'getting' – money, status, power – it’s about giving one’s talent, time, and treasure.” —Dr. Bob Scott Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com. Dr. Bob Scott is President Emeritus at Adelphi University. He was Adelphi’s 9th President from 2000-2015. Previously, he was President of Ramapo College for 15 years and held many prior positions in higher ed. Institutions he’s touched throughout his career continue to honor his success. He can be reached directly at ras@adelphi.edu. Adelphi University is a leading higher education institution, with over 150 years of history at Garden City, Long Island campus, and at other locations in the New York City area.

Today we are joined by Dr. Bob Scott, President Emeritus of Adelphi University. Dr. Scott’s decorated career in higher education has included 10 years at Cornell University, 6 years with the Indiana Commission for Higher education, 15 years as President of Ramapo College, and 15 years as President of Adelphi University. Dr. Scott shares his knowledge on how the pandemic has affected higher education, recent graduates entering the job market, and the companies hiring them. His experience is invaluable, as he brings the perspective of a professional who’s been a part of higher education’s evolution since the 1970s. Listen to learn more about: Lessons from the pandemic’s impact on institutions – and the resiliency of those who had the proper infrastructure in place. What has changed for businesses hiring recent college graduates, and what’s changed for those grads who are now navigating the job market. What has been the impact of small colleges who have had to close their doors due to the pandemic. “In a sense, this is a wonderful opportunity to change the way we evaluate potential candidates for employment, because students … have had to really figure out how they’re going to be problem solvers.” —Dr. Bob Scott Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com. Dr. Bob Scott is President Emeritus of Adelphi University. He served as Adelphi’s ninth president from 2000-2015. He was President of Ramapo College from 1985-2000 and held several prior positions in higher education. Many of the institutions he has led continue to honor his legacy. Adelphi University has been a leading higher education institution for over 150 years, at its home campus in Garden City on Long Island, and at other locations throughout the New York City area.

Malcolm Slee, Principal at Groom Law Group, guides businesses through laws on company payroll and finances. He works in Washington D.C. and is an expert on complex financial issues at the intersection of business and government. On today’s show, Malcolm and Eric look at the Paycheck Protection Program’s recently updated FAQs and help untangle the web of PPP loan forgiveness. If you are a small business owner navigating, PPP loans this episode will give thorough answers on many of your top questions about the program. In this Episode, we answer: What payroll expenses apply to your business’s covered period under the PPP? Can loan payments be delayed? In communication with your lender, how will you know when PPP loan payments are due, or if they have been forgiven? If you have attempted to re-hire employees since the pandemic began, are you eligible for related PPP loan forgiveness? Episode Quote: “The FAQs are helpful in that they break down the rules for different groups, but it gets complicated in a hurry, so definitely worth taking a closer look.” —Malcolm Slee For further information, visit the US Treasury website here. Have Questions? Prestige PEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.comMalcolm Slee is Principal at Groom Law Group. He advises employers, issuers, plan administrators, associations and plan trustees on a comprehensive range of issues, working with many professional employer organizations (PEOs) to help clients develop strategies for managing their businesses and health care coverage within the constraints of federal health care law. Contact him at mslee@groom.com.Groom Law Group solves complicated legal issues for clients in health care, finance, retirement, and the public sector. Groom’s exceptional level of service has earned acclaim among clients, consistent top-tier rankings, and its industry’s highest awards. With 40 years of experience in Washington, D.C., Groom is recognized among the nation’s leading benefits, health, and retirement law firms.

Malcolm Slee, Principal of Groom Law Group, advises employers and institutions on legal aspects of corporate payroll and finances. He works in Washington D.C. and keeps a close eye on laws that impact the economy, companies, and employees. In today’s episode, Slee discusses the current state of talks between lawmakers in Washington. He offers close observations and thorough knowledge on recent turbulence surrounding the next round of coronavirus relief and its implications going into a presidential election. Episode highlights: An understanding of the state of current talks between Pelosi, Mnuchin, and other figures in Washington.Answers to the questions: What are President Trump’s four recent executive orders and memoranda on extending COVID-related aid, and will they face any challenges?Implications of current events on the upcoming federal budget bill. (Could we have a government shutdown, in the thick of an election, during these unprecedented times?) Episode quote: “I’m optimistic something will get done, but … I think it’s going to take some sort of catalyst, and to me that is the unknown.” — Malcolm Slee Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com. Malcolm Sleeis Principal at Groom Law Group. He advises employers, issuers, plan administrators, associations and plan trustees on a comprehensive range of issues, working with many professional employer organizations (PEOs) to help clients develop strategies for managing their businesses and health care coverage within the constraints of federal health care law. Contact him at mslee@groom.com. Groom Law Groupsolves complicated legal issues for clients in health care, finance, retirement, and the public sector. Groom’s exceptional level of service has earned acclaim among clients, consistent top-tier rankings, and its industry’s highest awards. With 40 years of experience in Washington, D.C., Groom is recognized among the nation’s leading benefits, health, and retirement law firms.

Marcus Rosenau, Principal at SSP Architects, brings an architectural perspective to challenges we all face, as employees continue returning to the office. With a thoughtful approach to design, layout, and construction, he provides solutions to the questions you’re asking, as well as some questions you may not have considered yet. In today’s conversation, Rosenau gives advice that any professional can learn from– whether you’re welcoming employees back to the office, opening a new office during the pandemic, or thinking about the future of office spaces. Episode highlights: What innovative designs and technologies can we implement for a safe reopening of office spaces? What can you do to accommodate visitors at your office? What are some pre-COVID trends in design and architecture that were reversed when the pandemic hit? Episode quote: “Come up with ways that are as simple as possible, intuitive, and that make it clear what the expectation is.” — Marcus Rosenau Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com. Marcus Rosenauis Principal at SSP Architects. Marcus heads up the firm’s quality control efforts and assists design teams and Project Managers. He is an advocate for thoughtful sustainable design and the positive impact it can have on our health, productivity, and our business. SSP Architectsis a Tristate area firm, founded in New Jersey in 1891, that continually strives to create great communities and buildings. SSP designs for the real world, knowing that architecture is a tool to support our daily lives, whether working, learning, teaching, playing, or healing. SSP partners with its clients to develop appropriate solutions and meet each project’s unique objectives.

Katherine Heaviside, Founder and President of Epoch 5 Public Relations joins us for part two of our conversation on how to manage your company’s reputation in these tumultuous times. Her extensive experience in PR provides clarity in navigating the terrain of modern day business. In today’s episode, we take a deep dive into PR considerations of current issues like COVID 19 and Black Lives Matter, as well as the current landscape of communication – namely the speed at which information, good and bad, spreads on social media. Episode Highlights: Hear the story of a one-minute video that destroyed a business and its owner’s livelihood – and how to be positive and proactive with your online content. Our guest explains, “If you handle these crises correctly, you can come out stronger, and if you mishandle them, your competition will take more of your market share.” Learn how to respond internally and externally if your company faces an accusation or a perception problem. Episode quote: “You can’t be crisis free, but you can be crisis prepared.” — Katherine Heaviside Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com Katherine Heavisidewas named one of Long Island’s “Top Influentials” by Long Island Business News. She is a leader in public relations — having counseled hundreds of clients throughout the New York Metropolitan area. An expert communicator and strategist, she forges strong relationships with media, businesses, foundations, and more. A variety of tri-state industries benefit from Katherine’s proactive representation and strategic counsel. You can contact her directly at kheaviside@epoch5.com. Epoch 5 is the leading Long Island public relations firm because we are highly successful at creating positive exposure for our clients, both on Long Island and throughout the tristate area. For many clients, we also play a key role in helping to protect or regain their reputations after controversial or crisis situations. In short, we are known for our expert counsel, the quality of our work, our strategic planning and positioning, and our excellent client service.

Katherine Heaviside, President and Founder of Epoch 5 Public Relations, talks to Eric from a distinctly human PR perspective. about the importance of communication, and about how the means and impact of communication are changing in today’s world. In today’s episode, we explore that impact. On one hand, misinformation can ruin a company’s image in minutes. On the other hand, the right action can lead to a positive image for your company and greater success in its community. Episode Highlights -- We discuss: How PR communication shifted in recent years. It now largely takes place between employers and employees – as such relationships are a growing part of your company’s image. How “doing the right thing at the right time” can lead to make your company a positive force in its community, and increase market share. What goes into a Crisis Management Plan, and how can it set your company up to do the right thing at the right time? “Clear and inspiring communication is really essential to moving people to a better place.” — Katherine Heaviside --------- Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.com Katherine Heavisidewas named one of Long Island’s “Top Influentials” by Long Island Business News. She is a leader in the field of public relations — having provided counsel to hundreds of clients throughout the New York Metropolitan area. An expert communicator and strategist, she forges strong relationships with media, businesses, foundations, associations, and community and government leaders. From health care to real estate to energy, tri-state industries benefit from Katherine’s proactive representation and strategic counsel. Epoch 5is the leading Long Island public relations firm because we are highly successful at creating positive exposure for our clients, both on Long Island and throughout the tristate area. For many clients, we also play a key role in helping to protect or regain their reputations after controversial or crisis situations. In short, we are known for our expert counsel, the quality of our work, our strategic planning and positioning, and our excellent client service.

Sue Fredericks, President of One Purpose Performance, is an enlightening and encouraging voice in these times of uncertainty. If you’ve struggled at all with communication in this uncharted work format – from delivering bad news to maintaining a positive communication culture – this is the conversation you’ve been waiting to hear.Fredericks founded One Purpose Performance in 2000 to "help organizations identify what propels their teams and what holds them back, then figure out how to remove barriers, create success, and enhance strengths toward clearly defined goals and outcomes."In today’s episode, we dive into communication methods and processes that will keep your company productive, positive, and cohesive while the question of “returning to work” remains in the air.Episode highlights:How do we show confidence when delivering uncertain information?As an employer, how can you sustain morale and a healthy culture of communication while teams are working from home?And Fredericks gives an insightful answer to the question: Are we ready to come back to work?“In a crisis, the most effective way we can lead is to listen and to meet people where they are.” – Sue Fredericks Have Questions? PrestigePEOis always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.comSue Fredericks has been developing workforce potential in the corporate sector for more than 25 years. She has held leadership roles with Olsten Corporation, Campbell Soup Company, Keebler Foods Company, Friedrich Air Conditioning Company, and National Medical Care. Fredericks founded One Purpose Performance in 2000.One Purpose Performance, Inc. is a management consulting firm that helps companies and organizations align actions of leaders and staff to work together towards clearly defined goals. Their versatile, full-service practice focuses on developing leadership and maximizing organizational performance.

Today we speak with Sue Fredericks, President of One Purpose Performance. She founded this management consulting company in 2000 to help organizations build more productive culture and communication. Fredericks’ impressive understanding of people and business forms the basis of One Purpose’s approach: to identify what propels teams and what holds them back, then figure out how to remove barriers, create success, and enhance strengths toward clearly defined goals and outcomes.In our conversation today, she applies this wisdom to the unpredictable times we’re living through and gives advice that will help you and your team succeed.Episode highlights include:What challenges create alignment issues and silos within an organization?Now with many employees working from home, how do we ensure that companies stay aligned toward well-defined goals?What are the four critical areas for emotional intelligence, and why are they so important to individual and company success?What are the next steps companies should take in our current environment of rapid change and uncertainty?“There will be more change in the next two years coming up than we’ve seen in the past 20 years.” – Sue FredericksHave Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.comSue Fredericks has been developing workforce potential in the corporate sector for more than 25 years. She has held leadership roles with Olsten Corporation, Campbell Soup Company, Keebler Foods Company, Friedrich Air Conditioning Company, and National Medical Care. Fredericks founded One Purpose Performance in 2000.One Purpose Performance, Inc. is a management consulting firm that helps companies and organizations align actions of leaders and staff to work together towards clearly defined goals. Their versatile, full-service practice focuses on developing leadership and maximizing organizational performance.

Today we continue our conversation with Kevin Law, Pres. & CEO of the Long Island Assn. Law has been ranked as “one the most powerful non-governmental people in New York State,” representing Long Islanders as a member of the private sector. But instead of the traditional impression of ‘power,’ Law conveys respect and care for the people and businesses on Long Island. Law works closely with NY Gov. Andrew Cuomo’s Long Island Control Room and the NY Forward Task Force, to help guide the Long Island community through these uncertain times.Episode highlights include:The HEROES Act (the upcoming federal stimulus bill) and what will be its most beneficial aspects to individuals and communities.Potential long term economic benefits for Long Island, as businesses and workers leave the city for the relative security of its more suburban environs.Considerations for businesses in different phases of reopening, as employers account for the needs of employees, clients, and customers.Law recommends that New York State business owners go to Forward.NY.gov for an easy-to-use tool kit that helps determine measures needed to safely reopen.Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.comKevin Law has been President and CEO of the Long Island Association since September 2010. He has been a key strategist and advocate on all matters impacting Long Island and its business community, and he helped secure more than $4 billion in infrastructure investments for the Long Island region. The Long Island Association is Long Island's premier business association that advocates for policies, programs, projects that create jobs, spurs investment, improves access to and from New York City, reduces tax burdens and improves the overall business climate in the Long Island region.

An interview with Kevin Law, President and CEO of the Long Island Association.As the early epicenter of COVID-19, Long Island has handled the pandemic “remarkably well,” says today’s guest, Kevin Law. Now there is fear that current surges in other parts of the country could leak back onto Long Island, if Long Islanders aren’t vigilant and careful. People’s health, and the survival of many small businesses who depend on monthly revenue, will depend on it.Thankfully, they’re not alone. Law and his team are in the field every day, monitoring health and economic statistics related to COVID-19, and advocating for ways to help small businesses and people. In this episode, he discusses:Plans to help small businesses safely reopen and receive assistance to survive this crisis.How Governor Cuomo’s 10 New York State economic regions and their respective “control rooms” have become part of the strategy for pandemic recovery.COVID-19’s disproportionate impact on Long Island’s minority communities.Why facemasks and social distancing are about respecting others’ health and helping keep small businesses open.And much more."There is a role for the federal government to play, as well as the state government,” says Law, “Their focus should be on these small businesses– anything they can do to help these small businesses not just to reopen, but to recover."Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us at prestigepeo.comKevin Law has been President and CEO of the Long Island Association since September 2010. He has been a key strategist and advocate on all matters impacting Long Island and its business community, and he helped secure more than $4 billion in infrastructure investments for the Long Island region. The Long Island Association is Long Island's premier business association that advocates for policies, programs, projects that create jobs, spurs investment, improves access to and from New York City, reduces tax burdens and improves the overall business climate in the Long Island region.

The way we approach the needs of our businesses has undergone a drastic change during the COVID-19 pandemic. As a business owner during the COVID-19 pandemic, the constantly changing environment means taking a deeper dive into spending and where adjustments can be made. “Cash flow is king, and that’s the place where we need to start,” says Paul Strohmenger when it comes to analyzing how to redirect and maximize your assets.Listen as PrestigePEO COO, Eric Foodim, continues his discussion with guest Paul Strohmenger, Managing Partner at Nettle Bay Partners on how to navigate your business through today’s challenges.Examining the profitability of your product lines Assessing the collectibility of your customer base and outstanding receivablesExplore which assets your business holds that could easily be converted into cashReview credit extension opportunities and government loan programs availableHow to make the right use of technology to optimize workflowHave Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us prestigepeo.com

The COVID-19 Pandemic has imposed many changes in our day-to-day lives, and businesses are no exception. With constant changes to policies surrounding best practices for businesses during this pandemic, we’re shifting gears and attempting to catch up to keep our organizations afloat. As a business owner, it feels like there’s a never-ending list of financials that can fluctuate at any moment - one of the most important to keep an eye on is your cash flow.“You’re going to realize as you spend more time and get more exact, you’ll realize how some of these numbers are going to change as volume changes” - says Paul Strohmenger when it comes to analyzing cash inflows and outflows. Regardless of these uncertain times and rapid changes, it’s essential to constantly reevaluate not only your relationships with customers and clients, but with your vendors and services you enlist to run your business. Paul shares that there’s no better time to evaluate those relationships, than now during COVID-19 because everyone is struggling in some wayListen as PrestigePEO COO, Eric Foodim, discuss what businesses need to consider when making a COVID-19 Business Recovery Plan with guest Paul Strohmenger, Managing Partner at Nettle Bay Partners. In this episode, Paul shares crucial information to help your business recover as a result of COVID-19, including:What expenses should be considered when calculating your cash inflows and outflows.Strategies for managing cash flow and where you can save yourself time and money in implementing them. How to apply the 80/20 rule to cash flow policies and procedures.When and how to discuss changes in your business plan with vendors and partners.Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us prestigepeo.com

After small to medium-sized businesses pointed serious discrepancies in the guidance as to how to properly use PPP loan proceeds to maximize the potential for loan forgiveness - Congress, the The Treasury and the SBA made some adjustments. On June 17, 2020, Congress updated the Pension Protection Flexibility Act, which reflects changes that are more helpful and accessible for borrowers to have a better opportunity to receive loan forgiveness. This update includes the addition of the SBA 3508 EZ, which is a simplified version of the standard loan forgiveness form. PrestigePEO COO, Eric Foodim, is once again speaking to Malcom Slee, Principal at Groom Law Group, states, “If you have a choice between spending a dollar on somebody’s salary or your mortgage payment that month, you want to allocate that towards the salary,” when it comes to maximizing on your loan forgiveness eligibility. Malcolm also shares insights on updates made by Congress, The Treasury and the SBA for the following topics:How the SBA 3508 EZ Form has simplified the loan forgiveness application process for PPP.Updates to the 24 week wage gap and what business owners need to know when reporting on salaries and wages.What items are considered eligible for loan forgiveness that makes up the 60% payroll costs.Adjustments to deferral options for businesses regardless of whether they received PPP loan forgiveness.Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888-PEO-PEO1 or contact us prestigepeo.comMissed the our first episode? Listen to our first episode with Malcolm Slee, of Groom Law Group, where we discuss the legalities about ‘Returning to Work Post COVID-19’ here.

When the Payroll Protection Program was introduced shortly after the COVID-19 crisis hit the United States, small and medium size business were quick to take advantage of the available resources to minimize ongoing business losses and maintain some level of payroll for their employees. Since then, the rules have changed. "It's getting easier as we get more familiar with it" - mentioned Malcolm Slee - but there is still a significant amount of unknowns and in many cases, confusion surrounding loan forgiveness. One thing we know for certain - June 30th is the last day to apply for a PPP Loan. Now, focus will shift to loan forgiveness. Listen as PrestigePEO COO, Eric Foodim, reviews the current PPP Requirements with guest, Malcolm Slee, principal at Groom Law Group. In this episode learn more about the essential dates and program guidelines to consider when seeking loan forgiveness, including: The difference between 60% | 40% versus 75% | 25% payroll requirement.How much of your PPP Loan can be forgiven?How many weeks of payroll to you have to cover in order to be eligible for loan forgiveness? What is the process to go about seeking forgiveness on a portion of your loan?When do you need to bring your employees back to work and/or full salary?Have Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888.PEO.PEO1 or visit us online at prestigepeo.comMissed the our first episode? Listen to our first episode with Malcolm Slee, of Groom Law Group, where we discuss the legalities about 'Returning to Work Post COVID-19' here.

“If someone can continue to telework and they are high risk - the guidance is to allow them to do so” – Kim Malerba, Partner at Ruskin, Moscou Faltischek, P.C.Listen to Eric Foodim, COO of PrestigePEO continue the discussion with Kim Malerba, Partner at Ruskin, Moscou Faltischek, P.C. regarding the logistics and emerging legalities around bringing your employees back to the office as states begin to reopen non-essential offices. In this episode, Eric and Kim talk employees concerns about safety returning to the workplace focusing part 2 of this episode on employee safety concerns and the accommodations and assistance that can be provided to employees who are considered high risk. Listen to get insights on the following topics:Addressing Employees Safety ConcernsEmployee and Employer Assistance from the ADA, FMLA and the Family Cares Act Reasonable accommodations in allowing high risk employees to continuing working remotely Explore some of the In Office Procedures such as Limiting In-Person Meetings and Closing Off Space Where Social Distancing is Not PossibleHave Questions? PrestigePEO is always available to help you navigate these uncertain times with regard to Human Resources, Employee Benefits and Payroll Management. Call Us Today at 888.PEO.PEO1 or visit us online at prestigepeo.comMissed the our last episode? Part 1 | The Logistics & Legalities Bringing Your Employees Back to the Office discussion with Kim Malerba, Partner at Ruskin, Moscou Faltischek, P.C here.