Podcasts about cedr

181Después de decir esto, salió Jesús con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. 2Judas, el que lo iba a entregar, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos. 3Judas entonces, tomando una cohorte y unos guardias de los sumos sacerdotes y de los fariseos, entró allá con faroles, antorchas y armas. 4Jesús, sabiendo todo lo que venía sobre él, se adelantó y les dijo: «¿A quién buscáis?». 5Le contestaron: «A Jesús, el Nazareno». Les dijo Jesús: «Yo soy». Estaba también con ellos Judas, el que lo iba a entregar. 6Al decirles: «Yo soy», retrocedieron y cayeron a tierra. 7Les preguntó otra vez: «¿A quién buscáis?». Ellos dijeron: «A Jesús, el Nazareno». 8Jesús contestó: «Os he dicho que soy yo. Si me buscáis a mí, dejad marchar a estos». 9Y así se cumplió lo que había dicho: «No he perdido a ninguno de los que me diste». 10Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al criado del sumo sacerdote, cortándole la oreja derecha. Este criado se llamaba Malco. 1

Este domingo 18 de maio, o Teatro Jofre de Ferrol encherase de emoción e música co concerto de Rosa Cedrón. A artista galega presentará o seu espectáculo a partir das 19:00 horas, ofrecendo unha experiencia única que promete facer vibrar ao público. Rosa Cedrón convida ás persoas asistentes a deixarse levar pola súa voz en pezas emblemáticas como Chove en Santiago, Negra sombra, Camariñas e a inesquecible Lela. Un concerto onde a música se converte nunha viaxe de sensacións, capaz de espertar os sentimentos máis profundos. As entradas están dispoñibles na billeteira do Teatro Jofre e a través da web de Ataquilla. Non perdas a oportunidade de vivir esta cita coa música galega máis xenuína.

Jn 18,1-40.19,1-42.Jesús fue con sus discípulos al otro lado del torrente Cedrón. Había en ese lugar una huerta y allí entró con ellos.Judas, el traidor, también conocía el lugar porque Jesús y sus discípulos se reunían allí con frecuencia.Entonces Judas, al frente de un destacamento de soldados y de los guardias designados por los sumos sacerdotes y los fariseos, llegó allí con faroles, antorchas y armas.Jesús, sabiendo todo lo que le iba a suceder, se adelantó y les preguntó: "¿A quién buscan?".Le respondieron: "A Jesús, el Nazareno". El les dijo: "Soy yo". Judas, el que lo entregaba, estaba con ellos.Cuando Jesús les dijo: "Soy yo", ellos retrocedieron y cayeron en tierra.Les preguntó nuevamente: "¿A quién buscan?". Le dijeron: "A Jesús, el Nazareno".Jesús repitió: "Ya les dije que soy yo. Si es a mí a quien buscan, dejen que estos se vayan".Así debía cumplirse la palabra que él había dicho: "No he perdido a ninguno de los que me confiaste".Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al servidor del Sumo Sacerdote, cortándole la oreja derecha. El servidor se llamaba Malco.Jesús dijo a Simón Pedro: "Envaina tu espada. ¿ Acaso no beberé el cáliz que me ha dado el Padre?".El destacamento de soldados, con el tribuno y los guardias judíos, se apoderaron de Jesús y lo ataron.Lo llevaron primero ante Anás, porque era suegro de Caifás, Sumo Sacerdote aquel año.Caifás era el que había aconsejado a los judíos: "Es preferible que un solo hombre muera por el pueblo".Entre tanto, Simón Pedro, acompañado de otro discípulo, seguía a Jesús. Este discípulo, que era conocido del Sumo Sacerdote, entró con Jesús en el patio del Pontífice,mientras Pedro permanecía afuera, en la puerta. El otro discípulo, el que era conocido del Sumo Sacerdote, salió, habló a la portera e hizo entrar a Pedro.La portera dijo entonces a Pedro: "¿No eres tú también uno de los discípulos de ese hombre?". El le respondió: "No lo soy".

En aquel tiempo, Jesús fue con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el traidor, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos.Entonces Judas tomó un batallón de soldados y guardias de los sumos sacerdotes y de los fariseos y entró en el huerto con linternas, antorchas y armas.Jesús, sabiendo todo lo que iba a suceder, se adelantó y les dijo: “¿A quién buscan?” Le contestaron: “A Jesús, el nazareno”. Les dijo Jesús: “Yo soy”. Estaba también con ellos Judas, el traidor. Al decirles ‘Yo soy', retrocedieron y cayeron a tierra. Jesús les volvió a preguntar: “¿A quién buscan?” Ellos dijeron: “A Jesús, el nazareno”. Jesús contestó: “Les he dicho que soy yo. Si me buscan a mí, dejen que éstos se vayan”. Así se cumplió lo que Jesús había dicho: ‘No he perdido a ninguno de los que me diste'.Entonces Simón Pedro, que llevaba una espada, la sacó e hirió a un criado del sumo sacerdote y le cortó la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: “Mete la espada en la vaina. ¿No voy a beber el cáliz que me ha dado mi Padre?”El batallón, su comandante y los criados de los judíos apresaron a Jesús, lo ataron y lo llevaron primero ante Anás, porque era suegro de Caifás, sumo sacerdote aquel año. Caifás era el que había dado a los judíos este consejo: ‘Conviene que muera un solo hombre por el pueblo'.Simón Pedro y otro discípulo iban siguiendo a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedaba fuera, junto a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló con la portera e hizo entrar a Pedro. La portera dijo entonces a Pedro: “¿No eres tú también uno de los discípulos de ese hombre?” Él dijo: “No lo soy”. Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose.El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: “Yo he hablado abiertamente al mundo y he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me interrogas a mí? Interroga a los que me han oído, sobre lo que les he hablado. Ellos saben lo que he dicho”.Apenas dijo esto, uno de los guardias le dio una bofetada a Jesús, diciéndole: “¿Así contestas al sumo sacerdote?” Jesús le respondió: “Si he faltado al hablar, demuestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?” Entonces Anás lo envió atado a Caifás, el sumo sacerdote.Simón Pedro estaba de pie, calentándose, y le dijeron: “¿No eres tú también uno de sus discípulos?” Él lo negó diciendo: “No lo soy”. Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le había cortado la oreja, le dijo: “¿Qué no te vi yo con él en el huerto?” Pedro volvió a negarlo y enseguida cantó un gallo.Llevaron a Jesús de casa de Caifás al pretorio. Era muy de mañana y ellos no entraron en el palacio para no incurrir en impureza y poder así comer la cena de Pascua.Salió entonces Pilato a donde estaban ellos y les dijo: “¿De qué acusan a este hombre?” Le contestaron: “Si éste no fuera un malhechor, no te lo hubiéramos traído”. Pilato les dijo: “Pues llévenselo y júzguenlo según su ley”. Los judíos le respondieron: “No estamos autorizados para dar muerte a nadie”. Así se cumplió lo que había dicho Jesús, indicando de qué muerte iba a morir...

In this episode of the Interlinks podcast, we talk to three special guests in relation to an exciting new European project that is currently underway sponsored by CEDR (the Conference of the European Directors of Roads) that is focused on developing recommendations for policies in relation to Intelligent Access to the road networks of Europe.Our guests today are:Paul Davison, Associate Director at AECOM, based in Stockport, United KingdomStefan Jacobsson, Research Manager at Consenso Engineering, based in Gothenburg, SwedenVardhman Lunkar, Transport Planning Consultant and Researcher at TRT in Milan, ItalyWe explore the concept of Intelligent Access—a forward-thinking approach aimed at aligning the capabilities of road freight vehicles with the conditions and limitations of specific road segments to ensure safer, more efficient transport across Europe.This vital work is being carried out by a specialist consortium known as ISAC (Intelligent Access Surface Community), which brings together leading experts in road transport, logistics, infrastructure, and supply chain management. The initiative is backed by five European countries: the Netherlands, Norway, Sweden, Finland, and Ireland. The consortium is led by global engineering firm AECOM, and all of our guests are directly involved in this pioneering effort.In our conversation, we dive into what Intelligent Access really means, its potential to transform road freight and infrastructure use across Europe, and how emerging technologies like automation and digitisation are shaping the future of transport policy. We also look at the practical challenges of implementing IA schemes across borders and jurisdictions.If you're interested in the future of mobility, transport innovation, or how smart policy can reshape Europe's road networks, this is a conversation you won't want to miss. Tune in now to hear directly from the experts driving this change. Hosted on Acast. See acast.com/privacy for more information.

Muchos más recursos para tu vida de fe (Santo Rosario, Oración, etc.) en nuestra web https://sercreyente.com________________Viernes, 18 de abril de 2025 (Viernes Santo)Evangelio del día y reflexión... ¡Deja que la Palabra del Señor transforme tu vida! Texto íntegro del Evangelio y de la Reflexión en https://sercreyente.com/viernes-santo/[Juan 18,1-19,42] En aquel tiempo, salió Jesús con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el que lo iba a entregar, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos. Judas entonces, tomando una cohorte y unos guardias de los sumos sacerdotes y de los fariseos, entró allá con faroles, antorchas y armas. Jesús, sabiendo todo lo que venía sobre él, se adelantó y les dijo: «¿A quién buscáis?». Le contestaron: «A Jesús, el Nazareno». Les dijo Jesús: «Yo soy». Estaba también con ellos Judas, el que lo iba a entregar. Al decirles: «Yo soy», retrocedieron y cayeron a tierra. Les preguntó otra vez: «¿A quién buscáis?». Ellos dijeron: «A Jesús, el Nazareno». Jesús contestó: «Os he dicho que soy yo. Si me buscáis a mí, dejad marchar a estos». Y así se cumplió lo que había dicho: «No he perdido a ninguno de los que me diste». Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al criado del sumo sacerdote, cortándole la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: «Mete la espada en la vaina. El cáliz que me ha dado mi Padre, ¿no lo voy a beber?». La cohorte, el tribuno y los guardias de los judíos prendieron a Jesús, lo ataron y lo llevaron primero a Anás, porque era suegro de Caifás, sumo sacerdote aquel año; Caifás era el que había dado a los judíos este consejo: «Conviene que muera un solo hombre por el pueblo». Simón Pedro y otro discípulo seguían a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedó fuera a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló a la portera e hizo entrar a Pedro. La criada portera dijo entonces a Pedro: «¿No eres tú también de los discípulos de ese hombre?». Él dijo: «No lo soy». Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose. El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: «Yo he hablado abiertamente al mundo; yo he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me preguntas a mí? Pregunta a los que me han oído de qué les he hablado. Ellos saben lo que yo he dicho». Apenas dijo esto, uno de los guardias que estaba allí le dio una bofetada a Jesús, diciendo: «¿Así contestas al sumo sacerdote?». Jesús respondió: «Si he faltado al hablar, muestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?». Entonces Anás lo envió atado a Caifás, sumo sacerdote. Simón Pedro estaba de pie, calentándose, y le dijeron: «¿No eres tú también de sus discípulos?». Él lo negó, diciendo: «No lo soy». Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le cortó la oreja, le dijo: «¿No te he visto yo en el huerto con él?». Pedro volvió a negar, y enseguida cantó un gallo... (Texto completo en https://sercreyente.com/viernes-santo) ________________Descárgate la app de SerCreyente en https://sercreyente.com/app/¿Conoces nuestra Oración Online? Más información en: https://sercreyente.com/oracion¿Quieres recibir cada día el Evangelio en tu whatsapp? Alta en: www.sercreyente.com/whatsappTambién puedes hacer tu donativo en https://sercreyente.com/ayudanos/Contacto: info@sercreyente.com

Juan 18, 1–19, 42En aquel tiempo, Jesús fue con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el traidor, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos.Entonces Judas tomó un batallón de soldados y guardias de los sumos sacerdotes y de los fariseos y entró en el huerto con linternas, antorchas y armas.Jesús, sabiendo todo lo que iba a suceder, se adelantó y les dijo: “¿A quién buscan?” Le contestaron: “A Jesús, el nazareno”. Les dijo Jesús: “Yo soy”. Estaba también con ellos Judas, el traidor. Al decirles ‘Yo soy', retrocedieron y cayeron a tierra. Jesús les volvió a preguntar: “¿A quién buscan?” Ellos dijeron: “A Jesús, el nazareno”. Jesús contestó: “Les he dicho que soy yo. Si me buscan a mí, dejen que éstos se vayan”. Así se cumplió lo que Jesús había dicho: ‘No he perdido a ninguno de los que me diste'.Entonces Simón Pedro, que llevaba una espada, la sacó e hirió a un criado del sumo sacerdote y le cortó la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: “Mete la espada en la vaina. ¿No voy a beber el cáliz que me ha dado mi Padre?”...

AADOM Radio & CEDR HR Present:CeCe Wilson-HR ManagerLearning Objectives:Develop Confidence in Difficult Conversations – Learn why avoiding tough talks leads to bigger problems and how to approach them with clarity and assurance.Master the FIRR Method for Effective Feedback – Understand how to structure conversations using Facts, Impact, Reason, and Request to ensure constructive and solution-focused discussions.Create a Culture of Accountability – Gain strategies for documenting conversations, following up with employees, and fostering a workplace where issues are addressed early, preventing conflict from escalating.More About CeCe:CECE WILSON, MSHRM, SHRM-CP, HUMAN RESOURCES MANAGERCeCe has been leading CEDR's internal human resources operations since 2021 and brings over 20 years of people management and HR-related experience in private, non-profit, and healthcare industries. With a focus on strengthening the desired workplace culture, CeCe enjoys finding strategic, compassionate, and compliant solutions to business and HR needs. CeCe is a SHRM-certified human resources professional with a specialty credential in Inclusive Workplace Culture and a master's degree in human resource management.More About CEDR HR Solutions-http://cedrsolutions.com/More About AADOM: https://www.dentalmanagers.com/

In this episode of What the Hell Just Happened?!, Paul Edwards and Grace Godlasky discuss how core values can improve your business and your workplace culture. Join them as they discuss the importance of understanding and having core values. This week, episode 104 of What the Hell Just Happened?! is about how core values for your business can unify a growing team and help solidify your business reputation and your name in the community. Better workplaces make better lives.  Important Links for this Episode:  Blog from CEDR on core values and workplace culture. Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Grace Godlasky to share the three prongs of a successful business, and actionable steps you can take to grow your company with a solid foundation through things like core values and a mission. Paul Edwards and Grace Godlasky also discuss: The reason for core values and why it's important to have them and make sure your team understands them. What happens to the patient experience when your team does not follow your core values or when you do not have them, and how that impacts your business. A few of CEDR's core values and what they mean to us How core values can be applied to run your business in your absence or in the wake of a busy season. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

Papież Polak odwiedził Liban w 1987 r. O tym, jak wyglądała ta podróż aposotolska, mówi Kazimierz Gajowy.

In this episode of What the Hell Just Happened?!, Paul Edwards and CeCe Wilson discuss how rapid growth can both be exciting, but also lead to compliance concerns. Join them as they discuss the importance of having a handbook and knowing the laws around being a business owner. This week, episode 105 of What the Hell Just Happened?! is about how Med Spas experience rapid growth and the negative impacts of that success. Better workplaces make better lives.  Important Links for this Episode:  Blog from CEDR on rapid growth and compliance concerns Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by CeCe Wilson to share the legal risks around rapid growth and success, and actionable steps you can take to correct your mistakes and move forward with confidence. Paul Edwards and CeCe Wilson also discuss: Mara, a Med Spa owner who rapidly grew her Med Spa and is now struggling with compliance issues now that she's expanding. The importance of a good handbook, and hiring/onboarding processes, and as much foundational structures as possible to grow successfully and compliantly.  The importance of hiring on CEDR HR Solutions to help you get started on the right foot with people in your corner who can help you scale successfully and legally.  What core values encourage in leadership roles at your practice. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

Navigating between indie rock, protest songs, and electronic experiments, this mix shifts between raw energy, powerful voices, and melancholic atmospheres. Fiesta en el vacío is the title of a poem by Alejandra Pizarnik, and also the name of Luna María Cedrón's solo project. Initially purely instrumental, her music is constantly evolving. Lately, Luna has been integrating more and more flamenco elements into her music. Tracklist: Tracy Chapman – Behind the Wall Nirvana – School Belmont Witch – Mundo Rumbo Bikini Kill – Ocean Song Pixies – Gigantic Kyo – Le Chemin (feat. Sita) Julen y la Gente Sola – Larry García Tracy Chapman – For My Lover Tryphème – Clio S.E.S. – Dreams Come True Charly García – Los Dinosaurios Zazie – On éteint Los Chunguitos – Me Quedo Contigo Shakira – Si Te Vas Bad Bunny – Lo Que Le Pasó a Hawaii Silvio Rodríguez – Santiago de Chile Aerolíneas Federales – Soy Una Punk

In this episode of What the Hell Just Happened?!, Paul Edwards and CeCe Wilson discuss why they don't like the standard Performance Improvement Plans (PIPs), and even how it could cause legal trouble for small businesses. Join them as they discuss the importance of creating performance expectations and holding your team accountable. This week, episode 103 of What the Hell Just Happened?! is about why PIPs are not the best approach for managing employee performance concerns. Better workplaces make better lives.  Important Links for this Episode:  Blog from CEDR on PIPs Progressive Corrective Coaching Methods Blog from CEDR Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by CeCe Wilson to share the legal risks around PIPs, and actionable steps you can take to document performance corrections with employees. Paul Edwards and CeCe Wilson also discuss: The legal risks associated with what happens when you don't follow the performance plan or can't show documentation that the PIP was followed. How PIPs fail to address the root cause of poor performance and can undermine the morale of the team. What to do instead of a PIP for better performance and more legal protections for you and your business. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook  

Lecturas interpretadas de La Santa Palabra De Dios, Elohim Adonai.1 Después de haber dicho esto, Jesús salió con sus discípulos al otro lado del torrente Cedrón, donde había un huerto en el cual entró Él con sus discípulos.  2 También Judas, el que le iba a entregar, conocía el lugar, porque Jesús se había reunido allí a menudo con sus discípulos.  3 Entonces Judas, tomando la cohorte romana, y a varios alguaciles de los principales sacerdotes y de los fariseos, fue* allá con linternas, antorchas y armas.  4 Jesús, pues, sabiendo todo lo que le iba a sobrevenir, salió y les dijo*: ¿A quién buscáis?   5 Ellos le respondieron: A Jesús el Nazareno. Él les dijo*: Yo soy. Y Judas, el que le entregaba, estaba con ellos.  6 Ycuando Él les dijo: Yo soy, retrocedieron y cayeron a tierra.  7 Jesús entonces volvió a preguntarles: ¿A quién buscáis? Y ellos dijeron: A Jesús el Nazareno.  8 Respondió Jesús: Os he dicho que yo soy; por tanto, si me buscáis a mí, dejad ir a estos;   9 para que se cumpliera la palabra que había dicho: De los que me diste, no perdí ninguno. 10 Entonces Simón Pedro, que tenía una espada, la sacó e hirió al siervo del sumo sacerdote, y le cortó la oreja derecha. El siervo se llamaba Malco.  11 Jesús entonces dijo a Pedro: Mete la espada en la vaina. La copa que el Padre me ha dado, ¿acaso no la he de beber? 12 Entonces la cohorte romana, el comandante y los alguaciles de los judíos prendieron a Jesús y le ataron,  13 y le llevaron primero ante Anás, porque era suegro de Caifás, que era sumo sacerdote ese año.  14 Y Caifás era el que había aconsejado a los judíos que convenía que un hombre muriera por el pueblo. 15 Y Simón Pedro seguía a Jesús, y también otro discípulo. Este discípulo era conocido del sumo sacerdote, y entró con Jesús al patio del sumo sacerdote,  16 pero Pedro estaba fuera, a la puerta. Así que el otro discípulo, que era conocido del sumo sacerdote, salió y habló a la portera, e hizo entrar a Pedro.  17 Entonces la criada que cuidaba la puerta dijo* a Pedro: ¿No eres tú también uno de los discípulos de este hombre? Y él dijo*: No lo soy.  18 Y los siervos y los alguaciles estaban de pie calentándose junto a unas brasas que habían encendido porque hacía frío; y Pedro estaba también con ellos de pie y calentándose. 19 Entonces el sumo sacerdote interrogó a Jesús acerca de sus discípulos y de sus enseñanzas.  20 Jesús le respondió: Yo he hablado al mundo abiertamente; siempre enseñé en la sinagoga y en el templo, donde se reúnen todos los judíos, y nada he hablado en secreto.   21 ¿Por qué me preguntas a mí? Pregúntales a los que han oído lo que hablé; he aquí, estos saben lo que he dicho. 22 Cuando dijo esto, uno de los alguaciles que estaba cerca, dio una bofetada a Jesús, diciendo: ¿Así respondes al sumo sacerdote?  23 Jesús le respondió: Si he hablado mal, da testimonio de lo que he hablado mal; pero si hablé bien, ¿por qué me pegas?   24 Anás entonces le envió atado a Caifás, el sumo sacerdote. 25 Simón Pedro estaba de pie, calentándose; entonces le dijeron: ¿No eres tú también uno de sus discípulos? Él lo negó y dijo: No lo soy.  26 Uno de los siervos del sumo sacerdote, que era pariente de aquel a quien Pedro le había cortado la oreja, dijo*: ¿No te vi yo en el huerto con Él?  27 YPedro lo negó otra vez, y al instante cantó un gallo. 28 Entonces llevaron* a Jesús de casa de Caifás al Pretorio. Era muy de mañana. Y ellos no entraron al Pretorio para no contaminarse y poder comer la Pascua.  29 Pilato entonces salió  fuera hacia ellos y dijo*: ¿Qué acusación traéis contra este hombre?  30 Ellos respondieron, y le dijeron: Si este hombre no fuera malhechor, no te lo hubiéramos entregado... --------1986, 1995, 1997 by The Lockman Foundation⁠⁠Más información sobre La Biblia de las Américas⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠paulino.solorzano@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Grace has been with CEDR Solutions for ten years. She is currently CEDR's Solution Center Manager. Prior to managing the Solution Center, she served as both a Solution Center Advisor and as a Compliance Officer with CEDR. Her favorite area of HR is paid leave laws. Grace graduated cum laude from Georgia State University's School of Law. Prior to attending law school, Grace received her paralegal certificate from Emory University and worked as a paralegal for a large law firm in Atlanta, GA. She recently received her Diversity & Inclusion certificate from Stanford Business School. She currently lives in the Philadelphia area with her husband and three children.

AADOM Radio & CEDR HR Solutions Presents:Paul Edwards-CEO & Founder- CEDR HR SolutionsLearning Objectives:-Understand the Real-World Impact of Handbook Policies-Learn how properly crafted and enforced policies can address challenging workplace scenarios and prevent potential legal risks.-Recognize Discrimination and Bias in Policy Enforcement-Gain insight into handling sensitive situations, such as appearance-related concerns or allegations of inappropriate behavior, while staying compliant with anti-discrimination laws.-Explore Best Practices for Addressing Employee Misconduct-Discover practical approaches for managing difficult conversations, documenting incidents, and resetting expectations during review processes.-Appreciate the Importance of Proactive HR Solutions-Understand how having expert HR support in place can save time, reduce stress, and mitigate financial risks for your practice.-Laugh While You Learn-Enjoy educational entertainment through real-world HR stories that balance valuable lessons with relatable, humorous workplace situations.Learn More About Paul:Paul Edwards is the CEO and founder of CEDR HR Solutions, backstageHR software, and the Facebook group HR BaseCamp. Along with this, he is the host of the popular HR podcast, What The Hell Just Happened?! that currently has over 40,000 downloads.With over 25 years of experience as a manager and business owner, Paul is well-known throughout the dental community for his expertise when it comes to solving HR issues that impact dental practice owners and managers.He and his team of HR Experts specialize in helping office managers successfully solve employee issues ranging from the most complex to the most mundane and safely navigate the complex and ever-changing employment law landscape. He is a featured writer for numerous nationally recognized publications. He regularly provides continuing education at dental seminars, universities, and national conferences. Learn More About CEDR HR Solutions:As a dental office manager, you're the go-to for making things happen—but managing a team is easier with the right HR tools. That's why AADOM trusts CEDR HR Solutions. From hiring to firing and everything in between, CEDR helps you implement compliant policies, tackle challenges, and lead with confidence. With custom handbooks, unlimited HR guidance, and easy-to-use software for PTO tracking, you'll have the support you need—plus expert backup whenever you need it. Learn more at CedrHrSolutions.com.Learn More About AADOM: www.DentalManagers.com

Did team members in your practice have to have any hard conversations this year? Maybe about dress code or drug testing? Did that new PTO policy work? Were there uncomfortable topics with patients? Tiff and Dana give advice on how to go about updating your handbook as 2024 comes to an end, so you can be more ready than ever when 2025 begins. Episode resources: Subscribe to The Dental A-Team podcast Join Dental A-Team Consulting Leave us a review Transcript: The Dental A Team (00:01.422) Hello, Dental A Team listeners. We are so excited to be here with you today. I have Dana. You guys know I love podcasting with Dana. She's my girl. Dana, thank you so much for being here with me. know we have, it's Friday, and so we're super excited about that. We have fun things in our lives coming up and we have so many podcasts to get recorded today for all of these people and I'm so excited because it means I get extra time with you. Dana, how are you today?   Dana (00:27.746) Doing good, doing good. I'm just as excited to be here. I love this time too.   The Dental A Team (00:32.202) Awesome. Awesome. And we just sprung on you guys, only asked for your permission, but we sprung on you a little meetup for the consultants here in a few weeks. And I am so excited. You guys, you listeners, I know you guys know we are all kind of like super close by. Some of us are further away in other states, but we're a fully remote company. And so we don't get to see each other a lot. And so the culture that we're able to build with our company, in my opinion, is freaking incredible because we're rarely ever   together but we are going to do a consultant meetup in a couple of weeks and we do a Live To Give every single year where Dental A Team just kind of goes back to the the communities as best we can and we do angel tree shopping or one year we dropped off coats for   homeless shelters and women's shelters and kids shelters and all these different things. We just really love to give back and so we do a live to give shopping spree basically. So in a couple weeks Dana, I'm so excited. You're gonna be here. Kristy's gonna be here. Britt is here already, but I actually will see her. Kiera's flying in. It's gonna be such a huge event and I'm just so excited to get some time to crunch some things, figure some things out for the future for us.   and do the Live To Give and get some shopping done for some kiddos. anyways, how excited are you for it though? We sprung that on you like yesterday.   Dana (01:57.814) You did. I'm truly so pumped. Anytime I can, and I say this from the bottom of my heart, get time with my consultant crew. It's some of my favorite time and they're some of my favorite people. So I would have moved heaven and earth to make that work.   The Dental A Team (02:14.302) No, thank you. I agree. It's so much fun getting all of us together and   Just getting some fun out there and getting some brainstorming. I feel like we brainstorm the best when we're side by side and I'm excited for it. Well, on that note, it's kind of our end of year wrap up is what our meeting is about. Like what is next you're going to look like and part of those this is HR Britt is what I like to call her. in our company, she handles our HR pieces and part of what I want to talk to you guys about today is really the employee manual and towards the end of the year making sure that it's wrapped up and ready to   Dana (02:28.972) Yeah.   The Dental A Team (02:50.132) to go for next year. So Dana, you had some really great ideas, you always do, on updating the employee manual and where to go about those things. And one caveat I have, number one, I love talking about companies like CEDR.   They're fantastic. C-E-D-R, you guys. If you need an employee manual, if you don't know what needs to be in there, like we have options, we have ideas, we can definitely help you through with that. But CEDR does a really great job at pulling all of your state's laws, all of those little pieces that we don't necessarily always know you might not know. So I'll always say that. Reach out to CEDR if you use them or if you need one from scratch. Updates wise, same thing. Like what does CEDR have for your state? Right now towards the end of the   year, we pretty much know what the new laws are going to be coming into effect for the next year, this next year, I know what year you're listening to this in right now. But this next year is 2025. So most of those state laws have already been passed or any federal changes or laws to employee sanctions and different pieces have already been passed. So they're already there, you just got to find them. And you've got to make sure that they're all encompassing that you've grabbed all of them. So CEDR does that for you any employment lawyer,   Most of the lawyers you guys retain for most of your business pieces can usually snag that information for you too. So just double check. know, states like California and New York have really strict employee policies, so you just want to make sure you're always on part of there. So that's like the first layer of updates for me and the easiest space to really tackle and hit. But Dana, I loved your idea and really like looking back on the year to project for the future. Will you walk us through kind of   your thoughts on that and what you used to do when you were in practice.   Dana (04:37.142) Yeah, sure. I think the end of the year is a great time to just kind of reevaluate. Did I have everything in my handbook or did situations come up throughout the year that man, I really wish I had had something in writing for that. So, you know, I had a couple instances and practices this year where like they had to like have some hard conversations around like drugs or dress code, right? And they didn't have those things defined or they didn't really know what to do because it's like, well, can I ask them to take a test? Can I ask them to wear something specific because I don't have it   in writing. So if you happen to have to have some of those hard conversations or make some uncomfortable decisions and you don't have it in writing, now is the great time as you are updating for laws or you're getting your handbook in place to begin with. Just considering throughout this year, was there anything? Did my PTO policy work? Did raises come up at times I wasn't expecting them? So maybe I put in my handbook like when I evaluate for raises or that raises are based on performance or that I follow a tier raise structure.   The Dental A Team (05:26.414) I'm stop.   Dana (05:37.664) you know, maybe we had some team members who they asked for some last-minute PTO, so like maybe we need to get in writing a little bit stronger of what the process is for getting it approved and what kind of notice they need to give. So just looking back through the year and did anything happen that man I wish I had had something in writing or this was uncomfortable because I didn't.   The Dental A Team (06:00.686) think that's fantastic, I love that whole structure there. I love that you pointed out like drug policies, things like that. Those are things I think we forget to think about often times when we initially make it because...   I mean, we're all here with the mindset that people are naturally good human beings and that things are, which not to say that they're not naturally good human beings, but sometimes what we feel like is intuitive or known or like just natural thought process just isn't the case. And we find that in literally every aspect of life. So not forgetting that when it comes to the employee manual is true as well. And making sure I think Dana, as you're talking, I'm thinking like getting so granular with it that it can't be confused or misconstrued.   that it's insanely clear that from the smallest level possible and the biggest level possible, we can understand this entire makeup of whatever this rule or whatever you want to call it is.   It made me think too about smoking breaks and where are they allowed to indulge in a cigarette if that's something that you may have a team member on your team who does that or vapes or these are all the real things. These are all common factors of everyday life. Where are those things able to be handled, be done? I know for me, my practice I worked out for years, we had that it could not be on the premises at all because we didn't want patients walking into it.   advocate it for our patients for their health and their overall you know teeth so we had to make sure that they weren't walking into it and they weren't seeing any team members who may be on the team that did partake in those so it had to be off-site completely on their lunch breaks or what have you so I think though that's something that we tend to miss until like you said we get to the situation and we're like great awesome I actually don't have something for this so carry on and we'll fix this later making sure though I   The Dental A Team (07:56.116) think too, we're having those conversations with those people. Because I can say that maybe, you know, when updates come around, and they're like, pointed, right? And then you're sitting there like, is that because of me? Did that? You don't want to make your team members feel like you're attacking them or a situation either. So I think making sure to have those conversations with them like, hey, we know that this happened. We know that this was a situation. It wasn't something I was prepped to handle. We handled it together and we did our best. We handled it beautifully.   Moving forward just so you know, there will be a policy in place for it. Thank you for bringing it to my attention. It was obviously something that I had not known I needed to put into place, but I'm really glad that it was you and we could have this conversation and get through this. I think it's better, and Dana correct me if you think I'm wrong, then like, guess what? It kind of feels underhanded, like slighted, and that's just that space of not having the ability to have what might be deemed as a difficult   conversation and it doesn't have to be difficult. Dana, how do you feel that you advise your clients because you do have a ton of clients and it is time to update those employee manuals and you just said you know you had a couple of these things come up for some of your clients this year. How did you handle that? How did you have them handle those situations as they arose and how are they going to put those into place next year?   Dana (09:17.038) Yeah, and it did come down to just like a hard conversation and hey, I don't have anything in writing and we're navigating this fresh and new together. And I'm going to set some expectations on the spot.   and you know we're going to come to an agreement and how we're going to handle this and what solutions we're going to come to and then I'm going to make sure that I have it in writing because having it in writing doesn't mean we don't have the conversation just like you said it just makes the structure of the conversation a little bit easier and there are written out measures that you can default to so I love how you said like just go ahead and have the conversation anyway it's much more awkward than just like here it is and everybody kind of knows so it is just we got to admit we don't have anything in writing we really   are going to handle it together. It is a new thing. We're just going to communicate and we're going to get through it and move on from it and make sure we've got it documented so that if that ever happens again there is that structure put in place.   The Dental A Team (10:10.092) So how did those conversations go for your clients that you worked with? one you mentioned is a pretty, that's a pretty strong policy to have to put into place. And I do understand like there are some, you know, recreational things that are out there that have been passed as laws for that it's okay for a lot of the state. So it makes it kind of difficult to navigate those pieces, but it's still considered a drug. But how did that, how did those conversations go for those clients?   Dana (10:16.238) you   Dana (10:37.154) They went well. think that they were just open and honest and that the bottom line is I have to protect my patients and I have to make sure that things that happen on the premises don't affect the way that we care for patients, the way that we speak to patients, the way that we handle patients. At the end of the day, that's what I have to protect. So these are the things that we're gonna put in place. We're going to make sure that those things don't happen again and we're gonna move forward. But at the end of the day, we're gonna protect the practice and the patients that sit in our chairs.   The Dental A Team (10:42.507) Mm-hmm.   The Dental A Team (11:02.87) Awesome. that. I love that. And I think that's a space too, where we have to not only protect our patients, but we're protecting each other and our business too. Because if you guys don't, if you guys don't put these policies in place and protect your business, where are your patients going to go? And if we're not protecting our team, meaning, you know, we can't, we can't deviate from what is considered acceptable for someone. It's got to be fair across the board. It's got to be the same structure for everyone. Because if someone gets that special treatment, the rest of   the team feel slighted or confused and then guess what is really really hard to hold accountability in any other aspect. So I really want to switch a little bit, continue this conversation but within that really talk about how important it is to make sure that we're sticking to the standards and upholding the standards that we set into place and set into motion. And from a leadership standpoint doctors, practice owners, you guys are the ones that need to make sure that this is a hundred percent accurate. Your office manager   or business administrators may be putting this together for you. They may be communicating with CEDR or your lawyers or whomever, but you guys need to make sure that it's accurate. And then from there, from a leadership standpoint, you, your leadership team, your whole team really needs to be abiding by these. I think the spaces that I see the most frequently misused, like you said Dana, was like the PTO situation or vacation time that's not paid, unpaid vacation time, sick leave, getting   to use the benefits or getting paid out the benefits at the end of the year or not. One thing that I saw a lot of clients come up against is expectations of payout when they were let go, when a team member was let go or when they quit, they didn't have it explicitly written at termination. You know, they said at termination you would be paid out, but they didn't have it explicitly written that it was if you decided to leave, I'm not paying you out, but if I decide you're leaving, I will pay it out. And so they ended up having to pay it out.   out. But from that leadership standpoint, Dana really like pushing on them to understand we've all got to follow the same rules. And this means your office manager too. And if we have different structures laid out by different positions, that is totally fine. But that needs to be clearly defined as well. I think one of the worst things we can do from a leadership standpoint is put a leader on a pedestal, make them completely different from the rest of the team. They are   The Dental A Team (13:32.23) in many ways, but make it so different that they're looked at as though they're untouchable. That there's no accountability being held in place, that they get to free for all, do whatever they want, but the team over here has to abide by these rules in this employee manual and they're like told they can't have time off and you don't even know when your manager's off. Like those pieces I think can really ruffle the team. Dana, what do you suggest to your clients as they're, because I know like I said you're building these out right now, but what are   you suggesting for your clients in respect to that? How do they go about that? And what do you think about all of that?   Dana (14:11.66) Yeah, I completely agree with you. think that there are some instances where leadership is different when I think it comes down to like policies and like procedures for team members and it's it's team members across the board, including leadership. And I think that like having your office manager your leadership team like also   live that and roll that and be active participants in this is exactly what I follow and these are the standards that I hold for myself and these are the policies that you know I'm going to also abide by I think is really super beneficial.   The Dental A Team (14:45.027) Yeah.   The Dental A Team (14:48.398) Yeah, I agree. I agree and making sure I think that they discuss those and they have conversations around them too. Wherever you guys note that people are going to be out, make sure everybody is noted on that same schedule that everything looks the same. Like Dana, like you said, doesn't have to be everyone's clear cut gets the same because I know tenure, I know based on, you know, your position in the practice, especially PTO, things like that might be different, but you want it to be across the   board as similarly spoken as we can get.   One huge note for practice owners, business managers, all of you guys, things like that, PTO, amount of PTO that we get, payroll, our pay, bonuses, payouts, anything like that needs to be a no-go. We do suggest that this is in your employee manual, that there's no discussions around what I make. I should not be talking to Dana in a practice about, as my position, this is what I make.   my bonus looks like. I actually had a practice recently. The whole hygiene department is turned upside down right now because we had an issue where this was discussed and   We worked really hard to make it hygienist very happy and meet all of the needs and requirements that were asked for that went above and beyond as not by a lot, but above and beyond where some other team members may have been in an effort to keep this person on staff. We know how difficult it is right now to find team members, but especially hygienists and that information was asked to be.   The Dental A Team (16:37.474) been kept quiet, it was not kept quiet and there's an entire team very upset, understandably, and now a doctor who's, you know, overhead is about to be pretty upside down for the next couple of months due to the fact. So I want to make it really clear and the team members that are listening, I don't say that so that you guys are slighted, so that you guys don't know what's going on, so you guys don't have the information. I say it because I truly feel with everything that I have, I always have   believed this and I believe this about myself. If you are worth more than what you're paying, what you're paid, you believe you are worth more than what you are paid, you need to advocate for that and you need to not expect other people to just show you how they feel you should be paid. Like they, a lot of us, think, I don't know how to say this, a lot of us feel as though our worth is shown to us by other people based off what they think we should be paid.   That's not always the case. My worth is from inside. My worth is what I think I am worthy of, what I think I can do, how I can show up. I want team members to understand that. I want team members to understand that it's not always equal and fair. Tenure makes a huge difference. The amount of time that you've been in the industry, how long you've been doing the specific position that you've been doing, what do you add to the bottom line of the practice for that position?   to add more value, ask how you can. Those are really great ways to be compensated more, to be shown your worth and your value in compensation. But on the flip side of that, as business owners and doctors and leaders, we need to make sure that it's very clear that those things are kept under wraps because it just makes really good employees feel really bad sometimes. So make sure things like that are in there. You know, just spitballing things, Dana and I have seen this here.   and making sure you guys are set. So I think the biggest piece is Dana, I loved your like take a look backwards on the year of what has happened, what's popped up, what's spiked that you think needs attention or you didn't have a policy and you wished you did. I love that. Making sure you communicate with somebody about the laws of your area. So whether it's CEDR, whether it's an employee, an employment lawyer or your lawyer that you have.   The Dental A Team (19:02.014) deemed as your practice. Again, there's states that are heavier in employee laws than other states. If you're in a heavy state, you typically know that. Please be careful. Please make sure you follow all of the guidelines. I implore that upon you. Dana and I live, luckily for us, it's very easy or it was very easy when we were in practice to do these and it didn't take much from CDER to like update the employee manuals because it was very easy, but I know there are some states, especially on each of our borders there.   that are a little tighter around that coastline. So state updates and laws, holidays, PTO, etc. Anything weird that you've come up against that you were like, this is so weird and I didn't even think about this. I don't want you to...   think about everything. I don't want you to think that it's going to happen every single year, you're going to have something new. So write it down, brainstorm it and have a space, would say, Dana, you'll probably do this too. Have a space in your active drive where it's like, hey, these are things I'm going to update next year. Last piece, I will say, have everyone sign an employee update every year, whether you do updates or not. The employee manual should be gone through. It should be something that's just like open and honest, spoken about all the time so that there's no questions. know you still have   I always get confused about my PTO when I was in practice. like, I don't know how many years I've been here. I don't know how much I have. My manager was like, I don't know why this is so hard. And I was like, I don't know.   This is where we're at. So I think just talking about it constantly, making sure everybody understands it and making those updates and then making those changes solid with a good signature is always best. Dana, I love that idea. I love that you had some talking points today. Those were fantastic. Thank you so much for this. guys, Dana's going to help me with an operations manual update one as well. We know she's my ops queen. So Dana, thank you so much and I hope you...   The Dental A Team (20:53.674) enjoy recording the rest of the podcasts with me today. Awesome. Thank you guys so much, and we'll catch you next time.

Tenemos una nueva cita con La Hora de Broti junto a grandes protagonistas que nos acompañan. Miguel López-Cedrón y su Llanera han sido nombrados “Llanerenses del año”. Hablamos con él. Viajamos a Bulgaria para charlar con el asturiano Josu Uribe. El presidente de la Peña sportinguista Sentimiento Rojiblanco Xuaco Rodríguez nos habla de un diciembre cargado para la Mareona. Andrés Paris y la presión de Mbappé.

Directo MARCA Asturias con Pablo Guisasola, desde Casa Ataulfo Actualidad del Sporting con Borja Fernández. Escuchamos las palabras de David Guerra y charlamos con el exjugador rojiblanco Pelayo Morilla. Última hora del Real Oviedo. Analizamos las palabras de Martín Peláez, Tertulia rojiblanca con David Miguélez y Miguel López Cedrón. Además, todos los titulares del deporte asturiano con la presencia de protagonistas.

The fact that students are earning higher grades than ever without any appreciable increase in other assessments of academic ability should be well-known by now. Less understood are the root causes of this increasing phenomenon. Amy and Mike invited researchers Maia Goodman Young and Dan Goldhaber to dig into the data on how grading policies influence grade inflation. What are five things you will learn in this episode? What is the purpose of grading? How did state policy around grading in Washington change during the pandemic? What does the research show about changes in grades throughout the pandemic? What is the current connection between grades and test scores? How does weaker rigor in grading influence student interest in academic support? Are there differences in grading in different subjects or socioeconomic status? What other grading policies might impact grade inflation? What can we make of the weaker connection between grades and test scores? Is it bad or good? MEET OUR GUESTS Dr. Maia Goodman Young is a researcher at the Center for Education Data and Research at the University of Washington and an instructor in the UW's secondary teacher education program where she teaches courses in English Language Arts methods and assessment. She is also a National Board Certified Teacher who taught for nine years in California and Washington. Maia's experience as a classroom teacher informs her research, as she worked to better understand questions of grading policies and practices, teacher preparation, and the teacher labor market. Maia can be reached at maiag@uw.edu. Dr. Dan Goldhaber is the Director of the Center for Analysis of Longitudinal Data in Education Research (CALDER, caldercenter.org) at the American Institutes for Research and the Director of the Center for Education Data & Research (CEDR, cedr.us(link is external)) at the University of Washington. Both CALDER and CEDR are focused on using state administrative data to do research that informs decisions about policy and practice. Dan's work focuses on issues of educational productivity and reform at the K-12 level, the broad array of human capital policies that influence the composition, distribution, and quality of teachers in the workforce, and connections between students' K-12 experiences and
postsecondary outcomes. Topics of published work in this area include studies of the stability of value-added measures of teachers, the effects of teacher qualifications and quality on student achievement, and the impact of teacher pay structure and licensure on the teacher labor market. Dan's research has been regularly published in leading peer-reviewed economic and education journals such as: American Economic Review, Journal of Human Resources, Journal of Policy and Management, Economics of Education Review, Education Finance and Policy, and Educational Evaluation and Policy Analysis. The findings from these articles have been covered in more widely accessible media outlets such as National Public Radio, the New York Times, the Washington Post, USA Today, and Education Week. Dan previously served as president of the Association for Education Finance and Policy (2006-2017), an elected member of the Alexandria City School Board from 1997-2002, and as co-editor of Education Finance and Policy. Dan can be reached at dgoldhab@uw.edu.  LINKS Every teacher grades differently, which isn't fair Are SAT & ACT Scores More Predictive Than GPA? Journal of Policy Analysis and Management: Vol 43, No 4 The Unintended Consequences of Academic Leniency Grade inflation: Why it matters and how to stop it Grading for Equity: What It Is, Why It Matters, and How It Can Transform Schools and Classrooms RELATED EPISODES THE REALITY OF GRADE INFLATION WHY GRADE INFLATION IS HARMFUL THE PROBLEM WITH GRADES ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our past episodes on the show page and keep up with our future ones by subscribing to our email newsletter. ABOUT YOUR HOSTS Mike Bergin is the president of Chariot Learning and founder of TestBright. Amy Seeley is the president of Seeley Test Pros and LEAP. If you're interested in working with Mike and/or Amy for test preparation, training, or consulting, feel free to get in touch through our contact page.  

It's Halloween week and we have monsters lurking in dental practices all over the nation - and we want to help you stop them! Join Paul Edwards and his guest, Britt Lanza, as they dissect the gory details of the Timekeeping Zombies eating away at your time and brains, the Work Conflict Werewolves who shift when things get stressful, and the Emotional Vampires who can't possibly see the silver lining of anything. This week, episode 93 of What the Hell Just Happened?! is about how to approach managing different types of monsters in your office for business success.   You can check out Time Keeping with CEDR here.   Better workplaces make better lives.    Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, BackstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Britt Lanza to share the importance of knowing what monsters you may be dealing with in the office and actionable steps you can take to manage these monsters so their behavior doesn't cost the office more time and money than it needs to. Paul Edwards and Britt Lanza also discuss: Timekeeping Zombies; what they are, the dollars you're wasting by not handling them correctly, and how best to hold these employees accountable so they stop creating payroll issues. Workplace Conflict Werewolves; how to identify them, what they do to the overall work culture, and how to rein them in so they can help with change or stressful situations instead of making these problems worse on the team. Emotional Vampires; how they suck the good out of your practice and the only way to “kill” them for good.  If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office.   Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.    Email questions or comments for Paul at podcast@wthjusthappened.com   You can connect with us here: Website LinkedIn Instagram Facebook

The internet seems to hate cover letters - with many people discussing how employers who require a cover letter in the application process are toxic or how no one reads the cover letter, there's a lot of reasoning as to why you may be questioning the importance of the cover letter in your own hiring process. CeCe Wilson, CEDR's Human Resources Manager, breaks down why you don't need a cover letter to hire the right candidate, and how to get valuable information during the hiring process in other ways. This week, episode 92 of What the Hell Just Happened?! is about how to approach the cover letter request in the hiring process.   You can view the complimentary Hygiene Course here. You can check out our Hiring Guide here.   Better workplaces make better lives.    Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, BackstageHR, our affordable and tailored approach enables you to address any issue with ease.   In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by CeCe Wilson to share the importance of a phone screening during your hiring process and actionable steps you can take to gather important information from a potential hire without a cover letter.   Paul Edwards and CeCe Wilson also discuss:   What the internet is saying about employers who require a cover letter  Where they stand on requiring cover letters - and if CeCe reads them The importance of phone screenings and skills tests in the hiring process   If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office.   Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.    Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share and rate the show on your preferred listening platform.    Email questions or comments for Paul at podcast@wthjusthappened.com   You can connect with us here:   Website   LinkedIn   Instagram   Facebook  

In this episode of Leading Through Crisis, we're talking to senior executive coach and mediator, Sylvia Rohde-Liebenau about SMARTpower.We also discuss:- The difference between managing crisis and complexity- Expectations vs agreements- Embodied leadership- Connection, engagement, and purpose-driven work"As an embodied leader, people will listen to you in a different way... When we are comfortable in our own body, we can connect with others - even though sometimes we may have something difficult to say."If you, like me, can intellectualize your way through just about anything, watch/listen to this episode to connect to your body more. Being present and embodied is your superpower!-----Sylvia is an accredited senior executive coach (EMCC) and accredited mediator (CEDR) with more than 20 years of experience as a coach, trainer and facilitator. Her mission is to adapt leadership to the challenges of today's complex and fast-moving world and to help leaders succeed in this environment. This mission has led her to create the SMART©power method and author the groundbreaking leadership book "Who's in Charge", a book helping leaders increase energy levels, expand and leverage their range of power, and combine success with fulfillment to build a legacy. Besides her corporate and coaching work, Sylvia is an artist and dancer – experiences that allow her to apply a unique and powerful approach to emotional and body intelligence in her leadership and coaching work.Learn more at smartpowermethod.com.Connect with Sylvia on LinkedIn or Facebook.

Directo Marca Asturias con Borja Fernández desde Sidrería El Pigüeña en Gascona. Todos los sonidos y protagonistas de los emparejamientos de los asturianos en Copa del Rey Entrevistamos al entrenador del Real Avilés, Javi Rozada Última hora del Sporting. Escuchamos las palabras de Gaspar Campos y hablamos con Miguel López-Cedrón. Actualidad del Real Oviedo con Gabriel Gallego. Charlamos con Mario Rivas, jugador del Ávila. Tertulia de baloncesto con los mejores representantes asturianos

Telling an employee that they smell bad is a tough and rather personal conversation that many office managers and owners avoid. Whether you've had patients or other employees complain, or have noticed the odor yourself, it can be tricky to tell an employee that they stink. Grace Godlasky, CEDR's Solution Center Manager, is on the podcast today to discuss her new complimentary HR education course: The Clean Conversation. This week, episode 91 of What the Hell Just Happened?! is about how to tell your employees they stink - and why you should handle the conversation with compassion.   You can download the complimentary Hygiene Course here.   Better workplaces make better lives.    Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, BackstageHR, our affordable and tailored approach enables you to address any issue with ease.   In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Grace Godlasky to share the importance of handling hygiene conversations at the office with compassion and actionable steps you can take to have the conversation around smells with your employees.   Paul Edwards and Grace Godlasky also discuss:   Medical and other life reasons an employee may smell, and the need for compassion with each conversation around hygiene Protected reasons someone may smell, and how to still enforce good hygiene in your practice Interesting real-life examples of smelly employees and how their hygiene was handled   If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office.   Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.    Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share and rate the show on your preferred listening platform.    Email questions or comments for Paul at podcast@wthjusthappened.com   You can connect with us here:   Website   LinkedIn   Instagram   Facebook

Paul Edwards, HR extraordinaire and founder of CEDR, breaks down with Kiera the classification of employees from a federal perspective. He touches on how to know if you're classifying employees right, where state laws come into play, what happens when there are penalties, and more.   Episode resources: Learn more about CEDR Join the CEDR Facebook group: HR Base Camp Listen to episode 574, How to Stop Having Turnover Tune Into DAT's Monthly Webinar Practice Momentum Group Consulting Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast Transcript: Kiera Dent (00:01.622) Hello, Dental A Team listeners. This is Kiera. And today I am so excited to be having one of my favorite guests here today with us, Paul Edwards. He is the CEO and founder of CEDR my favorite dental HR company. And I am so jazzed because there have been some things like roaming in politics, roaming around this globe that I felt like Paul would be the best one to bring on the podcast and kind of shed some light on what should employers be looking at? What can we be doing to keep ourselves protected? So Paul, welcome to the show. How are you today?   Paul Edwards (00:29.046) Kiera you are so full of energy. I'm good, I'm good. And I'm excited to kind of do a little HR nerding today on your podcast. Thanks for inviting us, I appreciate it.   Kiera Dent (00:31.254) Yeah.   Kiera Dent (00:39.966) Absolutely. When I heard some of the things coming to the table, I just thought, gosh, I've got to reach out to Paul. We've got to have some fun geeking because HR is not my specialty and that is definitely your specialty. And so wanting to just make sure that we really dove into this. So the reason I reached out to Paul, if you guys haven't heard, we definitely have linked other podcasts for you guys. So be sure to check them out. Paul and I have been on the podcast a few times. CEDR is the number one recommended HR dental company. I refer all the time because   Paul Edwards (00:44.651) Mm   Kiera Dent (01:08.118) Paul, you guys just make people's lives so much easier. have offices that use you and they're like, I'm so grateful for CEDR. And kudos to you guys as newsletters. Like I click on every newsletter you guys send out because the topics are so relevant. So if people don't know about CEDR before we kick into this, just like Paul, can you tell them a little bit about who CEDR is so they can get those newsletters as well? And then we're going to dive into some juicy political topics that are on the HR ballot today.   Paul Edwards (01:17.622) Thanks.   Paul Edwards (01:31.226) yeah, okay, so for everybody out there, CEDR, C -E -D -R Solutions, you can find our website. If you go to our website and you input your name into one of the forms, what you end up doing is putting yourself into our education community. So unlike other companies where you start getting phone calls and everybody's trying to sell you something, we'd love to have you as a client, but as a precursor to that, if you're just out there and you want HR education, we want you in our community, and that's what you're talking about, Kiera. The reason why you like those newsletters.   is because we have 3 ,000 members across the entire country and they're asking us to help them solve these HR problems. And so we use those questions to create our roundups because they're literally and actually what's going on in the world today. what we do for our members is we provide you two components.   Compliance, so when you have a problem with an employee, almost any problem, there's some kind of law, rule, or regulation that probably regulates, which can and can't do, and they can be everything from local, county, city, and it goes all the way up to the feds. So we can help you solve a problem taking two looks at it. The first look is compliance, what does the law say we have to do, and the second thing is what we call the human side.   which is we're working with human beings and you can call a lawyer and say, what would I do about this? And they'd say, fire her. But that lawyer doesn't have any experience of what it's like to replace her, to train her, to lose all of your investment in somebody. And so we take that very human approach and we have a group of experts here who get on the phone with you through email. We have all kinds of resources and we help you solve your HR problems.   Kiera Dent (02:56.574) Mm   Kiera Dent (03:16.628) Absolutely. They're incredible. It's like, what do I do when my employee wants to take over time or if my employee didn't show up or I feel like your guys's education is so telling. I can tell you got your audience very dialed in. And so it's very informative and truly my office managers and doctors who you see there feel so confident in being able to make decisions versus offices who don't have you in their back pocket. They're like, Kiera, what are we supposed to do? I'm like, this is where you check into your state laws.   Paul Edwards (03:30.016) We do, yeah.   Kiera Dent (03:45.862) reach out to your lawyer because every state is different. So that's why I just am obsessed about you guys. I think you guys do an incredible service for the dental community. So massive thanks and appreciation. So definitely recommend everybody get in that educational resource because I just think it helps you. Even things that you might not be thinking about, I think you guys do a great job of spurring and educating, which hopefully today's podcast also does. So, So what I reached out to you originally was I   Paul Edwards (03:46.015) Yeah.   Paul Edwards (04:07.86) That's exactly what we're gonna do today.   Kiera Dent (04:14.72) this whole NDA thing came up of what's going to happen if the NDA bill passes and an NDA is a non -disclosure and then there's the non -competes as well. What happens with doctors, especially with associates being able to go and work for practices that are so close to them. And so I just want to reach out. I know this is actually going to not be our juiciest topic for you guys. have a juicier one coming, but Paul, if you could kind of just shed some light on what does that look like? Where does that kind of stand in legislation?   Paul Edwards (04:35.669) No.   Kiera Dent (04:43.114) and what should practices know about this.   Paul Edwards (04:45.376) So the FTC wrote a rule that wanted to get rid of, ostensibly get rid of all non -competes. I mean, there were a few that could survive, but they ostensibly wanted to get rid of them. And their stated reason was that it was tamping down employees' abilities to be mobile, to be able to change jobs, move someplace else. And not a terrible argument, but not a good overall general argument.   Kiera Dent (04:55.435) Mm   Paul Edwards (05:14.486) Predictably, that rule was challenged in both the Florida court and I think two Texas courts. I'll just cut to the chase, everybody. The judges involved in those cases put a, the ones in Texas put a stay on it, which means, legalese -wise, that just means they put a big pause button on it and said, you know, the parties involved, including the federal government, are gonna have to come back and argue some more in favor of this.   And we kind of could see that that's what was gonna happen and that's what happened. So based on some recent Supreme Court rulings and stuff that's going on out there in the world, in the legal world, this thing has been paused and I don't see it unpausing for months, possibly years and maybe, Kiera, never. So it's just, it's not a thing anymore.   Kiera Dent (05:47.734) Mm   Kiera Dent (06:01.672) Yeah, which is such a great thing. And again, when I reached out to you, our schedules couldn't quite align for us to get there. And it was like really hot. And I know a lot of doctors were concerned about that because agreed. Everybody was like, this is going to be very impactful because the reality is I don't think any employer truly wants to hurt. mean, I'm sure there's some out there, but generally the dentist, they don't want to prevent other doctors from being able to go get another job. That's not what it is.   Paul Edwards (06:08.939) Hmm?   Paul Edwards (06:12.82) We were freaking out. Yeah. Yeah.   Paul Edwards (06:23.232) Hmm?   Kiera Dent (06:29.51) what they don't want to do is set their practice up to where all those patients could be pulled very easily to another location because that's really like that doctor who hired these associates took the risk and they don't want to have the greatest asset of that practice as patient base being able to be lifted out. And I think that that's where the argument's at.   Paul Edwards (06:45.29) That's, yeah, that's precisely, that's precisely correct. And really it was gonna be damaging. And since it's not going into effect, we don't have to go too far into it, but it was really gonna be damaging in ways that the federal government didn't understand or didn't seem to perceive. They could have put written a different kind of rule and put a lot more limits on it. And by the way, non -competes are very limiting.   Kiera Dent (07:00.886) Sure.   Paul Edwards (07:10.838) There's a lot of limits and some states won't let you have them. Other states that will let you have them say you have to have these specific provisions in them. It can't be too broad. It can't be designed to punish someone for leaving. You you put 30 miles in your non -compete and you're in downtown Chicago and your non -compete is probably going to become invalid. You know, but you put four blocks and that'd be a different story. So like all things and I'll bring it all the way back to HR, the details matter.   Kiera Dent (07:11.242) Mm -hmm.   Kiera Dent (07:22.56) Mm -hmm.   Kiera Dent (07:28.585) Right.   Kiera Dent (07:34.697) Absolutely.   Paul Edwards (07:40.436) Right? It really matters. But for now, we don't have to worry about this.   Kiera Dent (07:41.1) Mm -hmm. For sure. Which is great. And that's really what I wanted to bring you on because I know it was really hot and it was really scary and it was, what are we going to do? And that's where I like to have this podcast be up and coming. so Paul, there actually are a few other things that I do think are really going to impact that people should be aware of. And that's this 1099 world, hygienists, associate doctors, like kind of this world, which I think strategy wise from the business's standpoint is it's hard to hire.   Paul Edwards (07:58.762) Mm   Kiera Dent (08:10.732) It's hard to hire right now. It's been hard to hire since I think 2020. think all of us are still feeling that. And so I don't blame employers for trying to get creative and think outside the box. However, with that asterisk, legalities and payroll and how we hire can really truly impact a practice and do some pretty serious damage if not done correctly. I've seen some class action lawsuits. I've seen big lawsuits.   1099s and misclassification of employees is a very big deal. So Paul, this is your world bigger than it is mine. I just have a very strict lawyer on me. So that's the only reason that I know, because I used to do it pre -COVID. We were in a 1099 world. And I remember my lawyer called me and he said, Kiera, you're welcome to do whatever you want to do. He said, but I just want you to know. He said, I just want you to know that this can become a federal offense on you if it goes. And I was like,   Paul Edwards (08:47.7) Mm   Paul Edwards (08:54.641) Such a lawyer thing to say.   Kiera Dent (09:03.466) So I draw the line, I'm cool to stay in gray, but I'm not okay to go to federal prison. So that's like where I draw lines. But Paul, please, not to scare anybody, but to educate about where this can come into fact and how can especially employers protect themselves in this world.   Paul Edwards (09:07.946) Yeah.   Paul Edwards (09:19.434) Well, look, the first thing that I want to tell everybody is that you might not know this, but I think you might know it, but I'm going to put it for you in kind of stark terms. As the employer, it is your responsibility for you to classify your workers properly. They really don't get they, your employees, your prospective employees, don't get to make that decision. They cannot make that decision for you. And so there's a set of rules.   there's two sets of rules actually. The IRS has a set of rules, they call it the test, and the Department of Labor has a set of rules, and incidentally they call theirs the test too. And if you put the two rules up with all of the little things in the test, and there's many, many bullet points in each test that says if this is true, if this is true, if this is not true, and you go through the whole thing, there's a lot of crossover talk there. So that's, I guess, to some degree, it's beneficial.   Kiera Dent (10:07.009) Mm.   Kiera Dent (10:15.436) Sure.   Paul Edwards (10:16.042) But what I do want to say to everybody is that if you use the test or don't use the test, whatever you do, if you violate this rule that we're talking about, you can be committing tax fraud and you can also be breaking the law when it comes to the Department of Labor. And so it's kind of a double whammy. And here's the important part, Kiera, is that you're leaving a paper trail behind that you cannot defeat.   Kiera Dent (10:34.305) Mm   Paul Edwards (10:43.104) So this isn't a he said, she said, you can't claim I didn't do it. If you get it wrong and you misclassify someone as an independent contractor, that means you're not paying the workers comp. So that's a problem. That's unlawful underneath your state laws. Because you misclassified them doesn't matter to the state. You still broke the law. You're not paying their matching social security. You're not paying withholding and paying taxes. And again, you're not paying your portion of the social security.   Kiera Dent (10:43.18) Absolutely.   Kiera Dent (10:53.857) Thank   Paul Edwards (11:09.674) So why this matters to both the feds and the state is this is taxable income and you are not paying it and you actually, you are gaining some small advantage. I maintain it's not enough for you to get this wrong. And you're also helping the, you're costing the state and the feds because the person who's misclassified is writing things off that employees cannot write off. So they're acting as if they're in their own business. So what we found,   Kiera Dent (11:15.339) right.   Kiera Dent (11:34.613) Absolutely.   Paul Edwards (11:38.998) is that we've got a lot of hygienists who have come to the practice. Now they may come by themselves, they may come be offered up by a temp agency who's not getting this correct. They will come to the practice and say, want to be paid as an independent contractor. And what they're saying is, if you're paying me $75 an hour, I want $75 an hour to be given to me. And that doesn't...   Kiera Dent (12:05.448) Mm   Paul Edwards (12:07.678) work when we look at what the rules are with regards to classifying people, Kiera. So, you know, any questions so far?   Kiera Dent (12:16.844) Yeah, I think something I've also felt that there's a fun game in. And I think if we think of it as a game, as opposed to like stressful, I enjoy that a little bit more. These classifications actually do change quite a lot. And like what the IRS is sticky on or not sticky on, I do feel also changes because this 1099 world, I understand, like, if you look at people's motives, the hygienists want to get paid more. They want to be able to take home more salary.   Paul Edwards (12:45.664) Mm -hmm.   Kiera Dent (12:45.804) So I understand completely why they're wanting to do it. But again, my lawyer, he told me very well, he said, Kiera, the definition of a 1099 is like a gardener that comes to your house or a lawn care crew. They tell you the day, they bring their own tools, they don't use any of yours, and they tell you the fee that you're going to be paying for that service. He said, now, if you have an employee that's doing anything different than that, or you have someone who's different than that, most likely they're probably not a 1099.   Paul Edwards (12:56.554) That's a good way to describe it.   Kiera Dent (13:12.8) And so that's kind of helped me. just think about this Gardner or lawn care crew, because I feel like it really makes it very simple for me of where am I going to be? And honestly, like you said, Paul, I don't think employers realize the implications if you get this wrong. It is big because we have looked, and I think this will also tie into like exempt and non -exempt employees too. But we also have to look at the IRS and the federal and the state reasons why they're doing this too. Yes, we should be classifying correctly.   Paul Edwards (13:16.554) It's good.   Paul Edwards (13:27.796) Mm -hmm.   Kiera Dent (13:40.5) because everybody right now with inflation and costs and whatnot, people are getting smarter and stickier with making sure we're following the laws and the rules. So I think looking for motives and reasons, but really, I don't know, I enjoy sleeping at night as an employer. And I think this is a great way to help yourself stay out of it. So not necessary questions, but definitely I think it's a big issue and an easy way to determine that hygienist is not bringing their own tools with them. They're not setting the hours that they're going to be working.   Paul Edwards (13:47.37) That's true.   Kiera Dent (14:07.084) They could be telling you the pay they're going to be getting, yes, but they're really not coming, doing their thing and leaving. You're providing the patients for them. You're providing the instruments for them. You're providing the chair for them. You're providing the team for them. They're working within the hours of your practice. They're really not. Now, I think someone who is an independent contractor for a contrast is like if an anesthesiologist is coming to the practice, they're bringing their own tools. They're bringing their own equipment. They usually bring their own team. They're coming.   Paul Edwards (14:33.174) Kiera, have you been reading my blog?   Kiera Dent (14:36.908) I just think I'm very passionate about this stuff because I think employers who get it wrong, this is where we get into hot water, unintentionally trying to save a few bucks that's going to ultimately cost us a lot in the long run. And I think, again, analogies always make my life easier. So that's probably why I do it.   Paul Edwards (14:56.052) No, no, that's a very good example that you gave. so the first example of the gardener is a very good example. I'm going to reiterate. This guy or gal shows up at your house. They can experience a profit and a loss. So if their lawnmower breaks down, they don't come knock on your door and ask for you to do something about it. They go and they fix their lawnmower. So they have an opportunity for profit and loss. That's one thing.   The other thing that they measure, adding a little technical to this, is the degree of permanency. And so you could change, you could choose to, and they could choose to not work for you, and it's likely that they work for several different other companies. But I wanna make something clear here, because that's what people glom onto, and they're like, well, my hygienist works at two other dental practices, so I'm in the clear.   Kiera Dent (15:19.864) Mm   Kiera Dent (15:36.234) right.   Kiera Dent (15:43.87) Right.   Paul Edwards (15:45.206) And that's not how this test works. It's just not how the test works. So the main thing and the big piece of news, so here's the big reveal for everyone. We, CEDR, have been around for 19 years now. For 19 years, we have been telling people, anyone who tries to classify a hygienist as an independent contractor,   that it is not lawful and that there's a problem the IRS has with it. So it's been like this for 18 years. But like you said, they kind of define, redefine, change rules. In this case, they didn't add or take anything away. But what they did is they took one of the things that was on the list. And I'm just going say it was on it. It was important. It sometimes was used against employers.   and the Department of Labor brought it all the way up and said, if you're only gonna consider the first six points, we want you to know that if the person is doing the work of the business, they cannot be classified as an independent contractor. And so we've always known this determination was there, and the IRS uses that one, so that's one of the ones where the tests are matching up.   So if you're in a general dental practice and you have a hygiene department, then they're doing the work of your practice. Your anesthesiology example was a very good example. if it were a, I mean, I'm just gonna split hairs a little bit here. If it were a pediatric practice whereby there's a lot of anesthesia going on, there's always someone there. That anesthesiologist technically is an employee.   Kiera Dent (17:07.414) Yes.   Kiera Dent (17:23.072) Mm -hmm.   Paul Edwards (17:26.442) They're not an independent contractor. But if you're out in Montana and you're a general dentist, you don't do surgery, and you have a surgeon come through to perform surgery, and an anesthesiologist comes with them or you bring them in as well, those people are not doing the work of your practice, even though we all agree it's all dentistry and it's associated, but hopefully in that description.   Kiera Dent (17:26.804) Agreed.   Paul Edwards (17:54.442) I'm able to kind of relay to you guys what the differences are there. But this big reveal is the extent to which the work performed is integral, and it's an integral part of the potential employer's business is the big one. They moved it way to the top. So this means technically, literally, hygienists can't be legally classified as independent contractors.   Kiera Dent (18:10.016) Mm -hmm.   Paul Edwards (18:21.334) And it also calls into the thing that we've also been saying for 18 years, that associate doctors who are, it's a general dentist doing general dentistry, that associate doctors, they are not independent contractors either. And that the safest thing to do is to classify them as an employee. And I have lots of other good reasons for making them employees. But again, that's another place where it's common practice. And then Kiera, I'm gonna add one more thing.   Kiera Dent (18:34.23) Mm   Kiera Dent (18:50.367) Yeah.   Paul Edwards (18:50.918) State laws apply here. And so there are several states, California, Oregon, Washington, I could go on and on, who have even more strict rules about these classifications. And we've just seen, gonna, I don't wanna call them all the way out. I'm gonna tell you they're in the Northeast, they're in a state where they have stricter rules. Practice is very successful.   has multiple associates in I think I counted eight and they got audited and they got lit up. mean, yeah.   Kiera Dent (19:24.212) And that's actually what my follow up was going to be, Paul. Let's say I am a practice and I do get audited and find out that I miss classified. What is, this is how I like to make my decisions. Like how bad is the problem? Is it to be slap on the wrist? Am I going to jail? Like where are we at with this?   Paul Edwards (19:30.272) Mm -hmm.   Paul Edwards (19:34.516) Right.   Right.   You are unlikely to go to jail in most states, although there are wage theft laws that can get you charged with misdemeanors, which is the last thing you need as a licensed professional anywhere. the problem is three, I think, I'm going to off top my head, it's threefold. CARE distractions, right? We all have plenty distractions that come in every day just trying to keep the wheels on the bus and everybody happy and the patients happy.   There's plenty of things that enter into our sphere of operating all the time. You've never had a distraction like a Department of Labor investigation where they act like the IRS. They issue a letter which requires you to give up all of your bank records, all of your time records, all of your record records and records of your other record, you know, the distraction to just meet the demand is gonna be brutal.   The next thing you have to do consider is the immediate cost. I'm not gonna even go long term for the cure. The immediate cost is you're gonna just go ahead and just put $30 ,000 in a lawyer's checking account to represent you so that this doesn't spin up and get completely out of control and so that you know what you're facing. And then the next thing is what are you going to have to do once the determination is made and if it's made against you?   Kiera Dent (20:32.811) Mm -hmm.   Kiera Dent (20:47.276) Totally.   Paul Edwards (21:02.102) What will you have to pay in back taxes, penalties, and all those things? So this can easily ramp up and distraction and all of these costs that I've talked about, I don't wanna be hyperbolic here, but this can easily get to $100 ,000 very, very quickly. And so nobody wants that, nobody wants these distractions or these things. So the penalty, the punishment,   Kiera Dent (21:21.045) Mm -hmm.   Paul Edwards (21:30.966) really can be fairly brutal. And the last thing, let's just say you've only misclassified one person, right? And she has or he has filed a complaint or somehow it's gotten back to you. You're still in time producing all of those records, answering the complaint, hiring a lawyer. You're still gonna spend 25, 30, $40 ,000 to cure this one instance because again, you're gonna have to get a lawyer.   Kiera Dent (21:34.443) Mm   Paul Edwards (21:59.542) So to me, that person would have to work for you for like 30 years to make that money worth it for you. And that's just not what's gonna happen.   Kiera Dent (21:59.82) for sure.   Kiera Dent (22:08.958) Absolutely. think them coming in as independent contractors clearly shows that. I think about like, what's my risk to reward? So what I'm doing by having an independent contractor is they're getting paid more with air quotes. They're writing things off, but I'm not having to pay my payroll tax on them per se. Like, I think that's really the only benefit to an employer to do this. Maybe I don't have to have like the exempt, the non -exempt, the hours, but those are things that are pretty easy to solve. So I'm like, okay. And typically I know this is like,   very loose math, Paul. And if you disagree with me, please, I am not offended. Say it is, you're the expert here. I've been told that payroll tax, like a good estimate, is just 10 % of that person's annual. So that's kind of, that's where I'm like easy, because 10 % for me is very easy to move that decimal point and I can figure it out. So if the person's making, let's say they're making 70 ,000 a year, it's $7 ,000 that I'm going to be adding additional in payroll tax to it. To me, is that 7 ,000?   Paul Edwards (22:48.15) It's not bad, it's good.   Kiera Dent (23:06.876) worth the hundred thousand, but also I think Paul, there is the emotional ROI on it too. Like to go through that, it might not financially destroy you, but mentally it is, it's something. if, I mean, I've gone through lawsuits and it's something where you get to a point where you just say, I will do whatever to get out of this because the pain and the exhaustion and trying to fight it and trying to win. But then you also don't want to admit to it because   Paul Edwards (23:13.375) it's brutal.   Paul Edwards (23:27.296) That's right.   Kiera Dent (23:35.136) Like opening it up, you open yourself up to them looking back at every single person in your world. And to me, those things are not worth the risk, which is why I wanted you on here today is let's not be afraid, but let's be proactive. But Paul, my question I think is for people who might be freaking out right now of, my gosh, Paul, I've misclassified. What do I do today? Like, do I have to go back and like, like go to the Pope and like redeem myself that way? Like, how do I, how do I fix it moving forward if I have possibly misclassified in the past?   Paul Edwards (23:39.06) Mm -hmm.   Paul Edwards (23:53.728) Right.   Paul Edwards (24:04.596) Well, it's a case by case basis and you open up a little bit of a Pandora's box when you realize that you have to fix something and your questions are very viable. Like, do I have to go back a certain number of years? What do I have to do? You know, one of the things I tell a lot of a lot of our members who are freaking out over something like this is like, let's look at the actual pain point here. Like how much will it cost to correct this? And, know, do we have the money and is it, is it, has it, you know, is it too much?   So it's a case by case basis and what you need to do is kind of stop. You just take a breath and go and talk to someone who knows what they're doing. It's typically at some point this is going to involve an attorney or a very good CPA. It's not your accountant. It's not anybody else. It's not even CEDR. We cannot settle this for you. We can give you all this guidance and everything, but we can't go to bat for you.   So you have to find that resource and they're out there, they're all over the place and you want to mitigate it to the best that you can. You're probably going to self -report it. And look, I've seen it everywhere along the spectrum, Kiera, from the, they've been doing it wrong for three years and they have a hygiene department of seven people to I've only had a hygienist for two years and I misclassified her and she's still with me and I got to fix this. I've seen the whole spectrum and there's two different approaches to that.   Kiera Dent (25:25.312) Mm   Paul Edwards (25:29.402) And so if you're freaking out, I'm sorry, but it's better to have the knowledge, not have it at all. You're going to seek out, first thing you're to do is go to your CPA and talk to them. And you're what you're also going to do is if you're out there and you've got a CPA and they know that you're doing this. I don't love that. You know, I don't, I don't love that. That's why I always say when we're talking to talking to professionals, I get them put stuff in writing.   Kiera Dent (25:47.03) Mm.   Paul Edwards (25:58.418) I need to be able to rely on the guidance that I'm getting. And then rely on that attorney who is an expert in taxes, who is an expert with the Department of Labor, who knows everything about it, then rely on them or that CPA firm to help get you through it and just go through the process and get it all cleaned up and then fix it going forward.   Kiera Dent (26:18.348) Absolutely. And I will put it out there. If anybody is looking for good attorneys, I do really, really have an incredible attorney who is right in the line with CEDR. So please reach out. Hello@TheDentalATeam.com. But really, I agree with you, Paul. I think it's one of those things of, I understand that people weren't doing it. Like don't beat yourself up. You were not intentionally trying to be bad or do things or skirt the law. Like you really were making the best decisions at the time, but today we know better.   Paul Edwards (26:30.24) Mm   Paul Edwards (26:37.621) No!   Kiera Dent (26:44.982) So let's do better. Let's fix it with clean it up. Let's talk to the experts. That way you can feel confident moving forward. But it's like, we know today that this is not okay. And let's make the decisions because you you might skirt by, but every business is going to be sued at some point. And they're also going to be audited at some point. And I would rather have my house clean, as clean as I can get it. And hopefully they find minimal as opposed to hoping that I never get audited.   I really do hope I never get audited, but I like to prepare and plan as if I were to be audited. That way I can sleep at night, I can make these corrections, and that's how I live my life. Paul, I just love this. think there is one thing that we will put out there. We won't exactly say all the pieces, but we were talking earlier about misclassifying of this exempt and non -exempt. I've seen it even within our company. Non -exempt definitions have actually shifted. I had no clue that some of the definitions had shifted from when I last did a thorough research on it.   Paul Edwards (27:31.435) Mm -hmm.   Paul Edwards (27:38.954) Mm -hmm.   Kiera Dent (27:40.032) How often do these change and how do we keep ourselves current other than working with you? Which I think that's the greatest thing, but how do we keep ourselves current? Because exempt and non -exempt is coming up.   Paul Edwards (27:44.916) Well, well.   Okay, so what you want to do is really if you get into someone's, like if you get into our ecosystem of education, so you don't have to be paying us anything, we are always talking about these things and we are giving that information. We're not withholding and keeping that behind a paywall. you want to join someone like us in our community so you can get updates on this. Ironically, the rules don't change that much for this status, but they are changing right now.   Kiera Dent (28:15.105) Mm -hmm.   Paul Edwards (28:15.198) And I do expect that over the next four years, we're gonna see some other changes, but they basically will borrow down into the regulation and they'll make some kind of a change to like a minimum salary amount or some other thing. And that's very simple. This is cut and dry. This is one of those great reasons to have someone like us, because we do understand the rules.   Kiera Dent (28:34.294) Mm   Paul Edwards (28:41.686) But yeah, that's another area where people are getting misclassified. And again, this goes back, Kiera, to the first couple of minutes. It's your job as the employer to know these things and then to apply these things in the proper way to your people who you're paying salary or who you're paying as an independent contractor or whatever.   Kiera Dent (28:59.72) Absolutely. And Paul, I'm so glad that you brought that up because for me as a business owner, I think it's absolutely fun to run a business and to own a business. And I call it my creative playground. Like it's fun, right? But there's also all these pieces that I have to remember are my responsibility. And at the end of the day, it's going to fall on me as the business owner, which is why I am very passionate about finding the experts in the areas that I'm not as strong. I am not a guru on HR. I am not a guru on my bookkeeping. I am not a guru on tax.   Paul Edwards (29:08.576) I do too. I love it. I love it.   Paul Edwards (29:18.005) Mm -hmm.   Kiera Dent (29:29.322) I'm not a guru on the legals. We are in multiple different states in our company. I don't know that. And so having a good board of advisors to make sure that you are there. Like I messaged my CPA because I saw that there's this like weird thing that came up for one of my pieces. And I'm like, I don't even know what this is. Is this a scam? I messaged him and he said, Kiera, don't worry. We already have this. You're either filed or you'll be filed in the next month. And I thought that's the people.   Paul Edwards (29:33.375) Mm -hmm.   Paul Edwards (29:53.096) I know what that is.   Kiera Dent (29:54.918) Tell Paul, I was like, what the heck is this? Is this a scam? It's like DBLI or something weird like that. And I was like, what does that even mean?   Paul Edwards (29:57.45) Yep.   Paul Edwards (30:02.528) Yep. Yep. I... Yeah?   Kiera Dent (30:04.524) So really have the people in your corner. And I think CEDR, just so you guys know what we're referring to of this exempt and non -exempt, that salary versus hourly, definitely reach out to CEDR because it does impact a lot of office managers. So doctors, I would really encourage you just to reach out. Paul is more than happy to share and help you guys. I intentionally asked him not to put it on the podcast because I did not want to put any doctors in an uncomfortable spot knowing that team members do listen to this podcast.   And I wanted doctors, you to know the information, therefore you could actually make the decisions best for your practice rather than exposing you. So that's why we're not trying to hold back information, but I know our audience. And so I said, Paul, let's let them know, let's have them reach out to you. That way doctors, you can make sure that you're getting the information and make the best decision for your practice.   Paul Edwards (30:50.858) Yeah, get into our ecosystem and you're going to see the education pop up here in about three weeks, which isn't enough time for you to understand what the rules and how the rules are changing. I'm also on my podcast. I'm going to cover this at least once before the end of the year. So I'm going to spend some time on my podcast doing that.   Kiera Dent (31:07.114) Which is amazing. So Paul, you really went through the gamut with us today of going from what is this non -compete and how's it going to impact us to now the 1099s and what that really is and how we classify, misclassify and what we do to now talking about this exempt, non -exempt. And really, I think more than anything, I feel education is power. Yes, sometimes I don't like the nuances. Sometimes it feels annoying, but I'd rather be annoyed and fix it.   than be uneducated and not know and then be burned through an audit. So Paul, I love what you guys do. I love the care that you have. I love the passion that you have. People like you are who get me excited because I don't like HR. I would rather like never think about HR. It's the yuckiest part of a business. So the fact that there's great people like you out there, I just want to say thank you.   Paul Edwards (31:46.484) out   Yeah, yeah, is. We're gonna put that on our, we're putting that on our website. It's the yuckiest part of your business. Let us help you with that. Yeah, we're the solution you didn't know you needed. That's gonna be our, yeah.   Kiera Dent (31:59.697) It is. Exactly. Exactly. So Paul, once again, thank you for being here. And for those who are like obviously are going to reach out again, please, if you will just share how they can connect with you, get into your ecosystem, learn. And if they're interested in becoming a client as well, how they can connect with you that way.   Paul Edwards (32:17.566) Okay, so two different ways to connect with us and with me personally. The first way is to go to our site cedrsolutions and just sign up on one of the forums and join our community and get the free education. Of course, give us a call if you're looking for services. The other way is just subscribe to my podcast. It's called What the Hell Just Happened? You can find it on all the platforms. What the hell just happened here is some rules changed and we discussed it with Kiera.   Go subscribe to my podcast and weekly we put out stuff and we talk about HR related things and some other fun stuff and Kiera. Well, this is definitely a subject that I'm going to cover before the end of the year.   Kiera Dent (32:58.666) Amazing. All of you get prepared. There's no reason to be fearful. There's great resources out there. Yes, this is, in my opinion, success has two parts of it. There is the suck part of success. It's literally the first three letters of success. This is the portion that we have to do as business owners and know. But I think Paul, you guys do an amazing job of making it not scary, very easy. You guys are incredible at education. So all of you get prepared, go connect with them, reach out, listen to their podcast.   Truly incredible, incredible information and Paul, thanks for being here today with me. Of course, and thank all of you for listening and I'll catch you next time on the Dental A Team Podcast.   Paul Edwards (33:31.968) Kiera, thank you so much.

====================================================SUSCRIBETEhttps://www.youtube.com/channel/UCNpffyr-7_zP1x1lS89ByaQ?sub_confirmation=1==================================================== LECCIÓN DE ESCUELA SABÁTICA         III TRIMESTRE DEL 2024Narrado por: Gustavo PérezDesde: Málaga, EspañaUna cortesía de DR'Ministries y Canaan Seventh-Day Adventist ChurchMARTES 10 DE SEPTIEMBREGETSEMANÍ Lee Marcos 14:32 al 42. ¿Qué pidió Jesús en oración en Getsemaní y cómo fue contestada su oración? Dejando atrás la ciudad amurallada de Jerusalén, donde habían comido la Pascua, Jesús y sus discípulos cruzaron el valle de Cedrón en dirección a un jardín en la ladera del Monte de los Olivos. El nombre Getsemaní significa “prensa de aceite”, lo que sugiere que había una prensa para procesar aceite de oliva en las proximidades. La ubicación exacta del jardín es desconocida, pues los romanos talaron todos los olivos del monte durante el asedio a Jerusalén en el año 70 d.C. Cuando llegaron al jardín, Jesús dejó allí a sus discípulos y fue más lejos en compañía de Pedro, Santiago y Juan. Pero luego deja también a los tres y prosigue solo. Este distanciamiento sugiere que Jesús está cada vez más aislado y solo mientras hace frente a su sufrimiento venidero. Jesús ora pidiendo que la copa del sufrimiento le sea evitada, pero solo si es la voluntad de Dios (Mar. 14:36). Usa la palabra aramea Abba, que Marcos traduce como “Padre”. El término no significa “papá”, como algunos han sugerido. La palabra usada por un niño para dirigirse a su padre era abi (ver Raymond E. Brown, The death of the Messiah [La muerte del Mesías], Anchor Bible Reference Library [Nueva York: Doubleday, 1994], vol. 1, pp. 172, 173). Sin embargo, el uso de la expresión Abba, Padre lleva en sí un toque de vinculación familiar estrecha. Jesús ora pidiendo la supresión de la copa del sufrimiento, pero se somete a la voluntad de Dios (compara con el Padrenuestro en Mat. 6:10). En el resto del relato de la Pasión, resulta obvio que la respuesta de Dios a la oración de Jesús es “no”. No suprimirá la copa del sufrimiento porque la salvación se ofrece al mundo por medio de esa experiencia. Cuando enfrentamos dificultades, es alentador tener amigos que nos apoyan. En Filipenses 4:13, Pablo se refiere a hacer todas las cosas por medio de Uno que nos fortalece. Muchos olvidan lo que dice Filipenses 4:14, que comienza con: “Sin embargo”. El texto dice: “Sin embargo, bien hicieron en participar en mi tribulación”. Esto es lo que Jesús deseaba en Getsemaní. Tres veces acudió a sus discípulos en busca de consuelo. En las tres ocasiones estaban durmiendo. Finalmente, los despertó para que fueran con él a hacer frente a la prueba. Él estaba listo. Ellos, no. 

Gabriel Soria presentó en "Los Clásicos" un especial en el marco de la tercera entrega de los "Premios Tagini" que se realizaron en la Academia Nacional del Tango. Participaron Guillermo Elías, Vanina Tagini, y el "Tata" Cedrón. Emitido el 24-9-2023

El director, productor y guionista; conductor del programa ´Manivela´, emitido por AM 870 Radio Nacional, falleció el 16 de agosto de 2021, a los 68 años. Miembro de la Academia de las Artes y Ciencias Cinematográficas de Argentina, su carrera dejó películas como "Cazadores de Utopías"; "Botín de guerra", sobre la lucha de las Abuelas de Plaza de Mayo; "Hacer Patria"; "Porotos de soja", codirigido con Osvaldo Daicich, y "Fragmentos Rebelados", donde aborda la vida del cineasta argentino desaparecido Enrique Juárez. A lo largo de su extensa filmografía, en la que también ofició de productor y guionista, Blaustein supo utilizar el lenguaje y los recursos del género documental para ponerlos al servicio del uso de la memoria para recuperar hechos emblemáticos. Su último filme, presentado en el Bafici 2021, fue "Se va a acabar", en dirección junto a Andrés Cedrón, en el cual recoge los testimonios silenciados de trabajadoras y trabajadores que participaron en distintos conflictos sindicales durante la última dictadura cívico militar y protagonizaron la resistencia. "La memoria es pertinente por muchísimas razones. En primer lugar, por una cuestión ética y moral hacia los compañeros que ya no están -expresó Blaustein oportunamente-; en mi caso personal son muchos y los tengo presentes. También es pertinente la memoria para que no se repitan; hoy las Fuerzas Armadas no están en condiciones de amenazar la democracia, pero también es pertinente para que la democracia permita seguir juzgando la violencia institucional". Su debut cinematográfico fue en 1996 con "Cazadores de Utopías", una cinta en la que, por medio de entrevistas, traza su visión de la historia de la agrupación Montoneros. Blaustein se erigió como un referente del cine sociopolítico argentino; en 2004 produjo el documental "Papá Iván", dirigido por María Inés Roqué, quien pone su mirada en la vida de su padre, Juan Julio Roqué, uno de los fundadores de las Fuerzas Armadas Revolucionarias (FAR) y, más tarde, dirigente de Montoneros. Continuando con su visión política, en 2009 codirigió y produjo "Porotos de Soja", un documental en el que se adentra en el conflicto entre el gobierno de Cristina Fernández de Kirchner y sectores del campo, producto de la resolución 125. A su vez, por más de 20 años, Blaustein fue conductor del programa radial ´Manivela´, por AM870 Radio Nacional, en el que abordaba, desde diferentes ópticas, el cine latinoamericano. En un nuevo aniversario de su muerte lo recordamos con una de las tantas entrevistas que hizo en este espacio radial. Compartimos la charla con Leonardo Favio, cantautor, director de cine, productor cinematográfico y guionista argentino, en enero de 2011.​ Música: Donde irás con este sol (Luis María Serra) Coral Contemporáneo Jorge Armasto (BSO Juan Moreira) Fuiste mía un verano (Vico Berti - L Fabio) Leonardo Favio [1968 del Álbum Fuiste Mía un verano]

8 de agosto - Día mundial del orgasmo femenino Se reconoce el derecho sexual de las mujeres al placer. Una fecha para hablar de sexualidad femenina sin tapujos. Concientizar a las mujeres sobre la importancia de conocer su cuerpo. Dr. Santiago Cedrés - Médico Internista Especialista sexología Contacto: 092 236 970 Redes: @drsantiagocedres

Grace has been with CEDR Solutions for ten years. She is currently CEDR's Solution Center Manager. Prior to managing the Solution Center, she served as both a Solution Center Advisor and as a Compliance Officer with CEDR. Her favorite area of HR is paid leave laws. Grace graduated cum laude from Georgia State University's School of Law. Prior to attending law school, Grace received her paralegal certificate from Emory University and worked as a paralegal for a large law firm in Atlanta, GA. She recently received her Diversity & Inclusion certificate from Stanford Business School. She currently lives in the Philadelphia area with her husband and three children.

En aquel tiempo, Jesús fue con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el traidor, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos.Entonces Judas tomó un batallón de soldados y guardias de los sumos sacerdotes y de los fariseos y entró en el huerto con linternas, antorchas y armas.Jesús, sabiendo todo lo que iba a suceder, se adelantó y les dijo: “¿A quién buscan?” Le contestaron: “A Jesús, el nazareno”. Les dijo Jesús: “Yo soy”. Estaba también con ellos Judas, el traidor. Al decirles ‘Yo soy', retrocedieron y cayeron a tierra. Jesús les volvió a preguntar: “¿A quién buscan?” Ellos dijeron: “A Jesús, el nazareno”. Jesús contestó: “Les he dicho que soy yo. Si me buscan a mí, dejen que éstos se vayan”. Así se cumplió lo que Jesús había dicho: ‘No he perdido a ninguno de los que me diste'.Entonces Simón Pedro, que llevaba una espada, la sacó e hirió a un criado del sumo sacerdote y le cortó la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: “Mete la espada en la vaina. ¿No voy a beber el cáliz que me ha dado mi Padre?”El batallón, su comandante y los criados de los judíos apresaron a Jesús, lo ataron y lo llevaron primero ante Anás, porque era suegro de Caifás, sumo sacerdote aquel año. Caifás era el que había dado a los judíos este consejo: ‘Conviene que muera un solo hombre por el pueblo'.Simón Pedro y otro discípulo iban siguiendo a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedaba fuera, junto a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló con la portera e hizo entrar a Pedro. La portera dijo entonces a Pedro: “¿No eres tú también uno de los discípulos de ese hombre?” Él dijo: “No lo soy”. Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose.El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: “Yo he hablado abiertamente al mundo y he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me interrogas a mí? Interroga a los que me han oído, sobre lo que les he hablado. Ellos saben lo que he dicho”.Apenas dijo esto, uno de los guardias le dio una bofetada a Jesús, diciéndole: “¿Así contestas al sumo sacerdote?” Jesús le respondió: “Si he faltado al hablar, demuestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?” Entonces Anás lo envió atado a Caifás, el sumo sacerdote.Simón Pedro estaba de pie, calentándose, y le dijeron: “¿No eres tú también uno de sus discípulos?” Él lo negó diciendo: “No lo soy”. Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le había cortado la oreja, le dijo: “¿Qué no te vi yo con él en el huerto?” Pedro volvió a negarlo y enseguida cantó un gallo.Llevaron a Jesús de casa de Caifás al pretorio. Era muy de mañana y ellos no entraron en el palacio para no incurrir en impureza y poder así comer la cena de Pascua.Salió entonces Pilato a donde estaban ellos y les dijo: “¿De qué acusan a este hombre?” Le contestaron: “Si éste no fuera un malhechor, no te lo hubiéramos traído”. Pilato les dijo: “Pues llévenselo y júzguenlo según su ley”. Los judíos le respondieron: “No estamos autorizados para dar muerte a nadie”. Así se cumplió lo que había dicho Jesús, indicando de qué muerte iba a morir.Entró otra vez Pilato en el pretorio, llamó a Jesús y le dijo: “¿Eres tú el rey de los judíos?” Jesús le contestó: “¿Eso lo preguntas por tu cuenta o te lo han dicho otros?” Pilato le respondió: “¿Acaso soy yo judío? Tu pueblo y los sumos sacerdotes te han entregado a mí. ¿Qué es lo que has hecho?” Jesús le contestó: “Mi Reino no es de este mundo. Si mi Reino fuera de este mundo, mis servidores habrían luchado para que no cayera yo en manos de los judíos. Pero mi Reino no es de aquí”. Pilato le dijo: “¿Conque tú eres rey?” Jesús le contestó: “Tú lo has dicho. Soy rey. Yo nací y vine al mundo para ser testigo de la verdad. Todo el que es de la verdad, escucha mi voz”. Pilato le dijo: “¿Y qué es la verdad?”Dicho esto, salió otra vez a donde estaban los judíos y les dijo: “No encuentro en él ninguna culpa. Entre ustedes es costumbre que por Pascua ponga en libertad a un preso. ¿Quieren que les suelte al rey de los judíos?” Pero todos ellos gritaron: “¡No, a ése no! ¡A Barrabás!” (El tal Barrabás era un bandido).Entonces Pilato tomó a Jesús y lo mandó azotar. Los soldados trenzaron una corona de espinas, se la pusieron en la cabeza, le echaron encima un manto color púrpura, y acercándose a él, le decían: “¡Viva el rey de los judíos!”, y le daban de bofetadas.Pilato salió otra vez afuera y les dijo: “Aquí lo traigo para que sepan que no encuentro en él ninguna culpa”. Salió, pues, Jesús, llevando la corona de espinas y el manto color púrpura. Pilato les dijo: “Aquí está el hombre”. Cuando lo vieron los sumos sacerdotes y sus servidores, gritaron: “¡Crucifícalo, crucifícalo!” Pilato les dijo: “Llévenselo ustedes y crucifíquenlo, porque yo no encuentro culpa en él”. Los judíos le contestaron: “Nosotros tenemos una ley y según esa ley tiene que morir, porque se ha declarado Hijo de Dios”.Cuando Pilato oyó estas palabras, se asustó aún más, y entrando otra vez en el pretorio, dijo a Jesús: “¿De dónde eres tú?” Pero Jesús no le respondió. Pilato le dijo entonces: “¿A mí no me hablas? ¿No sabes que tengo autoridad para soltarte y autoridad para crucificarte?” Jesús le contestó: “No tendrías ninguna autoridad sobre mí, si no te la hubieran dado de lo alto. Por eso, el que me ha entregado a ti tiene un pecado mayor”.Desde ese momento Pilato trataba de soltarlo, pero los judíos gritaban: “¡Si sueltas a ése, no eres amigo del César!; porque todo el que pretende ser rey, es enemigo del César”. Al oír estas palabras, Pilato sacó a Jesús y lo sentó en el tribunal, en el sitio que llaman “el Enlosado” (en hebreo Gábbata). Era el día de la preparación de la Pascua, hacia el mediodía. Y dijo Pilato a los judíos: “Aquí tienen a su rey”. Ellos gritaron: “¡Fuera, fuera! ¡Crucifícalo!” Pilato les dijo: “¿A su rey voy a crucificar?” Contestaron los sumos sacerdotes: “No tenemos más rey que el César”. Entonces se lo entregó para que lo crucificaran.Tomaron a Jesús, y él, cargando con la cruz se dirigió hacia el sitio llamado “la Calavera” (que en hebreo se dice Gólgota), donde lo crucificaron, y con él a otros dos, uno de cada lado, y en medio Jesús. Pilato mandó escribir un letrero y ponerlo encima de la cruz; en él estaba escrito: ‘Jesús el nazareno, el rey de los judíos'. Leyeron el letrero muchos judíos, porque estaba cerca el lugar donde crucificaron a Jesús y estaba escrito en hebreo, latín y griego. Entonces los sumos sacerdotes de los judíos le dijeron a Pilato: “No escribas: ‘El rey de los judíos', sino: ‘Éste ha dicho: Soy rey de los judíos' ”. Pilato les contestó: “Lo escrito, escrito está”.Cuando crucificaron a Jesús, los soldados cogieron su ropa e hicieron cuatro partes, una para cada soldado, y apartaron la túnica. Era una túnica sin costura, tejida toda de una pieza de arriba a abajo. Por eso se dijeron: “No la rasguemos, sino echemos suertes para ver a quién le toca”. Así se cumplió lo que dice la Escritura: Se repartieron mi ropa y echaron a suerte mi túnica. Y eso hicieron los soldados.Junto a la cruz de Jesús estaban su madre, la hermana de su madre, María la de Cleofás, y María Magdalena. Al ver a su madre y junto a ella al discípulo que tanto quería, Jesús dijo a su madre: “Mujer, ahí está tu hijo”. Luego dijo al discípulo: “Ahí está tu madre”. Y desde aquella hora el discípulo se la llevó a vivir con él.Después de esto, sabiendo Jesús que todo había llegado a su término, para que se cumpliera la Escritura dijo: “Tengo sed”. Había allí un jarro lleno de vinagre. Los soldados sujetaron una esponja empapada en vinagre a una caña de hisopo y se la acercaron a la boca. Jesús probó el vinagre y dijo: “Todo está cumplido”, e inclinando la cabeza, entregó el espíritu.Aquí se arrodillan todos y se hace una breve pausa.Entonces, los judíos, como era el día de la preparación de la Pascua, para que los cuerpos de los ajusticiados no se quedaran en la cruz el sábado, porque aquel sábado era un día muy solemne, pidieron a Pilato que les quebraran las piernas y los quitaran de la cruz. Fueron los soldados, le quebraron las piernas a uno y luego al otro de los que habían sido crucificados con él. Pero al llegar a Jesús, viendo que ya había muerto, no le quebraron las piernas, sino que uno de los soldados le traspasó el costado con una lanza e inmediatamente salió sangre y agua.El que vio da testimonio de esto y su testimonio es verdadero y él sabe que dice la verdad, para que también ustedes crean. Esto sucedió para que se cumpliera lo que dice la Escritura: No le quebrarán ningún hueso; y en otro lugar la Escritura dice: Mirarán al que traspasaron.Después de esto, José de Arimatea, que era discípulo de Jesús, pero oculto por miedo a los judíos, pidió a Pilato que lo dejara llevarse el cuerpo de Jesús. Y Pilato lo autorizó. Él fue entonces y se llevó el cuerpo.Llegó también Nicodemo, el que había ido a verlo de noche, y trajo unas cien libras de una mezcla de mirra y áloe.Tomaron el cuerpo de Jesús y lo envolvieron en lienzos con esos aromas, según se acostumbra enterrar entre los judíos. Había un huerto en el sitio donde lo crucificaron, y en el huerto, un sepulcro nuevo, donde nadie había sido enterrado todavía. Y como para los judíos era el día de la preparación de la Pascua y el sepulcro estaba cerca, allí pusieron a Jesús.

¡Nuevo libro de SerCreyente: VIACRUCIS Y VIA LUCIS! Disponible en papel y ebook para todos los mercados en https://sercreyente.com/libros ________________ Viernes, 29 de marzo de 2024 (Viernes Santo) Evangelio del día y reflexión... ¡Deja que la Palabra del Señor transforme tu vida! [Juan 18,1-19,42] En aquel tiempo, salió Jesús con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el que lo iba a entregar, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos. Judas entonces, tomando una cohorte y unos guardias de los sumos sacerdotes y de los fariseos, entró allá con faroles, antorchas y armas. Jesús, sabiendo todo lo que venía sobre él, se adelantó y les dijo: «¿A quién buscáis?». Le contestaron: «A Jesús, el Nazareno». Les dijo Jesús: «Yo soy». Estaba también con ellos Judas, el que lo iba a entregar. Al decirles: «Yo soy», retrocedieron y cayeron a tierra. Les preguntó otra vez: «¿A quién buscáis?». Ellos dijeron: «A Jesús, el Nazareno». Jesús contestó: «Os he dicho que soy yo. Si me buscáis a mí, dejad marchar a estos». Y así se cumplió lo que había dicho: «No he perdido a ninguno de los que me diste». Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al criado del sumo sacerdote, cortándole la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: «Mete la espada en la vaina. El cáliz que me ha dado mi Padre, ¿no lo voy a beber?». La cohorte, el tribuno y los guardias de los judíos prendieron a Jesús, lo ataron y lo llevaron primero a Anás, porque era suegro de Caifás, sumo sacerdote aquel año; Caifás era el que había dado a los judíos este consejo: «Conviene que muera un solo hombre por el pueblo». Simón Pedro y otro discípulo seguían a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedó fuera a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló a la portera e hizo entrar a Pedro. La criada portera dijo entonces a Pedro: «¿No eres tú también de los discípulos de ese hombre?». Él dijo: «No lo soy». Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose. El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: «Yo he hablado abiertamente al mundo; yo he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me preguntas a mí? Pregunta a los que me han oído de qué les he hablado. Ellos saben lo que yo he dicho». Apenas dijo esto, uno de los guardias que estaba allí le dio una bofetada a Jesús, diciendo: «¿Así contestas al sumo sacerdote?». Jesús respondió: «Si he faltado al hablar, muestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?». Entonces Anás lo envió atado a Caifás, sumo sacerdote. Simón Pedro estaba de pie, calentándose, y le dijeron: «¿No eres tú también de sus discípulos?». Él lo negó, diciendo: «No lo soy». Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le cortó la oreja, le dijo: «¿No te he visto yo en el huerto con él?». Pedro volvió a negar, y enseguida cantó un gallo... (Texto completo en https://sercreyente.com/viernes-santo) ________________ Descárgate la app de SerCreyente en https://sercreyente.com/app/ ¿Conoces nuestra Oración Online? Más información en: https://sercreyente.com/oracion ¿Quieres recibir cada día el Evangelio en tu whatsapp? Alta en: www.sercreyente.com/whatsapp También puedes hacer tu donativo en https://sercreyente.com/ayudanos/ Contacto: info@sercreyente.com

Buckle in, managers and owners! It's time for the next "What the Hell Just Happened?!"  In this episode, we answer two questions: one from the more than 10,000 HR questions the experts at CEDR receive each year and the second from one of our listeners. Our first question concerns an employee who corners their manager and wants more money: “Since I don't want or need your health insurance, I want the money, not the benefit.” This happens often, and we discuss why your answer should almost always be a resounding NO! Our second question concerns an employee who keeps making an unemployment claim during scheduled office closures and what the practice can do to prevent them. Keep those questions coming! Send them to podcast@wthjusthappened.com!

Send us a Text Message.Caregiving for parents with dementia, Louise Thompson's journey was filled with challenges and sacrifices. From the initial denial to the determination to keep her father at home, Louise and her brother did everything they could to support their parents. But an unexpected turn of events would push Louise to her limits, testing her strength and resilience in unimaginable ways. Find out how one decision changed everything for Louise and her family, leaving an open loop of uncertainty and heartache in this episode.Louise Thompson is a seasoned corporate professional, wife, Nana to Millie, and a published author. With a law degree and accreditation as a mediator, Louise had a successful career before becoming a caregiver for her parents with dementia. She openly shares her experiences of how caregiving impacted her health, marriage, work, and even her driver's license. Through her company, My Folks, Louise continues to care for her mother while providing support and guidance to others navigating the challenges of dementia caregiving. Her relatable and honest approach offers a unique perspective on the difficulties faced by caregivers.In this episode, you will be able to:Understand the challenges of caregiving for parents with dementia to support your loved ones and yourself better.Discover the importance of creating a comprehensive caregiving plan while everyone is still able to participate actively.Explore the emotional toll of caregiving and learn strategies for self-preservation and maintaining a sense of well-being.Navigate the unique challenges of long-distance caregiving and find effective ways to coordinate care from a distance.Recognize the need for support and compassion in your caregiving journey, as both you and your loved ones with dementia deserve understanding and empathy.About Louise:Founder of Myfolks, Louise Thompson, is a seasoned corporate professional with a track record of over 25 years in the legal and commercial realms of blue-chip technology companies such as EDS, BT and SAP.  Louise's leadership journey has seen her rise from spearheading commercial teams to contributing as a key member of executive leadership teams, where she has been MD and held overall P&L responsibility.  Her impact extends beyond the boardroom, as she has shared insights as an invited speaker, author of several publications and a TEDx talk.  She has a law degree, MSc,  is a qualified company director and a CEDR accredited mediator. She is married to Paul and lives in Sussex in the UK, she is a step-mother and nana to Millie. She tries to stay fit, aiming to match health span to lifespan as far as possible. Connect with Louise:Web Support the Show.Confessions of a Reluctant Caregiver Sisterhood of Care, LLC Website: www.confessionsofareluctantcaregiver.com Like us on Facebook! Tweet with us on Twitter! Follow us on Instagram! Watch us on Youtube! Pin us on Pinterest! Link us on LinkedIn!Tune in on Whole Care Network

================================================== ==SUSCRIBETEhttps://www.youtube.com/channel/UCNpffyr-7_zP1x1lS89ByaQ?sub_confirmation=1================================================== == DEVOCIÓN MATUTINA PARA MENORES 2023“SIGUIENDO LAS HUELLAS”Narrado por: Linda RumrrillDesde: Gran Canaria, EspañaUna cortesía de DR'Ministries y Canaan Seventh-Day Adventist Church 16 DE AGOSTO COMO ONU«Los hechos de Asa fueron buenos a los ojos del Señor, como los de su antepasado David» (1 Reyes 15: 11).Asa era hijo de Abiam. Reinó cuarenta y un años en Judá. A diferencia de su padre y su abuelo. Asa se distinguió por ser un buen rey. La forma como Dios evaluaba a los reyes era respecto a si su influencia servía para acercar al pueblo a Dios oa separarlo. No cabe duda de que tanto los reinos del norte como del sur tuvieron líderes con cualidades destacables. Muchos eran grandes estadistas, buenos estrategas militares, astutos para manejar las finanzas de la nación; otros se distinguieron por crear excelentes relaciones diplomáticas con otras naciones, otros más por su capacidad para desarrollar la infraestructura. Si bien todo esto es positivo, Dios vio algo más, la misma posición del rey generaba tendencia nacional; es decir, si ellos promovían el culto a Dios muchos lo iban a seguir, por otra parte,En el caso de Asa el balance divino es bueno porque tuvo la determinación de acabar con los sodomitas del país, destruyó los ídolos y los sitios reservados para ellos. Además, le puso un alto a la reina madre Maaca (que era su abuela). Así lo registra la Escritura: «También quitó la categoría de reina madre a Maaca, su abuela, porque había mandado hacer una imagen de Asera. Asa destruyó aquella imagen, y la quemó en el arroyo Cedrón»> (1 Reyes 15:13).El año quince del reinado de Asa fue crucial, ya que reparó el altar del Señor, lo cual indica que por algún tiempo no se había usado para su propósito (2 Crónicas 15: 8). Ese día se sacrificaron setecientos bueyes y siete mil ovejas. En esa ocasión y al sonido de las trompetas, la gente acudió para una magna asamblea. Puedes recordar que el uso de las trompetas en el pueblo de Dios no solo era con propósito militar, también se utilizaba para llamar al pueblo a buscar a Dios y renovar el pacto con él. Ese fue el caso en esta ocasión: «Luego se comprometieron solemnemente a buscar de todo corazón al Señor, el Dios de sus antepasados» (2 Crónicas 15:12).Gracias a Dios que en su misericordia suscita personajes que influyen para el bienestar espiritual del pueblo. Asa fue uno de ellos.

En aquel tiempo, Jesús fue con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el traidor, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos. Entonces Judas tomó un batallón de soldados y guardias de los sumos sacerdotes y de los fariseos y entró en el huerto con linternas, antorchas y armas. Jesús, sabiendo todo lo que iba a suceder, se adelantó y les dijo: “¿A quién buscan?” Le contestaron: “A Jesús, el nazareno”. Les dijo Jesús: “Yo soy”. Estaba también con ellos Judas, el traidor. Al decirles ‘Yo soy', retrocedieron y cayeron a tierra. Jesús les volvió a preguntar: “¿A quién buscan?” Ellos dijeron: “A Jesús, el nazareno”. Jesús contestó: “Les he dicho que soy yo. Si me buscan a mí, dejen que éstos se vayan”. Así se cumplió lo que Jesús había dicho: ‘No he perdido a ninguno de los que me diste'. Entonces Simón Pedro, que llevaba una espada, la sacó e hirió a un criado del sumo sacerdote y le cortó la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: “Mete la espada en la vaina. ¿No voy a beber el cáliz que me ha dado mi Padre?” El batallón, su comandante y los criados de los judíos apresaron a Jesús, lo ataron y lo llevaron primero ante Anás, porque era suegro de Caifás, sumo sacerdote aquel año. Caifás era el que había dado a los judíos este consejo: ‘Conviene que muera un solo hombre por el pueblo'. Simón Pedro y otro discípulo iban siguiendo a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedaba fuera, junto a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló con la portera e hizo entrar a Pedro. La portera dijo entonces a Pedro: “¿No eres tú también uno de los discípulos de ese hombre?” Él dijo: “No lo soy”. Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose. El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: “Yo he hablado abiertamente al mundo y he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me interrogas a mí? Interroga a los que me han oído, sobre lo que les he hablado. Ellos saben lo que he dicho”. Apenas dijo esto, uno de los guardias le dio una bofetada a Jesús, diciéndole: “¿Así contestas al sumo sacerdote?” Jesús le respondió: “Si he faltado al hablar, demuestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?” Entonces Anás lo envió atado a Caifás, el sumo sacerdote. Simón Pedro estaba de pie, calentándose, y le dijeron: “¿No eres tú también uno de sus discípulos?” Él lo negó diciendo: “No lo soy”. Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le había cortado la oreja, le dijo: “¿Qué no te vi yo con él en el huerto?” Pedro volvió a negarlo y enseguida cantó un gallo. Llevaron a Jesús de casa de Caifás al pretorio. Era muy de mañana y ellos no entraron en el palacio para no incurrir en impureza y poder así comer la cena de Pascua. Salió entonces Pilato a donde estaban ellos y les dijo: “¿De qué acusan a este hombre?” Le contestaron: “Si éste no fuera un malhechor, no te lo hubiéramos traído”. Pilato les dijo: “Pues llévenselo y júzguenlo según su ley”. Los judíos le respondieron: “No estamos autorizados para dar muerte a nadie”. Así se cumplió lo que había dicho Jesús, indicando de qué muerte iba a morir. Entró otra vez Pilato en el pretorio, llamó a Jesús y le dijo: “¿Eres tú el rey de los judíos?” Jesús le contestó: “¿Eso lo preguntas por tu cuenta o te lo han dicho otros?” Pilato le respondió: “¿Acaso soy yo judío? Tu pueblo y los sumos sacerdotes te han entregado a mí. ¿Qué es lo que has hecho?” Jesús le contestó: “Mi Reino no es de este mundo. Si mi Reino fuera de este mundo, mis servidores habrían luchado para que no cayera yo en manos de los judíos. Pero mi Reino no es de aquí”. Pilato le dijo: “¿Conque tú eres rey?” Jesús le contestó: “Tú lo has dicho. Soy rey. Yo nací y vine al mundo para ser testigo de la verdad. Todo el que es de la verdad, escucha mi voz”. Pilato le dijo: “¿Y qué es la verdad?” Dicho esto, salió otra vez a donde estaban los judíos y les dijo: “No encuentro en él ninguna culpa. Entre ustedes es costumbre que por Pascua ponga en libertad a un preso. ¿Quieren que les suelte al rey de los judíos?” Pero todos ellos gritaron: “¡No, a ése no! ¡A Barrabás!” (El tal Barrabás era un bandido). Entonces Pilato tomó a Jesús y lo mandó azotar. Los soldados trenzaron una corona de espinas, se la pusieron en la cabeza, le echaron encima un manto color púrpura, y acercándose a él, le decían: “¡Viva el rey de los judíos!”, y le daban de bofetadas. Pilato salió otra vez afuera y les dijo: “Aquí lo traigo para que sepan que no encuentro en él ninguna culpa”. Salió, pues, Jesús, llevando la corona de espinas y el manto color púrpura. Pilato les dijo: “Aquí está el hombre”. Cuando lo vieron los sumos sacerdotes y sus servidores, gritaron: “¡Crucifícalo, crucifícalo!” Pilato les dijo: “Llévenselo ustedes y crucifíquenlo, porque yo no encuentro culpa en él”. Los judíos le contestaron: “Nosotros tenemos una ley y según esa ley tiene que morir, porque se ha declarado Hijo de Dios”. Cuando Pilato oyó estas palabras, se asustó aún más, y entrando otra vez en el pretorio, dijo a Jesús: “¿De dónde eres tú?” Pero Jesús no le respondió. Pilato le dijo entonces: “¿A mí no me hablas? ¿No sabes que tengo autoridad para soltarte y autoridad para crucificarte?” Jesús le contestó: “No tendrías ninguna autoridad sobre mí, si no te la hubieran dado de lo alto. Por eso, el que me ha entregado a ti tiene un pecado mayor”. Desde ese momento Pilato trataba de soltarlo, pero los judíos gritaban: “¡Si sueltas a ése, no eres amigo del César!; porque todo el que pretende ser rey, es enemigo del César”. Al oír estas palabras, Pilato sacó a Jesús y lo sentó en el tribunal, en el sitio que llaman “el Enlosado” (en hebreo Gábbata). Era el día de la preparación de la Pascua, hacia el mediodía. Y dijo Pilato a los judíos: “Aquí tienen a su rey”. Ellos gritaron: “¡Fuera, fuera! ¡Crucifícalo!” Pilato les dijo: “¿A su rey voy a crucificar?” Contestaron los sumos sacerdotes: “No tenemos más rey que el César”. Entonces se lo entregó para que lo crucificaran. Tomaron a Jesús, y él, cargando con la cruz se dirigió hacia el sitio llamado “la Calavera” (que en hebreo se dice Gólgota), donde lo crucificaron, y con él a otros dos, uno de cada lado, y en medio Jesús. Pilato mandó escribir un letrero y ponerlo encima de la cruz; en él estaba escrito: ‘Jesús el nazareno, el rey de los judíos'. Leyeron el letrero muchos judíos, porque estaba cerca el lugar donde crucificaron a Jesús y estaba escrito en hebreo, latín y griego. Entonces los sumos sacerdotes de los judíos le dijeron a Pilato: “No escribas: ‘El rey de los judíos', sino: ‘Éste ha dicho: Soy rey de los judíos' ”. Pilato les contestó: “Lo escrito, escrito está”. Cuando crucificaron a Jesús, los soldados cogieron su ropa e hicieron cuatro partes, una para cada soldado, y apartaron la túnica. Era una túnica sin costura, tejida toda de una pieza de arriba a abajo. Por eso se dijeron: “No la rasguemos, sino echemos suertes para ver a quién le toca”. Así se cumplió lo que dice la Escritura: Se repartieron mi ropa y echaron a suerte mi túnica. Y eso hicieron los soldados. Junto a la cruz de Jesús estaban su madre, la hermana de su madre, María la de Cleofás, y María Magdalena. Al ver a su madre y junto a ella al discípulo que tanto quería, Jesús dijo a su madre: “Mujer, ahí está tu hijo”. Luego dijo al discípulo: “Ahí está tu madre”. Y desde aquella hora el discípulo se la llevó a vivir con él. Después de esto, sabiendo Jesús que todo había llegado a su término, para que se cumpliera la Escritura dijo: “Tengo sed”. Había allí un jarro lleno de vinagre. Los soldados sujetaron una esponja empapada en vinagre a una caña de hisopo y se la acercaron a la boca. Jesús probó el vinagre y dijo: “Todo está cumplido”, e inclinando la cabeza, entregó el espíritu. Aquí se arrodillan todos y se hace una breve pausa. Entonces, los judíos, como era el día de la preparación de la Pascua, para que los cuerpos de los ajusticiados no se quedaran en la cruz el sábado, porque aquel sábado era un día muy solemne, pidieron a Pilato que les quebraran las piernas y los quitaran de la cruz. Fueron los soldados, le quebraron las piernas a uno y luego al otro de los que habían sido crucificados con él. Pero al llegar a Jesús, viendo que ya había muerto, no le quebraron las piernas, sino que uno de los soldados le traspasó el costado con una lanza e inmediatamente salió sangre y agua. El que vio da testimonio de esto y su testimonio es verdadero y él sabe que dice la verdad, para que también ustedes crean. Esto sucedió para que se cumpliera lo que dice la Escritura: No le quebrarán ningún hueso; y en otro lugar la Escritura dice: Mirarán al que traspasaron. Después de esto, José de Arimatea, que era discípulo de Jesús, pero oculto por miedo a los judíos, pidió a Pilato que lo dejara llevarse el cuerpo de Jesús. Y Pilato lo autorizó. Él fue entonces y se llevó el cuerpo. Llegó también Nicodemo, el que había ido a verlo de noche, y trajo unas cien libras de una mezcla de mirra y áloe. Tomaron el cuerpo de Jesús y lo envolvieron en lienzos con esos aromas, según se acostumbra enterrar entre los judíos. Había un huerto en el sitio donde lo crucificaron, y en el huerto, un sepulcro nuevo, donde nadie había sido enterrado todavía. Y como para los judíos era el día de la preparación de la Pascua y el sepulcro estaba cerca, allí pusieron a Jesús.

Hoy, Viernes Santo, medita el Viacrucis aquí: https://youtu.be/2ZPZHQJumg8 _______ Viernes, 7 de abril de 2023 (Viernes Santo) Evangelio del día y reflexión... ¡Deja que la Palabra del Señor transforme tu vida! [Juan 18,1-19,42] En aquel tiempo, salió Jesús con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el que lo iba a entregar, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos. Judas entonces, tomando una cohorte y unos guardias de los sumos sacerdotes y de los fariseos, entró allá con faroles, antorchas y armas. Jesús, sabiendo todo lo que venía sobre él, se adelantó y les dijo: «¿A quién buscáis?». Le contestaron: «A Jesús, el Nazareno». Les dijo Jesús: «Yo soy». Estaba también con ellos Judas, el que lo iba a entregar. Al decirles: «Yo soy», retrocedieron y cayeron a tierra. Les preguntó otra vez: «¿A quién buscáis?». Ellos dijeron: «A Jesús, el Nazareno». Jesús contestó: «Os he dicho que soy yo. Si me buscáis a mí, dejad marchar a estos». Y así se cumplió lo que había dicho: «No he perdido a ninguno de los que me diste». Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al criado del sumo sacerdote, cortándole la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: «Mete la espada en la vaina. El cáliz que me ha dado mi Padre, ¿no lo voy a beber?». La cohorte, el tribuno y los guardias de los judíos prendieron a Jesús, lo ataron y lo llevaron primero a Anás, porque era suegro de Caifás, sumo sacerdote aquel año; Caifás era el que había dado a los judíos este consejo: «Conviene que muera un solo hombre por el pueblo». Simón Pedro y otro discípulo seguían a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedó fuera a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló a la portera e hizo entrar a Pedro. La criada portera dijo entonces a Pedro: «¿No eres tú también de los discípulos de ese hombre?». Él dijo: «No lo soy». Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose. El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: «Yo he hablado abiertamente al mundo; yo he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me preguntas a mí? Pregunta a los que me han oído de qué les he hablado. Ellos saben lo que yo he dicho». Apenas dijo esto, uno de los guardias que estaba allí le dio una bofetada a Jesús, diciendo: «¿Así contestas al sumo sacerdote?». Jesús respondió: «Si he faltado al hablar, muestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?». Entonces Anás lo envió atado a Caifás, sumo sacerdote. Simón Pedro estaba de pie, calentándose, y le dijeron: «¿No eres tú también de sus discípulos?». Él lo negó, diciendo: «No lo soy». Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le cortó la oreja, le dijo: «¿No te he visto yo en el huerto con él?». Pedro volvió a negar, y enseguida cantó un gallo... (Texto completo en https://sercreyente.com/viernes-santo) ________________ Conéctate a nuestra Oración Online de los Jueves cada 15 días. Link y más información en: https://sercreyente.com/oracion ¿Quieres recibir cada día el Evangelio en tu whatsapp? Alta en: www.sercreyente.com/whatsapp Síguenos ahora también en TikTok (https://www.tiktok.com/@sercreyentecom) y en Twitch (http://twitch.com/sercreyentecom) ¿Conoces los libros de SerCreyente.com? Más info en https://sercreyente.com/libros También puedes hacer tu donativo en www.sercreyente.com/ayudanos Contacto: info@sercreyente.com

- Presione el botón PLAY para escuchar la catequesis del día, y comparte si lo quieres -+ Pasion de nuestro Señor JesuCristo, según san Juan +En aquel tiempo, salió Jesús con sus discípulos al otro lado del torrente Cedrón, donde había un huerto, y entraron allí él y sus discípulos. Judas, el que lo iba a entregar, conocía también el sitio, porque Jesús se reunía a menudo allí con sus discípulos. Judas entonces, tomando una cohorte y unos guardias de los sumos sacerdotes y de los fariseos, entró allá con faroles, antorchas y armas. Jesús, sabiendo todo lo que venía sobre él, se adelantó y les dijo:+ –«¿A quién buscáis?» C. Le contestaron: S. –«A Jesús, el Nazareno.» C. Les dijo Jesús: + –«Yo soy.» C. Estaba también con ellos Judas, el que lo iba a entregar. Al decirles «Yo soy» retrocedieron y cayeron a tierra. Les preguntó otra vez: + –«¿A quién buscáis?» C. Ellos dijeron: S. –«A Jesús, el Nazareno.» C. Jesús contestó: + –«Os he dicho que soy yo. Si me buscáis a mí, dejad marchar a éstos.» C. Y así se cumplió lo que había dicho: «No he perdido a ninguno de los que me diste.»Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al criado del sumo sacerdote, cortándole la oreja derecha. Este criado se llamaba Malco. Dijo entonces Jesús a Pedro: + –«Mete la espada en la vaina. El cáliz que me ha dado mi Padre, ¿no lo voy a beber?»Llevaron a Jesús primero ante Anás.C. La cohorte, el tribuno y los guardias de los judíos prendieron a Jesús, lo ataron y lo llevaron primero a Anás, porque era suegro de Caifás, sumo sacerdote aquel año; Caifás era el que había dado a los judíos este consejo: «Conviene que muera un solo hombre por el pueblo.»Simón Pedro y otro discípulo seguían a Jesús. Este discípulo era conocido del sumo sacerdote y entró con Jesús en el palacio del sumo sacerdote, mientras Pedro se quedó fuera a la puerta. Salió el otro discípulo, el conocido del sumo sacerdote, habló a la portera e hizo entrar a Pedro. La criada portera dijo entonces a Pedro: S. –«¿No eres tú también de los discípulos de ese hombre?» C. Él dijo: S. –«No lo soy.» C. Los criados y los guardias habían encendido un brasero, porque hacía frío, y se calentaban. También Pedro estaba con ellos de pie, calentándose. El sumo sacerdote interrogó a Jesús acerca de sus discípulos y de su doctrina. Jesús le contestó: + –«Yo he hablado abiertamente al mundo; yo he enseñado continuamente en la sinagoga y en el templo, donde se reúnen todos los judíos, y no he dicho nada a escondidas. ¿Por qué me preguntas a mí? Pregunta a los que me han oído de qué les he hablado. Ellos saben lo que yo he dicho». C. Apenas dijo esto, uno de los guardias que estaba allí le dio una bofetada a Jesús, diciendo: S. –«¿Así contestas al sumo sacerdote?». C. Jesús respondió: + –«Si he faltado al hablar, muestra en qué he faltado; pero si he hablado como se debe, ¿por qué me pegas?». C. Entonces Anás lo envió atado a Caifás, sumo sacerdote.¿No eres tú también de sus discípulos? No lo soy.C. Simón Pedro estaba en pie, calentándose, y le dijeron: S. –«¿No eres tú también de sus discípulos?» C. Él lo negó, diciendo: S. –«No lo soy.» C. Uno de los criados del sumo sacerdote, pariente de aquel a quien Pedro le cortó la oreja, le dijo: S. –«¿No te he visto yo con él en el huerto?» C. Pedro volvió a negar, y enseguida cantó un gallo....Palabra de Dios.

La semana pasada comenzamos una nueva serie previa a la Pascua llamada "Famosas Últimas Palabras". Estamos viendo las palabras de Jesús de las últimas horas de su ministerio terrenal. Hablamos sobre cómo los escritores de los Evangelios se enfocaron en lo que Jesús hizo y enseñó en sus últimos días de su Ministerio. En la Última Cena, Jesús les dijo a Sus discípulos que los iba a limpiar, que les enviaría el Consolador y que se quedaría con ellos. Después de la última cena, Jesús se fue con todos sus discípulos, menos Judas, y se dirigió al este cruzando el Valle de Cedrón hacia el Jardín de Getsemaní. El valle de Cedrón habría estado rojo por la sangre de los corderos sacrificados en la Pascua. El altar del templo tenía un canal que bajaba y desembocaba en el valle de Cedrón. Sin duda, Jesús habría visto este recordatorio muy real de su sufrimiento venidero. Mateo 26:36-39 (NTV) Entonces Jesús fue con ellos al huerto de olivos llamado Getsemaní y dijo: «Siéntense aquí mientras voy allí para orar». 37 Se llevó a Pedro y a los hijos de Zebedeo, Santiago y Juan, y comenzó a afligirse y angustiarse. 38 Les dijo: «Mi alma está destrozada de tanta tristeza, hasta el punto de la muerte. Quédense aquí y velen conmigo». 39 Él se adelantó un poco más y se inclinó rostro en tierra mientras oraba: «¡Padre mío! Si es posible, que pase de mí esta copa de sufrimiento. Sin embargo, quiero que se haga tu voluntad, no la mía». 

El arresto de Jesús 26Mt. 26. 30, 36, 47-56 Mc. 14. 26, 32, 43-52 Lc. 22. 39, 47-53 181 Después de haber dicho esto, Jesús fue con sus discípulos al otro lado del torrente Cedrón. Había en ese lugar una huerta y allí entró con ellos. 2 Judas, el traidor, también conocía el lugar porque Jesús y sus discípulos se reunían allí con frecuencia. 3 Entonces Judas, al frente de un destacamento de soldados y de los guardias designados por los sumos sacerdotes y los fariseos, llegó allí con faroles, antorchas y armas. 4 Jesús, sabiendo todo lo que le iba a suceder, se adelantó y les preguntó: «¿A quién buscan?». 5 Le respondieron: «A Jesús, el Nazareno». Él les dijo: «Soy yo». Judas, el que lo entregaba, estaba con ellos. 6 Cuando Jesús les dijo: «Soy yo», ellos retrocedieron y cayeron en tierra. 7 Les preguntó nuevamente: «¿A quién buscan?». Le dijeron: «A Jesús, el Nazareno». 8 Jesús repitió: «Ya les dije que soy yo. Si es a mí a quien buscan, dejen que estos se vayan». 9 Así debía cumplirse la palabra que él había dicho: «No he perdido a ninguno de los que me confiaste». 10 Entonces Simón Pedro, que llevaba una espada, la sacó e hirió al servidor del Sumo Sacerdote, cortándole la oreja derecha. El servidor se llamaba Malco. 11 Jesús dijo a Simón Pedro: «Envaina tu espada. ¿Acaso no beberé el cáliz que me ha dado el Padre?».  Jesús ante Anás 

Today, we have a special episode of What The Hell Just Happened?! for you! Paul read about Elon Musk's latest Twitter adventure, screamed "He did WHAT?!", and quickly gathered CEDR's Director of Compliance Jennie McLaughlin and Content & Education Curator Amanda Rishor to discuss the situation. Although you might have already known about advanced HR tactics like "Don't fire your employees but not tell them" and "Don't publicly mock your disabled employees over Twitter in front of billions of people", there's a lot of other interesting HR stuff going on in this situation that many people might not have realized. Listen now to get the details and learn how "The World's Smartest Man" got pretty much everything wrong on this one.

Grace has been with CEDR Solutions for eight years. She is currently CEDR's Solution Center Manager. Prior to managing the Solution Center, she served as both a Solution Center Advisor and as a Compliance Officer with CEDR. Her favorite area of HR is paid leave laws. Grace graduated cum laude from Georgia State University's School of Law. Prior to attending law school, Grace received her paralegal certificate from Emory University and worked as a paralegal for a large law firm in Atlanta, GA. She recently received her Diversity & Inclusion certificate from Stanford Business School. She currently lives in the Philadelphia area with her husband and three children.

"You put coffee WHERE?!" If you've been curious about coffee enemas but afraid (like I was) to google the process, this is the episode for you!We have been doing coffee enemas for 2 years now and can honestly say that it has changed our life and our health. Listen with an open mind and laugh along with us as we dive deep into the world of elimination!In this oh-so-revealing episode we discuss:What is a coffee enema?The ancient historyPurpose and major health benefitsEach of our detailed processesWhat brands we recommendWho shouldn't do coffee enemasHow to care for your body before + after+ much more of your CE questions!STUFF WE TALKED ABOUT:Our recommended enema kitOur recommended coffee for CEDr. Lawrence Wilson's in depth CE articleOUR LINKS + DISCOUNTSMushyLove Latte (discount: MEDICIN)Immune Intel AHCCOur favorite Reishi KING CoffeeOrganifi (20% discount: MIMIFIT)See all our favorite products on The Medicin CabinetCONNECT WITH USOur websiteMimi's IG // Chase's IG // The Medicin IGSound from Zapsplat.com

Paul Edwards, Co-founder and CEO of CEDR HR Solutions is on the podcast today to speak on hiring tips, mindset shifts, growing the appreciation you have for your practice and the people in it, and ways to be proactive to increase the harmony in your practice. CEDR equips office managers and owners with the tools to solve HR challenges that may arise with their team, and empowers them to lead a great office culture. We discuss:Perspective shifts when it comes to hiring and taking pride in your office culture The benefits of being in an "always hiring" mindsetOptimizing your one-on-one's with team members and taking the emotional toll out of themFor more information, visit: https://www.cedrsolutions.com/Tune in to Paul's podcast: https://podcasts.apple.com/us/podcast/what-the-hell-just-happened/id1005087911Join the HR Base Camp Facebook group: https://www.facebook.com/groups/HRBaseCampSee a demo of DI and get a $50 gift card: get.dentalintel.net/podcast

On this episode of What the Hell Just Happened? Paul Edwards sits down with CEDR's Senior Solution Center advisor Tiana Starke to discuss everyone's favorite December tradition - the office holiday party. Should you serve alcohol? If you do, what are the risks involved? Should the party be held at your office, or held somewhere offsite? Learn the answer to these (and more) questions by listening to today's episode!

On this episode of What the Hell Just Happened?, CEDR's resident Compliance Expert Nora Gustafson joins Paul and Amanda to discuss some important considerations for an employer to keep in mind if they've elected to start electronically monitoring their employees' activities. Along with moral considerations, there are lots of privacy laws that need to be taken into account to make sure the monitoring is done legally, and some of them might surprise you!

On today's show, we are featuring a repeat guest, Paul Edwards, with CEDR HR Solutions. Tune in to hear the entrepreneurial evolution of Paul and how he was able to build CEDR into a company with an outstanding reputation and very high integrity. You'll hear why a plug-and-play handbook is not always in compliance, how guidance with small issues can save you problems down the road, and where to hear the most relatable HR stories and solutions; Paul's new podcast “What The Hell Just Happened.” EPISODE RESOURCES Paul's new podcast “What The Hell Just Happened.” https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast Visit the Dentalpreneur Podcast website Write a Review on iTunes

Paul Edwards, founder and CEO of CEDR, is on the podcast. CEDR is an HR company that helps managers solve problems while staying in compliance, and Paul has fantastic advice for how to hire those difference makers for your practice. With Kiera, he shares his thoughts on: The importance of job descriptions for each role How to create a plan for hiring Why you can't be afraid of bringing on new people What happens when you find the right person Episode resources: Learn more about CEDR Join the CEDR Facebook group: HR Base Camp Listen to the What the Hell Just Happened in HR podcast Reach out to Kiera Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast