Podcasts about Cert

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP230  In episode 230, Coffey talks with Linda Swindling about how HR professionals can build negotiation skills, increase approachability, and advocate more effectively inside their organizations.  They discuss why people fear negotiation and how media influences our mindset; the role of everyday micro-negotiations in building confidence; how to uncover true needs through strategic questioning; using the A-S-K framework to navigate difficult conversations; ways HR can speak up when discussions go off-track; understanding personality and negotiation styles; overcoming internal narratives that limit assertiveness; developing boundaries and protecting emotional energy; and helping leaders adopt negotiation as a core communication skill.  You can find Linda's assessments and tools including the “What's My DEAL Style?”, “How Well Do You Ask?” assessments and “Negotiate Like a CEO” E-Book here https://www.lindaswindling.com/assessments  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Linda Swindling, CSP, CPAE, is a globally recognized expert in negotiation, high-stakes communication, and leadership influence. Ranked among the Top 15 Negotiators in the World by Global Gurus for six consecutive years, she equips leaders and professionals to negotiate what matters—from closing major deals to dealing with workplace drama with confidence and clarity.  A Certified Speaking Professional and inductee into the National Speakers Association's Speaker Hall of Fame (CPAE), Linda is also a Professor of Practice in Negotiation and Dispute Resolution at the University of Texas at Dallas.  Her negotiation expertise was refined in the courtroom and the boardroom as a practicing corporate attorney and later, a strategic advisor to CEOs. During her 10 years practicing law, Linda became a partner and a mediator, successfully negotiated several million-dollar deals, and resolved cases that “couldn't be settled.”  For more than 25 years, she has delivered innovative, research-based programs which result in better conversations, proactive dispute resolution, and high-performance leaders and teams. You won't hear anecdotal or intangible theories based on books she read. Instead, you get strategies that produce breakthrough outcomes and lasting results.  Linda's clients include Fortune 100 companies, government agencies, and associations seeking to boost performance, build resilient cultures, and champion change. The creator of the popular Passport to Success book series, she is the author/co-author of more than 20 books including Ask Outrageously, Stop Complainers and Energy Drainers, and The Manager's High-Performance Handbook.  Whether she's speaking from the stage or coaching executives behind the scenes, Linda empowers professionals to use their voices effectively, resolve conflict respectfully, and negotiate durable outcomes that benefit all parties.  Linda Swindling can be reached at: https://www.facebook.com/JourneyOnLindaSwindling https://x.com/LindaSwindling https://www.linkedin.com/in/lindaswindling/ https://www.youtube.com/@LindaSwindling  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify the psychological barriers that make negotiation feel uncomfortable for most professionals. Apply the A-S-K framework to improve preparation, questioning, and next-step planning. Strengthen leadership communication by encouraging employees and executives to clearly express what they really want.  

????️ Guest: Phil McKelvy, DPT???? Topics: Parkinson's care without neuro certs, RTM implementation, digital health, and balancing clinical work with creative PT projects.What you'll learn:Why intensity matters more than certifications in Parkinson's careFree tools to treat movement disorders without overwhelming your practiceThe truth about RTM: what it is, how to do it, and why it's here to stayHow to think differently about burnout, energy, and filling your cup in PTWhy APTA isn't just about CEUs — it's about connection???? Resources Mentioned:Rogue Physical Therapy YouTubePower for Parkinson'sMatt Jurek on RTMPrompt EMR, Orva HealthOne More Wave - Adaptive Surf Therapy???? Phil's Contact:???? philmckelvey@gmail.comLinkedIn: Philip McKelveyInstagram: @philmckelvey.dpt

Hamm v. Smith | 12/10/25 | Docket #: 24-872 24-872 HAMM, COMMISSIONER AL DOC V. SMITH DECISION BELOW: 2024 WL 4793028 THE PETITION FOR A WRIT OF CERTIORARI IS GRANTED LIMITED TO THE FOLLOWING QUESTION: WHETHER AND HOW COURTS MAY CONSIDER THE CUMULATIVE EFFECT OF MULTIPLE IQ SCORES IN ASSESSING AN ATKINS CLAIM. CERT. GRANTED 6/6/2025 QUESTION PRESENTED: Like most States, Alabama requires that offenders prove an IQ of 70 or less to satisfy the intellectual-functioning prong of Atkins v. Virginia . This case was not close: Smith scored 75, 74, 72, 78, and 74 on five full-scale IQ tests. There is no way to conclude from these five numbers that Smith's true IQ is likely to be 70 or below. So the courts below required Smith to prove only that his IQ " could be " 70 and required the State to bring evidence "strong enough" to "foreclose" and "rule out the possibility" of intellectual disability. The first question presented is: 1. Whether, under a proper application of Atkins , a State can require a claimant to prove an IQ of 70 or less by a preponderance of the evidence. Evaluating multiple IQ scores is "complicated," and "this Court has not specified how" to do it. In the State's view, five scores are more accurate than one, and there are ways to account for that fact. The courts below disagree. The district court relied on Smith's 72 ± 3 to find that his IQ "could be" 69. On remand, the Eleventh Circuit's "holistic approach" asked whether Smith had scores of "about" 75 or less. Counting four out of five scores between 72 and 75, the court found "consistent evidence" that Smith "may" qualify as mildly disabled. Thus, the court "followed the law's requirement," in its view, to "move on" to Smith's adaptive deficits. The second question presented is: 2. Whether courts evaluating multiple IQ scores must find that every valid score of "about" 75 or less supports an Atkins claim. LOWER COURT CASE NUMBER: 21-14519

NRSC v. FEC | 12/09/25 | Docket #: 24-621 24-621 NRSC V. FEC DECISION BELOW: 117 F.4th 389 Order of July 1, 2025: ROMAN MARTINEZ, ESQUIRE, OF WASHINGTON, D. C., IS INVITED TO BRIEF AND ARGUE THIS CASE, AS AMICUS CURIAE , IN SUPPORT OF THE JUDGMENT BELOW. Order of December 5 , 2025 : THE MOTION OF COURT-APPOINTED AMICUS CURIAE IN SUPPORT OF THE JUDGMENT BELOW FOR LEAVE TO FILE A SUPPLEMENTAL BRIEF IS GRANTED. CERT. GRANTED 6/30/2025 QUESTION PRESENTED: A political party exists to get its candidates elected. Yet Congress has severely restricted how much parties can spend on their own campaign advertising if done in cooperation with those very candidates. 52 U.S.C. § 30116(d). In an opinion by Chief Judge Sutton, a 10-judge majority of the en banc Sixth Circuit agreed that these so-called "coordinated party expenditure limits" stand in serious tension with recent First Amendment doctrine. App.10a-15a. It nevertheless upheld them as constitutional, both on their face and as applied to coordinated political advertising ("party coordinated communications"), believing the case to be controlled by FEC v. Colorado Republican Federal Campaign Committee , 533 U.S. 431 (2001) ( Colorado II ). In doing so, the majority acknowledged that in the 23 years since Colorado II , this Court "has tightened the free-speech restrictions on campaign finance regulation," that "tension has emerged between the reasoning of Colorado II and the reasoning of later decisions of the Court," and that relevant facts have "changed, most notably with 2014 amendments" to the limits and "the rise of unlimited spending by political action committees." App.3a-4a, 11a. But it thought "any new assessment of the validity of the limits" remained this Court's "province, not ours." App.14a-15a. The question presented is: Whether the limits on coordinated party expenditures in 52 U.S.C. § 30116 violate the First Amendment, either on their face or as applied to party spending in connection with "party coordinated communications" as defined in 11 C.F.R. § 109.37. LOWER COURT CASE NUMBER: 24-3051

Trump, President of United States v. Slaughter | 12/08/25 | Docket #: 25-332 25-332 TRUMP V. SLAUGHTER DECISION BELOW: THE APPLICATION FOR STAY PRESENTED TO THE CHIEF JUSTICE AND BY HIM REFERRED TO THE COURT IS GRANTED. THE JULY 17,2025 ORDER OF THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF COLUMBIA, NO. 25 – CV – 909 , ECF DOC. 52 , IS STAYED. THE APPLICATION IS ALSO TREATED AS A PETITION FOR A WRIT OF CERTIORARI BEFORE JUDGMENT, AND THE PETITION IS GRANTED.   THE STAY SHALL TERMINATE UPON THE SENDING DOWN OF THE JUDGMENT OF THIS COURT. EXPEDITED BRIEFING. CERT. GRANTED 9/22/2025 QUESTION PRESENTED: The parties are directed to brief and argue the following questions: (1) Whether the statutory removal protections for members of the Federal Trade Commission violate the separation of powers and, if so, whether Humphrey ' s Executor v. United States , 295 U. S. 602 (1935), should be overruled. (2) Whether a federal court may prevent a person ' s removal from public office, either through relief at equity or at law. LOWER COURT CASE NUMBER: 25-5261

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP229  In episode 229, Coffey talks with Frank Davis and John Surma about navigating OSHA inspections and preventing costly workplace safety violations.  They discuss how employers misunderstand OSHA obligations; when OSHA reporting and injury-logging rules apply; the most-cited OSHA violations; triggers that prompt an OSHA inspection; why it is illegal to for OSHA to schedule an inspection with an employer; the importance of carefully limiting the scope of the inspection; OSHA's interviews managers and employees—and the impact of each on the inspection's outcome; documentation requests and timelines; citation outcomes and settlement options; and proactive strategies to prepare for inspections and avoid penalties.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Frank Davis is Board Certified in labor and employment law by the Texas Board of Legal Specialization. His clients know he is ready to use his knowledge to manage a crisis on a moment's notice. In fact, in the last year, he managed labor relations matters and workplace safety inspections and fatalities in over 35 different states.   Frank's experience managing crisis events makes him especially suited to counsel clients on strategies to avoid catastrophic litigation and other cost-savings efforts: - Evaluation of exposure to workplace health and safety hazards. - Preparation of workplace safety compliance strategies and policies. - Managing employee relations to avoid litigation and resist organizing drives by unions; and - Management of relations with unions to avoid frivolous grievances and exposure to contract liability.  Because of Frank's specialized skillset, his clients frequently retain him to handle a variety of sensitive matters: - Fatalities and other reportable injuries in the workplace; - Collective bargaining of labor contracts; - Labor arbitrations; - Union campaigns; - Contract litigation; and - Litigation before the National Labor Relations Board (NLRB) and the Occupational Safety and Health (OSHA) Review Commission.  He also represents clients in whistleblower matters under a broad range of statutes, including the OSH Act, the Surface Transportation Assistance Act, and the Clean Air Act. Frank handles all phases of these complaints, from initial investigation to final litigation before administrative law judges and appeals to federal court.  John Surma is a lawyer with 30 plus years of experience dealing with OSHA, workplace health and safety issues, and counseling employers on those issues. He deals with a variety of state and federal agencies, has responded to over 400 fatalities and 2,000 OSHA inspections.  Frank Davis and John Surma can be reached at https://ogletree.com/people/frank-d-davis/ https://www.linkedin.com/in/john-surma-75980214  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative's Top Ten Red Flag Candidates, November 2025 Every month, Imperative reports hundreds of records to our clients.  While Imperative always encourages clients to review candidates' criminal history as but one factor in evaluating their fit for a role, these candidates' histories caught our attention this month. 1. Household Staff/Nanny Client Candidate: Prostitution Petit larceny 2. Nonprofit Client Candidate: Misuse of client funds by a lawyer (four counts) 3. Hospitality Client Candidate: Willful child cruelty (causing great bodily injury under the age of five years, victim was particularly vulnerable, or taking advantage of a position of trust to commit offense) Driving under the influence, 2 cases Reckless driving on a highway See the rest of the list here: https://www.imperativeinfo.com/blog/2025/12/03/top-ten-red-flag-candidates-november-2025/ Learning Objectives:  Identify when OSHA reporting and recording rules apply and what events trigger each requirement. Evaluate common OSHA violations to prioritize hazard prevention strategies. Prepare supervisors and frontline employees for OSHA interviews and onsite inspection protocols. Navigate the inspection, citation, and settlement processes to reduce organizational risk.  

Krāpnieku izliktajās lamatās var iekrist ikviens no mums, bet lielāku neizpratni rada tie, kas pēc sāpīgās mācības nemācās neko un atkārtoti iekrīt krāpnieku nagos. Kāpēc tā notiek, raidījumā Kā labāk dzīvot vērtē kiberincidentu novēršanas institūcijas CERT.LV kiberdrošības eksperts Gints Mālkalnietis, programmatūras inženieris Elviss Strazdiņš un Valsts policijas Kibernoziegumu apkarošanas pārvaldes 2. nodaļas priekšnieka vietniece Solvita Sļadze. Ierakstā Rīgas Stradiņa universitātes psihosomatiskās medicīnas un psihoterapijas katedras docents Artūrs Utināns skaidro, ka mums ir divu sistēmu domāšana - ātrā un lēnā un krāpnieki mēģina ietekmēt tieši ātro domāšanas sistēmu, kas ir intuitīva un saistīta ar dažādām emocijām, piemēram, bailēm, šaubām un bažām. "Katru nedēļu tiek izkrāpti 460 līdz 500 tūkstoši eiro tiek izkrāpti. Līdz novembra beigām ir cilvēkiem Latvijā gandrīz 20 miljoni eiro izkrāpti tiešsaistes krāpšanās," norāda Solvita Sļadze. Solvita Sļadze norāda, ka "sarkanais karodziņš" ir, ja atnāk kāda saite īsziņā vai "WhatsApp" ziņā no viltus policista, bankas darbinieka vai kādai cita pakalpojumu sniedzēja un ir jāievada PIN1 un PIN2 vai kaut kas saistīts ar internetbanku, to nedarīt nekādā gadījumā. Kategoriski - nē. "Jāatceras kā noteikums, ja saņem īsziņas linku, kur tālāk ir maksāšana – uzreiz nē. Zaudējumu nebūtu, ja cilvēki to ievērotu," norāda Solvita Sļadze. "Otrs, ja piezvana un saruna aizvirzās, ka interesējas par naudu manā kontā vai par manu nekustamo īpašumu, kas tiek pārreģistrēts un tagad man jāpiedalās ar viltus policistu viltus eksperimentā, vai vispār ir interese par mantiskām lietām, arī nē. Nekādas sarunas nenotiek. Īpaši, ja ir steidzināšana, plus vēl nauda, kas ir jādod kādam, arī nē. Neturpinām sarunu." Viņa iesaka, saņemot šādu zvanu, ieelpot, izelpot, aizskaitīt līdz 10, viens variants – nolikt klausuli, otrs – sākt pārbaudīt saņemto informāciju, pārzvanīt, bet nerisināt šo jautājumu uzreiz. "Ļoti maz ir lietu, kur var pēc tiesiskā regulējuma rasties juridiskas sekas, ja to neatrisina stundas vai divu laikā," norāda Gints Mālkalnietis. "Visām lietām sekas rodas, ja nereaģē uz kādiem brīdinājumiem dienām ilgi. Pasakiet – risināsim to rīt vai parīt. Paņemiet laiku sev, lai saprastu, kas notika, lai sazinātos ar banku, ar radinieku, kura vārdā jūs mēģina uzrunāt, stāstot, cik viņam ir slikti. Neskrieniet nekur." Elviss Strazdiņš piebilst, lai pierādītu savu identitāti, ir jāievada PIN1.  "Ja mistiska CSDD lapa prasa PIN2, tas automātiski ir sarkanais karogs," norāda Elviss Strazdiņš. "ievadot PIN1, ir tikai nedaudz slikti, var uz jūsu vārda paņemt kredītus un veikt zibmaksājumus, kas nebūs daudzi tūkstoši. Ja ievada PIN2, viss ir diezgan slikti." Pirmais –  vajadzētu paskatīties domēnu.  Pēdējā laikā krāpnieki zvana arī no Latvijas numuriem. Telefonkrāpšana ir liela problēma, kas cilvēkiem radījusi lielākos zaudējumus. Gints Mālkalnietis norāda, ka atkal parādījušās piramīdu shēmas, 90. gadu atblāzmas, kas aicina cilvēkus ieguldīt. "Viņi turklāt pārveidot to par kripto valūtu, bet nevis par normālu kripto valūtu, ar kuru var pirkt un pārdot atvērtā tirgū, bet tādu, kas der šajā platformā. Līdzīgi kā bija 90. gados. Šis ir atpakaļ. Ne tik izteikti kā iepriekš, bet ir atpakaļ," stāsta Gints Mālkalnietis. Solvita Sļadze mudina radiniekiem pieskatīt citam citu, runāt par to ģimenē, lai ģimenes locekļi zina, kādi krāpšanas veidi šobrīd ir aktuāli. Jāaiziet ciemos pie vecmāmiņām, krustmātēm… "Ieteiktu piezvanīt biežāk saviem vecākiem, saviem bērniem. Ļoti bieži cilvēkiem trūkst uzmanības. Uzmanība ir tas, ko viņi iegūst no krāpniekiem, jo viņi ļoti laipni zvanīs katru dienu un komentēs, cik labi vai slikti ieguldījāt. Sajūta, ka kāds par jums interesējas," skaidro Gints Mālkalnietis. Kas ir tie iemesli, kāpēc cilvēki, kuri jau reiz piekrāpti, atkal uzķeras uz krāpnieku piedāvājuma? Cilvēks cer naudu atgūt, iesaistās piramīdas shēmās un aicina cilvēkus, no kuriem aizņēmās, iesaistīties jaunajā krāpšanas shēmās. Visvairāk cilvēku atkārtoti nokļūst krāpnieku shēmās, kas saistītas ar investīcijām. Cilvēki cer, ka nākamais brokeris būs labāks, palīdzēs nopelnīt. "Kamēr cilvēks cels klausuli un maksās, tikmēr viņam arī zvanīs," atzīst Solvita Sļadze.

Medical necessity sits at the intersection of clinical judgment, coverage policy, and payer scrutiny, and in this episode Stuart Newsome, VP of RCM Insights, unpacks what it really means. Joined by Viveka Jagadeesan (Enablement Manager), Lindsey Nelson (Director of Product Marketing), Christina Harkins (Senior Revenue Cycle Manager), and Angie Adams (VP Clinical & Patient Engagement), the group explores Medicare error data, CERT audits, recoupment risk, NCD vs. LCD nuances, and how AI-driven policy intelligence can support medical necessity on both the front and back end of the revenue cycle.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP228In episode 228, Coffey talks with Kelly Bubolz about the evolving drivers of workplace burnout and practical ways employers can build healthy, high-capacity teams.They discuss how rapid technological change is straining employee capacity; the shift from pandemic-era mental-health burnout to operational overload; the role of role clarity and workflow optimization in preventing exhaustion; the behavioral warning signs of advancing burnout; the hidden cost of dysfunctional meetings; the impact of remote work structure on cognitive load and productivity; proactive workforce metrics HR should track; cultural myths that drain energy and reinforce burnout; improving cross-functional collaboration and workflow design; and how organizations can align operations around true value creation.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Burnout survivor turned business strategist, Kelly Bubolz knows what it takes to go from running on fumes to being intentional with energy that people want to follow. With 20+ years in HR leadership, she's transformed her own high stress physical collapse into a powerhouse mission. Guiding the recharge through redesigning the ways of work, cutting through chaos and into sustainable energy.Kelly Bubolz can be reached at: https://www.kbtrainingconnections.com https://www.linkedin.com/in/kelly-bubolz-73b65011 https://www.facebook.com/profile.php?id=61579197120672 https://www.instagram.com/kellybubolzAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Identify the behavioral and operational indicators of burnout before they reach crisis levels.2. Evaluate how role clarity, workflow design, and meeting structure affect employee capacity.3. Apply proactive metrics and cultural practices that reduce energy drain and strengthen productivity.

«Desaparellats», de Ramon Pardina. Intèrprets: Ricard Farré i Esther López. Escenografia i vestuari: Jose Novoa. Disseny d'il·luminació: Anna Espunya. Disseny de so: Marta Folch. Regidoria: Lucas Bonillo Carrera. Producció executiva: Sem Pons. Ajudantia de producció: Maria Antolín. Una producció de Barc Coop. Amb el suport de: ICEC – Institut Català de les Empreses Culturals. Ajudantia de direcció: Alba Aluja. Direcció: Roc Esquius. Espai Texas, Barcelona, 26 novembre 2025. Veu: Andreu Sotorra. Música: Cert, clar i breu. Interpretació: Mishima. Composició: David Carabén i Flora Saura, Mishima. Àlbum: Trucar a casa. Recollir les fotos. Pagar la multa, 2005.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

In this episode, we discuss patellofemoral pain (PFP). We explore: What is happening structurally in PFP? Differential diagnosis around the kneeRole of effusion and crepitus in PFPAssessment of patients with suspected PFPRole of squatting in objective assessments and treatmentWhat factors may lead to chronicityEvidence based management of PFPRole of blood flow restriction within PFPWant to learn more about patellofemoral pain? Claire Robertson has done a brilliant Masterclass with us called “Patellofemoral Pain” where she goes into further depth on this topic. 

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP226  In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations.  They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University.  Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.   Pam and Bernie can be reached at  https://www.linkedin.com/in/pamela-boyd-8b193b1/ https://www.linkedin.com/in/berniebeck/ Pam and Bernie's book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  Pam's firm, Dramatic Conclusions: www.dramaticconclusions.com  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify sources of workplace drama and distinguish them from normal conflict. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. Build systems for feedback, recognition, and development that reinforce accountability. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness. 

Fernandez v. United States | 11/12/25 | Docket #: 24-556 24-556 FERNANDEZ V. UNITED STATES DECISION BELOW: 104 F.4th 420 THE PETITION FOR A WRIT OF CERTIORARI IS GRANTED LIMITED TO THE FOLLOWING QUESTION: WHETHER A COMBINATION OF “ EXTRAORDINARY AND COMPELLING REASONS ” THAT MAY WARRANT A DISCRETIONARY SENTENCE REDUCTION UNDER 18 U. S. C. §3582(c)(1)(A) CAN INCLUDE REASONS THAT MAY ALSO BE ALLEGED AS GROUNDS FOR VACATUR OF A SENTENCE UNDER 28 U. S. C. §2255.   CERT. GRANTED 5/27/2025 QUESTION PRESENTED: Under 18 U.S.C. § 3582(c)(1)(A), a district court has broad discretion to reduce the term of imprisonment in any case if it finds that "extraordinary and compelling reasons warrant such a reduction." The sole limitation Congress placed on that discretion is found in 18 U.S.C. § 994(t), which provides that "[r]ehabilitation of the defendant alone shall not be considered an extraordinary and compelling reason." In reversing the district court's grant of compassionate release to Joe Fernandez, the Second Circuit held that it was an abuse of discretion for the court to have considered evidence bearing on Fernandez's potential innocence as well to have found a disparity in sentences between Fernandez and several of his co-defendants who were cooperating witnesses. That decision was contrary to decisions of the First and Ninth Circuits, which have each held that district courts are not restricted with respect to matters they may consider under 18 U.S.C. § 3582(c)(1)(A) other than as set forth by Congress. The question presented is: Whether the Second Circuit erred in recognizing extra-textual limitations on what information a court may consider when determining whether there exist extraordinary and compelling reasons warranting a sentence reduction under 18 U.S.C. § 3582(c)(1) (A). LOWER COURT CASE NUMBER: 22-3122

Learning Resources, Inc. v. Trump, President of U.S. | 11/05/25 | Docket #: 24-1287 24-1287 LEARNING RESOURCES, INC. V. TRUMP DECISION BELOW: THE PETITION FOR A WRIT OF CERTIORARI BEFORE JUDGMENT IS GRANTED. CONSOLIDATED WITH 25-250 FOR ONE HOUR ORAL ARGUMENT. EXPEDITED BRIEFING. THE CASES WILL BE SET FOR ARGUMENT IN THE FIRST WEEK OF THE NOVEMBER 2025 ARGUMENT SESSION.       CERT. GRANTED 9/9/2025 QUESTION PRESENTED: The International Emergency Economic Powers Act, 50 U.S.C. § 1701 et seq. ("IEEPA") permits the President, upon a valid emergency declaration, to "investigate, block during the pendency of an investigation, regulate, direct and compel, nullify, void, prevent or prohibit, any acquisition, holding, withholding, use, transfer, withdrawal, transportation, importation or exportation of, or dealing in, or exercising any right, power, or privilege with respect to, or transactions involving, any property in which any foreign country or a national thereof has any interest[.]" Id. § l 702(a)(1)(B). Until now, no President in IEEPA's nearly 50-year history has ever invoked it to impose tariffs-let alone the sweeping worldwide tariffs imposed pursuant to the executive orders challenged here. The question presented is: Whether IEEPA authorizes the President to impose tariffs. LOWER COURT CASE NUMBER: 25-5202

Something New!For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP225 In episode 225, Coffey talks with Monica Lloyd about navigating organizational change with transparency, stability, and human-centered strategies.  They discuss how AI, workforce demographics, and economic uncertainty are reshaping leadership expectations; how transparency and vulnerability build trust during change; how leaders can create stability and clear communication systems in uncertain times; how organizational values and culture can anchor teams through disruption; the impact of AI on jobs and workforce planning; rethinking career paths and talent retention in the age of automation; training middle managers to communicate consistent messages; building engagement through recognition and behavioral insight; and how HR must evolve into the science of human behavior and change management.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Monica Lloyd is the founder of People Forward®, a consulting firm on a mission to create workplaces people love. A recognized thought leader and top-rated speaker, she's known for blending sharp business strategy with contagious energy that inspires leaders and teams to raise their game.   As an expert contributor to the Forbes HR Council, Monica brings both credibility and a fresh perspective to the national stage, challenging audiences to rethink how work should feel and how organizations can truly thrive. Her style is equal parts strategist, motivator, and innovator who never shies away from tough conversations, but always keeps people at the center.  Whether she's guiding executives through organizational transformation, sparking inspiration from the stage, or hosting her People Mavens podcast, Monica's work is rooted in one simple belief: the best business strategy is people strategy.  Monica Lloyd can be reached at https://www.peopleforward.us https://www.linkedin.com/in/themonicalloyd/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.  Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Explain how transparency and vulnerability strengthen leadership credibility during times of change. Identify methods to create organizational stability and clear communication in uncertain conditions. Describe strategies for adapting workforce planning and career development in response to AI-driven transformation.  

How can we weave somatic skills into our client work?  What is a Feminine Embodiment Coach?  And what makes this style of coaching different to other somatic approaches?  We answer these questions (and more) during our Information Session for the Feminine Embodiment Coaching Certification.  Join Program Founder, Jenna Ward to explore our philosophy, name the techniques great practitioners should have & take a tour of the school & get these questions (and more) answered. This podcast is a preview of our Info Session held in October 2025.    Resources mentioned in this podcast:  Feminine Embodiment Coaching Certification  Download the Curriculum  Watch the full info session here (video & audio)  Testimonials & Praise from past participants

On this week's episode of Ridgefield Tiger Talk, we're excited to welcome RHS 11th grader William Knispel. He's the amazing young man who has started the teen chapter of the Ridgefield CERT (Community Emergency Response Team) program. Working with the CERT program, he is bringing important training such as first aid, disaster response, and basic car repair, to name just a few. Visit the Ridgefield CERT website or search for “Ridgefield Teen CERT” on Facebook/Instagram for more information. Thanks for listening!

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

This episode takes listeners inside the latest B Corp updates—Version 2.1, the new five-year certification cycles, and the EU's Empowering Consumers for the Green Transition (ECGT) regulations. Ryan and Emmy unpack what these changes mean for both new and existing B Corps, and share candid reflections on how to navigate the transition. It's an informative, unfiltered look at what's new, what's confusing, and what's next for the movement.View the show notes: https://go.lifteconomy.com/blog/mailbag-v2.1-5-year-certification-cycles-ecgt-moreUnlock your free B Corp Values Assessment—plus tips and insights to help your business grow. https://go.lifteconomy.com/b-corp-newsletter

Gigi Supplements, TrakPro and Cyber Cert Labs have been named as Dublin regional winners at this year's InterTradeIreland Seedcorn Investor Readiness Competition. The three categories included Business-to-Business, Business-to-Consumer and Deep Tech. TrakPro won in the B2B category, Gigi Supplements won in the B2C category, while Cyber Cert Labs won in the Deep Tech category. Each company received €50,000 and will advance to the All-Island final in Dublin on November 13th. The InterTradeIreland Seedcorn Investor Readiness Competition is the largest business competition of its kind on the island of Ireland, offering a total prize fund of €800,000 to promising start-ups and early-stage businesses. The Seedcorn competition offers start-up businesses the chance to win big without giving away an equity stake. B2B Category TrakPro is a B2B SaaS platform that streamlines subcontractor payment claims and commercial account management for the construction industry. The platform provides a centralised solution that automates compliance with payment legislation, integrates with construction ERP systems, and increases commercial team efficiency by 25%. Colm Brennan, CEO and Co-Founder of TrakPro, said: "We're absolutely delighted to have won the B2B category in the Dublin regional final of the InterTradeIreland Seedcorn competition. While I had the privilege of pitching, this achievement is truly a reflection of the entire TrakPro team's hard work, dedication and belief in our vision. The insights and guidance provided throughout the competition have been incredibly valuable as we prepare to embark on our pre-seed investment round." Pictured are Alison Currie, Director of Innovation and Entrepreneurship at InterTradeIreland, with Colm Brennan, CEO of Trak Pro B2C Category Gigi Supplements was founded by two registered Nutritional Therapists who specialise in female health. Together, they have a combined 12 years of experience working with clients in the nutrition space. They are passionate about empowering women to live happy and symptom-free at every stage of their reproductive lives and know just how impactful the right nutrients can be for female hormonal health. Jennie Haire, Co-Founder & CEO of Gigi Supplements, said: "Winning the InterTradeIreland Seedcorn regional finals means the world to us, and the incredible prize for the company is just the cherry on top. What started back in 2023 as a learning journey, where we reached the second round of the competition, to finally taking home the win today, is just the most incredible feeling. This has been the ultimate lesson in persistence. It's a competition like no other, and we've learned so much from it. We're proud and very grateful to have taken home this prize today. Third time lucky!" Deep Tech Category Cyber Cert Labs' mission is to revolutionise the way organisations approach cybersecurity by addressing end-to-end supply chain vulnerabilities. They develop software for digital product manufacturers, enabling them to embed cybersecurity into their development lifecycle. Their solutions also support businesses that purchase these products (e.g., IoT, OT, and software), ensuring secure operation as defined by the manufacturer. Patricia Shields, CEO & Co-Founder of Cyber Cert Labs, said: "We are so proud to be winners of the Dublin regional final in the Deep Tech category of the Seedcorn competition. It has been a wonderful experience and genuinely great preparation for Cyber Cert Labs as we go forward.. A massive thank you to InterTradeIreland for hosting the competition." All companies emerged victorious from a group of six innovative start-ups and early-stage businesses representing Dublin. They also included Harcourt Building Technologies, Polliknow and A Slice of Life. The regional final, held on October 22nd in Dublin, saw the finalists pitch their investment proposals to a panel of judges, including active investors. The Dublin regional winners will now compete for the ov...

Leadership in corrections doesn't come from a badge or title—it emerges from integrity, trust, and the willingness to shield your team during difficult times. Matthew Hyde, leadership strategist and author of "From Rookie to Rank," shares his remarkable journey from new correctional officer to CERT Commander without formal rank.Matthew's story begins with an unexpected path into corrections after brief experiences in college and the National Guard. Within six months of starting at a county jail, he was selected as a Field Training Officer, discovering his natural talent for developing others. The conversation takes a fascinating turn when Matthew discusses becoming the first non-ranking CERT Commander in his department's 25-year history. Rather than attempting to assert dominance over higher-ranking team members, he built trust by acknowledging their experience and seeking their input. "I established that when you walk into the CERT locker room, there is no rank—we're just positions," he explains, detailing how this approach eventually earned him respect across generational divides.Perhaps most valuable are Matthew's insights on leading through organizational challenges. He candidly shares his experience protecting his team during difficult administrations, emphasizing that when leadership falters from above, frontline supervisors must continue shielding their staff. "You still got to lead. Your people depend on you," he insists, offering practical wisdom for navigating politics while maintaining operational excellence.Whether you're aspiring to move up the ranks or seeking to improve your leadership effectiveness where you stand, this conversation delivers actionable strategies for building high-performance correctional teams. Matthew's journey demonstrates that in the challenging world of corrections, the most powerful leadership comes not from authoritSend us a text PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.OMNIOMNI is cutting-edge software designed to track inmates and assets within your prison or jail. Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showAlso, check out Michael's newest book - POWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and Beyond https://amzn.to/4mBeog5 See Michael's newest Children's Books here: www.CantrellWrites.com Support the show ======================= Contact me: mike@theprisonofficer.com Buy Me a Cup of Coffee https://www.buymeacoffee.com/mikeml Keys to Your New Career: Information and Guidance to Get Hired and Be Successful as a Correctional or Detention Officer https://amzn.to/4g0mSLw Finding Your Purpose: Crafting a Personal Vision Statement to Guide Your Life and Career https://amzn.to/3HV4dUG Take care of each other and Be Safe behind those walls and fences! #prisonofficerpodcast #leadership #podcast @theprisonofficerpodcast Contact us: mike@theprisonofficer.comFacebook: https://www.facebook.com/ThePrisonOfficerTake care of each other and Be Safe behind those walls and fences!

Oktobrī atzīmejam kiberdrošības mēnesi, kad īpašu uzmanību pievēršam mūsu digitālajai higiēnai un tam, kā apkarot noziedzību vidē, kurā draudi ir neuzkrītoši un bieži ar viltu ievilina mūs savos tīmekļos. To papildina nesen klajā nākusi grāmata, kas veltīta kiberdrošības aspektiem Latvijā. Cik adekvāta un piesardzīga ir mūsu uzvedība virtuālajā vidē? Kādas ir jaunākās tendences kibernoziedzībā, cik daudz zinām par to, kā sevi pasargāt un kā pēta kibernoziegumus? Raidījumā Zināmais nezināmajā skaidro Rīgas Tehniskās universitātes docente, kiberdrošības eksperte Rūta Pirta un CERT.LV kiberdrošības eksperts Bernhards Blumbergs.

In episode 223, Coffey talks with Mike Lyons about why hiring for character and behavior often predicts success better than relying on experience or technical skills.They discuss how HR leaders can define and hire for the right character traits by first understanding business strategy (for example, Walmart vs. Nordstrom models); aligning hiring with authentic, observable core values; identifying the specific attitudes and behaviors that make top performers successful in each role; using structured behavioral interviews to identify values; conducting reference checks as investigative conversations rather than formalities; designing realistic job previews to reduce turnover; and maintaining objectivity by keeping character assessments job-related and bias-free.You can access Mike's free library of free downloads to elevate your healthcare clinic from merely OK to excellent here: https://www.seasoned-advice.com/signup-for-free-downloadsGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mike Lyons is the Chief Consultant for Seasoned Advice HR Services, which helps highly motivated healthcare clinics with HR support. He is a frequent presenter at healthcare conferences on the topics of leadership, culture, and employee engagement. He is a graduate of LSU and the University of Illinois and resides in Austin, TX with his wife and kids.Mike Lyons can be reached at https://www.seasoned-advice.com https://www.linkedin.com/in/mikelyonshr https://www.instagram.com/seasonedadviceAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize how strategic alignment clarifies which behavioral traits drive business results.2. Define authentic organizational and role-specific values based on top-performer analysis.3. Apply structured interviews, probing, and reference checks to assess character without bias.

Software bills of materials or SBOMs are critical to software security and supply chain risk management. Ideally, regardless of the SBOM tool, the output should be consistent for a given piece of software. But that is not always the case. The divergence of results can undermine confidence in software quality and security. In our latest podcast from the Carnegie Mellon University Software Engineering Institute (SEI), Jessie Jamieson, a senior cyber risk engineer in the SEI's CERT Division, sits down with Matt technical director of Risk and Resilience in CERT, to talk about how to achieve more accuracy in SBOMs and present and future SEI research on this front.  

Send us a text In this fired-up episode of Live to Shoot, Jeff Dowdle celebrates two game-changing Supreme Court cert grants that could supercharge Second Amendment rights. Fresh off Bruen's historical mandate, SCOTUS is tackling Hawaii's overreaching "sensitive places" bans and a federal drug-user firearm prohibition amid the cannabis boom. Jeff breaks it down with grit and gallows humor, rallying listeners to defend their carry rights against "gun-grabber" overreach. Perfect for concealed carriers, range rats, and anyone tired of statehouse nannyism.saf.orgsubscribe to my newsletterFollow this link and get $25 in ammo.Fountain Podcast AppFollow me on FountainFollow twitter @JeffDowdleFollow me on Truth Social - @JeffDowdleConvention of States ProjectPresearch search engine sign up.Brave BrowserFind our Representativeemail me at jeff@livetoshoot.comSupport the show

Cam details the issues at hand in U.S. v. Hemani, which was just granted cert by the Supreme Court, and talks with American Suppressor Association head Knox Williams about another case that could soon reach SCOTUS dealing with NFA taxes and registration requirements on suppressors.

In this episode of the Flex Diet Podcast, I dive into practical ways to boost muscle growth, enhance performance, and improve body composition — all within a flexible, health-focused framework.I also talk about my Physiologic Flexibility Certification, which is closing for enrollment soon, and unpack key concepts like Human Dynamic Range (HDR) and cross-adaptation. HDR is all about building a wider physiological range — the ability to handle more stress and recover faster — while cross-adaptation looks at how training one system (like heat or hypoxia) can improve others.Plus, I dig into new research and share actionable strategies you can use right now to strengthen your cardiovascular and respiratory systems.Sponsors:Physiologic Flexibility Certification Course open Monday, Oct. 13 to Monday, Oct. 20: https://miketnelsons.samcart.com/products/physflex/Instagram: https://www.instagram.com/drmiketnelson/Triphasic 2 book now available!Go to https://triphasic2.com/Episode Chapters:00:20 Important Announcement: Physiologic Flexibility Certification01:57 Key Concepts in Physiologic Flexibility02:14 Human Dynamic Range Explained06:01 Cross Adaptation: Heat and Hypoxia08:24 Research Studies and Findings20:33 Practical Applications and Protocols24:32 Conclusion and Certification Details28:21 Disclaimer and Final NotesGet In Touch with Dr Mike:Instagram: https://www.instagram.com/drmiketnelson/YouTube: https://www.youtube.com/channel/UCn1aTbQqHglfNrENPm0GTpgEmail: https://miketnelson.com/contact-us/

In episode 222, Coffey talks with consultant and author LeAnne Lagasse about effective leadership development initiatives and what she calls “congruent leadership.”  They discuss why most leadership training programs fail to deliver ROI; the importance of reverse engineering programs from specific organizational outcomes; the significant impact of frontline managers on employee engagement; the gap between knowledge transfer and skill execution; building programs with practice, peer learning, and self-reflection components; “soft skills” deficits across the workforce; “congruent leadership” as alignment of self-perception and team experience; and the 70-20-10 learning model's impact on development.  You can find LeAnne's new book “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” here https://a.co/d/ehUoYLx  Hardcover: https://www.barnesandnoble.com/w/the-congruent-leader-leanne-lagasse/1148446437?ean=9798999501912   Book website: https://www.thecongruentleaderbook.com   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  LeAnne Lagasse is the author of “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You.”   LeAnne is also an HR consultant and keynote speaker who helps leaders and organizations improve employee engagement and retention, as well as develop their people managers.   LeAnne is a SHRM-SCP, a Gallup-Certified CliftonStrengths© Coach, and also serves as adjunct faculty at Missouri State University, where she teaches professional communication courses to MBA students.   Before launching her consulting business, LeAnne was a faculty member and the Director of Public Speaking in the College of Media and Communication at Texas Tech University, where she served for 14 years. Alongside her husband, Ben, she is a proud mom to three children and two pet prairie dogs.  LeAnne's book, “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” is available at https://a.co/d/e2vm4d1.   LeAnne Lagasse can be reached at: https://www.leannelagasse.com/  https://www.linkedin.com/in/leannelagasse/  https://www.facebook.com/leannelagasseconsulting   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:   Design leadership development programs that span extended timeframes with multiple learning modalities including peer collaboration, low-stakes practice opportunities, and structured reinforcement rather than relying on one-day events or single webinars. Incorporate self-awareness and reflection exercises into leadership training to help managers identify their natural strengths, biases, and communication tendencies that create barriers to their own success. Implement the 70-20-10 learning model by prioritizing challenging practice exercises (70%), supportive coaching and mentoring relationships (20%), and formal content delivery (10%) to maximize leadership development ROI. 

Bowe v. United States | 10/14/25 | Docket #: 24-5438 24-5438 BOWE V. UNITED STATES DECISION BELOW: CA 11 ORDER 6/27/2024 KASDIN M. MITCHELL, ESQUIRE, OF DALLAS, TEXAS, IS INVITED TO BRIEF AND ARGUE THIS CASE, AS AMICUS CURIAE, IN SUPPORT OF THE JUDGMENT BELOW AS TO QUESTION 1 PRESENTED BY THE PETITION FOR A WRIT OF CERTIORARI. CERT. GRANTED 1/17/2025 QUESTION PRESENTED: Under 28 U.S.C. § 2244(b)(1), “[ a] claim presented in a second or successive habeas corpus application under section 2254 that was presented in a prior application shall be dismissed. ” (emphasis added). The first question presented is: Whether 28 U.S.C. § 2244(b)(1) applies to a claim presented in a second or successive motion to vacate under 28 U.S.C. § 2255. * * * Under 28 U.S.C. § 2244(b)(3)(E), “[ t]he grant or denial of an authorization by a court of appeals to file a second or successive application shall not be appealable and shall not be the subject of a petition . . . for a writ of certiorari. ” (emphasis added). The second question presented is: Whether 28 U.S.C. § 2244(b)(3)(E) deprives this Court of certiorari jurisdiction over the grant or denial of an authorization by a court of appeals to file a second or successive motion to vacate under 28 U.S.C. § 2255. LOWER COURT CASE NUMBER: 24-11704

Ellingburg v. United States | 10/14/25 | Docket #: 24-482 24-482 ELLINGBURG V. UNITED STATES DECISION BELOW: 113 F.4th 839 JOHN F. BASH, ESQUIRE, OF AUSTIN, TEXAS, IS INVITED TO BRIEF AND ARGUE THIS CASE, AS AMICUS CURIAE , IN SUPPORT OF THE JUDGMENT BELOW. CERT. GRANTED 4/7/2025 QUESTION PRESENTED: Whether criminal restitution under the Mandatory Victim Restitution Act (MVRA) is penal for purposes of the Ex Post Facto Clause. LOWER COURT CASE NUMBER: 23-3129

In this episode, I break down my Physiologic Flexibility Certification — an advanced course designed to help you build a more adaptable, resilient body. I'll walk you through the four key pillars of human performance: temperature regulation, pH balance, fuel use, and air/CO₂ control. You'll hear how this cert expands on my Flex Diet Certification to improve recovery, strength, and overall health using practical strategies and modern wearable tech. Enrollment is open October 13–20, 2025.Sponsor:Physiologic Flexibility Certification Course open Monday, Oct. 13 to Monday, Oct. 20: https://miketnelsons.samcart.com/products/physflex/Triphasic 2 book now available!Go to https://triphasic2.com/Episode Chapters:01:09 Metabolic Flexibility vs. Physiologic Flexibility02:42 Four Pillars of Physiologic Flexibility06:07 Deep Dive into Temperature Regulation07:19 Understanding pH and Buffering Systems09:35 Fuel Systems: Carbohydrates and Ketones11:58 Air and CO2 Regulation15:06 Practical Applications and Technology30:26 Conclusion and Certification DetailsGet In Touch with Dr Mike:Instagram: https://www.instagram.com/drmiketnelson/YouTube: https://www.youtube.com/channel/UCn1aTbQqHglfNrENPm0GTpgEmail: https://miketnelson.com/contact-us/

In this episode, Dr. Maris shares a wealth of insight drawn from decades of experience in aircraft certification, flight testing, and aerospace innovation. The conversation explores how 3C helps emerging aerospace companies navigate the complexities of certification — from developing early-stage roadmaps to guiding OEMs through compliance and testing. Dr. Maris explains why certification isn't an end-of-project task but a continuous process, comparing it to the long and rigorous testing cycles of new pharmaceuticals. He also highlights the unique technical and regulatory hurdles facing eVTOL developers, such as the limitations of current battery technology, the evolving frameworks from EASA and the FAA, and the critical role of human factors and simulation in ensuring safety. Looking to the future, Dr. Maris predicts that eVTOL certification will become more structured and harmonized globally, with growing collaboration between regulators and innovators. He believes Canada is well positioned to play a leading role in this emerging ecosystem — particularly for regional and first responder applications. Closing the episode, Dr. Maris emphasizes the importance of clear, factual reporting to educate the wider public, regulators, and industry stakeholders about this “sea change” moment in aviation.

Want to reach out to us? Want to leave a comment or review? Want to give us a suggestion or berate Anthony? Send us a text by clicking this link!The cavalry isn't coming—and that's not a doomsday slogan, it's the lived reality in towns cutting police hours and cities where 911 stalls. We take that uncomfortable truth and turn it into a plan: how to build a small, Catholic mutual assistance group that actually holds under stress. No cosplay, no fantasy—just clear roles, shared skills, and a prayer life that anchors everything.We start by puncturing the lone-wolf myth and mapping the real constraints: unpredictable platform rules around firearms, DAs who change the stakes by zip code, and emergency services that prioritize institutions over families. From there we get practical. Family buy-in comes first and it's won with everyday examples—water when mains break, heat when the grid falters, first aid when minutes matter. Then we go find people where seriousness congregates: USPSA and IDPA matches, ham radio clubs, CERT and volunteer rescue, 4-H, homestead circles, and Knights of Columbus councils ready for renewal. Skills beat swagger—medics, electricians, welders, growers, and comms nerds are the backbone; rifles are the tip of a much larger spear.Leadership gets one chair. We outline a lean structure, redundancy across roles, simple comms plans, on-paper inventories, and an intel habit that shrinks the fog of war. We keep it legal and layered—cookouts before carbine days, no shortcuts, no stunts. Spiritual life isn't a bolt-on; we pray the Rosary, read, and keep Sundays, because order in the soul builds order in the street. On gear and training, we favor standardization, sustainable ammo budgets, and drills that sharpen judgment over ego. Fitness becomes logistics you wear: walking, rucking, lifting—the quiet work that lets fathers carry children upstairs when it counts.If you've wondered how to move from anxiety to action, this conversation is your blueprint. Subscribe, share with someone who should be on your team, and tell us: what skill will you bring to your group this month?Support the showTake advantage of Recusant Cellar's "Christ the King" sale by heading over to https://recusantcellars.com/ and using code "REXCAELORUM" for 20% off at checkout!********************************************************Please subscribe! https://www.youtube.com/channel/UCKsxnv80ByFV4OGvt_kImjQ?sub_confirmation=1https://www.avoidingbabylon.comMerchandise: https://avoiding-babylon-shop.fourthwall.comLocals Community: https://avoidingbabylon.locals.comFull Premium/Locals Shows on Audio Podcast: https://www.buzzsprout.com/1987412/subscribeRSS Feed for Podcast Apps: https://feeds.buzzsprout.com/1987412.rssRumble: https://rumble.com/c/AvoidingBabylon

Barrett v. United States | 10/07/25 | Docket #: 24-5774 24-5774 BARRETT V. UNITED STATES DECISION BELOW: 102 F.4th 60 PETITION FOR A WRIT OF CERTIORARI IS GRANTED LIMITED TO QUESTION 1 PRESENTED BY THE PETITION. CHARLES L. McCLOUD, ESQUIRE, OF WASHINGTON, D. C., IS INVITED TO BRIEF AND ARGUE THIS CASE, AS AMICUS CURIAE , IN SUPPORT OF THE JUDGMENT BELOW. CERT. GRANTED 3/3/2025 QUESTION PRESENTED: I. Whether the Double Jeopardy Clause permits two sentences for an act that violates 18 U.S.C. § 924(c) and§ 924(j), a question that divides seven circuits but about which the Solicitor General and Petitioner agree. II. Whether "Hobbs Act robbery qualifies as a crime of violence under §924(c) (3)(A), a question left open after" United States v. Taylor , 596 U.S. 845 (2022). United States v. Stoney , 62 F.4th 108, 113 (3d Cir. 2023). LOWER COURT CASE NUMBER: 21-1379

This episode features Jonathon Mayor, Principal Security Consultant for the Americas at Cohesity.A founding member of Cohesity's Security Center of Excellence and the Cyber Event Response Team, Jonathon has more than 20 years of experience in security operations, forensics, and business continuity, with past leadership roles at EMC, Dell, and Verizon. He's guided Fortune 500 and Global 1000 organizations through high-stakes incident response and recovery.In this episode, Jonathon explains why trust is the first casualty in a cyberattack, how to distinguish between mission critical operations and mission critical response, and why resilience depends as much on people and process as on technology. He shares candid lessons from the field on avoiding endless “what if” scenarios, preparing for the human toll of prolonged incidents, and building flexibility into every plan.This is a practical look at cyber resilience and the critical skills every leader needs to have before the next 2 a.m. incident call. Guest Bio Jonathon Mayor is Principal Security Consultant for the Americas at Cohesity, where he has helped many Fortune 500 and Global 1000 organizations strengthen cyber resilience through threat intelligence, incident response, and recovery strategy. A founding member of Cohesity's Security Center of Excellence and the Cyber Event Response Team (CERT), his current focus is proactively collaborating with security partners and customers to strengthen security posture and readiness by drawing from the experiences and lessons learned through CERT.With more than 20 years in security operations, forensics, and business continuity, Jonathon has held leadership roles at EMC, Dell, and Verizon, where he oversaw global NOC operations and major incident mitigation.Guest Quote " The thing that's most important that's lost first and hardest to regain is trust. Everything else is secondary. If the very tools that I'm relying on to respond have been compromised, and therefore I can't trust them, where does my plan go from there?”Time stamps 01:10 Meet Jonathan Mayor 03:37 Rethinking What's Mission Critical 12:25 Avoiding Endless What If's 15:50 Paranoia Has a Budget: Prioritizing Risks 21:27 The Human Element in Cyber Defense 25:01 Importance of Mindset Flexibility 27:11 Post-Incident AdviceSponsor The HIP Podcast is brought to you by Semperis, the leader in identity-driven cyber resilience for the hybrid enterprise. Trusted by the world's leading businesses, Semperis protects critical Active Directory environments from cyberattacks, ensuring rapid recovery and business continuity when every second counts. Visit semperis.com to learn more.LinksConnect with Jonathon on LinkedInLearn more about CohesityConnect with Sean on LinkedInDon't miss future episodesLearn more about Semperis

In episode 221, Coffey talks with Jason Finkelman about the September 2025 presidential proclamation requiring a $100,000 fee for H-1B visa petitions and its potential impact on employers and foreign workers.They discuss the vague proclamation language creating confusion about fee applicability; the H-1B lottery process; how prevailing wage requirements are designed to prevent exploitation; consulting companies farming out H-!B workers; the possible impact on small and medium employers; alternatives to H-1Bs; and what to expect in the spring H-1B lottery.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Jason Finkelman is an Immigration Attorney working with domestic and foreign businesses, as well as international individuals in a variety of employment-based and family-based immigration matters. He represents U.S. and international companies, entrepreneurs, investors, business-owners, executives, professionals, skilled workers, students, and families in obtaining employment visas, lawful permanent residence ("green cards") and U.S. citizenship. Jason has worked with clients across a number of industries including high-tech, semiconductor, healthcare, higher education, energy, oil and gas, import/export, research, video game, as well as professional athletics, music, and entertainment to help them meet their immigration goals. Jason continues to be at the forefront of immigration law. Please visit www.finkelmanlaw.com for more information on his services.Jason Finkelman can be reached athttps://www.finkelmanlaw.comhttps://www.linkedin.com/in/jasonfinkelman/https://www.facebook.com/finkelmanlawhttps://x.com/FinkelmanLawAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand the H-1B visa framework including the annual lottery system, prevailing wage requirements enforced by the Department of Labor, and the current government fee structure.2. Understand the impact of the $1000,0003. Evaluate alternatives to H-1B visas for utilizing foreign talent.

In episode 220, Coffey talks with Ranya Nehmeh about the challenges and limitations of hybrid and remote work arrangements based on research from their new book "In Praise of the Office."They discuss how initial COVID remote work success masked long-term problems; loss of informal interactions and mentoring for newcomers; reduced collaboration and innovation; proximity bias affecting promotions and performance reviews; employee engagement challenges in hybrid settings; designing hybrid schedules with anchor days and structured meeting protocols; redesigning office spaces for collaboration; why hot-desking raises concerns; and adapting performance management to include helping behaviors and mentoring as measurable KPIs.Resources referenced in this episode include:Ranya Nehmeh and former Good Morning, HR guest Peter Cappelli's new book, In Praise of the Office: The Limits to Hybrid and Remote WorkAnd you can get a preview of their research in the (July–August 2025) Harvard Business Review article, Hybrid still isn't workingWorking From Home, Worker Sorting and Development; David Atkin, Antoinette Schoar, & Sumit Shinde; National Bureau of Economic ResearchEmployee Innovation During Office Work, Work from Home and Hybrid Work; Michael Gibbs, Friederike Mengel, and Christoph Siemroth; University of Chicago—Becker Friedman Institute for EconomicsThe Power of Proximity to Coworkers: Training For Tomorrow or Productivity Today?; Natalia Emanuel, Emma Harrington, & Amanda Pallais; National Bureau of Economic ResearchGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Ranya Nehmeh is a senior HR strategist with expertise in people strategy, HR policy, leadership development, and talent management. She has held key HR roles at the OPEC Fund for InternationalDevelopment in Vienna and the European Central Bank in Frankfurt. She is a lecturer at the University of Applied Sciences for Management & Communication in Vienna and also the author of The Chameleon Leader: Connecting with Millennials (2019).Ranya holds a master's in industrial relations and human resource management from the London School of Economics & Political Science (LSE) and a Doctor of Business Administration from the Swiss Management Center in Zug. Her recent articles, co-authored with Wharton professor Peter Cappelli, include “Hybrid Still Isn't Working” (Harvard Business Review July/August 2025), “Sustainable Agility: How HR Can Survive the Rapid Pace of Change” (People + Strategy Journal, SHRM, July 2024), “It's Time to Do Away with ‘Dry Promotions,'” (Harvard Business Review, July 2024) and “HR's New Role” (Harvard Business Review, May/June 2024 magazine).Ranya Nehmeh can be reached at:https://www.ranyanehmeh.comhttps://www.linkedin.com/in/ranyanehmehhttps://www.facebook.com/ranya.nehmeh/https://www.instagram.com/ranyanehmeh/https://x.com/ranyanAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the impact of fully remote environments on collaboration, innovation, and newcomer integration.2. Implement structured hybrid policies designed to promote collaboration and productivity.3. Redesign performance management systems to include measurable KPIs for mentoring, timely response to help requests, and cross-functional collaboration to counteract the individual contributor mindset that remote work can foster.

On this week's episode of Compliance Unfiltered, The CU Guys discuss the launch of EZ Cert, a new feature in the TCT Portal, designed to simplify compliance tasks for end users. Adam explains how EZ Cert streamlines the interface, making it more accessible and efficient for users who only occasionally interact with the system. The conversation highlights the business value of EZ Cert, emphasizing its ability to reduce bottlenecks and improve the efficiency of compliance engagements. The episode also touches on the benefits of EZ Cert for assessors. All this and more on this week's Compliance Unfiltered.

D4VD's manager breaks his silence regarding speculation he was involved in the death of CelesteVideo shows her home after she was last reported missing https://www.tmz.com/2025/09/29/celeste-rivas-argues-neighbors-after-reported-missing/ How many deaths are there in LA every day and how many of those end up with the medical examiner?LAPD press release in full - https://youtube.com/shorts/Ad8ViKBvVI8?feature=shareALL MERCH 10% off with code Sherlock10 at checkout  - NEW STYLES Donate: (Thank you for your support! Couldn't do what I love without all y'all) PayPal - paypal.com/paypalme/prettyliesandalibisVenmo - @prettyliesalibisBuy Me A Coffee - https://www.buymeacoffee.com/prettyliesrCash App- PrettyliesandalibisAll links: https://linktr.ee/prettyliesandalibisMerch: prettyliesandalibis.myshopify.comPatreon: https://www.patreon.com/PrettyLiesAndAlibis(Weekly lives and private message board)Become a supporter of this podcast: https://www.spreaker.com/podcast/pretty-lies-and-alibis--4447192/support.

In episode 219, Coffey talks with Rose Ann Garza about strategies to personalize employee engagement.They discuss defining engagement as safety and appreciation rather than superficial perks; using the Great Game of Business approach to financial transparency and employee involvement; reducing turnover through cultural changes; prioritizing practical benefits over traditional perks; creating special interest groups beyond typical affinity programs; sourcing engagement ideas through HR office hours and direct employee feedback; addressing soft skills gaps in the emerging workforce; and the importance of trust-building through hands-on leadership presence.Check out Episode 112 of Good Morning, HR featuring Monica Guzmán, author of I Never Thought of It That Way. Her insights on the value of curiosity and conversation when engaging with opposing viewpoints are especially relevant today.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane. During her time at Kerbey Lane the organization has more than doubled in size and has won several prestigious awards related to their impact within the community and on their team members.Prior to joining Kerbey Lane, Rose Ann built her career in the restaurant and hospitality industry working with Destination Hotel and Resorts and Brinker International.A member of Kerbey Lane's Executive Team, she leads the execution of Kerbey Lane's people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane's growth and impact.She also serves as the strategic business advisor to senior leadership and the Managing Partners of each location regarding key organizational and management issues.In addition to her role at Kerbey Lane, Rose Ann serves on the SHRM Membership Advisory Council (2025-2026) representing the Southwest Central Region and over 50,000 SHRM Members across ten states. She also serves on the Texas SHRM Board of Directors Executive Council as the Immediate Past State Director.Rose Ann previously served Texas SHRM in the roles of State Director, State Director Elect, Assistant State Director- District Directors and Core Leadership Area Directors, District Director and as the Workforce Readiness Director. Rose Ann has also served her local SHRM chapter, Austin SHRM, as President, President Elect, and Vice President of Programs.In 2024 Rose Ann was named the HR Executive of the Year by Austin SHRM and recently, in June 2025, Rose Ann was honored as the inaugural recipient of the Austin Business Journal's HR Impact Award.Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin.Rose Ann Garza can be reached athttps://kerbeylanecafe.comhttps://www.linkedin.com/in/roseanngarzaAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement transparent financial sharing and employee involvement in business decisions to create ownership mentality, teaching financial literacy that benefits both company performance and personal employee development.2. Design engagement benefits that address actual employee needs rather than assumed preferences, focusing on practical support like meal allowances for families instead of traditional corporate perks.3. Establish regular face-to-face contact with frontline employees through scheduled office hours and hands-on work experience to build trust and gather authentic feedback for engagement initiatives.

In episode 218, Coffey talks with Ryan Englin about recruiting and retaining skilled workers in the blue-collar trades, addressing labor shortages, and changing perceptions of trade careers.They discuss the retirement wave with 40% of tradespeople leaving in 7-10 years; barriers to entry including complex licensing requirements and limited apprenticeship slots; shifting cultural attitudes away from trades toward college; recruiting as a marketing activity requiring better messaging; retention problems masquerading as labor shortages; the need for career progression paths and leadership development; creating friction in hiring processes to assess cultural fit; and specialized leadership training approaches for hands-on learners.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Ryan Englin is passionate about supporting growing businesses, particularly in blue-collar industries, to build amazingly productive companies by hiring the right people.Growing up, he saw his own father working 12-hour shifts and weekends as an owner/operator, witnessing firsthand the struggles that these companies have in hiring quality frontline employees. Ryan was determined to help them find a better way.His company, Core Matters, provides coaching and training on attracting, hiring, and retaining rock star employees. Using his proven process, the Core Fit Hiring System, small and midsize businesses learn how to start hiring better people, faster. With almost a decade in the business, Ryan has worked with over a hundred clients, helping business owners achieve their goals by hiring the right people.Ryan Englin can be reached athttps://corematters.comhttps://linkedin.com/in/ryanenglinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Reframe recruiting efforts as marketing activities that sell the lifestyle, earning potential, and career advancement opportunities in trades rather than focusing solely on job descriptions and technical requirements.2. Develop comprehensive career progression pathways with clear visual representations showing advancement from entry-level to leadership roles, addressing the retention crisis caused by unclear growth opportunities.3. Design hiring processes that assess cultural fit and behavioral alignment first, using practical tests like punctuality expectations and environment-specific interviews rather than relying solely on technical skills assessment.

In episode 217, Coffey talks with HRSouthwest Conference keynote speaker Steve Cadigan about the evolving nature of work.They discuss ongoing remote work debates; the evolution from hiring for skills to hiring for learning ability; the need for experimentation in remote team management; AI's role in skills analysis and internal talent mapping; building learning ecosystems between companies and educational institutions; the importance of knowing employee capabilities outside of their role-specific tasks; and HR's evolving role as facilitators of organizational awareness and AI governance.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Steve Cadigan is a highly sought-after talent advisor to leaders and organizations across the globe. As Founder of his own Silicon Valley-based firm, Cadigan Talent Ventures, Steve advises a wide range of innovative organizations that include Google, Cisco, Intel, and The Royal Bank of Scotland, Manchester United Football Club, The Country Music Association and the BBC. He is also regularly retained by some leading VC (Venture Capital) and Consulting firms such as Andreesen Horowitz, McKinsey & Company, Deloitte, and Greylock Partners for his counsel on a wide range of talent topics.Since 2021 Steve has been recognized every year as a top 100 thought leader in the world of Talent and People.Steve speaks at conferences and teaches in major universities around the world. His work in helping shape the culture at LinkedIn led Stanford University to build a graduate-level class around this ground-breaking work. Steve is frequently asked to appear on global TV and is a frequent guest on Bloomberg West, CBS, and CNBC.Throughout his career, the teams, cultures, and organizations he has led and helped build have been recognized as exceptional, “world-class” performers by the Wall Street Journal and Fortune Magazine.Before launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies and industries including ESPRIT, Fireman's Fund Insurance, Cisco Systems, PMC-Sierra, Electronic Arts and capped by serving as the first CHRO for LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and helping set it up to be the powerhouse that it has become today. In 2021 Steve received the high honor of being invited by both The University of San Francisco and Stanford University to deliver their commencement speeches.Today Steve serves on the Board of Directors to three companies and also sits on the Advisory Board of several other progressive organizations. His passion is helping leaders and companies build compelling talent strategies.In August of 2021 Steve published a ground-breaking book on the Future of Work titled Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working.Even before its official release it realized #1 on the Amazon list of Hot New Releases. In the summer of 2025 Steve launched a new podcast series called Workquake Weekly.Over his career, Steve has lived in Singapore, Canada, and the United States. He has interviewed, hired, coached and mentored thousands of employees and leaders within a wide range of industries and geographies. This is what sets Steve apart from others who speak about the future of work. Steve has lived deep inside the world of work as an employee AND as an employer. His experiences and achievements give him a unique and authoritative point of view, essential to all discussions about the future of work.Today Steve lives in California with his family. He is the father of four boys and the stepdad to two girls. When he is not speaking, teaching, or writing, you can find Steve coaching basketball, playing tennis, body surfing, driving his kids everywhere, or cheering them on at their activities.Steve graduated from Wesleyan University with a BA in History and received a Master's Degree in HR & Organization Development from the University of San Francisco.Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working : https://a.co/d/3uORSF4Workquake Weekly Podcast: https://podcasts.apple.com/us/podcast/workquake-weekly/id1815731966Steve Cadigan can be reached at https://stevecadigan.com.About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Shift hiring strategies from evaluating what candidates already know to assessing their capacity to learn new skills quickly, as the shelf life of current competencies continues to shrink.2. Develop comprehensive internal talent mapping systems that identify employees' transferable skills and potential for different roles within the organization, similar to how companies track customer data.3. Create experimental approaches to remote work management rather than rigid policies, to determine what productivity and culture practices work best for specific team dynamics.

In response to Executive Order (EO) 14028, Improving the Nation's Cybersecurity, the National Institute of Standards and Technology (NIST) recommended 11 practices for software verification. Threat modeling is at the top of the list. In this podcast from the Carnegie Mellon University Software Engineering Institute (SEI), Natasha Shevchenko and Alex Vesey, both engineers with the SEI's CERT Division, sit down with Timothy Chick, technical manager of CERT's Applied Systems Group, to discuss how threat modeling can be used to protect software-intensive systems from attack. Specifically, they explore how threat models can guide system requirements, system design, and operational choices to identify and mitigate threats.  

In episode 216, Coffey talks with Carolyn Troyan about overcoming challenges in delivering effective feedback.They discuss why managers struggle with feedback and difficult conversations; building trust before challenging feedback becomes necessary; cultural differences in feedback acceptance across organizations and countries; avoiding the ineffective "feedback sandwich" approach; when to be specific and when to ask open-ended questions; managing employee emotional responses through the SARA model; addressing resistance and performance improvement barriers; and knowing where to draw the line between performance counseling and trying to solve employees' personal issues.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Carolyn Troyan currently is the President & CEO of Leadership 360. Leadership 360 is aHuman Resources consulting and leadership coaching firm. Carolyn provides coaching to leaders at all levels to accelerate their learning and take a holistic view on their development.Trained in the Hudson Institute's leadership coaching model, Carolyn works with leaders to design a 3 to 6 month coaching program that results in a comprehensive plan to accelerate their development. Carolyn has over 20 years of HR leadership and coaching experience spanning industries as diverse as technology, healthcare, renewable energy, manufacturing, and interactive entertainment.Carolyn held global HR executive roles at Electronic Arts, TIBCO Software, Siebel Systems, and was a strategic rewards consultant at Mercer Consulting. Carolyn can quickly understand your leaders' strengths and challenges, help them move to insights and partner with them to develop successful strategies in order to thrive and deliver results. Carolyn holds a B.A. in Psychology and Political Science from Miami University and an MBA in Corporate Strategy from the University of Michigan.In addition to running Leadership 360, Carolyn is an advocate for diversity in leadership, regularly contributing to thought leadership in the field and volunteering her time to mentor and support emerging leaders from underrepresented backgrounds.Carolyn can be reached at https://www.leadership-360.org https://www.linkedin.com/in/carolyn-troyan-5861331About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish trust-based relationships with employees through consistent positive feedback over time before delivering developmental feedback.2. Deliver feedback effectively and in congruence with organizational and cultural norms.3. Respond to employee resistance or external challenges that make performance change difficult.

EFT Talk: Your Guide to Emotionally Focused Therapy

If you give us about fifteen minutes a day, we will provide you with all the local news, sports, weather, and events you can handle. SPONSORS: Many thanks to our sponsors… Annapolis Subaru, the SPCA of Anne Arundel County, Fish for a Cure, the Annapolis Powerboat and Sailboat Shows, Interim HealthCare of Annapolis, and  Hospice of the Chesapeake.  Today... A possible delay in the Annapolis mass shooting retrial, a ribbon cutting for the library at the mall, CERT training sign-ups, and a look at holiday weekend events from parades to football. All that and more on today's DNB. DAILY NEWSLETTER LINK: https://forms.aweber.com/form/87/493412887.htm And like we do every Friday, Annapolis Subaru and I met up with some animals from the SPCA of Anne Arundel County. Check out this week's Canines & Crosstreks! The Eye On Annapolis Daily News Brief is produced every Monday through Friday at 6:00 am and available wherever you get your podcasts and also on our social media platforms--All Annapolis and Eye On Annapolis (FB) and @eyeonannapolis (X) NOTE: For hearing-impaired subscribers, a full transcript is available on Eye On Annapolis.

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

NRA-ILA Executive Director John Commerford joins Cam to discuss the cert petition just filed with the Supreme Court in Duncan v. Bonta, a case challenging California's ban on "large capacity" magazines where the Ninth Circuit declared magazines are completely unprotected by the Second Amendment.