Podcasts about Compensation

The Bulletproof Dental Podcast Episode 402 HOSTS: Dr. Peter Boulden  and Dr. Craig Spodak GUEST: Erika Pusillo  DESCRIPTION In this episode, Pete, Craig, and Erika discuss the critical aspects of hiring associates in dental practices, focusing on economic expectations, communication, compensation, cultural fit, and the importance of aligning treatment philosophies.  They break down the need for clarity in communication, understanding the true value of compensation beyond percentages, and the significance of cultural fit in ensuring successful associate relationships.  TAKEAWAYS Communication is more of an art than a science. Clarity is kindness; unclear expectations lead to failed associateships. Compensation should be discussed in terms of take-home pay, not just percentages. Cultural fit is crucial for successful associate relationships. Associates should ask about practice growth and performance history. Hiring should focus on long-term goals, not just immediate needs. Continuous communication is essential to prevent misunderstandings. Hunger and integrity are unteachable qualities in associates. Practice owners should be transparent about financials and opportunities. Shadowing can help assess cultural fit before hiring. CHAPTERS 00:00 Introduction to the Associate Hiring Challenge 01:45 Economic Expectations and Misalignment 10:07 The Importance of Communication in Hiring 15:06 Cultural Fit and Shadowing Days 23:06 Aligning Expectations and Treatment Philosophy 30:14 The Role of Integrity and Hunger in Associates 37:08 Conclusion and Key Takeaways 37:47 Navigating the Associate Hiring Process 40:48 Learning from Mistakes in Hiring 42:51 The Importance of Clarity in Roles 46:58 When to Hire an Associate 52:48 Understanding Financial Implications of Hiring 56:15 Setting Expectations and Communication 01:01:23 The Value of Partnership and Growth REFERENCES Bulletproof Summit Bulletproof Mastermind  

In this episode, I invite you—especially women—to consider pain as a helpful signal rather than an enemy. I describe how pain often points to hidden compensation patterns in the body, not just injury. I encourage gentle self-observation, focusing on movement transitions and listening to your body's cues. By understanding pain as a guide, you can discover new strategies for healing and movement.

Send us a textIs your pay strategy quietly driving talent out the door? In this no-fluff episode, Josh Matthews sits down with compensation expert Scott Trumpolt to break down pay transparency laws, broken bonus systems, and how to finally build comp plans that retain and motivate. If you're hiring, leading, or scaling, this one's a game-changer.

It's claimed Clare farmers are being left significantly out of pocket due to an outdated compensation scheme. Currently the maximum remuneration available to a farmer who loses a cow to Bovine Tuberculosis is €3,000 or €5,000 for a pedigree bull. Farming bodies such as the IFA, ICMSA and ICSA have called for the cap to be increased however, citing operating costs and modern market values. Farmer and Scariff based Independent Member of European Parliament Michael McNamara says it must be updated.

In this episode of The Other 99%, hosts Lisa Duck and Susan Larimer discuss the challenges faced by individuals in the direct sales industry, particularly in light of recent company closures. They share personal experiences and insights on navigating new opportunities, the importance of researching potential companies, and the emotional journey that comes with such transitions. The conversation emphasizes the need for individuals to be proactive in their choices, ensuring alignment with their values and the products they represent. The hosts also provide practical advice on what to look for in a new company, questions to ask, and red flags to watch for, ultimately encouraging listeners to embrace change and make informed decisions.Takeaways:Direct sales can be unpredictable, with companies closing unexpectedly.It's essential to research potential new companies thoroughly.Being in direct sales requires a strong belief in the products you sell.Compensation plans should be straightforward and easy to understand.Consumable products tend to lead to repeat business.Aligning with a company's mission is crucial for long-term success.Training and support from uplines are vital for new recruits.Emotional responses to company closures are normal and part of the process.It's okay to take time to reflect before jumping into a new opportunity.Walking away from a company that doesn't fit is a valid choice.Grab your Quick Guide: Choosing a New Direct Sales Company hereChapters:00:00 Introduction to Video Podcasting11:00 Key Considerations When Choosing a New Company17:04 Questions to Ask Before Joining a New Company23:09 Red Flags to Watch For in Direct Sales33:02 Conclusion and ResourcesThank you for tuning in to The Other 99%. If you enjoyed this episode, please take a moment to rate and review the podcast—it helps us reach more listeners like you! Don't forget to share this episode with your network and help spread the word.Interested in being a guest? Share your story hereFind me on social: Facebook | Instagram | lisaduck.comGrab your ChatGPT Freebie hereFind Susan on social: Facebook | Instagram | susanlarimer.comGrab your 5-Step Customer Care Cheat Sheet hereDisclaimer: While we strive to provide valuable recommendations and insights, the opinions expressed in this podcast are those of the host and guests. We encourage you to conduct your own research before using any mentioned tools or services to ensure they align with your personal needs. Thank you for being part of The Other 99%!

In this episode, we tackle one of the most significant financial decisions tech professionals face: knowing when and how to walk away from a job—whether that's to retire or move to another opportunity—especially when equity compensation is in the mix. We emphasize the mental and financial distinction between retiring permanently and transitioning to a new firm. Retirement means permanently stepping away from income and needing a long-term strategy to generate cashflow from your assets. Switching firms, on the other hand, is temporary unemployment with the potential for new income and equity.We walk through how to determine readiness for either scenario. For retirement, it's essential to assess total wealth, stress test sustainable spending, and build a reliable paycheck from assets. For switching jobs, we need ample cash reserves and liquidity, as job searches are unpredictable in length. Equity compensation plays a central role—particularly what we leave behind. We highlight the importance of reviewing company plan documents to understand if retirement will trigger accelerated vesting or forfeiture of RSUs.When it comes to timing, especially for those with stock options or RSUs, planning ahead is critical. If possible, we want to spread taxable events over multiple years to manage the tax burden more efficiently. We also discuss evaluating whether to hold or sell company stock after departure. The decision hinges on one's financial goals, income flexibility, and risk tolerance. Behavioral aspects come into play too—avoiding regret by making informed, goal-aligned choices and not falling into the “shoulda, coulda, woulda” trap.Taxes are unavoidable, but they can be managed with proper planning, especially when dealing with capital gains, ordinary income, and potential AMT from equity compensation. We stress the importance of integrating equity compensation into a long-term financial plan, using it to meet both short-term liquidity needs and long-term diversification goals.Company-specific events like IPOs, mergers, layoffs, or vesting schedules can all influence the decision to leave. Evaluating those triggers through the lens of your goals helps in deciding whether to act now or wait. Lastly, we return to the value of working with a financial planner and the need for intentionality. Walking away—whether to retire or transition—is rarely simple, and it's okay to find the decision hard. To get in touch with Amy and her team at Thimbleberry Financial, call 503-610-6510 or visit thimbleberryfinancial.com.

This episode contains:Gavin Mansfield KC on tricky compensation issuesDaniel Barnett on part year workers60 second top tip by Audrey LudwigNick Levett on what a barristers' clerk does (part 2)This podcast is supported by didlaw Employment Lawyers and Daniel Barnett's Employment Rights Bill update service.

For decades, Canada's politicians have been protecting the wealth gains of primarily older homeowners at the cost of affordable housing for the generations who follow. Younger Canadians are stuck with higher rents, bigger mortgages, and way less of a shot at home ownership. Compensation for Millennials and Gen Z is long overdue but what does that look like?In this episode of the Hard Truths pod, our AI host Jenna asks Generation Squeeze founder, Dr. Paul Kershaw the tough questions: Who's being protected by the current system? Who is being harmed? And how can Canada provide protection for those left behind? Do you think young Canadians deserve compensation? Join us: https://action.gensqueeze.ca/compensate_young_canadians

The Smart 7 is an award winning daily podcast, in association with METRO, that gives you everything you need to know in 7 minutes, at 7am, 7 days a week…With over 18 million downloads and consistently charting, including as No. 1 News Podcast on Spotify, we're a trusted source for people every day and we've won Gold at the Signal International Podcast awardsIf you're enjoying it, please follow, share, or even post a review, it all helps... Today's episode includes the following: https://x.com/i/status/1935693598458057109https://x.com/i/status/1935674163739664665 https://x.com/i/status/1935583574771548396 https://x.com/i/status/1935671000701530199https://x.com/i/status/1935657002136653860 https://x.com/i/status/1935652548981018843 https://x.com/i/status/1935617293687423209 https://x.com/i/status/1935680327273312761 https://youtu.be/I9AjthlPu2w Contact us over @TheSmart7pod or visit www.thesmart7.com or find out more at www.metro.co.uk Voiced by Jamie East, using AI, written by Liam Thompson, researched by Lucie Lewis and produced by Daft Doris. Hosted on Acast. See acast.com/privacy for more information.

This week's podcast hears of a risk that TAMS could soon run out of funding, the latest on sheep prices and farmer. Hosted on Acast. See acast.com/privacy for more information.

Welcome back to the Summer Mini Series on Our Reimagined Life. Today we're exploring Universal Law #8: The Law of Compensation—a powerful reminder that what you put into the world always returns to you in some form. This episode isn't just about money (although we talk about that too). It's about value. Energy. Intention. Whether you're creating a product, showing up in your home, or serving others in your own unique way; this law is keeping perfect score. I'll walk you through: What the Law of Compensation really means How your ability, the need for what you offer, and how hard it is to replace you all affect what you receive Why doing “hard work” doesn't always lead to high pay—and what does How energy behind your creations (stress vs. joy) impacts your results A personal story of how shifting my energy transformed a sale This one will help you reframe your worth, reconnect with your why, and trust the seeds you've been planting.

In this episode of Business Buying Strategies, Johan Gory, managing director of OnPoint Accounting, offers an in-depth masterclass on financial due diligence.   Johan explains the importance of involving a due diligence expert, common pitfalls that cause buyers to overpay, and techniques such as the 'source of funds' trick to uncover the real financial health of a business.   He also discusses the relevance of goodwill, the challenges and opportunities in buying distressed businesses, and the role of director's loans in business valuation. This episode is a must-listen for anyone serious about buying a business without risking their own cash.   Key moments   00:00 Introduction to Business Buying Strategies 01:29 Meet Johan Gory: Expert in Financial Due Diligence 05:16 The Importance of Financial Due Diligence 08:36 Understanding Financial Terminology and Add-Backs 13:53 Opportunities and Challenges in Buying Distressed Businesses 17:25 Networking for Business Opportunities 22:04 Understanding Director's Loans 23:54 Negotiation Strategies with Director's Loans 26:07 Evaluating Business Owner's Compensation 29:48 The Importance of Cash Flow in Due Diligence 30:57 The Secret Weapon: Source of Funds Report 38:49 Commercial Due Diligence: Beyond the Numbers   ** Looking for a great acquisition lawyer in the UK? Use mine! ** If you are looking for a lawyer in the UK to help you get the deal over the line, then use my own lawyer, John Andrews. You can phone his office at (0345) 2412494 or email him at johnandrews.deallawyer@jmw.co.uk. Ready to get started? Here's how you can start your business buying journey… Download our free Business Buying Toolkit https://dealmakers.co.uk/business-buying-toolkit Join our Business Acquisition FastTrack programme https://www.dealmakers.co.uk/fast Already bought a business? if you've already bought a business, you should be part of my Inner Circle group where we discuss raising capital, integration management, and exiting. Email Maria on hello@thedealmakersacademy.com for more information.

Health Insurance is Rigged & Controlled by the Big Companies w/ Donvan Ryckis of Ethos Benefits   - AZ TRT S06 EP10 (272) 6-15-2025              What We Learned This Week Health Insurance is primarily run by the Big 4 - BUCA: Blue Cross United Healthcare, CIGNA, Aetna To Insurance Co's – Premium = Revenue, and they are not going lower profits, so no incentive to lower costs Health insurance employer group plans can be broken down into 4 Parts Network PPO is what people typically think of when they think of health insurance There have been revisions to the Healthcare Act passed in 2021   Guest: Donovan Ryckis, Ethos Benefits https://ethosbenefits.com/   https://ethosbenefits.com/documentary/ https://businessofbenefitspodcast.com/   Our Ethos is Simple: Fiduciary First. Act in the best interest of those we serve—no matter the cost. ‘Ethos' represents the guiding principle, character, or spirit of a person or organization. It's the ‘why' that drives decision-making and fuel's purpose. Our Ethos is deeply rooted in the story of our Founder, Donovan Ryckis. Over a decade ago, Donovan, a fiduciary Series 65 securities advisor specializing in retirement and pension planning, was approached by a client facing a dire situation. The client's publicly traded broker claimed there was no solution for a staggering 37.5% health insurance renewal increase—a cost that threatened the business and its employees. With no prior experience in health insurance markets but guided by his unwavering fiduciary principles, Donovan took on the challenge. The result? He mitigated the risk entirely, delivering a solution 12% below the current rate. This allowed the business to thrive and ensured hundreds of employees wouldn't have to choose between basic necessities and skyrocketing health premiums. That moment sparked a revelation. The fraud, waste, and abuse Donovan had fought in retirement planning paled in comparison to the challenges in healthcare. He saw an opportunity to bring transparency and fiduciary principles to an industry in desperate need of change. Donovan pivoted his career, becoming one of the first fee-based health insurance advisors in the nation. By removing all conflicts of interest in broker compensation, he laid the foundation for what is now the leading innovative employee benefits agency in the country, delivering higher quality care at a significantly lower cost to employers nationwide.       Notes:   Ethos Benefits deals with employee benefits, with a primary focus on group health insurance   Per Donovan ‘Employee benefits are rigged'   Insurance company premium equals revenue. There is no incentive to lower cost, as it would lower profits.   ACA Obamacare passed in 2010, and it capped profits for insurance companies at 20%   Insurance Co's are working to expand their pool to make more profit   Health Insurance guarantees inflation keeps going up, so family of 4 could spend 35K a year   For a business, healthcare cost and employee benefits are a top 3 P&L expense   Ethos strategies can create a 30 to 40% reduction on premium impact to lower costs for a business   The HQ is in Florida, but they are a virtual office with agents and clients nationwide   Healthcare finance and delivery + Improving employee benefits     Seg 1   Donovan's bio, he was a financial advisor with a Series 65 license before he got into health insurance. Around 2014 he moved into health insurance seeing an opportunity for better service.   Typically you see agents who are working for the health insurance company and not really working for the employer companies they are selling to.   Health insurance is primarily run by the Big 4 – BUCA: Blue Cross United Healthcare, CIGNA, Aetna.   Health insurance employer group plans can be broken down into 4 Parts:   1.    TPA or third-party administrator 2.    Network PPO or HMO 3.    Pharmacy benefit RX 4.    Insurance that covers the caps the limits on the stop loss   PPO is your primary network and open on using referrals HMO is a non-preferred network typically has less offerings and tight on referrals   Ethos Benefits helps employers to break up the four parts of a group plan and customize   Network PPO is what people typically think of when they think of health insurance.   Network and the Big 4 health companies have a tighter deal with doctors and contract prices. A lot is pre-negotiated with a set of rates, which is the point of a PPO. This is where you get larger claims and they run in the system of healthcare.     Seg 2   Pay more for healthcare in the U.S. than the rest of the world   The biggest pharmaceutical companies are in the US Pharmaceutical companies in flight prices, and also set the prices They make money through spread pricing   Employers can actually pick up their own Pharma benefit and get the rebates that the big health insurance companies are not giving them   Healthcare system is a rigged game The fraud waste and abuse extremely high in health   401(k) and retirement benefit industry is actually tighter with more disclosure than the healthcare industry   Regulated better since the creation of the Securities Act in the 1930s and updates that ran through the 1970s and beyond with things like ERISA   There have been revisions to the healthcare act passed in 2021 - started in Jan.2022   Actions had 3 disclosures: ·         Brokers comp and bonus ·         Data with gag, clauses, and full access to data upon request ·         Benchmarking for drug cost     Further Notes via Google:   The revisions you are likely referring to are part of the Consolidated Appropriations Act of 2021 (CAA). While the CAA was passed in late 2020, many of its provisions, including those related to transparency in healthcare, became effective on January 1, 2022.  The three key areas of disclosure you mentioned are directly addressed within these regulations: 1.            Broker's Compensation and Bonuses: The CAA amends ERISA Section 408(b)(2) and requires service providers, including brokers, to disclose specific information to group health plan fiduciaries. 2.            Data Transparency (Gag Clauses and Full Access to Data): The CAA prohibits gag clauses, which prevent plans from providing access to their data. It also requires health insurance carriers to attest annually to their compliance with this prohibition. Moreover, the Health DATA Act, a proposed bill, would further reinforce the right of employers to access their data and hold service providers accountable for non-compliance. 3.            Benchmarking for Drug Costs: The CAA includes provisions regarding pharmacy benefit and drug cost reporting, which aims to provide greater transparency and potentially lead to better benchmarking of drug costs. The Build Back Better Act, a separate piece of legislation, also included provisions for Medicare to negotiate drug prices, further impacting drug costs and potential benchmarking.  These revisions aim to increase transparency in healthcare pricing and empower consumers and employers to make more informed decisions about their healthcare coverage.    Seg 3   Ethos works with Employers to create business plans usually with a 3 to 5 year time horizon. The goal is long-term to lower healthcare cost.   Example would be a company with 100 employees with 50 to 80% of them on the health plan (does not include dependents).   Ethos wants to keep the demands of a company low, easy transition.   Ethos handles employee Qs and healthcare navigation. Ethos is full service.   Risk handled 1 of 4 ways - Reduce, avoid, retain, transfer - Transfer to insurance   Broker wants to transfer risk Company can control costs Careful not to have too much disruption with a switch to a new company   Ex - start with pharmacy part NDC National Drug Code Run report vs costs   Pharmacy benefit mgr   Pre packaged health plan Gets co approved pharmacy benefit Save 5 - 15% on costs (30%)   Separate - parts of group plan     Seg 4   Brokers comp - incentives from big insurance companies   Opening move - edit pharmacy benefit piece   State by state - regulators and rules   Employers / employees Know the network and PPO   Nationwide covers insurance part – Stop-loss Insurance   30-40 major stop loss companies Ex: Allstate Met Life Sun Life   Stop-loss insurance for group health plans acts as a financial safety net for self-funded employers, protecting them from large, unpredictable medical claims. It is a form of additional insurance.   Healthcare risk is incredibly predictable on group basis   Overall predictable w stats, actuarial analysis   Gag clauses look at dataset from current carrier   Prescription database sets   3rd party admin are less of a concern, lots of claims   Average of 18 claims per employee per year, includes dependents   Data - review AI Claims analytics software   AI claims analytics software is transforming how insurance companies handle claims by leveraging artificial intelligence and machine learning to analyze data, automate tasks, and improve decision-making.    30 - 40% reduction in premium w Ethos     Further Notes via Google: Group Medical Plans Breakdown of the common components of a comprehensive employer group health plan, particularly within the context of a self-funded model.  Here's a more detailed explanation of each part: 1.            TPA (Third-Party Administrator): A TPA is a company that provides administrative services for self-funded health plans. This includes processing claims, handling enrollment, and managing other administrative tasks that would typically be done by an insurance company. 2.            Network (PPO or HMO): This refers to the group of doctors, hospitals, and other healthcare providers that the health plan contracts with to provide services to its members. The network defines where employees can go to receive care and often dictates the level of coverage they will receive (e.g., in-network vs. out-of-network benefits). ·                                             PPO (Preferred Provider Organization): Offers more flexibility, allowing members to see out-of-network providers, though with higher out-of-pocket costs. ·                                             HMO (Health Maintenance Organization): Typically requires members to stay within the network for covered services, except in emergencies.                 Pharmacy Benefit (RX): This component manages the prescription drug coverage for the plan. It includes negotiating drug prices, processing claims for prescriptions, and managing the plan's formulary (list of covered drugs).                 Stop-Loss Insurance: This is a crucial element for self-funded employers. It protects the employer from catastrophic claim costs. If an individual employee or the entire group's claims exceed a certain threshold (the "attachment point"), the stop-loss insurance kicks in to cover the excess costs, limiting the employer's financial liability.  Additional Considerations: ·                     Data Access: Self-funded plans often provide employers with greater access to claims data, which can be used to analyze healthcare costs, identify trends, and implement strategies to improve employee health and manage costs. ·                     Benchmarking: Employers can use claims data and industry benchmarks to compare their plan's performance to similar organizations and negotiate better rates with providers and other vendors. ·                     Wellness Programs: Some employers offer wellness programs to encourage employees to adopt healthy behaviors and potentially reduce healthcare costs. ·                     Essential Health Benefits (ACA Compliance): Group health plans must comply with the Affordable Care Act (ACA), which requires them to cover a list of essential health benefits, such as outpatient care, emergency services, hospitalization, and prescription drugs. ·                     Other Benefits: Group plans can also include other benefits, such as dental, vision, life insurance, and long- and short-term disability insurance.  Understanding these different parts is essential for employers to effectively manage their group health plan, control costs, and provide valuable benefits to their employees.      Investing Shows: https://brt-show.libsyn.com/category/Investing-Stocks-Bonds-Retirement       ‘Best Of' Topic: https://brt-show.libsyn.com/category/Best+of+BRT      Thanks for Listening. Please Subscribe to the AZ TRT Podcast.     AZ Tech Roundtable 2.0 with Matt Battaglia The show where Entrepreneurs, Top Executives, Founders, and Investors come to share insights about the future of business.  AZ TRT 2.0 looks at the new trends in business, & how classic industries are evolving.  Common Topics Discussed: Startups, Founders, Funds & Venture Capital, Business, Entrepreneurship, Biotech, Blockchain / Crypto, Executive Comp, Investing, Stocks, Real Estate + Alternative Investments, and more…    AZ TRT Podcast Home Page: http://aztrtshow.com/ ‘Best Of' AZ TRT Podcast: Click Here Podcast on Google: Click Here Podcast on Spotify: Click Here                    More Info: https://www.economicknight.com/azpodcast/ KFNX Info: https://1100kfnx.com/weekend-featured-shows/     Disclaimer: The views and opinions expressed in this program are those of the Hosts, Guests and Speakers, and do not necessarily reflect the views or positions of any entities they represent (or affiliates, members, managers, employees or partners), or any Station, Podcast Platform, Website or Social Media that this show may air on. All information provided is for educational and entertainment purposes. Nothing said on this program should be considered advice or recommendations in: business, legal, real estate, crypto, tax accounting, investment, etc. Always seek the advice of a professional in all business ventures, including but not limited to: investments, tax, loans, legal, accounting, real estate, crypto, contracts, sales, marketing, other business arrangements, etc.  

In this episode of Industry Relations, Rob and Greg reflect on a recent panel discussion hosted by the Orange County Association of REALTORS®. They discuss the incentives that drive agent and broker behavior, the value and vulnerabilities of the MLS in a post-settlement world, and the broader structural changes facing the real estate industry. The first half of the conversation also includes a candid exchange on trades as a career path and the shifting economic landscape for young adults. Key Takeaways   MLS Incentive Structures – A deep dive into how policy changes have affected the incentive for brokers to remain in the MLS, especially with the decline of enforceable compensation. Broker Power and Consolidation – Why the largest brokerages may now have more incentive to operate independently of the MLS and what that means for smaller firms. Agent-Level Impact – Rob and Greg question whether large-scale policy debates truly affect everyday agents and argue that most industry drama doesn't change the work agents do. Panel Highlights – Reflections on a live panel with James Dwiggins and Ed Zorn, including audience reactions and a question: “What would you do if you ran NAR?” Compensation and Enforcement Post-Settlement – Analysis of how buyer-agent compensation continues through informal agreements and social norms, despite changes to MLS rules. Trades and Career Advice – A wide-ranging discussion on whether young people should consider skilled trades as an alternative to traditional college paths. Connect with Rob and Greg Rob's Website  Greg's Website  Watch us on YouTube! Our Sponsors: Cotality  Notorious VIP The Giant Steps Job Board    Production and Editing Services by Sunbound Studios

Lisa DeMaria, founder of Utopia HR Solutions, joins us to discuss strategic compensation planning and employee retention for small to mid-sized businesses in the trades industry. We explore how to create competitive compensation packages that go beyond salary, including flexible benefits, performance-based incentives, and structured development programs that help retain top talent. Lisa shares practical insights on simplifying HR processes, tracking key metrics for success, and building a culture of growth through mentoring and individual development plans.To connect with Lisa or learn more about Utopia HR Solutions, visit https://www.utopiahr.com/

In this episode of The Workplace podcast, CalChamber Associate General Counsel Matthew Roberts and Employment Law Subject Matter Expert Vanessa Greene discuss several important considerations employers face when navigating workers' compensation claims in California. From what to do when a workplace injury occurs to how to work with ongoing workers' compensation claims, employers can have difficulties managing workers' compensation issues.

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A simple definition of Eminent Domain is when the Government uses its power to acquire or seize private property.  This may be like land or a house with the intent to use that property for something that helps the public.  Compensation (that means money) is offered but what could be long some of the lasting impacts to the seller?  Current market value does not necessarily equate to long term appreciate or loss of value on remaing value to private property.  That is what the Real Siblings discuss on their latest episode.  Donna Reed and Eric Seemann are both professional real estate agents. Donna lives and works in Tucson Arizona with Keller Williams Southern Arizona while Eric lives and works in San Antonio Texas with Keller Williams Heritage. They are also siblings, and they grew up in a small Northwest Ohio village of Lindsey. Their idyllic small-town childhood laid the foundation for what would become the structure of their lives and careers in real estate. We hope you will join us as we reminisce, reflect, and correlate how our childhood and life in rural Ohio still impacts our dealings with our clients today. Website:  www.realsiblings.com Watch Episodes on YouTube at:  REAL Siblings, It Ain't Easy   To Connect with Eric: Email:  eric@victorsgrouptx.com Phone: (210) 389-6324 Facebook: (2) Eric V. Seemann | Facebook   Texas Real Estate Commission - Information About Brokerage Services Texas Real Estate Commission - Consumer Protection Notice   To reach out to Donna: Email:  donna@reedtucson.com Phone: (520) 631-4638 Facebook: (2) Donna Seemann Reed | Facebook  

A flock of BC ostriches becomes a far-right circus.Why do RFK, Dr Oz, and an American billionaire want to save our ostriches? A BC Ostrich farm garners international attention after resisting a call to cull over 400 birds following an Avian flu outbreak. Host: Jesse BrownCredits: James Nicholson (Producer), Lucie Laumonier (Associate producer and Fact Checking) Tristan Capacchione (Audio Editor and Technical Producer), max collins (Director of Audio), Jesse Brown (Editor)Guest: Jan Wong Photos: Adriaan Greyling & PixabayAdditional music by Audio Network Further reading: Compensation for Destroyed Animals and Things Regulations - Government of CanadaHow the fate of a herd of ostriches on a small B.C. farm caught the attention of the Trump administration - CBCHow a BC Ostrich Farm Sparked a Far-Right Crusade - The TyeeCanadian Political Commentators – Partisanship Ratings - S. Noble on GitHub Sponsors:CAMH: CAMH is building better mental health care for everyone to ensure no one is left behind. Visit camh.ca/canadaland to make a donation.Douglas: Douglas is giving our listeners a FREE Sleep Bundle with each mattress purchase. Get the sheets, pillows, mattress and pillow protectors FREE with your Douglas purchase today. Visit douglas.ca/canadaland to claim this offer If you value this podcast, support us! You'll get premium access to all our shows ad free, including early releases and bonus content. You'll also get our exclusive newsletter, discounts on merch at our store, tickets to our live and virtual events, and more than anything, you'll be a part of the solution to Canada's journalism crisis, you'll be keeping our work free and accessible to everybody. You can listen ad-free on Amazon Music—included with Prime. Hosted on Acast. See acast.com/privacy for more information.

In this episode of our Summer Mini Series on the Universal Laws, we're diving into The Law of Cause and Effect—a principle that shows us how every thought, choice, and action we take creates a ripple. Whether it's a tiny decision like skipping your morning walk or a major one like choosing forgiveness, you're setting energy into motion. This isn't just about karma. It's about conscious creation. ✨ You'll hear: What dominos, butterflies, and construction crews have to do with your personal power How your inner world influences everything you experience on the outside A spiritual look at how forgiveness and joy ripple far beyond you The real reason intention, energy, and aligned action lead to manifestation If you've ever wondered why your mood matters or how small shifts create lasting impact, this one's for you.

Are you ready to unlock the secret to effortless abundance?In this episode, I'm sharing all about the Universal Law of Compensation, the energetic principle that ensures you are always repaid for the energy, effort and alignment you put into the world.Whether in business, relationships, finances or personal growth, this law is constantly working in your favour when you learn how to align with it.Tune in to discover how compensation is not just about money. It is about energy, trust and the unseen forces shaping your reality.Join me today as I discuss...✨ What the Universal Law of Compensation is and how it impacts every area of your life✨ The role of energy, mindset and alignment in receiving abundance effortlessly✨ How subconscious blocks may be preventing you from being compensated ✨ Practical manifestation strategies to activate this law today✨ Mindset shifts and journal prompts to help you call in prosperityLoved this episode? Please feel free to rate, review and subscribe

~Chat opens 1 hour before stream~Here is the link to the Williams Waiver https://www.hillandponton.com/wp-content/uploads/2025/05/Waiver-example.pdfVA Disability Calculator is here https://www.hillandponton.com/va-disability-calculator/Struggling to get the benefits you know you deserve? Get a free case evaluation now! - https://www.hillandponton.com/free-case-evaluation?utm_source=youtube&utm_medium=organic-video&utm_campaign=description&utm_id=Livestream+ShowJoin in our Live VA Disability Q&A Session in which we answer your questions live. We can't get to every single question so we will answer them as they come in. If you have any questions about the VA Disability Benefits process you can ask the question in the comment section when we go live and a little earlier. We are nationwide VA Accredited Disability Lawyers. We can't wait to answer your questions!For a FREE Case Evaluation go here: https://www.hillandponton.com/free-ca...Visit our website at https://www.hillandponton.com/?utm_so...Like us on Facebook at www.facebook.com/HillandPontonFor questions please email us at Info@hillandponton.comSpeakers: Attorney Shannon BrewerAttorney Rachel CheekThe content of this YouTube channel is provided for informational purposes only and is not intended to constitute legal advice. You should not rely upon any information contained on this YouTube channel for legal advice. Viewing this YouTube channel is not intended to and shall not create an attorney-client relationship between you and Hill and Ponton, PA. Messages or other forms of communication that you transmit to this YouTube channel will not create an attorney-client relationship and thus information contained in such communications may not be protected as privileged. Hill and Ponton, PA does not make any representation, warranty, or guarantee about the accuracy of the information contained in this YouTube channel or in links to other YouTube channels or websites. This YouTube channel is provided "as is," does not represent that any outcome or result from the viewing of this channel. Your use viewing of this YouTube channel is at your own risk. You enjoy this YouTube channel and its contents only for personal, non-commercial purposes. Neither Hill and Ponton, PA, nor anyone acting on their behalf, will be liable under any circumstances for damages of any kind.

What would you do if your IR/DR practice underwent major ownership and staffing changes just one week after signing your first attending contract? In this episode of BackTable, Dr. Waqaar Diwan joins host Dr. Michael Barraza to share his experience facing exactly that challenge—and how it led to the eventual development of his own independent IR practice. --- This podcast is supported by: RADPAD® Radiation Protectionhttps://www.radpad.com/This podcast is supported by: Medtronic Emprinthttps://www.medtronic.com/emprint --- SYNPOSIS Dr. Diwan discusses how he navigated the unexpected transition of ownership and staffing changes, and ultimately secured a hospital contract that allowed him to perform IR procedures full-time. Since then, he has been building an independent IR practice with the support of his partner and a growing team. Dr. Diwan shares his goals for the practice, including staffing and equipment logistics, strategic planning, and patient outreach. He emphasizes the importance of leveraging personal and professional networks to guide his business development. He also outlines key differences between independent IR practices and combined IR/DR models. These include the need for greater investment in the outpatient experience, actively seeking referrals, and navigating hospital politics without the backing of a larger department. His top advice for building a referral base is to first earn trust—by excelling in straightforward cases and ensuring strong outcomes—and to market the practice directly to potential referring providers. Overall, Dr. Diwan encourages early-career interventional radiologists to know their worth. He notes that in the real world, IRs are often seen as providers of “catch-all” services, making it crucial to ensure fair compensation. He stresses the importance of striking a balance between self-advocacy and humility, all while staying focused on serving patients. --- TIMESTAMPS 00:00 - Introduction 01:42 - Navigating Contracts and Restructuring8:07 - Upcoming Goals for His IR Group14:00 - Strategic Planning and Marketing20:16 - Compensation and Finances of Independent IR27:38 - Future Plans and Market Trends29:48 Advice for New Interventional Radiologists --- RESOURCES Minimally Invasive Specialists of Texas: https://www.mist-health.com/

In this episode, Travis Boston, DVM, shares his thoughts on compensation for associate equine veterinarians. He describes the important developments and new ideas in compensation, highlighting the jump in new graduate salaries in the equine sector. He also emphasizes the importance of considering the total compensation package when fielding offers.The Business of Practice is brought to you by CareCredit.This information is shared solely for your convenience. You are urged to consult with your individual advisors with respect to any information presented.Business of Practice Podcast Hosts, Guests, and Links Episode 115:Hosts: Dr. Amy Grice and Carly Sisson (Digital Content Manager) of EquiManagement | Email Carly (csisson@equinenetwork.com) | Connect with Carly on LinkedInGuest: Travis Boston, DVMPodcast Website: The Business of Practice

Equity compensation can be one of the most powerful tools for building wealth — but it's also one of the most misunderstood. In this episode of THE FINANCIAL COMMUTE, Chris and Mike discuss the ins and outs of equity-based pay, from stock options and RSUs to employee stock purchase plans. Whether you're negotiating a new offer or trying to make sense of what's already in your compensation package, their conversation will help you optimize your equity.Tune in if you're interested in the following:• The different types of equity compensation: non-qualified stock options, incentive stock options, restricted stock units, and employee stock purchase plans• How vesting schedules work• How to optimize equity for taxes

A survivor of abuse in state care is heartbroken after her long-held dream of buying a gypsy wagon to travel around in ran into a wall of bureaucracy. As soon as Robyn Dandy received compensation for torture at the Lake Alice child and adolescent unit in the 1970s she bought a wagon, fulfilling a promise she made to her grandson before he died in a house fire. Now, state housing provider Kainga Ora has said the wagon breaks its rules and must go. Jimmy Ellingham reports.

Topics Discussed: 00:00 – Introduction: Meet John Simmons01:40 – Why traditional team growth often leads to burnout04:55 – Defining what “scaling smart” means in real estate08:20 – When bigger isn't better: The risk of bloated teams11:10 – Compensation models that actually work14:05 – “Fire Yourself”: Creating space to lead, not just work17:45 – Culture isn't words—it's who you hire, promote, and fire21:15 – The power of clarity and alignment in team leadership25:00 – Building a brand that outlives the market27:15 – Advice for agents considering team expansion29:00 – Mistakes to avoid when scaling too fast30:30 – Knowing when your team is costing you more than it earns35:10 – How to step back without losing control39:20 – Redefining success: freedom, profit, and fulfillment43:15 – What John would do differently (and what he'd do again)46:00 – Final takeaways: grow with intention, not ego

If stock-based compensation is a major part of your wealth portfolio, down markets can be stressful. In this episode, Jessica Gibbs, CFP® and Emily M. Harper, CFP®, break down how to approach equity compensation, even when the markets are rocky. From tax planning to direct indexing and long-term diversification, they explore some ideas that can potentially reduce risk and create opportunities. Strategies like mapping out your vesting schedule and cash needs can keep you focused and on track during market swings. If you're an executive with stock compensation, this conversation will help you understand how to make informed decisions and respond with intention, instead of emotion. Resources Mentioned in the Episode: What is Direct Indexing and How Does it Work? with Pat McStay Top Executive Compensation Strategies You Should Know with Laura Balser     Please see important podcast disclosure information at https://monumentwealthmanagement.com/   Episode Timeline/Key Highlights: 0:00 Important Disclosure 1:00 Introduction to Stock-Based Compensation 1:40 Common Mistakes for Building Wealth Through Stock Compensation 2:40 Common Risk Mentalities of Executives  5:26 Assessing Concentration Risk 9:00 Building a Sell Strategy  15:40 Market Volatility and Stock Comp 22:00 Episode Wrap-Up and Resources 23:20 Important Disclosure   Connect with Monument Wealth Management:    Visit our website: https://bit.ly/monumentwealthwebsite     Follow us on Instagram: https://bit.ly/MonumentWealthIG     Connect on LinkedIn: https://bit.ly/MonumentWealthLI     Connect on Facebook: https://bit.ly/MonumentWealthFB     Connect on YouTube: https://bit.ly/YouTubeMWMFit    Subscribe to our Private Wealth Newsletter: https://monumentwealthmanagement.com/subscribe/   About “Off the Wall”:    OFF THE WALL is a podcast for business professionals and high-net-worth investors who want to build wealth with purpose. A little bit Wall Street, a little bit off-the-wall; it's your go-to for straightforward, unfiltered wealth advice on topics that founders, business owners, and executives care about.    Learn more about our hosts, Dave and Jessica on our website at https://monumentwealthmanagement.com.

This DAV podcast episode, hosted by Jonathan Kaupanger with guests Matt Jahn and Steve Wolf, demystifies the crucial Compensation and Pension (C&P) exam for veterans seeking disability benefits. The discussion covers what a C&P exam is, its purpose, how to prepare, common pitfalls like downplaying symptoms, and veterans' rights during the exam. The hosts and guests also address common complaints about C&P exams, such as rushed assessments and unqualified examiners, emphasizing the importance of providing feedback and seeking assistance from organizations like DAV. Ultimately, the episode aims to alleviate veteran anxiety by providing comprehensive information and support for navigating the C&P exam process.

Carl and Mike are joined by Bryant McFadden as they discuss the latest NFL headlines including Aaron Rogers signing with the Steelers and he explains why the veteran QB was the best option for Pittsburg and why the Falcons have to entertain trade talks for Kyle Pitts if the compensation is right

David DeLorenzo is the CEO and Owner of Bar and Restaurant Insurance. David DeLorenzo specializes in bar and restaurant insurance, but he is also a speaker, author, coach, as well as host of a mastermind and more than one charity organization. On top of all this, he has been an owner of 13 restaurants in his career. David was previously on the show for episode #1087 about a year ago! This workshop covers Workers' Compensation Deep Dive and Best Practices with expert David DeLorenzo. Workshops can be found every Thursday in the Restaurant Unstoppable podcast feed or on YouTube. Most have a visual component, so consider watching the video version here. Join the RUNetwork to take part in workshops and ask the experts YOUR questions! Join the Restaurant Unstoppable Network TODAY! Restaurant Unstoppable - EVOLVE! - Eric of Restaurant Unstoppable is now taking consultation and coaching calls! Book a consultation today! Schedule your call to become UNSTOPPABLE! Check out the website for more details: https://www.restaurantunstoppable.com/evolve Today's sponsors: Marqii - Marqii helps restaurants manage online listings, menus, and reviews from one platform. It saves time, improves SEO, ensures menu accuracy across channels, and boosts customer trust. With automated updates and reputation management, Marqii streamlines digital presence and enhances discoverability. All listeners get 15% off the sticker price of any Marqii package - that's more than a month free! Only when you use our links: http://www.restaurantunstoppable.com/Marqii  Franchise Law Solutions - Thinking about franchising your restaurant? Success doesn't have to mean 100 units overnight. With the right plan, you can build a profitable, local or regional franchise brand. The team at Internicola Law Firm — franchise lawyers and franchise development experts — will show you how.  Visit www.franchiselawsolutions.com. Meez: Are you a chef, owner, operator, or manage recipes in professional kitchens? meez is built just for you. Organize, share, prep, and scale recipes like never before. Plus, engineer your menu in real-time and get accurate food costs. Sign up for free today and get 2 FREE months of invoice processing as a listener of the Restaurant Unstoppable Podcast. Visit getmeez.com/unstoppable to learn more. Restaurant Systems Pro - Join the 60-day Restaurant Systems Pro FREE TRAINING. This is something that has never been done before. This 60-day event is at no cost to you, but it is not for everyone. Fred Langley, CEO of Restaurant Systems Pro, will lead a group of restaurateurs through the Restaurant Systems Pro software and set up the systems for your restaurant. During the 60 days, Fred will walk you through the Restaurant Systems Pro Process and help you crush the following goals: Recipe Costing Cards; Guidance in your books for accounting; Cash controls; Sales Forecasting(With Accuracy); Checklists; Budgeting for the entire year; Scheduling for profit; More butts in seats and more… Click Here to learn more.  Let's make 2025 the year your restaurant thrives. Guest contact info:  Instagram: @iamthedelo Website: https://barandrestaurantinsurance.com LinkedIn: https://www.linkedin.com/in/daviddelorenzo1/ Thanks for listening! Rate the podcast, subscribe, and share!  We are on Youtube: @RestaurantUnstoppable

This is the Catchup on 3 Things by The Indian Express and I'm Flora Swain.Today is the 5th of June and here are the headlines.1. Karnataka HC Seeks Report on RCB Victory Parade StampedeThe Karnataka High Court has directed the state government to submit a detailed report on the tragic stampede at Bengaluru's Chinnaswamy Stadium during RCB's IPL victory parade, which killed 11 and injured 33. The court seeks clarity on causes, preventability, and future safeguards. CM Siddaramaiah ordered a magisterial probe led by Bengaluru Urban Deputy Commissioner. Overcrowding—2–3 lakh attendees in a stadium built for 35,000—caused chaos. Compensation of ₹10 lakh and free treatment was announced.2. Rafale Jet Fuselages to Be Made in India by TataIn a significant move for India's defence sector, Tata Advanced Systems will produce Rafale fighter jet fuselages in Hyderabad under a new deal with France's Dassault Aviation. This marks the first time Rafale components will be manufactured outside France. The Hyderabad plant will build key sections including front, central, and rear fuselages. Production will start by FY 2027-28, with capacity to deliver two fuselages per month. The facility will serve both Indian and international markets.3. Mahua Moitra Marries Former BJD MP Pinaki MisraTMC MP Mahua Moitra, known for her strong speeches in Parliament, has married Supreme Court lawyer and former BJD MP Pinaki Misra. The couple tied the knot in a quiet ceremony in Berlin, Germany, on May 30. Moitra confirmed the marriage to The Indian Express. A photograph of the newlyweds at Berlin's Brandenburg Gate has surfaced and was published by The Telegraph, drawing attention to their low-profile union amid Moitra's high-profile political life.4. Trump Reinstates Controversial Travel Ban on 12 NationsUS President Donald Trump has reinstated a sweeping travel ban impacting citizens from 12 countries, including Iran, Yemen, and Somalia, while tightening restrictions on seven others. Effective from Monday, the rollout includes a short grace period to avoid past chaos. The updated ban builds on a version upheld by the US Supreme Court. Additional curbs now apply to travellers from countries like Cuba, Laos, and Venezuela. Trump cited national security as the key reason for the move.5. Trump Suspends Harvard Exchange Visas in Escalating DisputePresident Donald Trump has signed a proclamation suspending foreign nationals enrolled in exchange programs at Harvard University, escalating tensions between the White House and the Ivy League institution. The directive also asks the State Department to consider revoking visas of some current international students. Harvard alleges political retaliation after it resisted federal pressure to alter its governance and curriculum. The suspension is part of Trump's broader push to regulate academic institutions seen as ideologically opposed.That's all for today. This was the Catchup on 3 Things by The Indian Express.

Questions? Thoughts? Send a Text to The Optometry Money Podcast!As a private optometry practice owner, one of the most essential yet misunderstood financial decisions is figuring out how much to pay yourself. In this episode, Evon Mendrin dives into seven critical factors to consider when setting your own compensation from your optometry practice—especially if you're taxed as an S Corporation. Whether you're just getting started or running a thriving, established practice, this episode will help you balance tax strategy, financial planning, and long-term wealth-building with clarity and confidence.You'll learn:How income draws differ based on how your practice is taxed (sole proprietor, partnership, or S-corp)Why paying yourself “too little” can backfire with the IRSHow your wage affects your Social Security benefits, QBI deduction, and retirement plan contributionsThe surprising ways your compensation impacts practice valuations and financial planningHow to align your income with your lifestyle and financial goalsResources Mentioned:Independent Strong Article: How to Pay Yourself – Key Factors for Setting Your Owner CompensationIRS Guidance on Reasonable Compensation for S CorpsRelated Episodes:The Optometry Money Podcast Ep 51: An Optometrist's Guide to the Qualified Business Income DeductionThe Optometry Money Podcast Ep. 49: An Optometrist's Guide to Business EntitiesStay Connected:Click here to Subscribe to the Eyes On The Money Newsletter for weekly financial insights tailored specifically to optometrists.Have Questions? CLICK HERE to schedule a short introductory callThe Optometry Money Podcast is dedicated to helping optometrists make better decisions around their money, careers, and practices. The show is hosted by Evon Mendrin, CFP®, CSLP®, owner of Optometry Wealth Advisors, a financial planning firm just for optometrists nationwide.

Some pastors receive their pay as a lump sum and must decide how to allocate it themselves. In this episode, Art and Matt discuss why that approach might not be ideal for pastors and answer a listener's question. Plus, they kick off some summer fun with music trivia. Tune in!Resources:8 Money MilestonesMy Church Staff: StewardshipAsk a Money Question!

Justin and Kyle are back to bring you more happenings around the DCU. WB CEO David Zaslov has had his salary bonus rejected, early box office projections for Superman are here, could we be getting a new trailer, and more on this episode of Shanlian on Batman.

In this episode of Supply Chain Now, hosts Scott W. Luton and Karin Bursa sit down with Abe Eshkenazi, CEO of the Association for Supply Chain Management (ASCM), to unpack the latest insights from the 2025 Supply Chain Salary and Career Report. Together, they explore how the role of supply chain professionals is evolving, and what the data tells us about compensation, career satisfaction, and the path forward for the industry.Abe shares what's changed since the report began in 2017, from a $78,000 median salary to over $103,000 today, and why supply chain roles are now seen as strategic—not just operational. They discuss trends in workforce demographics, flexible work, and the narrowing gender pay gap, as well as the impact of certifications on career growth.Jump into the conversation:(00:00) Intro(00:50) Supply chain salary and career report(02:08) Introducing special guest: Abe Eshkenazi(02:38) Early career memories(04:20) History of the research report(04:48) Compensation and job satisfaction(07:34) Gender pay gap insights(08:09) Diversity and career satisfaction(11:18) Technological advancements and opportunities(12:14) Top takeaways from the report(17:53) Surprising elements of the report(19:02) The importance of supply chain professionalsResources:Connect with Abe Eshkenazi: https://www.linkedin.com/in/aeshkenazi/ Learn more about Association for Supply Chain Management (ASCM): https://www.ascm.org/ Connect with Karin Bursa: https://www.linkedin.com/in/karinbursa/Connect with Scott: https://www.linkedin.com/in/scottwindonluton/ Learn more about Supply Chain Now: https://supplychainnow.com Watch and listen to more Supply Chain Now episodes here: https://supplychainnow.com/program/supply-chain-now Subscribe to Supply Chain Now on your favorite platform: https://supplychainnow.com/join Work with us! Download Supply Chain Now's NEW Media Kit: https://bit.ly/3XH6OVkWEBINAR- Supply Chain Orchestration with SAP: https://bit.ly/4jFJn9qWEBINAR- When to Walk Away from Warehouse AI - and When to Go All In: https://bit.ly/4dFgCYqThis episode was hosted by Scott Luton and Karin Bursa and produced by Trisha Cordes, Joshua Miranda, and Amanda Luton. For additional information, please visit our dedicated show page at: https://supplychainnow.com/key-takeaways-ASCM-2025-supply-chain-salary-career-report-1436

Finding it difficult to sell your HR consulting services and win new clients for your HR-related business? FYI – For us, the Human Resources industry includes Generalist HR, Recruitment, Learning & Development, Employment Law, Compensation & Benefits, Diversity & Inclusion, Employee Engagement, etc. After helping hundreds of HR-related consultants around the world, I've noticed that most of them hit the same roadblocks, and they stem from 10 common, deeply embedded beliefs. In this episode, we'll take a closer look at the ten hidden mistakes that quietly hold HR-related consultants back. You can also read full notes for this episode here: www.getmorehrclients.com/blog/the-10-marketing-mistakes-that-stall-growth-for-hr-related-consultants  For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way HR Business Growth Hub - HR Business Growth Hub VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

Let's talk about the “exclusive remedy,” what it means, why Workers' Comp matters, and the exceptions. The concept of exclusive remedy is based on the principle that in exchange for care and benefits, a worker injured on the job may surrender some options for additional remedies.  If you're covered by Workers' Comp, the ability to challenge the employer in court for injuries and pain and suffering may be limited. Workers' Comp is the remedy. We are covered by Workers' Compensation because that can be a good thing, but we may give up the right to sue. Ideally, it's a fair deal for workers and employers. “The Great Bargain.” But there are twists and turns. Negligence, bad faith, family medical leave needs, disabilities, “double compensation,” and third-party interests all add to the puzzle. When does an injured worker get the “green light” to seek compensation outside of the exclusive remedy?  And what about non-injury damages like defamation, malicious prosecution, slander, or mental anguish? Or what if a “leased” employee (think temp agencies) is hurt? While the exclusive remedy simplifies the management of workplace injuries in many cases, it's not always as clear as it seems, and it's important to know where the exceptions lurk. The goal is always to make injured workers whole. Every case matters.  If you have thoughts on Workers' Comp law or an idea for a topic or guest you'd like to hear, contact us at JPierce@ppnlaw.com or APierce@ppnlaw.com.  Mentioned in This Episode: Green v. Wyman-Gordon Foley v. Polaroid Longever v. Revere Copper & Brass Inc. Learn more about your ad choices. Visit megaphone.fm/adchoices

Matt McFarlane and Haris Ikram joined us for a live session to break down everything modern HR leaders need to know about compensation—from philosophy and strategy to pay transparency and AI tools. Together, they shared a forward-thinking playbook for tackling merit cycles, aligning job architecture, and driving better employee experiences through data and design.---- Sponsor Links:

In this episode, I break down the ins and outs of Restricted Stock Units (RSUs), Non-Qualified Stock Options (NSOs), Incentive Stock Options (ISOs), or Employee Stock Purchase Plans (ESPPs).---------✅ Financial planning for 30-50 year old entrepreneurs: ⁠⁠⁠https://www.allstreetwealth.com⁠⁠⁠⁠⁠✅ My personal blog & newsletter: ⁠⁠⁠https://www.thomaskopelman.com⁠⁠⁠⁠⁠Disclaimer: None of this should be seen as financial advice. It is just for informational purposes.

Remember that "hot garbage" comment about the New York Times podcast with Debra Kamin? The guys who called James out on it are here! Nick Aufenkamp, Founder of DIY Homebuyer Academy, and Steve Koleno, CEO of OnAgent, join us for a lively and thought-provoking debate sparked by James's unfiltered opinion.    We dive into the real issues facing the real estate industry, tackling everything from steering and the forces propping up the status quo to diverse viewpoints on the market's evolution. Hear a fair and fun clash of differing views on the industry!   For the post that sparked this conversation follow this link: James' hot garbage post   For the New York Times Podcast episode: The Housing Market Has New Rules. Realtors Are Evading Them.   Connect with Nick on - LinkedIn.   Learn more about DIY Homebuyer Academy on Apple Podcasts - Spotify - YouTube and online at diyhomebuyeracademy.com.   Connect with Steve on - LinkedIn.   Learn more about OnAgent on LinkedIn - Instagram and online at onagent.com.   Follow Real Estate Insiders Unfiltered Podcast on Instagram - YouTube - Facebook - TikTok. Visit us online at realestateinsidersunfiltered.com. This podcast is produced by Two Brothers Creative. https://twobrotherscreative.com/contact/  

If you are looking for a flexible, meaningful role that does not require board certification or recent clinical practice, you will not want to miss today's episode. Today, I am joined by Dr. Phyllis Nsiah-Kumi, Chief Medical Officer at the Cleveland Military Entrance Processing Station (MEPS). Dr. Nsiah-Kumi shares what it is like to work as a MEPS physician — a rewarding opportunity to assess the medical readiness of military recruits while enjoying flexible hours, no insurance billing, and part-time options. We explore who is qualified for this work, what a typical day looks like, compensation considerations, and how physicians can get started in this unique and impactful role. In this episode we're talking about: What MEPS physicians do and why their role is so important. Who qualifies for MEPS physician roles — including licensing and training details.  The day-to-day responsibilities of working at a MEPS station. The flexible, PRN structure for independent contractors. How to find MEPS opportunities and begin the application process. Compensation structure and insurance coverage considerations. Dr. Nsiah-Kumi's personal story of pivoting to this work after burnout. Links for this episode: Phyllis Nsiah-Kumi, MD, MPH - LinedIn Resume Kit with New AI video - 20% for one week.  I'm excited to announce a brand-new addition! I've just added a bonus video that shows you how to use ChatGPT and artificial intelligence to enhance your résumé and cover letter. This new lesson gives you practical tips for customizing your materials to job descriptions and using AI as a powerful assistant in your job search. To celebrate this new addition, you can get 20% off the résumé kit for the next 10 days, until June 10th, 2025 at midnight. Just use the code RESUMEHELP at checkout.

"Plans fail for lack of counsel, but with many advisers they succeed." — Proverbs 15:22When it comes to managing money wisely, many of us could use some help, but how do you know you've found the right financial advisor? Today, we'll explore a few key questions you should ask when hiring someone to help you with your financial decisions. Sharon Epps is here to help us navigate that process.Sharon Epps is the President of Kingdom Advisors, FaithFi's parent organization. Kingdom Advisors serves the broad Christian financial industry by educating and equipping professionals to integrate biblical wisdom and financial expertise.How to Find a Financial Advisor Who Aligns With Your FaithFinding a financial advisor can be overwhelming, but it doesn't have to be. With the right questions and a clear framework, you can confidently choose someone who aligns with your values, demonstrates technical competence, and offers a transparent process. Here are three things to consider when hiring a financial advisor who shares your faith and values.  1. Values Alignment: Do They Share Your Worldview?The most important starting point is finding an advisor whose faith informs their advice. There's a big difference between an advisor who is a Christian and one who actively discusses financial decision-making through a biblical lens.Key Questions to Ask:What role does faith play in your financial advice?How do you define financial success?You're listening for more than a respectful nod toward your faith. You want to know if they see money as a tool for stewardship, generosity, and Kingdom impact, not just a means of personal gain.2. Competency: Are They Qualified to Serve You?Once values are aligned, it is essential to ensure the advisor has the technical skills and experience necessary to guide your financial decisions.Look for:Industry certifications (like CFP®, CPA, CKA®, etc.)Experience working with clients in your stage of lifeKey Question to Ask:Can you tell me about clients you've served who are in a similar situation to mine?Good advisors won't name names, but they should be able to share stories of impact that demonstrate how they've helped people like you.3. Process & Compensation: Are They Transparent and Clear?A trustworthy advisor will be open about how they make money and how they work with clients.Key Questions to Ask:Can you explain how you're compensated—fees, commissions, or both—for someone like me?What is your process for creating a financial plan?They should be able to explain their step-by-step approach, timeline, and what you'll need to provide—all in clear, understandable terms. You want someone with “the heart of a teacher.”Ready to Find an Advisor?If you're beginning your search—or even considering reevaluating your current advisor—you can start at FaithFi.com. Click on “Find a Professional” to locate a Certified Kingdom Advisor® (CKA®) near you. These advisors have been vetted for:Biblical worldviewIntegrityTechnical excellenceYou'll also find a free downloadable PDF with suggested interview questions to help guide your search. You can rehire your advisor every year, and it's wise stewardship to evaluate that relationship regularly.When advisors undergo CKA® training, they begin to carry the weight of stewardship—not only for their own resources but also for how they guide clients to make decisions with eternal impact. That's the kind of advisor worth seeking out.On Today's Program, Rob Answers Listener Questions:My wife and I want to set up a will. We have a son we support and want to make sure he gets everything. I talked to a lawyer who said trusts aren't necessary anymore and are expensive. I have about $300,000 in home equity, and I'm wondering about taxes and how he might handle the property.My dad recently passed away. My mom has been drawing on his Social Security because she didn't have enough credits from working. What percentage of my Dad's Social Security benefits will she receive as a survivor? What benefits will she get since he was a veteran with VA disability?Am I supposed to pay tithes on the income of my Social Security now that I'm retired?Now that my wife is retired and I'm almost retired, is maintaining a good credit score still important?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Social Security Administration (SSA.gov) | U.S. Department of Veterans Affairs (VA.gov)Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money (Pre-Order)Look At The Sparrows: A 21-Day Devotional on Financial Fear and AnxietyRich Toward God: A Study on the Parable of the Rich FoolFind a Certified Kingdom Advisor (CKA) or Certified Christian Financial Counselor (CertCFC)FaithFi App Remember, you can call in to ask your questions most days at (800) 525-7000. Faith & Finance is also available on the Moody Radio Network and American Family Radio. Visit our website at FaithFi.com where you can join the FaithFi Community and give as we expand our outreach.

Summary: In this podcast episode, Rhona Pierce interviews Cynthia Abbot Kerr, founder and CEO of WellPay AI, discussing her journey in the compensation industry, the complexities of pay transparency, and the impact of AI on compensation strategies. Cynthia shares insights on the importance of transparency in pay, the challenges of decision fatigue in compensation, and her transition from HR executive to entrepreneur. The conversation highlights the evolving landscape of compensation and the role of technology in shaping future strategies.Takeaways:TakeawaysHer early career experiences sparked Cynthia's passion for compensation.WellPay AI aims to simplify compensation strategies using technology.Compensation is often misunderstood as an easy process, but it is complex.Pay transparency is becoming essential in modern workplaces.AI can significantly speed up compensation processes and decision-making.The human element in compensation decisions is crucial.Companies need to embrace pay transparency to build trust.Cynthia emphasizes the importance of educating employees about pay structures.Entrepreneurship changes how people perceive and interact with you.Ignoring naysayers can lead to success in business.Chapters:00:00 Introduction to WellPay AI and the Podcast01:53 Cynthia's Journey in Compensation and Technology06:01 The Complexity of Compensation and Pay Transparency12:06 AI's Impact on Compensation Strategies14:58 Transitioning from HR Executive to Entrepreneur18:54 Lessons Learned as a Founder    

I've been asked this question a lot lately…“Why didn't network marketing EXPLODE from the pandemic and recession, like so many expected? Why are we seeing declines instead of massive growth?”Let's get into it…There's no single reason — it's a combo of things. Yes, the pandemic created a surge for many companies in 2020–2021. But what people don't talk about is that growth was artificial.It was more of a sugar rush than it was sustainable momentum. People were home.They had more time.More stimulus checks.Ecommerce in general saw record-breaking numbers.But then what happened?Life returned to “normal,” attention spans shrank, wallets tightened, and expectations changed.Here's what I believe are the top reasons we've seen double-digit declines across many product-based companies:1. Artificial Pandemic BumpMany companies grew from a moment, not a movement. Growth wasn't built on deep belief or long-term behavior—it was built on convenience and timing.2. Lack of InnovationA lot of companies got lazy during the good times. They stopped innovating. Compensation plans didn't evolve. Products didn't stay ahead of the curve. Messaging got stale. And when consumer priorities shifted, companies weren't ready. This is a GENERALIZATION. I know many of you did evolve.3. We're in the “Options Era”Let's say someone used to buy 100 things. Now their budget forces them to cut back. 10–30% of those go first. Did your product make the cut?Uber. Airbnb. Affiliate. Creator economy. Ecom dropshipping. All legit options now. If we don't create real, unique value, we lose.Those options weren't avail in 2008.4. Poor Customer RetentionMost companies still don't do a great job reselling the customer after the sale. The fortune isn't just in the follow-up—it's in the retention experience.5. False ExpectationsPeople heard “work from home” and thought “easy income.” They weren't ready for rejection, consistency, and leadership development. So they quit early.Lazy on Leadership DevelopmentWe stopped developing leaders because it was so easy!Companies and leaders have been back in the trenches. Some for the last 2 years but you don't just plant a seed and expect a tree to grow the next day. It takes time to see the fruits of your labor. We are starting to see some of those results already and we will continue to see more. This is the WEEDING out season.Listen up—go to www.rankandbanksystem.com right now. Why? Because if your network marketing check isn't where you want it, this is the fix. It's my 30-day Rank & Bank System—daily trainings from me, daily challenges that actually move the needle, and accountability that keeps you in the game. Here's the kicker: it's got a 100% money-back guarantee. You follow the system, show up for 30 days, and if your check doesn't grow, you pay nothing. Zero risk. Most programs drown you in fluff—this one's built to get you results fast, without the overwhelm. I've taken people from $400 a month to millions (not normal but possible) with this exact framework. You've got nothing to lose and everything to gain—go to www.rankandbanksystem.com and lock it in before you miss out. Let's make your bank account match your hustle.

Attorney Alex Taubes, a Yale Law School graduate and dedicated civil rights lawyer based in New Haven, Connecticut, delves into systemic misconduct within the criminal justice system. With a focus on wrongful convictions, police brutality, and governmental negligence, Taubes shares insights from his extensive legal career, including organizing the "7 Days of Truth with Proof" rally to highlight wrongful incarcerations. He discusses his efforts to combat systemic injustices and his commitment to advocating for the underrepresented. #CivilRights #CriminalJusticeReform #AlexTaubes #WrongfulConvictions #PoliceMisconduct #JusticeForAll #LegalAdvocacy #SystemicReform Connect with Alex Taubes: https://taubeslaw.com/ Hosted, Executive Produced & Edited By Ian Bick: https://www.instagram.com/ian_bick/?hl=en https://ianbick.com/ Presented by Tyson 2.0 & Wooooo Energy: https://tyson20.com/ https://woooooenergy.com/ Buy Merch: https://convictclothing.net/collections/convict-clothing-x-ian-bick Timestamps: 00:00:00 Journey to Becoming a Lawyer in Connecticut 00:03:53 Navigating Private Legal Practice and Client Connections 00:08:20 Impact of Free Phone Calls and Tablets in Prisons 00:12:00 The Role of Unions in Connecticut Corrections 00:15:46 Gender Dynamics and Misconduct in Correctional Facilities 00:19:39 The Complexity of Judging Horrific Crimes 00:23:39 Failures in Accommodating Mental Health in Prisons 00:27:27 Uncovering Connecticut's Controversial Cases 00:31:26 The Division in Public Opinion: CEO Case and Societal Instability 00:35:17 The Struggles and Injustices in Civil Rights Cases 00:39:14 Alleged Police Misconduct in Waterbury Trial 00:43:04 Lawsuit Against City Over Workers' Compensation 00:46:43 Prison Leans and Legal Battles in Connecticut 00:50:36 Jury Selection in Civil vs. Criminal Cases 00:54:37 Challenges with Prosecutorial Power and Jury Influence 00:58:28 Challenges in the Criminal Justice System 01:02:15 Advancing Yourself Beyond Chess Powered by: Just Media House : https://www.justmediahouse.com/ Creative direction, design, assets, support by FWRD: https://www.fwrd.co Learn more about your ad choices. Visit megaphone.fm/adchoices

Fred Heppner of Arizona Transitions is back for part 2 of his chat with Kiera! Life comes at you fast, and sometimes, it comes in the form of a surprise. Kiera and Fred talk about creating an exit strategy today for your departure from dentistry, as well as what the economics look like for moving on from a practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript Kiera Dent (00:01) Hello, Dental A Team listeners. This is Kiera and I am so excited for you to have part two of me and Fred Heppner going through associates, DSOs, how to really grow this. You guys, we had such an incredible first half of this episode. It was so long and so much information that I wanted to break it into two parts. So here's part two. I hope you enjoy. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.   Kiera Dent (00:24) should people be talking   when they're in their 20s 30s or is it something we're like start to think about it I know Ryan and I from Dentist advisors we we talk shop about this quite often of like there I mean there are studies that show that when you retire you actually start to atrophy in life and ⁓ there isn't as much of a purpose and so we talk often of like how can we continue that   mental stamina, the things that are going to fulfill us, whether it's working or something else of philanthropy, like whatever is going to keep you going as a human, whether you're working in the chair or you're not, I think is important. So that's I was curious of like, really probably connecting with you three to five years before we think we might retire, but with the caveat of, hey, if something were to happen to me, what would kind of be my exit strategy? your like death list like I do, like if I die, this is what's going to happen. It's creepy, but it's awesome.   Fred Heppner (01:15) No, it's, it's creepy and it is awesome. And at the same time, it's a really good conversation to have because if we're three to five years out, then one of the first things to do is say, okay, so what's going to happen if you're not here? And that carries on to the discussion we had earlier. So once the discussion about, what do want to do when you, when you retire or you stop practicing dentistry, then the questions start coming up. What about the economics?   Kiera Dent (01:27) Mm-hmm.   Fred Heppner (01:44) So in any... Yep, absolutely.   Kiera Dent (01:44) I was just going to say, like, is it sell? Is it DSO? it? And also, I mean, this   to me also, I think might exponentially accelerate some people's plans because the DSOs are hot and it's like 10x EBITDA. That might accelerate your retirement or your sell because you're on a wave right now that who knows if in the next 20, 30, 40 years we'll be there. Fred, I'm super curious, like, how is this whole DSO model maybe shifting it for transitions? Or is it? I'm curious.   Fred Heppner (02:13) It is, it's shifted quite a bit, but what it's shifted is a real desire for dentists to be able to sell their businesses and release the management responsibility and to have somebody else take that over. 15, 20. Yeah. I just want to do, I just want to do dentistry. I don't want to manage a business. I don't want to manage people. Um, I don't want to run the company. I want to be able to practice my trade. Well,   Kiera Dent (02:22) you   The dream for every business owner. ⁓   Exactly.   Fred Heppner (02:43) I can tell you that in the last 15, 20 years, it's certainly exploded in dentistry and not in a bad way. And here's why. Dentists graduating from dental school today need a place to work. The banks that loan money to dentists to buy dental practices are looking for dentists that have a couple years experience in dentistry. They have a production track record. The banks can see what it is that the dentist can do. Chair aside.   a good credit score and some liquidity, usually 8 to 10 % of the purchase price of the business that they're looking at in cash. So one of the things to consider is graduating dentists should be able to make the minimum payments on their debt, on their student loans, on what debt they have, and begin to put money away as quickly as possible to gain some liquidity. So as we look at the equation of   what DSOs are doing, they're providing them with a place to work. Because as dentists come out, I mean, the majority of dental practices that I work with, maybe you can echo this or discuss it, are just single dentist practices. Right, they don't have a, somebody called it a plus one at some point time, and I thought, okay, that's decent. So you have the dentistry, but there's the ability to bring somebody on maybe one or two days a week. Well, that doesn't,   Kiera Dent (03:44) Mm-hmm.   Totally same.   Mm-hmm.   Fred Heppner (04:09) That doesn't feed a hungry young dentist coming out of dental school who really has a lot of debt and wants to begin to work and develop a way to reduce that debt. They're looking for four days a week, five. They might have a quality of life thing where they just want to work three tens and be off Friday, Saturday, Sunday, Monday. That's okay. But the point is, is that most private practices don't have the capacity to be able to bring on a full-time dentist and feed them right away and keep them very busy. The DSOs, corporate dentistry,   Kiera Dent (04:19) Right.   Fred Heppner (04:39) have offices that can provide that place. So essentially, if a dentist comes out of school and begins to work, they may very well work for one of the corporate DSOs, which gives them experience. It gives them the ability to work five days a week. It gives them the ability to practice in what I call civilian dentistry out of dental school. And it gives them the opportunity to be able to see what it's really like. I can tell you, Kiera, that 15, I think 15 years ago,   Kiera Dent (04:57) Mm-hmm.   Fred Heppner (05:08) the most popular phone call I would get on my phone line was, hey, we just got 50 million from a private equity firm. We're starting a DSO, but we're different. And we want to buy practices from you because we heard you're good. And I just tell them, great, thanks very much. Get in line, register on my website. And when an opportunity comes up, I will email to you like I do everybody else the opportunity. Because most of my clients call and say, I...   Kiera Dent (05:17) you   Fred Heppner (05:34) Hard no to a DSO. I'm a private practitioner. I've got a legacy practice and I want to sell to another private dentist Okay, so that was the most popular second most popular call was I'm sick of working for a company find me a practice to buy Now it's shifted More so do I hear I'm sick of working for somebody else find me a private practice to buy I'm ready to go The the DSO calls have filtered off of it and I don't know that that's a global   Kiera Dent (05:48) Mm-hmm. ⁓   Mm-hmm.   Fred Heppner (06:03) representation of the DSOs starting to slow their buying and really focus on the profitability of the offices they have to really maintain the profitability due to higher interest rates. Maybe they're slowing down their buying. Who knows? The interesting thing about it is that it's somewhat of a closed loop in DSO work. You really can't get into and find out exactly what everybody is doing unless you're member of their organizations, which is fine. And I respect that.   Kiera Dent (06:12) Yeah.   Fred Heppner (06:32) private information, but it begs the question. And ultimately, if a dentist is looking to buy their own practice, eventually they're going to need those one to two years experience, liquidity, good credit score, in order for them to go to one of the commercial banks and say, I want to buy a practice and let me get a practice to buy and then we'll put it together. Okay? So I can tell you that private practice is alive and well.   Kiera Dent (06:55) Mm-hmm.   Fred Heppner (07:02) very bullish on the individual dentist who's out there still practicing and doing quite well. I can also tell you that those kinds of doctor to doctor transitions are extremely successful. The idea is some people who look at a transition like that would think, my gosh, the dentist leaves, all the patients will leave. They'll go somewhere else, they'll go to other practices. Well, if that was true, let's carry that forward. If that was true,   Kiera Dent (07:14) Mm-hmm.   No.   Fred Heppner (07:28) then that would mean that the loans that the dentist used to buy the practice would go in default, would they not? Because if all the patients left, there would be no revenue and they'd have to fold up camp and see you later, right? The default rate on dental practice loans still over the last 15, 20 years and even recently is 40 basis points. 100 basis points is 1%. 40 basis points is four tenths of 1%. So if you follow the math,   Kiera Dent (07:33) Mm-hmm.   Mm-hmm.   Fred Heppner (07:58) The default rate is less than half of 1 % on the billions of dollars that are loaned by banks for dentists to buy practices. They don't fail. Okay.   Kiera Dent (08:08) Totally. They don't and they're such a   good investment. I think that that's why so many people like, that's why I think DSOs are buying up practices. ⁓ And I think that that's where so many private practice owners now, I would say I've watched where it used to be legacy practices and there's still legacy practice doctors who do not want to sell to a DSO. Like when they're there, they want to sell doctor to doctor, they want to bring in an associate, they want to bring in partners. I think   By default, dentistry tends to be a more humanistic, ⁓ very relationship model ⁓ versus I still think though, right now DSOs, you're right. I don't think people are getting as many calls. ⁓ But what I will say is my doctors are probably getting 20 to 30 emails every month from a DSO interested in buying their practice. So they are getting it as private practice owners. And so I think that that's where, ⁓ like I said, some people within the last eight years bought a practice as a private practice.   the DSOs, they were profitable. were within the metrics that the DSO wanted. And it just made sense. was like, I'm going to get 10x EBITDA on this. My EBITDA is great. No private party is going to pay me what this DSO is going to pay me. And while yes, I'd love it to maintain a legacy practice, I'm in my 30s and I could basically have retirement today. mean, there's more risk selling out because they have a lot of it in their stocks and there's a whole ⁓ game around that.   I think that that's where maybe some of the younger generation might be looking at transitions sooner than I think the more senior population of dentistry is. think that they're starting to be the shift and that's where I'm very curious of like, maybe conversations need to be had sooner. Maybe because DSOs are aggressive on the emails to the dentist. Like it is wild and they are sexy offers to them that are not always true. And that creeps me out too, because they're hearing a number. Like I had a doctor and he had a DSO.   Fred Heppner (09:49) Yep. Yep.   Kiera Dent (10:04) come to him and they said, Hey, we're going to give you 5 million. And he's like, here, it seems like a great deal. And I said, yeah, but you're going to do 5 million next year just in your own production. So that's actually a bad deal because you're already going to make that without selling to them and having to work for them for the next five to 10 years or like three to five is usually what their requirement is. So again, I think that this is where it's like, how do we cut through that noise to know when I do transition? Because I think people are getting asked to transition from private practice.   sooner. You're right, they go work at the DSO, they go to some of those bigger corporate practices to get the experience, then they go buy their private practice, and then it really is, or they do a startup. And then it's pretty aggressive because I think Wall Street's pretty hot right now and private equity is very, very luring, but they do have to hit certain requirements to join DSOs.   Fred Heppner (10:53) Yeah. There are tons of verticals that people are getting into, the private equity is getting into, you're right. There's a ton of money at it. You know, I would tell you that the devil is in the details. It may very well be that there are transitions that occur where a DSO or a corporation acquires the assets of a private practice and the dentist stays and works back in the office. And that transition works swimmingly well for the dentist who sells for the DSO.   Kiera Dent (11:02) Mm-hmm.   Fred Heppner (11:21) And ultimately everything works out fine. There are others that don't and they're, they're out there. And I think what you mentioned earlier is, you know, I could get 5 million from my practice. Well, why would you, you will be able to make that in, your earnings in 2.3 years, whatever it might be, whatever the math pencils that be. But if you think about it, if it, if 10 times EBITDA is their offering price, what are, what are the details? How much cash at closing?   Kiera Dent (11:38) Right.   Mm-hmm.   Fred Heppner (11:49) Is there a work back or a work back arrangement where you will be paid to be the dentist? And what is your compensation? What are the benefits that you would receive? And what is the term of that work back arrangement? You're right. It's creeping up now more into five years. 15, 20 years ago, was maybe, you know, stay on one or two years and we're good. There's a claw back. There's a hold back provision that holds back part of the purchase price. And the dentist has to meet the   Kiera Dent (12:04) Mm-hmm.   Yeah.   Fred Heppner (12:17) has to meet certain metrics from the trailing 12 months to be able to get that back. Well, let's pretend. Let's pretend that the DSO comes in and sets up the practice and nothing changes and the business continues to grow and develop because there's more marketing promotion and advertising. There's better cost control. There's just better stuff going on and that works. Well, what if it doesn't? What if all of a sudden the company comes in and says, we're changing these policies?   You were Delta Dental Premier, we're jumping into PPOs because we've got really good reimbursement rates on these 12 PPO contracts. Well, if that reimbursement rate drops from fee for service, does that hinder the doctor to be able to generate the income necessary for that hold back to be acquired in the next two to three years? And then there's equity. You mentioned that they offer a stock in the company to be able to ultimately participate in a   Kiera Dent (13:09) Mm-hmm.   Fred Heppner (13:15) recapitalization should that happen? Well, it'd be really interesting. You're going to love this one. I know you're going to love this one. So for any of your listeners, any of your A-Team clients, if they get approached by a DSO and they look at it and they think it's really, really good, have somebody look at it. What you will hear typically is you really don't need an advisor. You don't need an attorney. We've got all the contracts ready to go. You can come.   Kiera Dent (13:35) Mm-hmm.   Lies. Lies.   Fred Heppner (13:44) Exactly. You can just take all of this and we'll be good. Well, trust but verify. And ultimately a good team would be able to review these. I would be glad to review. I review paperwork all the time from dentists that are looking to transition. And if there's an equity piece in that offer, I turn around and contact the DSO on behalf of the client. And I say, we'd like to see your financials.   Kiera Dent (14:08) Absolutely.   Fred Heppner (14:11) What do you mean? Well, you're asking my client to acquire stock in your company in lieu of cash at closing. yeah, that's part of the deal. I need to see your financials. I need to advise my client on whether or not you have a healthy company and whether or not my client's going to be at risk by taking stock in your company. Well, nobody's ever asked us that. Well, I am. And doesn't it make sense? We've just provided to you tax returns, profit and loss statements, but sing along if you know the words, balance sheets, W-2, production reports, everything on the business.   Kiera Dent (14:21) Yeah.   things.   Mm-hmm.   Fred Heppner (14:39) And yet you're not willing to provide the other. Just provide the other. Show us that your business is solvent. Show it that it is something that my client would like to receive in stock. So, mon bro.   Kiera Dent (14:50) And there's strategy   for tax around that too. there are benefits to having stock rather than all the cash at closing for your total dollar amount when you want to retire, but only if that stock actually is valuable.   Fred Heppner (15:05) Pays back. Correct. Good. And that   is so brilliant. You see, you're good looking, you're smart, and that's a rare combination today. So, so, but think about it. You just mentioned something that people really don't think. If, if I have a practice and they give me 1.5 million chopped up into the ways that we've mentioned, and I have $200,000 worth of equity in the company, what if that $200,000 is half of 1 %? Well, when they recapitalize, I get half of 1 % of what proceeds, right?   Kiera Dent (15:09) Thank you.   Mm-hmm.   I love it. It's such a...   Fred Heppner (15:35) So map it out. Yeah, map it out. mean, can   you sell your practice twice? sometimes yes, sometimes no.   Kiera Dent (15:43) And there's so many sticky pieces around it. And that's where I feel like it's just a, think this is where people get leery to do it. However, I think like there are some, you said, that go really, really well, but agreed. And when I look at this people like Kiera, like I thought about that doctor and I was like, so sweet. You're going to five mil. That's your 10 X. You're going to produce 5 million. Your overhead right now is sitting at a 50 % overhead. So right now you're taking 2.5. Let's say you do get a $5 million check.   you give me 10 taxes, it's barely over your 2.5, which you're already going to get next year. So like, yes, next year, you still have to pay taxes because you're at a 50 % overhead. So you will still get a small amount more of cash to you. But there's a lot of strategy that goes into that 2.5, pending upon what you need when you invest that, like for every million, it's about like on average, if it's in the stock market, about 35,000 right now is like a very, very, very loose number to like estimate your financial future. But I'm like,   you throw 2.5 into the stock market right now, we'll high five, you're making about 100K a year. Like that's just to me, those are the things that I feel you need to be really smart about to make sure that your practices are assets and not liabilities and something that really will provide the retirement for the work you've put in rather than it just feeling good in the moment, but not really giving the life you want.   Fred Heppner (16:59) You know, excellent point. And what you also said earlier, just in passing was, what dentists could buy my practice. can't sell to a private dentist. I've got to sell to a DSO. ⁓ surprise, surprise. That's a myth. There are dentists who would, I can tell you right now, if you could give me your client's number, I'll buy her practice. Well, yeah, well, I mean, that's gonna, that's gonna pencil. So the, the point that I would make is know that   Kiera Dent (17:12) It is a myth.   Right? I know, me too. I'm like, actually, actually I would.   Fred Heppner (17:29) Dentists that are out there who are looking to buy really profitable practices and can meet the production goals. So there's an important aspect there. Your client's doing two and a half million in profit, five million in productivity on her own. If a person coming in to buy that won't be able to quite meet those production numbers, they may hire the client back for a year or two. The bank may want them to make sure that there's some kind of arrangement where they have some help.   But if a bank is looking at a practice that has that kind of liquidity and profitability, they'll gladly loan the money to the dentist if other measures are there because they know it's going to be paid back. So I want to dispel the myth that big practices with large productivity and big profitability are excluded from private practitioners being able to buy them. It's not true. Is it? Yeah.   Kiera Dent (18:10) Mm-hmm.   I agree. They get nervous because of the debt,   but I have somebody that I know that just bought into a $2.5 million is how much they had to bring to the table. Plus they have their student loan debt, plus they have their house debt and they were able to do it to buy into a practice. so I'm like, I think let's not assume that that's the only route. think figure out what you want and there is a buyer based on the outcome you want. I think Fred, I want to switch gears because I want to ask some questions about associates.   because I think we've kind of gone through like private practice. There's so many things like make sure you're taken care of, make sure you know where you're going. But now I want to switch gears because I think this is something I get asked all the time. And so selfishly again, welcome to curious therapy with Fred. I want to know all the pieces. This is my podcast that you get to be a part of. No, it's for all of you. ⁓ we get asked often, how do you set up a great associate buy-in? So like, how do I buy these people and how do I tether them in? I think one of the greatest, I would say   Fred Heppner (19:06) I'm listening.   Kiera Dent (19:19) stressors and like blind spots in practices and the thing that can really hurt a practice is when they have an associate that associate leaving. ⁓ And so they want to like golden handcuff these associates, but they want it to be good for both parties. What are some of those associate transitions to retain associates to get them in as partners? Is it a good idea? Is it not a good idea? And I think like we can wrap on this because I, I'm super curious of like what you recommend to help with that transition.   Fred Heppner (19:45) The   capacity for the business volume has to be there. You've got to have, not only are you working, but there's this phantom practice out there that you can't get to as the provider. And you need somebody to be able to get to that. So bringing on an associate to get to that phantom practice immediately creates incremental income, which is, to the owner of the business, very liquid.   Kiera Dent (20:03) Mm-hmm.   Fred Heppner (20:07) The cost associated with treating extra people during the course of the day is the associate's compensation and variable cost supplies in lab. And if you're ⁓ providing can-to-can technology and your lab costs are very low, but you're producing crowns in a day, for example, and using that kind of technology, then the cost associated with treating every incremental patient and creating that revenue is very low.   we're suggesting that the team in place can handle the extra work. We don't have to hire an extra assistant or hire an extra administrative person. So given those things.   ⁓ One of the best transition plans, in my opinion, is one that has time built into it. The associate has to develop some traction. They have to generate some productivity. They have to show that they can produce the numbers. But more importantly, the outcomes are good. The treatment outcomes are successful. The patients are adapting to them. The team connects with them. This is a good relationship. As an aside, really quick, when you mention relationship business in dentistry,   I think DSOs traditionally are a transactional business. They're really focusing on the transaction, right? Private practice focuses on the relationship. Not to say that corporate dentistry doesn't focus on relationships. They're focused more so on the transactions. I might get ridiculed for that statement, but that's what I see. And that's my opinion.   Kiera Dent (21:19) I would agree.   Sure,   sure.   Fred Heppner (21:36) So back to the associate, need the associate to develop some traction. And essentially that traction comes from being in the office, seeing patients, working with the team, and ultimately getting feedback along the way. And I think that's a one to two year cycle. Will you know as a practitioner and owner of the business within the first one or two months, if the associate is working two or three days a week or four days a week, will you know, do they get along with the patients? Do they get along with the team? Yes. Will you know about treatment outcomes?   Kiera Dent (21:40) Mm-hmm.   Fred Heppner (22:05) To some degree, yes. So early on, you'll know if this is cut bait, this is not going to work. Or yes, this person's fitting in great, primarily because they were vetted. So quick, quick retract back to how do you hire them? Go through a long process of vetting. Don't just take the first one that appears. Get to know them, make sure they're going to integrate well. I see a lot of associate plans.   work real well when the dentist knows the dentist owner knows the associate coming on board from some past experience. Great example is the dentist associate grew up in town, did an internship kind of in the office as a sterilization tech, kind of worked in the office, found out that dentistry was their passion, went to college for undergrad, went to dental school for dental degree and came back to the town to work for that dentist. Right. Okay, good. So somebody you know, ⁓   Kiera Dent (22:38) Mm-hmm.   Totally.   Fred Heppner (23:00) son of doctor, owner's best friend. So there's history there. You know, the quality of the individual. Okay. So once traction is developed during the part of that associate agreement, there's some discussion about ownership and building an understanding of how the practice works so that when time comes to be a partner and buy in, there's already some traction. There's already some traction so that if the person elects to buy the seller out,   in a couple years, then they can switch roles. But there has to be some traction. One of the things that's really perilous is thinking about jumping into a practice and being a partner right away. If you want to practice and you do two million a year, hygiene does 500, you do 1.5. I'm going to come in and I want to be a partner of yours today because I've heard how great your practice is. And you have the physical plant capacity, you have the patient capacity, and I can step right in.   If I pay you half of the value of your practice today to buy in, we can split up the medicine and supplies and drugs. can split up the equipment. We can split up the office equipment. ⁓ we can split up all the operatories, but how do we sort out the patients? Because come Monday morning, say we close tomorrow, Friday, come Monday morning, I need to have in my schedule, the ability to generate half of the revenue in the business so that I can pay myself and I can pay.   to having bought in. that make sense? And that doesn't really happen easily when somebody just freshly wants to buy in as a partner. So fast forwarding to partnerships, which I hope we get a chance to talk a little bit about today, that associate has to be in that process, in that business for a period of time. And that traction needs to get up so that they've got productivity under their belt. And again, going back to what we talked about about banks,   Kiera Dent (24:32) Mm-hmm. Mm-hmm.   I agree.   Fred Heppner (24:59) they wanna see that that productivity is there, that they'll be able to generate it because they wanna make sure that they get the loan paid for. And a really good associate agreement has, in my opinion, good restrictive covenants, not to compete, not to solicit patients or staff. ⁓ In some states, that's not allowed. The FTC voted that associate agreements or employment agreements should not have restrictive covenants, but there's no legislation yet that has actually mandated that.   Kiera Dent (25:05) Totally.   Fred Heppner (25:26) So keep in mind that it's probably not appropriate to think that you'll be able to limit somebody's ability to work. Now for them to essentially buy your practice, for example, and you as a, agreement have a restrictive covenant that you will agree to that's different because somebody paid you good and valuable consideration money for you not to compete against them because they bought your business in an employment agreement. It's a little different.   Kiera Dent (25:49) Mm-hmm.   Great.   Fred Heppner (25:56) So if a dentist comes and works for another dentist who owns the business, and after a couple of months, it's just not gonna work out, they're not gonna have enough connection with the patient base to solicit patients or solicit staff or the team. They won't. So would it matter if there was a restrictive covenant in that initial agreement? Probably not.   because after a couple months, if they've alienated patients and alienated staff and they're not very good at dentistry, you want them out of there anyway, forget about the restrictive covenant, they could go work for somebody else close by. It's probably the same thing that'll happen.   Kiera Dent (26:36) I think it's really wise because I think so many offices hire an associate, but they're so scared to move them along in two months. I think that was wise advice you listed. It is so much easier to move them on in two months than it is to keep them for six months, eight months, 10 months, and then realize their dentistry or their team connection or their patient connections not there. so ⁓ it's, it's be very intentional within those first 90 days and make sure that this will be a long-term fit. ⁓ You can see it in two months.   Fred Heppner (27:01) So how does this,   you can, I'm sure you can. How does this sound? For the first six months of an associate agreement, maybe you don't have quite a good background, deep background about that individual, but you feel that they would be good in the practice. They come recommended by their instructors at university, at dental school. was highly, someone was highly recommended. How about a single page,   six month agreement that says you come to work for me, I will pay you this. And if you want to go, you can go. If I feel you need to go, I'm going to release you. It's an at will agreement, no restrictive covenants, nothing in it that locks anybody down. Because again, what I mentioned earlier is how much traction can you generate really in one or two, three, four months, because you'll know after four or five months that this is somebody really want to lock in at six months, develop a really strong, well-written attorney reviewed.   employment agreement that has restrictive covenants that has specific on how to redo cases in case they need to be done at the end of the employment agreement. Right. What do you think? I mean, does that give that give the opportunity?   Kiera Dent (28:08) Sure.   I think,   I mean, I like it. think that the devil's advocate in me would say, I'm not sure that the ⁓   millennial Gen Z generation coming through would say yes to six months. I think that they're looking for more security. They're looking for more guarantees. They come in with a lot more debt and a lot more risk that I am really curious. As a business, I think it's freaking brilliant. As on the other side, I'm curious, would you be able to get candidates that would want to come or is it too risky of an offer?   Fred Heppner (28:43) You mean,   yeah, do you mean the associate dentist coming on board is thinking more about themselves rather than the practice?   Kiera Dent (28:52) I think with the associate offers that are given currently, ⁓ I think agreed. It does show that they're thinking about it, but I also feel for a practice making sure that they're competitive with offers. I don't love having to be ⁓ like with hygienists. I don't want to have to go chase them, but you have to at least be competitive with other people in the market. So I think I agree with you. I just feel for practices making sure that maybe   Fred Heppner (29:05) ⁓   I understand what you're saying.   Kiera Dent (29:19) you are so competitive with other people and offer. So you do get the candidates, but you can have some of these ideas within like that I think would make you even maybe more attractive. So maybe it's a year that we're offering, but like, Hey, in the first six months, there's no restriction. There's no nothing. We add that in in six months. So that way you are competitive with other people. Cause I think associates, they need that security and I'm watching more and more come through. I mean, they're walking out with one mil plus 2 million in debt. Like, so I think that   I think to be competitive with others, might need to be a possibly. This is my hallucination that could possibly just make sure you're competitive.   Fred Heppner (29:53) Well, well, no, you're   so you're right on you're in a you're in another section of what the employment agreement might look like called compensation and benefits. I'm looking at just the period of time that you would be that a dentist would be employed in the practice to determine if it's a right fit for them and if it's a right fit for the practice and if it's a right fit for the patients and the team. Compensation can say exactly what you were saying. Now,   Kiera Dent (30:16) Right.   Fred Heppner (30:22) Unfortunately, it isn't the responsibility of the practice to provide for somebody who is unproven in their debt or to satisfy their lifestyle requirements. Yes, they're competing with other organizations that are offering salary, health insurance, vision, life insurance policies, all of those benefits that come along with big corporations. However,   It's a private practice. And the sooner I think that dentists who are coming on as associates know the intricacies and the difficulties of running a business and also the rewards that come with it, they would understand better how those arrangements are made. And I've seen compensation programs set up where it's the greater of over two weeks, a compensation per day or a percentage of a certain amount over a certain amount of productivity. So you can meet those requirements. can kind of meet.   Kiera Dent (31:15) Mm-hmm.   Fred Heppner (31:16) Kind of need halfway in between.   Kiera Dent (31:18) Yeah, and I think that that's where I was saying of I feel like making sure that you're meeting in the middle. I love the idea of being able to protect like, you're right, like not being stuck in this with someone who's not working out and getting stuck, I think is actually something that happens all the time with associates. ⁓ And so I think like, Fred, it was such a fun like,   chat about us. I agree, we need to chat more partnerships because now it's like, okay, we've got these associates, we've got some ideas on it. We've heard about figuring out where we want to go and how we're going to be able to get there and needing to think about our future life and how when we need to transition, you said the three to five years, I think looking for like, what do need to do to be able to buy a practice? If I want to buy a practice, what do need to get? Then we talked about like the DSO offers coming for private practices, and how to assess that through Fred.   And then we moved into associates. So Fred, like that was such a like smorgasbord of topics, which I love. And I think definitely reconnecting because I think there's the next step is like, how do we bring in these associates for partners if we want them? How can we build a legacy practice? That's not necessarily just the DSO. So I'd love to get you back on the podcast and chat partnerships and like alternative transitions beyond, but gosh, Fred, such a fun podcast today.   Fred Heppner (32:10) It was fun.   I am   happy to do it anytime. I appreciate what you do for dentistry. So I'll absolutely support you and be glad to do it.   Kiera Dent (32:36) Thank you. Well, Fred, as we wrap up today, were there any last thoughts you had to give to the listeners? And of course, ArizonaTransitions.com, ArizonaTransitions.gmail. If you're looking to transition or associates or what do I do or hey, Fred, I just need help. But any last thoughts you have as we wrap up today?   Fred Heppner (32:52) Yeah, I think   I tell you a funny quip that I think resonates with most people that I talk to. Dentists are excellent at curing dental disease, at diagnosing conditions and recommending treatments and working with patients to get them well. And, ⁓ coming into an event like purchasing a practice or selling a practice where they've never done it before. They don't have the experience or the education.   going in to understand what to do. I would encourage them to get advice and guidance from a great team. ⁓ I have a deal with my dentist. Mike Smith is brilliant. He has a practice called the biting edge here in Phoenix and he's brilliant. And he and I have an agreement. I don't do my own dentistry.   And he doesn't do his own practice transition stuff or practice management stuff. He relies on me to do that because they're in the middle. meet. So I want him to cure my dental conditions and make sure I'm in the optimum dental health that I could be. And I'm to make sure that I provide the services to him so that if he's looking to acquire a practice or merge an office into his, or figure out how the next plan would be for his practice growth or his transition, that he's going to sit down with me because he understands that that's my expertise and he.   he benefits from.   Kiera Dent (34:15) Yeah, I love that. That's such a good way to look at it. Let's sit in our lanes. Let's do what we're really good at and not try to be a one-stop shop. I think that that's brilliant, Fred. And I feel like for all those looking for the transitions for what do we do? How can I do it? Reach out, Fred. I think you're a wealth of knowledge. You've been in it for a long time and just truly so grateful to have you on the podcast today.   Fred Heppner (34:36) It's my pleasure. Absolutely. Have a great day. Talk to you soon. Bye here.   Kiera Dent (34:39) Awesome. Thank you. And thank you,   Fred. Thank you, all of you. And for all of you listening, thanks for listening. And I'll catch you next time on the Dental A Team Podcast.  

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