Podcasts about Compensation

In Utah, a state judge recently awarded a family nearly $1 billion in compensation after a local hospital completely botched the delivery of their baby girl—such that the baby will likely suffer a lifetime of disabilities. Let's go through the details.

In this special episode of URMIA Matters, all URMIA members are invited to listen in and hear the latest updates from the URMIA Executive Committee. Join us for a streamlined business meeting that will include a briefing on the Association by the president, a financial report by the treasurer, and other board officer updates. You will also hear about what the URMIA Office has been working on and what's next for the URMIA community. Tune in to hear all the updates from the URMIA Board of Directors and what they are looking forward to in URMIA's near future! Show Notes URMIA Specialty Communities Sign-Up URMIA Board Nominations and Elections URMIA Board of Directors About URMIA - Strategic Pillars URMIAmentors URMIAacademy URMIA Matters Podcast - Meet URMIA's Newest Staff URMIA Staff URMIA - GRAC URMIA's updated Risk Inventory URMIA's 56th Annual Conference in Las Vegas (October 12-16) Guests  Sandy Mitchell, Director, Office of Insurance - Massachusetts Institute of Technology Miguel Delgado, Associate Vice President and Chief Risk Officer - Carnegie Mellon University Flo Hoskinson, Risk Manager - Oregon Health & Science University Craig McAllister, Assistant Vice President, Risk Management - University of Miami Jim Mulholland, Director of Compensation and Risk Management - Grinnell College Keesha Trim, Sr. Director, Risk Management & Insurance - University of Richmond Guest Host Michelle Smith, Executive Director - URMIAConnect with URMIA & URMIA with your network-Share /Tag in Social Media @urmianetwork-Not a member? Join ->www.urmia.org/join-Email | contactus@urmia.org Give URMIA Matters a boost:-Give the podcast a 5 star rating-Share the podcast - click that button!-Follow on your podcast platform - don't miss an episode!Thanks for listening to URMIA Matters!

Most people think about heart disease and metabolism when they talk about longevity, but too few talk about joint health. In this episode, you'll discover how to biohack your joints to prevent pain, reverse damage, and move like you're decades younger. Host Dave Asprey reveals how functional movement, core stability, and recovery can transform joint health, helping you maintain pain-free performance for life. Watch this episode on YouTube for the full video experience: https://www.youtube.com/@DaveAspreyBPR Dr. Jason Snibbe is a globally recognized, board-certified orthopedic surgeon and a pioneer in advanced, minimally invasive, and robotic surgeries of the shoulder, elbow, hip, and knee. Fellowship-trained in Sports Medicine and Robotic Joint Reconstruction, he has achieved the lowest complication rate at Cedars-Sinai Medical Center and is the official orthopedic surgeon for the Los Angeles Clippers. He also serves as an orthopedic consultant for the Los Angeles Lakers, Los Angeles Sparks, Los Angeles Angels of Anaheim, and Los Angeles Kings. As a founding and managing partner in DOCS Spine and Orthopedics and Docs Surgical Hospital, Dr. Snibbe lectures and trains surgeons around the world in his specialized techniques. Host Dave Asprey and Dr. Snibbe uncover how weak glutes, poor core engagement, and bad footwear accelerate joint aging, and how functional movement training and fascia care can protect your body from surgery. You'll learn why proper biomechanics are central to human performance and longevity, how hypermobility and fascia impact neuroplasticity, and the latest biohacking tools for recovery and joint regeneration. You'll Learn: • The real cause of joint damage and how to prevent it • How to build a stronger core and glutes for long-term joint stability • Why footwear choices can make or break your movement quality • The truth about fascia, stretching, and strength training • When to use PRP, stem cells, and biologics for healing • How hypermobility affects your joints, brain, and longevity • Daily mobility and recovery habits that prevent future surgery They explore how biologics like PRP, stem cells, and exosomes are changing orthopedic recovery and joint repair, and why functional medicine is moving beyond surgery toward regeneration. You'll hear how precision movement, fascia work, and strength training protect your joints and enhance human performance and longevity. This is essential listening for anyone serious about biohacking, hacking human performance, improving mobility, and extending longevity. You'll also learn how neuroplasticity, metabolism, and brain optimization all connect to the way you move. Dave Asprey is a four-time New York Times bestselling author, founder of Bulletproof Coffee, and the father of biohacking. With over 1,000 interviews and 1 million monthly listeners, The Human Upgrade brings you the knowledge to take control of your biology, extend your longevity, and optimize every system in your body and mind. Each episode delivers cutting-edge insights in health, performance, neuroscience, supplements, nutrition, biohacking, emotional intelligence, and conscious living. New episodes are released every Tuesday, Thursday, Friday, and Sunday (BONUS). Dave asks the questions no one else will and gives you real tools to become stronger, smarter, and more resilient. Keywords: Joint biohacking, Orthopedic regeneration, Functional movement patterns, Core stability training, Glute activation exercises, Fascia mobility, Hypermobility syndrome, Ehlers-Danlos collagen disorder, Foot biomechanics, Pronation and supination, Arch support orthotics, Barefoot gait training, Stem cell joint repair, PRP knee therapy, Exosome orthopedic recovery, Meniscus tear alternatives, Robotic joint surgery, Posture correction, Gait analysis technology, Pain-free longevity Thank you to our sponsors! TRU KAVA | Go to https://trukava.com/ and use code DAVE10 for 10% off. BON CHARGE | Go to https://boncharge.com and use code DAVE for 15% off. OneSkin | For a limited time, try OneSkin for 15% off with code DAVE at https://www.oneskin.co/DAVE Business of Biohacking Summit | Register to attend October 20-23 in Austin, TX https://businessofbiohacking.com/ Resources: • Learn more about Dr. Snibbe's work: https://www.drjasonsnibbe.com/ • Danger Coffee: https://dangercoffee.com/discount/dave15 • Dave Asprey's BEYOND Conference: https://beyondconference.com • Dave Asprey's New Book – Heavily Meditated: https://daveasprey.com/heavily-meditated • Upgrade Collective: https://www.ourupgradecollective.com • Upgrade Labs: https://upgradelabs.com • 40 Years of Zen: https://40yearsofzen.com Timestamps: • 0:00 — Trailer • 1:28 — Introduction • 2:38 — The Kinetic Chain • 9:34 — Core and Glutes • 12:18 — Stretching and Fascia • 17:32 — Sleep and Recovery • 18:49 — Vibration Therapy • 23:47 — Gait and Compensation • 30:47 — Robotic Surgery • 34:28 — Future of Medicine • 39:23 — Footwear Mistakes • 48:48 — Wearables and Tech • 55:13 — Stem Cells and Biologics • 1:01:20 — Final Takeaways See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Cash PT Trends 2025: What We Learned in Dallas + The New Industry Report In this episode, Doc Danny Matta and Yves Gege unpack takeaways from their Dallas live event and preview PT Biz's new Cash PT Industry Report. They cover what's working now across pure cash, hybrid, and out-of-network models; why continuity and small-group training are surging; and how the talent market is shifting as more solo owners choose to join established cash clinics. Quick Ask Help us move toward the mission of adding $1B in cash-based services to our profession: share this episode with a clinician friend or post it to your IG stories and tag Danny—he'll reshare it. Episode Summary From beginners to builders: PT Biz events now draw ~200 owners focused on scaling, not just getting started. No single “right” model: Cash-only, hybrid, out-of-network, Medicare-focused, and gym-like setups can all work—business principles drive success. Continuity is up: Many clinics now get 20–40%+ of monthly visits from recurring performance/wellness work—stabilizing revenue. Small-group training wins: Huge LTV and stick rate; still underused (only ~¼ of clinics are doing it). Talent trend: More solo owners are approaching larger cash clinics for roles with culture, mentorship, and intrapreneurship tracks. Reality check on pay: Compensation must tie to the revenue a provider can generate; entitlement ≠ value creation. Macro shift: Rising deductibles & wellness demand push all clinics to add self-pay services—cash PT is no longer fringe. Live Event Takeaways Owner mindset: Conversations have matured—hiring, leadership, profitability, systems, and scaling to $100k–$200k/month per site. Market fit varies: Geography, payer mix, and demographics dictate whether to stay pure cash, add OON, or blend Medicare. Community compounding: Member-to-member playbooks (what worked, what didn't) are often the most valuable part of events. The Industry Report: What to Watch Continuity growth: Bigger clinics show higher % of recurring visits, needing fewer new evals to fill schedules. Underutilized small groups: High demand among “post-injury but not gym-ready” clients; strong margins and retention. Diversified offers: Performance, strength, and longevity programs de-risk revenue and increase lifetime value. Small-Group Training: Why It Works Checks the boxes: Strength, mobility, accountability, and community—with clinicians nearby if issues arise. Cost-effective for clients: Often similar to PT weekly or personal training—but with better adherence and social glue. Team friendly: Therapists enjoy variety and fewer notes; can be delivered by PTs or trained coaches under clinical oversight. Career Pathways & The “Unemployable” Test Two good options: Go all-in on ownership or join a high-performing cash clinic as an intrapreneur (clinic director, partner track). Value first, then ask: Promotions/partnerships follow demonstrated impact, not tenure. Reputation compounds. Pro Tips You Can Use This Month Launch continuity now: Create 1–2 simple monthly options (e.g., strength + mobility; return-to-sport). Pilot a small group: 4–8 clients, 2x/week, 8 weeks. Price for value, track retention, collect testimonials. Map your model: List your market realities (Medicare, Tricare, local payer rates, boomer density) before choosing cash/hybrid. Hire from the doers: Prioritize applicants who've tried solo—“batteries included,” better respect for business realities. Benchmark & iterate: Compare your prices, packages, and continuity % to the industry report; fix one lever each month. Notable Quotes “There isn't one right model—principles win. Leads in, lifetime value up, recruit well, lead well.” “Continuity compacts the snowball. When 30–40% of your visits are recurring, everything gets easier.” “If you want stability without owning every problem, be an intrapreneur—create value, then opportunities chase you.” Action Items Download the Cash PT Industry Report and benchmark your prices, packages, and continuity %. Sketch a small-group pilot (who it's for, schedule, price, progression) and pre-sell 6–8 spots. Define two continuity offers with clear outcomes and a simple monthly cadence. Write a one-page model map for your area (payers, demographics, demand) and choose cash-only vs hybrid accordingly. Programs Mentioned Clinical Rainmaker: Systems to get you full-time in your clinic. Mastermind: Scale space, team, and operations. PT Biz Part-Time to Full-Time 5-Day Challenge (Free): Expenses, visit targets, pricing, 3 paths to go full-time, and a one-page plan. Resources & Links PT Biz Website Free 5-Day PT Biz Challenge Cash PT Industry Report: Download on the PT Biz site. About the Hosts: Doc Danny Matta—staff PT, active-duty military PT, cash-practice founder & exit; now helping 1,000+ clinicians start, grow, and scale with PT Biz. Yves Gege—cash-practice owner and PT Biz co-founder focused on systems, leadership, and scaling.

Money talk is always juicy, especially when it comes to speaker fees. In this behind-the-scenes episode, I'm doing something different: I've interviewed multiple event hosts to get their real, unfiltered takes on how they approach speaker compensation. Whether you've ever wondered why some gigs are unpaid or what kind of value you can still gain […] The post 222: Creative Industry Speaker Pay: The Truth Behind Compensation Models appeared first on Laylee Emadi | Coach for Creative Educators.

A $6 soldering iron that catches fire the first time you use it versus a snap-on tool that still works perfectly after 35 years the difference between cheap tools and quality equipment mirrors the challenge many blue-collar businesses face with workforce compensation and expectations.The conversation starts with tool brand loyalty Milwaukee versus DeWalt versus Ryobi - and evolves into a deeper question about value. When you buy snap-on tools, you know exactly what you're getting. When you hire employees, do you have the same clarity about what you're paying for and what you expect to receive?The challenge isn't just about finding good people or paying competitive wages. It's about understanding how to break down compensation into meaningful components and setting clear, measurable expectations. Most organizations fail because they interview for hard skills but fire people for soft skill failures.The discussion reveals a fundamental problem: organizations set expectations but don't capture data to measure against them. Without proper tracking systems, foremen end up covering for problem employees rather than addressing real issues. This creates cycles where owners think they're getting poor value while employees feel unfairly judged.The solution involves restructuring compensation into three components: production value (what you pay to get work done), loyalty value (what you pay to retain someone), and wisdom value (experience that prevents costly mistakes). This framework enables meaningful conversations about pay differences between workers with different experience levels.Highlights:Tool brand loyalty mirrors employee expectations - you get what you clearly define and measure.Most firing happens due to soft skills, but most hiring focuses only on hard skills.Organizations set expectations but fail to capture data proving those expectations are met.Compensation should break into three components: production, loyalty, and wisdom value.Clear expectation setting requires both communication and measurement systems.Time tracking prevents wage theft and removes emotional decision-making from management.Ready to stop wondering if you're getting what you pay for from your workforce? Start thinking like a tool buyer define exactly what you need, measure what you get, and structure compensation to reflect real value.Subscribe to Blue Collar BS for more honest conversations about compensation, expectations, and building accountability in blue-collar businesses. Share this episode with any business owner struggling to balance fair wages with performance expectations.Get in touch with us:Check out the Blue Collar BS website.Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Struggling to be heard and get the recognition you deserve? Improve your communication and leadership skills through Dr. Grace's mentorship and executive coaching program, apply here: https://masteryinsights.com/mentorship-pc Strong communication skills are a powerful asset, not just for getting your point across, but for advancing your career and achieving your goals. In this episode, Dr. Grace unveils the surprising connection between articulation and compensation. Discover the four key principles to develop your communication skills and maximize your impact in all areas of life. Listen now to learn how to speak well and earn well! Show notes and free resources: https://CareerRevisionist.com/episode210 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Over three years after her first appearance (Episode 18), Kim Bryan returns to the Talent Intelligence Collective podcast to discuss her evolution from leading a global TI team of 120 at its peak to launching AMS's Research Lab. In this wide-ranging conversation, Kim shares insights from analysing around 400,000 hiring records spanning just under 100 countries from 2020 to 2025 and reveals what's really driving offer declines (spoiler: it's not always about money).What We CoverAI & Employment - Examining Stanford's "Canaries in the Coal Mine" study and why the "AI is replacing entry-level workers" narrative might be correlation, not causation. The real impact on software development and customer support roles, and why businesses still don't understand where to apply AI effectively.ONS Labour Force Survey Crisis - UK response rates dropped from under 50% in 2016 to around 20% now, whilst the US maintains 68%. Critical national decisions are being made on inadequate data due to funding and skills mismatches.Evolution of TI at AMS - How talent intelligence moved from "add-on service" to embedded across all client work. The shift to self-service models, introduction of Insights and Intelligence Partners, and the ongoing data literacy challenge.Offer Declines Research - Key findings: 15% increase in time-to-hire when offers are declined. Compensation wasn't the dominant reason—personal factors, hiring process issues, and flexibility matter more than expected. Sales roles showed highest volatility; project management roles surprisingly volatile due to change management demand. The critical finding: recruiter-candidate relationships matter more than process automation.Education Revolution - Oxford research showing AI sector prioritises skills over formal education. Why universities haven't fundamentally changed since post-Industrial Revolution, and the return of apprenticeships and practical training.Key Quote"Despite all of the tech advances and all of the different strategies you can apply, the biggest difference that you can make to your process is still through your people. Post-offer engagement can be the difference between an offer being accepted and being declined."Practical Tips for TA LeadersGive Yourself Creative Space - Stop firefighting long enough to actually plan aheadInvest in Your People - Find time to develop your team, not just extract from themFind Something Outside Work - Your professional performance depends on your personal wellbeingComing from AMS Research LabThe Great Flattening (declining management layers)Skills mismatch: Are universities preparing students for tomorrow's jobs? (publishing soon)Stores to supply chains: How holiday hiring is changingEU Pay Transparency Directive analysisIndustry deep dives and labour market overviewsComprehensive TA metrics benchmarking (2026)About Kim BryanKim Bryan is the Global Head of Research at AMS, where she leads their Research Lab think tank. She's been with AMS for nearly 10 years in this stint (and worked there previously too, making it nearly two decades total). She previously looked after talent intelligence for AMS and managed a global team of 120 at its peak. Her varied career spans insurance and a mix of numbers and people work, making her ideally suited to the intelligence and insights space.Resources MentionedAMS Research Lab Report: "Offer Declines and Dropouts"Stanford Digital Economy Lab: "Canaries in the Coal Mine: Six Facts About the Recent Employment Effects of Artificial Intelligence"Beyond the Buzz Report on AI SkillsOxford Internet Institute & University of Oxford: Research on AI sector prioritising skills over formal educationOffice for National Statistics Labour Force SurveyAs ever - big thanks to our sponsors: ⁠⁠⁠https://lightcast.io⁠⁠⁠

Women control more wealth than ever—so how do you find an advisor who listens, explains clearly, and shares your values? According to McKinsey & Company, by 2030, women are expected to control nearly two-thirds of U.S. assets—around $30 trillion. With that kind of stewardship comes both opportunity and responsibility. Today, Sharon Epps joins us to share five simple practices that women should expect from their financial advisors.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.Key Practices Every Client Should Look ForWhen it comes to choosing a financial advisor, women don't need a different standard—they simply need the right standard done well. At Kingdom Advisors, we train Certified Kingdom Advisors (CKAs®) to integrate biblical wisdom into their practices while also serving clients with excellence and care.If you're interviewing an advisor, here are five practices to watch for. These principles will help you find someone who not only understands finances but also values clarity, empathy, and shared purpose.1. Clear TerminologyFinancial jargon can be overwhelming. Terms like RIA or CFP® often make sense only to industry insiders. A good advisor should be able to pause, explain concepts in everyday language, and use analogies that make complex ideas easier to understand. Look for someone who welcomes your questions and ensures you truly understand the path forward.2. A Warm and Welcoming EnvironmentWe often say to “light a candle”—not literally, but figuratively. The goal is to create a space that feels safe and welcoming, rather than intimidating. Just like hotels offer warm cookies to make guests feel at home, a thoughtful advisor will create an environment where you feel respected and comfortable.3. Transparency in All ThingsAn advisor has a fiduciary responsibility to be transparent—but the best ones go beyond compliance. They openly share how they are compensated, outline every fee on paper, and invite accountability. As a client, don't hesitate to ask where you can see these details clearly documented.4. Interest in More Than MoneyWe teach advisors to “use a magnifying glass”—to look beyond the numbers. Money is simply a tool to help you fulfill God's calling on your life. A trusted advisor should ask about your values, dreams, and purposes—not just your portfolio. That's why the CKA® designation is so important: it connects you with advisors who share your values and can integrate them into financial decisions.5. Developing God's Heart for the Whole PersonThe most important practice is what we call whole-person care. Advisors aren't just money managers—they're disciple-makers. They should walk alongside you and your family in prayer, through significant life transitions, and in building unity between spouses. Women's voices should be heard and respected just as much as men's in every financial conversation.Our prayer is that these five practices give you confidence as you search for the right advisor. You deserve clarity, empathy, and values that align with your faith. If you'd like to find a Certified Kingdom Advisor in your area, visit FindaCKA.com.On Today's Program, Rob Answers Listener Questions:Back in 2018, my home insurance company agreed to replace my roof. In 2020, contractors found I also needed new decking, and an insurance employee told me they'd cover it once the work was finished. Now the company is threatening not to renew my policy unless I replace the roof at my own expense. How can I get them to honor their commitment?My dad passed away over a year ago, and my mom is trying to qualify for Social Security benefits. The issue is that my dad didn't have 40 credits, and neither does she. Is there any way their credits can be combined so she can meet the requirement?I heard about a provision in a new bill that allows accounts to be set up for children. Is it true that the government will put money into accounts for kids born in the next few years? If so, how would I participate?I'd like to encourage my two adult children to start investing in Roth IRAs. Where can they open accounts with low fees, especially since they'll only be making small contributions at first?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Sound Mind Investing (SMI)Wise Women Managing Money: Expert Advice on Debt, Wealth, Budgeting, and More by Miriam Neff and Valerie Neff Hogan, J.D.Wisdom Over Wealth: 12 Lessons from Ecclesiastes on MoneyLook 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. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Are PFAS still something to worry about? Are companies like 3M actually being held responsible for their use of forever chemicals? In this episode of Cut to the Chase: Podcast, Gregg welcomes environmental attorneys Coral Odiot-Rivera and Nick Mindicino from Napoli Shkolnik to unpack the litigation against “forever chemicals” (PFAS), as well as the updates on the regulatory front. They break down the health risks of PFAS, the billion-dollar PFAS settlements with 3M and DuPont, the latest EPA regulations, and what it all means for firefighters, communities, and clean water across the U.S. If you've heard about firefighting foam lawsuits, PFAS in drinking water, or the dangers of “forever chemicals” but aren't sure what's really going on—this episode cuts through the noise with science-based facts and legal insights you can trust.   What to expect in this episode: What PFAS chemicals are and why they're called “forever chemicals” The serious health risks linked to PFAS exposure, including cancer and thyroid disease Billion-dollar settlements from 3M, DuPont, and others—and what they mean for water providers and affected communities Updates on personal injury lawsuits for firefighters and residents exposed to firefighting foam (AFFF) The EPA's latest drinking water regulations and compliance challenges for municipalities Why cleaning PFAS out of water is possible—but extremely costly How PFAS contamination is a global issue, not just a U.S. problem What individuals, firefighters, and communities can do if they suspect PFAS exposure The PFAS saga is far from over and touches nearly every community, globally. Stay informed, advocate for change, and share this episode with someone you care about.   Stay tuned for more updates, and don't miss our next deep dive on Cut to the Chase: Podcast with Gregg Goldfarb!   Subscribe, rate, review, and share this episode of the Cut to the Chase: Podcast!   Resources: Napoli Shkolnik PLLC: https://www.napolilaw.com/en  PFAS Facts (EPA): https://www.epa.gov/pfas  Connect with Coral Odiot-Rivera on LinkedIn: https://www.linkedin.com/in/coral-odiot-rivera-26a2a786 Connect with Nick Mindicino on LinkedIn: https://www.linkedin.com/in/nicholas-mindicino-b9274943  Watch “How to Poison a Planet”: https://www.howtopoisonaplanet.com This episode was produced and brought to you by Reignite Media.

In this conversation from 2022, Alex speaks with Jason Lee Byas about the complexities of responding to questions of historic injustice, reparations, and compensation within a libertarian framework.  References 1. Articles by Jason Lee Byas, Center for a Stateless Society  Link: https://c4ss.org/content/author/jason-byas  2. “Rectification and Historic Injustice” by Jason Lee Byas Link: https://philpapers.org/archive/BYARAH.pdf  3. “A Black Commons: A Framework for Recognition, Reconciliation, and Reparations” by Julian Agyeman and Kofi Boone  Link: https://www.academia.edu/113180745/The_Black_CommonsA_Framework_for_Recognition_Reconciliation_Reparations  4. “Compensation for Historic Injustices: Completing the Boxill and Sher Argument” by Andrew I. Cohen Link: https://www.jstor.org/stable/pdf/40212837.pdf  5. “Should Race Matter?: Unusual Answers to the Usual Questions” by David Boonin Link: https://www.amazon.ca/Should-Race-Matter-Unusual-Questions/dp/0521149800  6. “The Ethics of Liberty” by Murray N. Rothbard Link: https://www.amazon.ca/Ethics-Liberty-Murray-N-Rothbard/dp/0814775594  7. “Historical Rights and Fair Shares” by A. John Simmons Link: https://www.jstor.org/stable/3505011  8. “The Multiculturalism of Fear” by Jacob Levy Link: https://www.amazon.ca/Multiculturalism-Fear-Jacob-T-Levy/dp/0198297122  9. “Apologies and Moral Repair: Rights, Duties, and Corrective Justice” by Andrew I. Cohen Link: https://www.amazon.ca/Apologies-Moral-Repair-Corrective-Justice/dp/0367508036

Send us a textDoctors believe the medical staff funds are owned by them. In this episode, Captain Integrity Bob Wade rebroadcasts Part 2 of his webinar from September 5, 2025 with the American Association of Physician Liaisons (AAPL). Hear the benefits you can provide, how to handle lunches for doctors, the difference between employed & independent physicians as it relates to the Stark Law, value vs. cost considerations, and how to think about Joe on the street. Use code: CaptainIntegrity for a one-time $20 discount on a new AAPL membership and learn more at CaptainIntegrity.com 

Duff had his say after the AFL announced the compensation package handed to the West Coast Eagles. Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us a textInternal Use Only hosts it's first live, in-person podcast. Matt McCue, co-founder of Fin News, joins the show to discuss how wholesalers and asset managers use their platform for timely and up-to-date information on fund performance, institutional investors, and RIA's.Support the show

In this episode of Nursing Uncharted, we explore the evolving world of travel nursing, with a spotlight on the recruitment process and the lasting effects of COVID-19 on nursing demand. Bianca Otero, a Director of Recruitment at AMN Healthcare, shares her expertise on high-need contracts, the critical role of compensation, and the dynamics of the nurse-recruiter relationship. The conversation highlights the importance of quality nursing care, the unique challenges faced by travel nurses, and the shifting priorities in the nursing profession as it adapts to a post-COVID landscape.Chapters:00:00 Introduction to Travel Nursing and Recruitment01:02 The Impact of COVID-19 on Nursing Demand04:10 Understanding High-Need Contracts06:53 The Role of Recruitment in Filling Nursing Gaps10:46 Compensation and Its Influence on Travel Nursing14:52 The Importance of Patient Care in Recruitment19:03 Building Relationships Between Nurses and Recruiters23:07 Quality vs. Quantity in Travel Nursing27:03 Navigating Challenges in Travel Nursing31:00 The Future of Travel Nursing Post-COVID34:51 Conclusion and Final ThoughtsAbout Bianca:Bianca is an accomplished recruiting leader with over 8 years at AMN Healthcare, where she advanced to Director of Recruiting. With nearly a decade of leadership experience at Nordstrom prior to transitioning into healthcare recruitment, she brings a proven track record in building teams, driving growth, and delivering results. Passionate about the positive impact recruitment has on patient care, Bianca is dedicated to leading a team that connects the right talent to the right opportunities every day. READY for TravCon? Here's Your Ultimate Guide to TravCon 2025Meet Ann & the AMN Healthcare Team at Booth #545About AnnAnn King, a seasoned travel nurse with a remarkable 14-year track record, has dedicated the past 13 years to specializing in Neonatal ICU. Ann has been traveling with AMN Healthcare for 4.5 years, enriching her expertise with diverse experiences. Currently residing in San Diego, Ann not only thrives in her nursing career but also serves as the host of the Nursing Uncharted podcast, where she shares invaluable insights and stories from the world of nursing. Connect with Ann on Instagram @annifer05 No Better Place than CA! Book your assignment in the Golden State Today! Level up your career today! Find your dream travel assignment! Support for every step. Learn more about AMN Healthcare's EAP Program. Share the opportunity and refer a friend today! Ready to start your next travel assignment in the Golden State? Browse CA Jobs! Episode Sponsor:We're proudly sponsored by AMN Healthcare, the leader in healthcare staffing and workforce solutions. Explore their services at AMN Healthcare. Discover job opportunities and manage your assignments with ease using AMN Passport. Download the AMN Passport App today! Join Our Communities: WebsiteYouTubeInstagramApple PodcastsSpotifyLinkedInFacebook Powered by AMN Healthcare Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Salary negotiations can feel messy, so how do we design pay that's fair, transparent, and free of bias? In this episode of Beyond the B, we sit down with Kate Dixon, Principal and Founder of Dixon Consulting, to unpack salary negotiation, equitable compensation design, and what the new B Corp Fair Work standards mean in practice.View the show notes: https://go.lifteconomy.com/blog/anti-oppressive-pay-designing-compensation-that-works-for-everyone-w/-kate-dixonUnlock your free B Corp Values Assessment—plus tips and insights to help your business grow. https://go.lifteconomy.com/b-corp-newsletter

In this episode of Tempo with Chris Thomas, we dissect Ralph Waldo Emerson's timeless essay “Compensation” and reveal how it's more than just poetic philosophy, it's a spiritual law, a personal mirror, and a blueprint for elevation.From universal justice to personal accountability, Chris breaks down how every action, word, and intention creates a ripple effect; one that pays you back in character, consequence, or compensation. This episode connects Emerson's thoughts with biblical scripture, modern-day stats, and real-life examples of how people rise, fall, and rebuild based on what they give to the world.Topics Covered: • What Emerson really meant by “every sweet hath its sour” • Why you can't cheat the system — because you are the system • How pain becomes payment and obedience creates overflow • Scriptural parallels to every major point in the essay • Real-life stories of justice and elevationFeatured Scriptures:Galatians 6:7, Numbers 32:23, James 1:2-4, Philippians 2:8-9, Ecclesiastes 11:1, Proverbs 19:3For more Transformative Demonstrations & Insights: Tempo Mastery Programhttps://www.paceset.org/product-page/tempo-mastery?origin=shopping+cartUNTapped: The Power of Personal Development Bookhttps://www.paceset.org/product-page/untapped-the-power-of-personal-development?origin=shopping+cartUNTapped Self Analysis Worksheet https://www.paceset.org/product-page/self-analysis-wrksht?origin=shopping+cartFREE: UNTapped Personal Development Planhttps://www.paceset.org/product-page/pdp-wrksht?origin=shopping+cartTempo Capital: Trade w/Chris Workshop https://www.paceset.org/product-page/mid-day-trade-with-chris?origin=shopping+cartEMP Bible Study: to join email us! email: thomas@paceset.org 

One term we don't hear very often in agriculture is what is ergonomics, but it is an important aspect to keeping farmers and farm workers safe from injuries that may take them off the farm for an extended period of time. On this Ohio Farm Bureau Podcast, learn about ergonomics and get some tips on how to best utilize it from the Ohio Bureau of Workers' Compensation. Plus, what does the forecast look like for harvest and beyond? Find out from the state's Climatologist.

Misery is manufactured and dark forces continue to profit from it. But our light does not die. Let's root ourselves in truth. It will always outlast the empire of lies. The kingdom of God is not confusion, but clarity. In Syria, a one time terrorist is now a statesman. When governments play with human lives. The Spiral Case. Inuit population control from Denmark in the 90's. Implants for twelve year olds. Zero informed consent. Considered too stupid. Compensation is in process. Implementing the eugenics book. Add an extra zero to the numbers. Trump is pressuring them. Child health care at it's worst. Scary similarities to the Covid policies. It's almost like colonialism. Oh, and we funded Smartmatic in Venezuela. A history of USA overthrow policy. Are there voices bold enough to speak out? A historical Syrian speech at the UN. Operation Cyclone is the precedent. It was dripping everywhere with everything. Israel has other plans. It's not just Gaza. Iran nukes are now in play. The status of our assets is constantly changing. Ireland is in the censorship news. Sometimes in intelligence, the environment is the message. Always take the high level and skeptical view. Those skills will serve us all very well in the future.

Caroline Kaufman, now 27, filed a lawsuit against Jeffrey Epstein's estate seeking $500 million in damages, claiming that an incident when she was 17 years old at Epstein's Manhattan mansion resulted in the development of a serious bone disease (osteomyelitis). She alleges that during a fake modeling casting arranged by Epstein, she was raped, and in the course of the assault Epstein struck her in the face and pinned her arm, which she says led to a jaw injury that triggered the disease. After the assault, Kaufman says she suffered severe pain, muscle spasms, and emotional trauma; the physical injury is central to her claim.Kaufman first considered taking compensation through the Epstein victim's compensation fund but rejected the offer she received as “offensive,” saying it wouldn't even cover the surgery she believes she needs. She alleges the fund did not distribute its money in a way that was fair or sufficient to victims. Citing Epstein's estimated worth (over $600 million), her legal team argues that the compensation sought is within reason given the severity of the harm alleged.To contact me:Bobbycapucci@protonmail.comSource:https://nypost.com/2021/06/15/jeffrey-epstein-accuser-sues-for-500m-over-bone-disease/Become a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

In this episode of FUT in Review, the hosts discuss their experiences with FC 26, focusing on gameplay mechanics, manual defending, and the challenges faced in Rivals mode. They delve into the impact of game-breaking glitches, the importance of player packs, and the community's feedback on the game's balance. The conversation also touches on favorite players, SBCs, and the evolution mechanics introduced in the game, concluding with thoughts on market access and the overall enjoyment of the game.Chapters00:00 Introduction to FC 26 and Player Experiences02:44 Manual Defending: Challenges and Strategies05:57 Rivals Mode: Changes and Player Feedback08:58 Tournament Insights and Glitches12:04 Player Packs and Favorite Players15:05 Game Mechanics and Future Expectations27:38 The Grind of Player Acquisition28:55 Gameplay Preferences and Team Building30:17 The Hunt for Kits and Badges31:03 Compensation and Expectations in Gaming32:00 Goalkeeper Evolution and Player Development34:44 Evaluating Early Game Content and SBCs36:47 The Power Curve Debate in FIFA38:12 Squad Battle Rewards and Market Dynamics41:08 Community Engagement and Feedback46:17 Ultimate Team Rewards and Player ValueLink to the deepdive: https://t.co/sh6X7pnv43⁠Check out our socials:X: https://twitter.com/futinreviewBlueSky: https://bsky.app/profile/futinreview.bsky.socialInstagram: https://instragram.com/futinreviewTolando's socials:https://x.com/Tolando77https://www.instagram.com/tolando77/?hl=enhttps://www.tiktok.com/@tolando77https://www.youtube.com/@Tolando77https://www.twitch.tv/tolando77Questions:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠futinreview@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://youtube.com/futinreview⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.futinreview.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://patreon.com/futinreview⁠

We're at an interesting and dynamic point in time for immigration law, with Supreme Court rulings and presidential executive orders reshaping the field and challenging the system's status quo.  The administrative area of immigration law is especially difficult for legal professionals. In an immigration hearing, the judge is essentially on the same “team” as the prosecutor, and because immigration policies are largely under the federal executive branch, the rules seem to shift every four years with a new presidential term.  Guest Nikki Mehrpoo is a former judge, a scholar, and the first and only California dual certified legal specialist in immigration and Workers' Compensation law. She is a lawyer as well as a professor of law at West Los Angeles College. She recently created the  MedLegal Professor, a project dedicated to the ethical use of AI technologies in the field of law and medicine.  In this timely episode of Paralegal Voice, Mehrpoo unpacks recent Supreme Court rulings, executive orders, and even the use of AI facial recognition that are reshaping the field of immigration law. As a legal professional, what we think we know may be subject to change day by day, ruling by ruling.  Mentioned in This Episode: Previous appearance on Paralegal Voice, “Digging Into California Workers' Compensation (Plus, Career Advice From a True Pro)”  LAPA Noem v. Perdomo, SCOTUSblog coverage “Immigration Officers Intensify Arrests in Courthouse Hallways on a Fast Track to Deportation,” Associated Press “ICE Awards Clearview AI $9.2M Facial Recognition Contract,” Biometric Update “Nevada Judge Takes Creative and Unusual Approach to Combat AI-Generated Fictitious Citations,” LawNext “The EU Artificial Intelligence Act” Clearview AI NALA, The Paralegal Association NALA Conference & Expo 2026 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Alliance Insights, Dr. Claire Musselman dives into the human side of workers' compensation. From the history of the system to modern challenges, she explains why empathy, communication, and dignity matter in every claim—and how they lead to better outcomes for employees and organizations alike. Focusing exclusively on risk management and insurance professional development, the Risk & Insurance Education Alliance provides a practical advantage at every career stage, positioning our participants and their clients for confidence and success.

We're at an interesting and dynamic point in time for immigration law, with Supreme Court rulings and presidential executive orders reshaping the field and challenging the system's status quo.  The administrative area of immigration law is especially difficult for legal professionals. In an immigration hearing, the judge is essentially on the same “team” as the prosecutor, and because immigration policies are largely under the federal executive branch, the rules seem to shift every four years with a new presidential term.  Guest Nikki Mehrpoo is a former judge, a scholar, and the first and only California dual certified legal specialist in immigration and Workers' Compensation law. She is a lawyer as well as a professor of law at West Los Angeles College. She recently created the  MedLegal Professor, a project dedicated to the ethical use of AI technologies in the field of law and medicine.  In this timely episode of Paralegal Voice, Mehrpoo unpacks recent Supreme Court rulings, executive orders, and even the use of AI facial recognition that are reshaping the field of immigration law. As a legal professional, what we think we know may be subject to change day by day, ruling by ruling.  Mentioned in This Episode: Previous appearance on Paralegal Voice, “Digging Into California Workers' Compensation (Plus, Career Advice From a True Pro)”  LAPA Noem v. Perdomo, SCOTUSblog coverage “Immigration Officers Intensify Arrests in Courthouse Hallways on a Fast Track to Deportation,” Associated Press “ICE Awards Clearview AI $9.2M Facial Recognition Contract,” Biometric Update “Nevada Judge Takes Creative and Unusual Approach to Combat AI-Generated Fictitious Citations,” LawNext “The EU Artificial Intelligence Act” Clearview AI NALA, The Paralegal Association NALA Conference & Expo 2026 Learn more about your ad choices. Visit megaphone.fm/adchoices

Are accounting firms quietly having their best year ever? Blake and David break down why revenues and partner comp are rising—despite AI anxiety—and what it means for pricing and staffing. They unpack Gusto Money's Melio-powered bill pay, Relay's $1B milestone, Drake's new workflow, and AI tools that actually help (note-takers, agents, research). Plus: Trump's biannual reporting idea, peer review for PE-backed firms, BOI reversal, and the messy ‘no tax on tips' proposal.SponsorsOnPay - http://accountingpodcast.promo/onpay TeamUp - http://accountingpodcast.promo/teamupBluebook - http://accountingpodcast.promo/bluebookChapters(00:00) - Introduction and Revenue Insights (00:43) - Welcome to the Accounting Podcast (01:00) - Gusto Showcase Event Highlights (04:18) - The Importance of Long-Term Relationships in FinTech (08:58) - Advisory Amplified Tour Announcement (11:06) - AI in Accounting: Honest Reflections from a Tech Founder (16:48) - AI Meeting Assistants for Accounting Firms (21:03) - Comparing AI Tools: Blue Jay vs. ChatGPT (29:43) - Accounting Firms' Revenue and Compensation Growth (31:12) - Rising Costs and Accounting Firm Strategies (32:25) - NASBA's New Mobile App for CPA Exam Candidates (33:50) - Drake Software's Workflow Automation Launch (37:13) - AI in the Workplace: Surveys and Trends (41:16) - Fiverr's Shift to AI and Layoffs (44:09) - Trump's Proposal on Financial Reporting (50:01) - Private Equity and Peer Review Oversight (52:28) - Tax-Free Tips and Proposed Regulations (54:13) - AICPA and NASBA's Earn and Learn Program Shutdown (55:20) - Conclusion and Listener Engagement  Show NotesCPA Firms Report Steady Growth in Revenue and Profit, AICPA Research Finds https://www.aicpa-cima.com/news/article/cpa-firms-report-steady-growth-in-revenue-and-profit-aicpa-research-findsVinyl Raises $2M to Build the Future of AI Meeting Assistants for Accountantshttps://www.usevinyl.com/insights/blog/vinyl-seed-funding-announcementDrake Software Unveils Powerful New Tax Workflow Automation Toolshttps://www.prnewswire.com/news-releases/drake-software-unveils-powerful-new-tax-workflow-automation-tools-302558230.htmlNASBA Releases CPA Mobile App for Future CPAs https://www.accountingtoday.com/news/nasba-releases-cpa-mobile-appAICPA Seeks Comment on Peer Review Proposal for Firms with Private Equity Backinghttps://www.cpapracticeadvisor.com/2025/09/16/aicpa-seeks-comment-on-peer-review-proposal-for-firms-with-private-equity-backing/169014/Need CPE?Get CPE for listening to podcasts with Earmark: https://earmarkcpe.comSubscribe to the Earmark Podcast: https://podcast.earmarkcpe.comGet in TouchThanks for listening and the great reviews! We appreciate you! Follow and tweet @BlakeTOliver and @DavidLeary. Find us on Facebook and Instagram. If you like what you hear, please do us a favor and write a review on Apple Podcasts or Podchaser. Call us and leave a voicemail; maybe we'll play it on the show. DIAL (202) 695-1040.SponsorshipsAre you interested in sponsoring The Accounting Podcast? For details, read the prospectus.Need Accounting Conference Info? Check out our new website - accountingconferences.comLimited edition shirts, stickers, and other necessitiesTeePublic Store: http://cloudacctpod.link/merchSubscribeApple Podcasts: http://cloudacctpod.link/ApplePodcastsYouTube: https://www.youtube.com/@TheAccountingPodcastSpotify: http://cloudacctpod.link/SpotifyPodchaser: http://cloudacctpod.link/podchaserStitcher: http://cloudacctpod.link/StitcherOvercast: http://cloudacctpod.link/OvercastClassifiedsWant to get the word out about your newsletter, webinar, party, Facebook group, podcast, e-book, job posting, or that fancy Excel macro you just created? Let the listeners of The Accounting Podcast know by running a classified ad. Go here to create your classified ad: https://cloudacctpod.link/RunClassifiedAdTranscriptsThe full transcript for this episode is available by clicking on the Transcript tab at the top of this page

Kim Minnick, Founder of Code Traveller HR, joined us on The Modern People Leader.We dug into why performance reviews often fail, how companies can decouple performance from compensation, creative ways to reward employees beyond pay, and the importance of transparency, choice, and designing programs that reflect company values.---- Sponsor Links:

Send us a textThere's a lot to consider when it comes to the Stark Law. In this episode, Captain Integrity Bob Wade rebroadcasts Part 1 of his webinar from September 5, 2025 with the American Association of Physician Liaisons (AAPL). Hear the basics of the Stark Law, notable exceptions, whether you can accept gifts in the healthcare industry, what to do if you've made a mistake in Stark Law compliance, and some Captain Integrity strips. Use code: CaptainIntegrity for a one-time $20 discount on a new AAPL membership and learn more at CaptainIntegrity.com

Why Clinic Directors Leave for Staff Roles in Cash-Based PT Clinics In this solo episode, Doc Danny Matta dives into a surprising trend: why clinic directors in high-volume corporate practices are stepping away from leadership roles to take staff positions in cash-based clinics. Drawing from real conversations with clinicians, Danny outlines the trade-offs, hidden advantages, and how owners can use this to attract top talent. Episode Summary The scenario: A former clinic director left a high-volume corporate setting to join a cash-based clinic as a staff PT. Danny's perspective: Having lived through high-volume burnout himself, he understands the trade-offs firsthand. Three main drivers: Work-life balance, career longevity, and clinical satisfaction. Hiring insight: Not every candidate is motivated purely by money—culture and lifestyle can be stronger magnets. The owner's role: Competitive pay plus clear growth opportunities help retain ambitious clinicians. Key Takeaways Work-life balance matters: Lower volume means more energy left for family and life outside the clinic. Career longevity: Cash-based settings reduce burnout, helping PTs stay in the profession longer. Clinical satisfaction: Freedom to deliver care at the highest level leads to more fulfillment. Compensation must be “good enough”: Salaries should be close to in-network staff PT rates, not predatory commission-heavy models. Growth pathways: Talented hires want to see opportunities to step into leadership as the clinic expands. Pro Tips You Can Use Today Ask interviewees about their life goals, not just clinical experience. Benchmark compensation to local staff PT salaries—not clinic director pay. Highlight work-life balance as a superpower of your model. Share your long-term vision—show candidates where they can grow with you. Prioritize culture fit: team members work with you, not for you. Notable Quotes “Work-life balance is your superpower. Don't leave it off the table in interviews.” “For many clinicians, lower volume isn't about making less—it's about being able to go home with energy left for family.” “If you can match staff PT pay and provide growth, you'll never struggle to hire talent.” Action Items Review your comp structure—does it compare to local staff PT rates? Build a simple career pathway (staff → senior → leadership) and share it with recruits. Revisit your clinic's culture pitch: emphasize lifestyle, impact, and autonomy. Schedule time with your team to discuss what they want their careers and lives to look like. Resources & Links PT Biz Website Free 5-Day PT Biz Challenge

When you board a plane, you trust the pilot to get you safely to your destination. Shouldn't you be just as careful about who advises you on your financial future? Financial guidance isn't just about numbers—it's about trust, worldview, and values. The right advisor can help you make decisions that align with your faith and priorities.Every advisor brings a worldview to the table. Too often, cultural definitions of success revolve around accumulation alone. But biblical stewardship points higher—toward faithfulness, contentment, and generosity. That's why this choice is not only financial—it's spiritual. You're entrusting someone with influence over how you manage God's money, and that requires discernment.Clarify What You NeedBefore beginning your search, determine what type of help you're looking for. Do you need comprehensive planning—covering retirement, insurance, taxes, estate planning, and generosity—or just investment management? Do you want a one-time plan or an ongoing relationship? The clearer your goals, the easier it will be to evaluate fit.One of the most important questions to ask is whether your advisor is a fiduciary, legally obligated to put your interests first. Compensation models vary:Commission-based advisors earn by selling products, which may create conflicts of interest.Fee-based advisors charge fees but may also receive commissions.Fee-only advisors are paid solely by clients, helping ensure objectivity.No matter the model, insist on full transparency about fees and expenses.Credentials and CharacterCredentials demonstrate an advisor's training and licensing, but character matters just as much. Evaluate potential advisors in three areas:Values – Do they share your biblical worldview?Competence – Do they have the training and experience to serve families like yours?Process – Can they explain how they build a financial plan and how they are compensated?A Practical Process for Finding the Right AdvisorBuild a shortlist – Ask trusted friends, family, or church leaders for recommendations. Explore advisors who share biblical values, like Certified Kingdom Advisors® at FindaCKA.com.Do a background check – Verify licenses, review disclosure documents, and check for disciplinary history.Interview at least three advisors – Treat this like a job interview. You're hiring for a critical role.Request a written scope and fee schedule – Get clarity in writing.Pray and take your time – Don't let anyone pressure you into quick decisions.When meeting with potential advisors, ask:“How are you compensated? Please outline every fee and expense.”“What role does faith play in your financial advice, and how do you define success?”“What's your process for creating a financial plan or investment strategy?”Proverbs 11:14 reminds us: “Where there is no guidance, a people falls, but in an abundance of counselors there is safety.”Red Flags and Green LightsBe alert for warning signs such as:Promises of unrealistic performanceVague answers about feesPressure to move assets quicklyLook instead for encouraging signs:Transparent communicationA listening-first approachAdvice that integrates faith and family prioritiesThe right advisor depends on your season of life. Young families may need guidance on budgeting, insurance, and college savings, while retirees often seek tax-efficient withdrawals, income strategies, and estate planning. Ask potential advisors about their typical clients to see if their expertise aligns with your needs.Keeping Faith at the CenterA trusted advisor can help you avoid mistakes, manage taxes, stay disciplined during market swings, and design a generosity plan that reflects your calling. Most importantly, the right advisor will keep your focus on faithfulness, not just finances—helping you honor God with every decision.If you're ready to seek biblically wise financial advice, consider working with a Certified Kingdom Advisor®. CKAs meet rigorous standards of character, competence, and biblical training. You can start your search today at FindaCKA.com.On Today's Program, Rob Answers Listener Questions:I'm considering a reverse mortgage. I have some credit card debt, a second mortgage, and I'd like to make home modifications for my husband, who is in a wheelchair. How exactly does a reverse mortgage work, and will it affect my credit?I'm a single mom with a limited income. What steps can I take to improve my credit score?We received a disaster loan from the Small Business Administration at 1.5% interest. My wife thinks we should invest the money instead of paying off the loan. What's your advice?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Understanding Reverse: Simplifying the Reverse Mortgage by Dan HultquistAnnualCreditReport.comChristian Credit CounselorsMovement MortgageWisdom Over Wealth: 12 Lessons from Ecclesiastes on MoneyLook 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. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What if the very thing keeping you stuck isn't more effort, but what you're unwilling to release? In this episode of the Lead Your Life Podcast, I explore how letting go creates space for more abundance, joy, and alignment, all through the lens of the Universal Law of Sacrifice. This law isn't about pain or deprivation. It's about consciously releasing the beliefs, habits, and patterns that no longer serve you so you can step into your higher self in both life and business. I share personal stories and practical strategies for moving past perfectionism, people-pleasing, and overwork. You'll also hear how this law applies directly to entrepreneurship, from delegating and setting boundaries to making brave choices that expand your impact and income. ☑️ Learn the two-column exercise that reveals what's draining you, and who you become when you let it go ☑️ Discover how the Law of Sacrifice partners with the Law of Compensation to fill your life with better opportunities ☑️ Explore real-life business applications, from launching without perfection to scaling through delegation  When you release what no longer serves you, you make room for what truly lights you up. Tune in to discover how the Universal Law of Sacrifice can help you grow with ease, confidence, and joy. HOW I CAN SUPPORT YOU

Workers' Compensation has traditionally been a bargain, a “deal” workers and employers agree to. Workers injured on the job are compensated quickly and in exchange they don't sue their employers. But when it came to a Virginia school teacher shot and seriously injured by a young student, was there an exception to the rule?  Recent law graduate Katie Jean won the Workers' Compensation Lawyers John F. Burton Jr. Law Student Writing Competition with her entry “Rethinking the Intent Exception in the Case of Teacher Violence in Our Public Schools Modifying to Include Willful and Wanton Misconduct.” In it, she examines the case of teacher Abby Zwerner, shot by a 6-year-old with a documented pattern of disciplinary issues and had been seen at school with a gun. Jean questions whether every school shooting can be ruled an accident for the purpose of Workers' Compensation or if a known threat, with lack of corresponding action, entitles the injured teacher to sue for damages.  It's an interesting issue, and at least one prior case involving a teacher injured by a student the school knew about was unsuccessful. Does a teacher “assume risk” by taking a job? This is a timely discussion and a sign of our times. Listeners who would like a copy of Jean's award-winning paper to review may email the hosts at the addresses below. 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: “Virginia Teacher Shot by 6-Year-Old Student Can Proceed With $40M Lawsuit, Judge Rules,” NBC News “Charge in Abby Zwerner's $40M Lawsuit Will Go to Jury Trial,” 13NewsNow “Vallandigham V. Clover Park Sch. Dist.,” Casemine Learn more about your ad choices. Visit megaphone.fm/adchoices

Workers' Compensation has traditionally been a bargain, a “deal” workers and employers agree to. Workers injured on the job are compensated quickly and in exchange they don't sue their employers. But when it came to a Virginia school teacher shot and seriously injured by a young student, was there an exception to the rule?  Recent law graduate Katie Jean won the Workers' Compensation Lawyers John F. Burton Jr. Law Student Writing Competition with her entry “Rethinking the Intent Exception in the Case of Teacher Violence in Our Public Schools Modifying to Include Willful and Wanton Misconduct.” In it, she examines the case of teacher Abby Zwerner, shot by a 6-year-old with a documented pattern of disciplinary issues and had been seen at school with a gun. Jean questions whether every school shooting can be ruled an accident for the purpose of Workers' Compensation or if a known threat, with lack of corresponding action, entitles the injured teacher to sue for damages.  It's an interesting issue, and at least one prior case involving a teacher injured by a student the school knew about was unsuccessful. Does a teacher “assume risk” by taking a job? This is a timely discussion and a sign of our times. Listeners who would like a copy of Jean's award-winning paper to review may email the hosts at the addresses below. 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: “Virginia Teacher Shot by 6-Year-Old Student Can Proceed With $40M Lawsuit, Judge Rules,” NBC News “Charge in Abby Zwerner's $40M Lawsuit Will Go to Jury Trial,” 13NewsNow “Vallandigham V. Clover Park Sch. Dist.,” Casemine Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of What's Best For The Patient Is Best For Business, Jerry sits down with Jason Wambold, MSPT and VP of Operations at OnusOne, to tackle one of the most persistent and challenging issues in physical therapy: clinician compensation.Jason shares his personal story of nearly leaving the PT profession due to crippling student debt and a compensation model that didn't reflect his value. This experience led him to co-found OnusOne, a company revolutionizing how rehab professionals get paid by creating transparency and aligning incentives between practice owners and their clinical staff.Jerry and Jason dive deep into the flaws of traditional salary and hourly pay models, explaining how they often suppress earnings and create misaligned expectations. They discuss how the OnusOne software platform empowers practice owners to build customizable, data-driven compensation models that allow therapists to see the direct connection between their work and their paycheck.Key Takeaways:• The Transparency Problem: Most therapists don't understand the link between the revenue they generate and their compensation, a fundamental disconnect unique to physical therapy compared to other healthcare professions.• Unlock Earning Potential: Moving to a variable compensation model allows clinicians to directly control their income, giving them a clear path to achieve their financial goals without having to ask for a raise.• A Powerful Hiring & Retention Tool: Implementing a system like OnusOne is a significant differentiator in the interview process, allowing owners to show candidates exactly how they can achieve their desired salary.• The Calibration Point: The success of any model hinges on the owner first understanding their business's financial "zero point"—the minimum revenue needed to cover all expenses—before building plans for their team.• Change Management is Key: Successfully transitioning a team requires a long-game approach, offering choice (including a safe, 100% salary option), and comprehensively testing models to build and maintain trust. If you'd like to learn more about Strata EMR & RCM and achieving a 99.99% reimbursement rate for your PT, OT, or SLP Clinic head over to stratapt.com and book a demo with their team!

In today's episode, we will conclude Chapter 5 on the Mechanism of Subluxation by discussing Compensation.  This was a revolutionary idea in Dr Gonstead's time, and the Gonstead system is still one of the only technique systems to address the presence of compensation.  This episode is crucial for learning how to distinguish between subluxation and compensation. 

Virtual Course: November 6-8, 2025 (Course #2503269) Learn more and register at https://www.aaos.org/education/courses/2503269-3345/ Course Directors: J. Mark Melhorn MD FAAOS, Marilyn L. Yodlowski MD PhD FAAOS, and Barry Gelinas MD DC FIAIME Supplemental articles: Review article “A Comprehensive Review of Injury Causation Analysis Methodology for the Assessment of Workers' Compensation and Motor Vehicle Collision Injuries” from the March 1, 2025 issue JAAOS Global Research article “Workers' Compensation: The Burden on Healthcare Resource Utilization After Foot and Ankle Surgery” from the December, 2023 issue Research article “The Influence of Workers' Compensation Status on Patient-Reported Outcomes after Cervical Disc Arthroplasty at an Ambulatory Surgical Center” from the September 1, 2023 issue AAOS Now article “Why Workers' Compensation Expertise Still Matters for Orthopaedic Surgeons” 17:16-2023. AAOS Now article “Workers' Compensation Cases: Learn the Differences between ‘Medically Necessary,' ‘Reasonable,' and ‘Appropriate'" 15:28-29, 2021. The JAAOS Journal Club podcast series is brought to you by the Journal of the American Academy of Orthopaedic Surgeons and the AAOS Resident Assembly. The opinions expressed in the podcast are those of the speakers and not necessarily those of AAOS. The opinions, information, and discussions presented in the podcast are for general informational and educational purposes only.  The podcast is not intended to provide legal advice as each case and jurisdiction will vary.  Medical professionals should consult with their own attorney or an attorney involved in the claims process to address questions or concerns about any legal aspects associated with the patient evaluation.

Sakeliga has become involved in a previously low-profile seven-year legal battle over a 34-hectare farm worth an estimated R60m, which was expropriated for nil compensation by the ANC/EFF controlled Ekurhulen Metro. Here's Sakeliga's CEO Piet le Roux who says the case has massive political, economic and social implications.

ICYMI: Hour One of ‘Later, with Mo'Kelly' Presents – Thoughts on an employee walk out at an L.A. Yoshinoya over filthy work conditions AND Southern California Edison's plan to pay Eaton Canyon wildfire victims…PLUS – A look at the dangers of riding rollercoasters in light of a story regarding an Epic Universe guest that died after riding one of its roller coasters - on KFI AM 640…Live everywhere on the iHeartRadio app & YouTube @MrMoKelly

Audit ATX speaks with Investigator Maxx Eckert about an investigation regarding a Small and Minority Business Resources employee accepting compensation from a City vendor.

If you want your agency to scale, you can't stay stuck doing all the sales yourself; you need a salesperson. But here's the challenge: most agency owners freeze when it comes to structuring sales compensation. That's why in this episode, we break down a five-part sales compensation playbook designed specifically for agencies. You'll learn the exact framework to motivate sales reps, align incentives with long-term client retention, and keep your sales process scalable from on-target earnings to quota setting, commission structures, ramp periods, and performance bonuses. We'll walk through it all with real-world examples and numbers. Whether you're hiring your first salesperson or restructuring your current team, this episode gives you the proven blueprint to get it right. What You'll Learn in This Episode Why rewarding results over effort drives stronger performance. How to balance base salary and commission for optimal motivation. The benchmark quotas agencies should expect from a fully ramped rep. A smart commission structure that prioritizes recurring revenue and client retention. The importance of ramp periods and how to set realistic expectations. Bonus and incentive structures that boost morale and retention without breaking your margins. Episode Highlights On-Target Earnings (OTE): Why the 50/50 split of base + commission works for agencies. Sales Quotas: Typical ranges ($10K–$20K/month MRR) and how to adapt them. Commission Plan: 5% for the first 12 months, 1% for the next 12, zero after that. Ramp Period: Why it takes 4–6 months for a new rep to hit quota. Bonuses & Incentives: How $15K–$25K annual bonuses inspire overachievement. ⏱ Episode Chapters 00:00 Why Agencies Need a Salesperson00:30 The Five-Part Compensation Playbook Overview01:15 Core Principles for Compensation 02:00 Part 1 – On Target Earnings (OTE)03:00 Part 2 – Sales Quota03:45 Part 3 – Commission Structure (5% - 1% Model)05:00 Part 4 – Ramp Period06:00 Part 5 – Bonuses & Incentives07:15 Why This Works for Agencies08:00 How to Get the Free Sales Compensation Playbook Why This Matters for Agency Growth This isn't theory, it's the same compensation structure that helped agencies scale revenue without burning out their founders. Done right, it attracts money-motivated sales talent, keeps them focused on recurring revenue clients, and builds a scalable, predictable growth engine for your agency. Resources & Next Steps

As a founder scaling into the 7+ figure range, your team is your most valuable asset. But here's the truth: most entrepreneurs are overpaying their contractors and underpaying their employees—and it's quietly draining profit and stalling growth.In this episode of Millions Were Made, host Jessica Marx breaks down the hidden compensation pitfalls that nearly every high-growth business faces. Together with Brooke Dumas, they pull back the curtain on real client audits, uncover why so many founders feel “stuck” with expensive 1099s, and share how to finally structure salaries, incentive comp, and team models that actually scale.You'll learn:The #1 mistake founders make when deciding between W-2 and 1099 hiresWhy contractor pay is often wildly inflated—and how to audit your true costsThe three reasons female founders in particular underpay W-2 employeesHow to restructure comp without losing top talent or blowing up marginsThe shift every founder must make to move from chaos to a profitable, scalable org chartIf you're serious about protecting margins, retaining top performers, and creating a team that drives real ROI—this episode is required listening.Resources + Links Mentioned:Listen to episode #53 on profit marginsUpcoming episode on incentive comp – subscribe so you don't miss itFollow us on Instagram @MillionsWereMadeConnect with Jessica on Instagram @TheJessicaMarx

This one kicks off your new Career mini-series after wrapping Tariff Chaos. Here are your show notes in the established Simply Trade [Tips] format: Hosts: Renee Chuichiarelli & Julie Parks Published: [Insert publish date here] Length: ~5 minutes Presented by: Global Training Center With the Tariff Chaos mini-series complete, Hammer & Heels (Renee & Julie) launch a brand-new series focused on Careers in Trade. In this opening episode, they dig into the hot topic on everyone's mind: career options in today's booming trade and customs market. From knowing your value to navigating compensation and finding joy in your role, this episode gives trade pros the perspective to seize opportunities and make smart career moves. What You'll Learn in This Episode: Know Your Value – Value isn't just about pay. It's whether your expertise is recognized, your voice is heard in key meetings, and your role is positioned where it belongs. Evaluate Compensation – Use benchmarks like Gateway Recruiting's annual salary review, but recognize that today's hot market is pushing ranges higher. Don't be afraid to seize opportunities. Balance Joy, Responsibility & Pay – Career satisfaction comes from more than money. Weigh joy in your work, scope of responsibility, and compensation together to decide if you're in the right place. Julie's FIO (Figure It Out)

Every private practice is a little different in how it goes about business, especially when it comes to having contract therapists. Usually, the practice owner and contractor figure out the best system that works for them, which means there is generally more than one way around a problem!  Regarding compensation for my contract therapist, we have tried and tested a few options before settling on what works best for us: a percentage-based compensation system with an invoice-accrued model.  If you'd like some tips on how I manage this process each month (or you want to know what this even means!), welcome to this podcast episode.  In this episode:  My experience with growth  Why finding the right compensation model matters How to pay a contract therapist  How to use the invoice-accrued model  My experience with growth  If you've been following my private practice journey over the past few years, you'll know that I've grown my solo practice into a small group private practice by hiring my first contract therapist.  Why finding the right compensation model matters Each practice may do things differently. It is important to find the right compensation model for the therapist contractors in your practice, because how you pay them will directly affect their financial stability, as well as their job satisfaction.  I decided to hire a contractor instead of an employee because I run a smaller business. Having a contract therapist means less paperwork, more financial stability, and tax headaches for me, and it also gives the contractor more freedom, flexibility, and potential to earn more each month. How to pay the contract worker  First, we decided it would be a monthly payout, rather than a bi-weekly payout. Then, we had to decide on the payout model: invoice-accrual-based pay or cash-based pay.  If you want a quick recap on the definitions:  1 - Invoiced (Accrual-Based) Pay: Payment is based on services rendered within a calendar month, regardless of whether the clinic or practice has been paid by the client or insurer. Example: If a therapist delivers 20 sessions in August, they get paid for 20 sessions at the end of August or early September — even if the client hasn't paid yet. 2 - Collected (Cash-Based) Pay: Payment is based on what the clinic has actually collected from clients or insurers. Example: If only 12 of the 20 August sessions have been paid by clients, the therapist is paid for only those 12 — the rest is delayed until collected. We then tried the cash-collected method for a couple of months, when I switched to direct billing last year. I decided to do this switch because sometimes insurance companies do not pay out quickly! It could sometimes take more than a month.  However, this led to more unpredictability for my contract therapist regarding how much she was going to be paid each month as well as more time spent on discussions about billing. So I decided to switch back to the invoice-accrued method.  How to use the invoice-accrued model You may be wondering how I figure out how much to pay my contractor with the percentage-based pay. Honestly, Jane App does it all! Some of my tips include:  Go into settings  Then billing settings  Select the “accounting method”, either cash or accrual  Then go to “Reports”, select “Payroll” and then “Compensation”, the staff member and the date range, and it will show you their commission in the payment model you have selected!  Connect with me: Instagram Website  Resources mentioned and useful links: Ep 172: Michael Sorsdahl: CCPA's New Ethics Case Book and Why You Must Read It | EP 172 Learn more about the tools and deals that I love and use for my Canadian private practice Sign up for my free e-course on How to Start an Online Canadian Private Practice Jane App (use code FEARLESS for one month free) Get some help and freebies on your website with WordPress!  Rate, review, and subscribe to this podcast on Apple Podcasts, Spotify, Amazon, and TuneIn

Executive pay packages are complicated—which often leads to these individuals leaving money on the table. From equity negotiations to non-compete clauses, the right financial advisor can help clients fight for what they're worth. In this episode, we dig into how advisors can create real value for their clients during career transitions. Emily Shacklett is a Managing Director at Fairport Wealth, a practice within Hightower Advisors that manages $4.8 billion in AUM for 2,000 households. Listen in as Emily shares how she guides executives through every aspect of their compensation package, from salary and bonuses to stock options and workplace flexibility. We also talk about how she also offers value by determining when these clients would benefit from coordinating with an attorney (and having a list of vetted partners ready when they do), how she conducts educational events targeted at individuals who fit her ideal client profile, and her own path to leadership in her practice. For show notes and more visit: https://www.kitces.com/455

How you pay your team can make or break your business. In today's episode of Female emPOWERED, I'm breaking down the most common compensation models for Pilates instructors, yoga teachers, and physical therapists—and why getting this wrong can destroy your margins, retention, and culture.Too many studio and practice owners overpay staff, set up complicated systems nobody understands, or tie pay directly to percentages that cut profits in half. It doesn't have to be this way.Inside this episode, I cover:The pros and cons of hourly pay, per-head + base models, percentage splits, and salariesWhy “simple and fair” wins over complicated structures every timeHow to calculate the numbers so your payroll doesn't eat more than 50% of revenuePerks and benefits (like CEU stipends, health stipends, and free classes) that attract and retain staff without tanking your marginsA real-life math breakdown of what happens when you pay too much out of $100 in revenue

(0:00) Intro(1:30) About the podcast sponsor: The American College of Governance Counsel(2:16) Start of interview. *Reference to E181 (July 2025) for Steven's personal/professional background.(3:14) IPOs and Market Trends. Including Klarna and Gemini.(5:29) The Stay Private vs. Go Public Dilemma. Valuations and market health (examples of Airbnb and Figma)(12:00) The Oracle post-earnings 36% price increase. *Reference to article by Tom Chavez: In Defense of Bubbles.(14:14) AI, Data Centers, and Market Dynamics(15:15) OpenAI's Future and Governance(20:12) Power Dynamics in Big Tech companies (Mag 7).(22:35) Tesla and Elon Musk Compensation Structure (Mega Grants)(24:53) Boardroom Accountability in Big Tech(28:31) Scale AI and L&A (Licensing & Acquihiring) as the new M&A(34:34) AI startup governance (e.g. SSI and Thinking Machine Labs)(36:41) The Role of Directors in Governance. "Theater in the boardroom?"(39:08) Startup Fraud (Elizabeth Holmes, SBF, etc) and the Startup Litigation Digest(40:05) Legal Accountability and Ethics (46:39) The Future of AI and Market Valuations in the "Agentic Economy"(51:43) The Importance of Board LeadershipSteven Wolfe Pereira founded Alpha to solve a critical problem: most boards are governing AI transformation without the frameworks, intelligence, or peer networks they need to make sound fiduciary decisions.  You can follow Evan on social media at:X: @evanepsteinLinkedIn: https://www.linkedin.com/in/epsteinevan/ Substack: https://evanepstein.substack.com/__To support this podcast you can join as a subscriber of the Boardroom Governance Newsletter at https://evanepstein.substack.com/__Music/Soundtrack (found via Free Music Archive): Seeing The Future by Dexter Britain is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License

In this legal-focused edition of The Rainmaking Podcast, Scott Love speaks with Camille Stell, co-author of Respect: Insights to Attorney Compensation Plans. Together, they explore why compensation is more than just numbers—it's about respect, transparency, and culture. Camille explains how lawyers often interpret pay as a measure of personal value, which can make compensation discussions emotionally charged. She shares insights into the complexities of law firm compensation, including the influence of multiple committees, the challenges of integrating laterals, and generational expectations around transparency. Camille also highlights how compensation strategies shape firm culture, impact collaboration, and affect retention and succession planning. She outlines emerging trends, such as rewarding team contributions, expanding non-equity career paths, and building transparency into comp systems. For law firm leaders, Camille suggests auditing current systems, aligning compensation with strategic goals, and increasing year-round communication to reduce the stress of “comp season.” Her practical guidance helps firms create fairer, more effective plans that balance individual rewards with long-term institutional success. Visit: https://therainmakingpodcast.com/ YouTube: https://youtu.be/8roVK-hYZ48 ---------------------------------------

Listen to this week's top stories from Nepal. - अन्तरिम प्रधानमन्त्री सुशीला कार्कीद्वारा मन्त्रीपरिषद् विस्तार, जेन जी आन्दोलनमा ज्यान गुमाएका परिवारलाई क्षतिपूर्ति सरकारको घोषणा र टी-२० सिरिजका लागि कप्तान रोहित पौडेलको नेतृत्वमा टोली घोषणा लगायत नेपालका गत सात दिनका समाचार सुन्नुहोस्।

Ohio Workers' Comp Just Changed – Here's What Agents Need to Know: In this episode of Insurance Shoptalk, host Eric Stein talks with Bob Butts, Chief Risk Officer at Alternative Comp Solutions (ACS), about a major change in Ohio's workers' compensation market. For the first time, agents can now sell workers' comp in Ohio and earn commission, thanks to Senate Bill 2011 and approval by the Ohio Bureau of Workers' Compensation. Bob explains how ACS is leading the way with an Alternative Employer Organization (AEO) model that saves employers 10–30% on premiums, simplifies claims handling, and eliminates the need to switch payroll systems. The discussion covers the differences between AEOs and PEOs, how the pay-as-you-go approach helps employers with cash flow, and why this new model is such a big opportunity for insurance agents. About Insurance Shoptalk: Join host Eric Stein on a journey through the dynamic world of commercial property and casualty insurance. With over 25 years of experience in the industry, Eric brings a wealth of knowledge and insights to every episode. Insurance Shoptalk is your premier destination for in-depth discussions on the latest industry trends, technology impacts, interviews with leading experts, and much more. To learn more about Insurance Shoptalk, please visit https://insuranceshoptalk.com/

The latest snapshot of the economy has President Donald Trump pointing the finger. Some airlines are thrilled about this compensation requirement for passengers going away. The Trump administration may be trying to clear New York's mayoral field against a Democratic frontrunner. Thailand's leadership changes hands as the country's political crisis continues. And, the coverage changes at the center of a lawsuit against CVS. Learn more about your ad choices. Visit podcastchoices.com/adchoices