POPULARITY
Categories
231 episodes with Documentation
207 episodes with Documentation
89 episodes with Documentation
84 episodes with Documentation
36 episodes with Documentation
98 episodes with Documentation
28 episodes with Documentation
30 episodes with Documentation
29 episodes with Documentation
21 episodes with Documentation
18 episodes with Documentation
14 episodes with Documentation
15 episodes with Documentation
17 episodes with Documentation
43 episodes with Documentation
16 episodes with Documentation
14 episodes with Documentation
13 episodes with Documentation
11 episodes with Documentation
11 episodes with Documentation
18 episodes with Documentation
10 episodes with Documentation
11 episodes with Documentation
12 episodes with Documentation
10 episodes with Documentation
13 episodes with Documentation
10 episodes with Documentation
15 episodes with Documentation
11 episodes with Documentation
10 episodes with Documentation
12 episodes with Documentation
6 episodes with Documentation
8 episodes with Documentation
8 episodes with Documentation
10 episodes with Documentation
8 episodes with Documentation
7 episodes with Documentation
17 episodes with Documentation
18 episodes with Documentation
11 episodes with Documentation
8 episodes with Documentation
8 episodes with Documentation
7 episodes with Documentation
14 episodes with Documentation
8 episodes with Documentation
6 episodes with Documentation
9 episodes with Documentation
10 episodes with Documentation
6 episodes with Documentation
8 episodes with Documentation
6 episodes with Documentation
5 episodes with Documentation
5 episodes with Documentation
7 episodes with Documentation
7 episodes with Documentation
5 episodes with Documentation
5 episodes with Documentation
5 episodes with Documentation
8 episodes with Documentation
6 episodes with Documentation
4 episodes with Documentation
7 episodes with Documentation
4 episodes with Documentation
6 episodes with Documentation
10 episodes with Documentation
5 episodes with Documentation
10 episodes with Documentation
8 episodes with Documentation
6 episodes with Documentation
5 episodes with Documentation
7 episodes with Documentation
5 episodes with Documentation
5 episodes with Documentation
3 episodes with Documentation
3 episodes with Documentation
11 episodes with Documentation
4 episodes with Documentation
3 episodes with Documentation
6 episodes with Documentation
6 episodes with Documentation
5 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
12 episodes with Documentation
4 episodes with Documentation
7 episodes with Documentation
4 episodes with Documentation
6 episodes with Documentation
3 episodes with Documentation
3 episodes with Documentation
5 episodes with Documentation
5 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
10 episodes with Documentation
3 episodes with Documentation
5 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
7 episodes with Documentation
3 episodes with Documentation
5 episodes with Documentation
3 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
4 episodes with Documentation
3 episodes with Documentation
2 episodes with Documentation
4 episodes with Documentation
3 episodes with Documentation
3 episodes with Documentation
2 episodes with Documentation
3 episodes with Documentation
3 episodes with Documentation
3 episodes with Documentation
9 episodes with Documentation
4 episodes with Documentation
8 episodes with Documentation
4 episodes with Documentation
2 episodes with Documentation
4 episodes with Documentation
7 episodes with Documentation
6 episodes with Documentation
7 episodes with Documentation
3 episodes with Documentation
4 episodes with Documentation
5 episodes with Documentation
3 episodes with Documentation
3 episodes with Documentation
Documentation 101: How to Prepare for an IRS Audit You claimed the deduction. But if the IRS asks, can you prove it?Mike Jesowshek, CPA, explains which records you need to support your business expenses. Learn how to document purchases, keep clean books, and organize your receipts so you're prepared if the IRS comes knocking.
What does maintainability look like when the software you're responsible for is a programming language? José Valim creator of Elixir and founder of Dashbit, joins Robby to talk about software that can “fit in your head,” the importance of clear boundaries, and why maintaining a language requires a different level of restraint than maintaining an application.José traces Elixir's origins back to his time on the Rails Core team and a concurrency bug that sent him looking for different approaches to software. That journey led through functional programming to Erlang and the BEAM, where he found ideas around immutability, concurrency, and distributed systems that reshaped how he thought about software. He explains why Elixir was designed to be extensible, allowing communities to build things like Phoenix and Numerical Elixir without continually expanding the language itself.Robby and José also look at what AI is changing for maintainers. José explains how Tidewave gives coding agents access to context that frameworks already provide to developers, why documentation and good error messages have become unexpectedly valuable to agents, and how AI-generated contributions are changing open-source collaboration. They also explore whether coding agents might change the old calculus around dependencies, SDKs, and choosing a programming language.Topics and Timestamps[00:00:53] What Makes Software Maintainable: José compares well-maintained software to good conference Wi-Fi and explains why he values software whose boundaries and moving parts can fit in his head.[00:03:20] Maintaining a Programming Language: How responsibility changes when thousands of applications depend on the software you maintain, and why language designers have to minimize churn for users.[00:10:51] The Origins of Elixir: José tells the story of the Rails concurrency bug that changed his career and sent him exploring functional programming, Erlang, and distributed systems.[00:17:00] Removing the Root Cause: Why José distinguishes between layering a solution over a problem and designing software so the underlying problem disappears.[00:20:47] Designing Elixir to Be Extensible: Why José resisted making Elixir a web-specific language and instead focused on giving developers the building blocks to extend it into new domains.[00:25:42] Restraint and the Elixir Ecosystem: José explains why much of his work moved away from changing the language itself and toward helping communities build on top of it.[00:28:21] Giving Coding Agents Better Context with Tidewave: How Tidewave connects Rails and Phoenix applications with coding agents and exposes information developers already rely on.[00:33:20] Designing for Humans in the Age of AI: Why José believes programming languages should continue optimizing for humans, and how features that help humans often help agents too.[00:36:40] Documentation as Infrastructure: How Elixir's long-standing investment in first-class documentation, HexDocs, Markdown, and searchable package documentation has translated well to AI-assisted development.[00:41:40] AI and Open-Source Maintenance: José describes the increase in AI-assisted contributions and why AI-generated responses can disrupt the human relationship between contributors and maintainers.[00:46:22] Rethinking Dependencies and Language Choice: Robby and José consider whether AI makes it easier to bring ideas across ecosystems instead of rewriting applications or depending on large SDKs.Thanks to Our Sponsors!Your test coverage says 90%, but that might be misleading. Undercover CI looks at your Ruby pull requests and shows you which parts of your changes weren't tested- not just overall coverage, but what changed and what got missed, down to the method level. Visit undercover-ci.com and use code MAINTAINABLE for 15% off your first billing cycle. Free for public repos. Private repos with unlimited users also available.Mailtrap is a modern email delivery platform built for developers. Native SDKs, a secure Email API and SMTP, and a free tier with 4,000 emails a month. When you need help, you'll reach real people on 24/7 support, not an AI chatbot. Try Mailtrap for free!Resources and LinksElixirDashbitTidewavePhoenix FrameworkErlangHexHexDocsNumerical ElixirNxFoundation by Isaac AsimovDune by Frank Herbert Subscribe to Maintainable on:Apple PodcastsSpotifyOr search "Maintainable" wherever you stream your podcasts.Keep up to date with the Maintainable Podcast by joining the newsletter.
durée : 00:14:11 - Le 18/20 : un jour dans le monde - par : Fabienne Sintes - Le président Argentin Javier Milei, qui critique l'Europe avec véhémence, est en visite à Paris pour attirer des investissements étrangers. Quel est son bilan économique ? Avec David Copello, spécialiste de l'Argentine, maître de conférence en sciences politiques à l'ICP. - invités : David Copello Politiste, maitre de conférences à l'Institut Catholique de Paris, chercheur associé au Centre de Recherche Et de Documentation sur les Amériques (CREDA) Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France
(Troisième épisode) Au printemps 2017 à Jonzac, une commune de Charentes-Maritimes, un coup de vent fait tomber un arbre sur la clôture d'un jardin. Mais c'est une autre tempête qui va naître. D'un côté de la clôture vivent Jérôme, Laura et leur fille de six ans. De l'autre, Joël Le Scouarnec, un « petit papy courtois » comme le décrivent ses voisins. La clôture tombe et les voisins se rapprochent. Jusqu'à un jour d'avril où la fille de Jérôme lui fait part d'une agression sexuelle perpétrée sur elle par le vieux monsieur. Le père croit immédiatement sa fille et l'emmène à la gendarmerie. Les gendarmes, eux, sont sceptiques. Ils doute de la culpabilité d'un homme qui est un notable de la commune, un médecin respecté par ses pairs et ses proches. Pourtant, l'alerte donnée par cette enfant va permettre de mettre au jour des décennies d'abus sexuels, incestueux et pédocriminels perpétrés par Joël Le Scouarnec. Des crimes infligés en grande partie à ses patients, mais aussi à des enfants de sa famille, et qu'il a scrupuleusement consignés dans des fichiers numériques retrouvés chez lui. Dans Crime story, la journaliste Clawdia Prolongeau raconte cette enquête avec Damien Delseny, chef du service police-justice du Parisien.Un épisode en partenariat avec le documentaire Les cercles du silence diffusé sur France 2 le 22 septembre à 21h10 et consacré à l'affaire Joël Le Scouarnec.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Thibault Lambert et Clara Garnier-Amouroux - Photo : Valentin Pasquier pour Le Parisien - Réalisation et mixage : Pierre Chaffanjon - Musiques : Audio Network.Documentation. Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
(Quatrième et dernier épisode) Au printemps 2017 à Jonzac, une commune de Charentes-Maritimes, un coup de vent fait tomber un arbre sur la clôture d'un jardin. Mais c'est une autre tempête qui va naître. D'un côté de la clôture vivent Jérôme, Laura et leur fille de six ans. De l'autre, Joël Le Scouarnec, un « petit papy courtois » comme le décrivent ses voisins. La clôture tombe et les voisins se rapprochent. Jusqu'à un jour d'avril où la fille de Jérôme lui fait part d'une agression sexuelle perpétrée sur elle par le vieux monsieur. Le père croit immédiatement sa fille et l'emmène à la gendarmerie. Les gendarmes, eux, sont sceptiques. Ils doute de la culpabilité d'un homme qui est un notable de la commune, un médecin respecté par ses pairs et ses proches. Pourtant, l'alerte donnée par cette enfant va permettre de mettre au jour des décennies d'abus sexuels, incestueux et pédocriminels perpétrés par Joël Le Scouarnec. Des crimes infligés en grande partie à ses patients, mais aussi à des enfants de sa famille, et qu'il a scrupuleusement consignés dans des fichiers numériques retrouvés chez lui. Dans Crime story, la journaliste Clawdia Prolongeau raconte cette enquête avec Damien Delseny, chef du service police-justice du Parisien.Un épisode en partenariat avec le documentaire Les cercles du silence diffusé sur France 2 le 22 septembre à 21h10 et consacré à l'affaire Joël Le Scouarnec.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Thibault Lambert et Clara Garnier-Amouroux - Photo : Valentin Pasquier pour Le Parisien - Réalisation et mixage : Pierre Chaffanjon - Musiques : Audio Network.Documentation. Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
September 25, 2026In this episode, Scott, Mark, and Dr. Ray Painter break down the 2026 prostate biopsy coding changes and the documentation details that determine which code should be used. They review transrectal versus transperineal approaches, ultrasound-guided versus MRI-fusion biopsies, systematic versus targeted sampling, and when the add-on code for additional targeted lesions may apply. The team also discusses diagnosis coding, current denial trends, the risks of separately billing imaging guidance that is already built into the biopsy codes, and considerations for performing transperineal biopsies in the office. The key takeaway: prostate biopsy coding now depends heavily on approach, imaging method, targeting, and precise documentation—so getting the details right is essential for compliant reimbursement. PRS Coding and Reimbursement HubAccess the Hub PRS Urology Coding and Reimbursement Seminar Information and Registration Join the Urology Pharma and Tech Pioneer GroupEmpowering urology practices to adopt new technology faster by providing clear reimbursement strategies—ensuring the practice gets paid and patients benefit sooner. https://www.prsnetwork.com/joinuptpClick Here to Start Your Free Trial of AUACodingToday.com The Thriving Urology Practice Facebook group.The Thriving Urology Practice Facebook Group link to join:https://www.facebook.com/groups/ThrivingPractice/
Aaron sits down with Sarah McCormick of HR for Health to make HR feel less intimidating. They discuss why every practice needs a current handbook, how to handle difficult employee conversations, the importance of clear expectations and documentation, and why addressing problems early can prevent much bigger issues later. To learn more about the common mistakes Sarah and her team sees in optometry practices, download this free guide: 8 Common Optometry HR Mistakes & How to Respond to Them (https://hrfh.hrforhealth.com/preventative-hr-care-dwld-optometry-optometry?utm_source=partner&utm_medium=podcast&utm_campaign=common-mistakes-guide&partner_source=Vision%20Source) Connect with HR for Health: hrforhealth.com
Today we are talking about GovHub, Drupal in Government, and Why Governments Love Drupal with guest Jasmyne Epps. We'll also cover Convivial Gov Site Template as our module of the week. For show notes visit: https://www.talkingDrupal.com/571 Topics GovHub Origins and Goals Feature Requests and Governance Why Government Chooses Drupal Team Structure and Release Cadence Accessibility and Compliance Strategy Hosting Model and Multisite Structured Content and Microcontent Syndication and Emergency Alerts Orchard Design System Explained Training and Onboarding Editors Gov Talks Conference Logo Specs and Releases Ticket Prioritization PRICE QA Workflow with Tugboat Handling Traffic Spikes Drupal 11 Performance Talk Drupal 11 Upgrade Gotchas Getting Users Excited Translation Strategy Limits Why Government Loves Drupal Resources GovHub The Bug Stops Here — The State of Georgia Shifts Left (GovCon 2025 presentation with Jasmyne Epps and James Sansbury) Accelerating an ambitious migration and development project (GovHub + Tugboat migration story) Logo page Public facing knowledge base Orchard design system (P)Rice (P)olitics - (R)each - (I)mpact - (C)onfidence - (E)ffort Luma Guests Jasmyne Epps - jasmyneepps.com jasmyneepps Hosts Nic Laflin - nLighteneddevelopment.com nicxvan John Picozzi - epam.com johnpicozzi Amber Matz - tugboatqa.com [amber himes matz](https://www.drupal.org/u/amber himes matz) MOTW Correspondent Martin Anderson-Clutz - mandclu.com mandclu Brief description: Have you ever wanted to stand up a polished, accessible government website in Drupal (with components, content types, SEO, and cookie consent all wired up) without writing any code? There's a site template for that. Module name/project name: Convivial Gov Brief history Created in March 2026 by Morpht, the shop behind the Convivial family — with Ivan Zugec leading the maintainer team. Versions available: 1.3.3, which works with Drupal 11 Maintainership Actively maintained: release just last week, on September 16th Security coverage Test coverage: functional tests for install and validation, plus a kernel requirements test. Documentation there's a full handbook over at docs.morpht.com, and a live demo at gov.convivial.io Open issues: none? Site template features and usage Like the Haven site template we talked about a couple of weeks ago, Convivial Gov gives you a curated stack plus demo content, and in this case hands you a robust, ready-to-customize government site. Because it's built on Drupal CMS, you get all the latest Drupal tooling: Canvas for visual page building, Single Directory Components, and Recipes. The front end is Morpht's Morphos theme, built on Tailwind and DaisyUI, so you get dark mode, multiple colour palettes, and a big library of editor-friendly components out of the box. It's worth mentioning that using the Morphos theme on a production site requires a paid license The provided components are sorted into six buckets: container, content, child, element, background, and behavior. They include fun ones like scroll reveal and a colour palette switching behavior The content model is broad. You get seven content types: Page, Section, Article, Publication, Resource, Topic, and Audience. And, they come with a stack of teaser and card view modes to display them. The whole point is no-code: a site builder can compose sophisticated pages in Canvas without ever touching a template. One thing to watch: the default timezone is Australia/Sydney out of the box It's also worth comparing Convivial Gov to another site template called Local. Both dropped in March 2026, both are Canvas-based Drupal CMS site templates for the public sector, and both lean on ECA for automation — so there's real common ground. The difference is scope and mechanism. Local, from Annertech, is narrowly purpose-built for local councils and community-service directories: it ships a specific service information architecture — Service and Service Landing content types — with ECA wired so section pages stay in sync when service pages get published or updated, taking its cues from the gov.uk design system. Convivial Gov goes the other way — it's design-system-led and general-purpose, a broad component library and content model meant for any government, agency, or marketing site rather than one particular workflow.
Guest episode! Kiera is joined by Paul Edwards, CEO and co-founder of CEDR HR Solutions, which provides human resource support especially for dental practices. They go through a rapid fire of topics, such as coaching and accountability, worker classification, documentation and evidence (including AI!), and reporting policies. Visit CEDRSolutions.com to learn more about Paul. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera (00:00) Hello, Dental A Team listeners. This is Kiera and today is a great day. I love my episodes with Paul. Paul is incredible. He is the owner and founder of CEDR. And guess what? He is somebody that I get to just pick his brain about all things HR every time he comes on the podcast. So, Paul, welcome to the show today. How are you? His Paulness (00:19) very good and I'm gonna take that introduction, that part where you said Paul is incredible. I'm gonna turn it into my ringtone and I'm gonna be insufferable for the rest of the year with that. Kiera (00:25) Yeah. His Paulness (00:27) So thank you for that. Kiera (00:29) You're welcome. I it's funny because every time people meet you and they know you're an HR, they're like, he's actually really funny and he's a good time. And he used to play in a band. And I'm like, yeah, he makes HR not feel as scary. But every time, every time I leave, everyone's like, my gosh, he scared me to death, which is good. Like I think it's a good healthy, like you're super approachable, super nice, but also like whip us into shape of like do this, don't do that. And I appreciate you continually like guiding us along the right path. His Paulness (00:55) There's a lot of moving parts when you're an employer. So it all feels a little bit scary. 'Cause soon as you get figure one thing out, then there's the next thing. You're like, no, I'm doing that wrong or or I could do it better or whatever. So yeah, you know, we try Kiera (01:07) Yeah. His Paulness (01:08) to break this down so it's understandable. Kiera (01:11) Which and I appreciate. And if you guys are not subscribed to his newsletter, he's got the best newsletter out there. Like I think you guys do an incredible job. So, Paul, if they're not, how do they get connected to your guys' newsletter? 'Cause that's one of my favorite things about you guys. His Paulness (01:21) Well, I think what you want to do is just go to the website and search for almost any form on there, but there are education forms on the website. So just go to the website and join what we kind of refer to as HR Base Camp. So if you think about base camp as a place you come back to when you're on a big hike, well, you're on a big hike as an employer. And so we are constantly sending out helpful stuff, you know, two or three times a month. We send out some pretty cool stuff to all of our base campers. That'll get you also an email that invites you to join the Facebook group, which is kinda cool 'cause you're in there with just managers and owners. and you know, it's about ten, I don't know, nine thousand people in there, something like that. So, yeah, that's the way to go there. you know, you can also subscribe to my podcast, which is what the hell just happened and we cover a lot of topics there that that are kinda fun, you know. So Kiera (02:12) I love it. Okay. I want to just get that right in at the beginning because you guys truly he's got the best newsletter, got an incredible podcast, and I think this is the stuff that keeps business owners up at night. So let's like not have that happen anymore. So, Paul, we're gonna just like rapid fire. There's His Paulness (02:27) Okay. Kiera (02:27) a few topics, and then I know you've got some case studies for us as well. So, and if you guys don't know Paul, CEDR, they are one of the top dental HR companies out there. most of our clients use them. He is one of our I do not bring a lot of people in to speak to our private groups. And Paul is one of the people that I have hand selected to come in and speak to all of our dentists in a very intimate that's not on the podcast. So it's like no recording, it doesn't get shared. He comes in and speaks to them. So, Paul, I'm excited for today. This is stuff that we'll talk publicly, but let's talk about some of these items. Coaching and accountability. I'm sure we're all doing it wrong. I'm sure I've been coaching and telling people to do this. So tell us what we can and can't do when it comes to coaching and accountability. His Paulness (03:08) you know, the thing about coaching accountability is that it starts to feel like it starts to feel like something that's punitive, like consequences. And and when it goes into that realm, it's really hard to get somebody to listen. I I I don't know about you, but when someone starts to tell me what I'm doing wrong and that's what the focus is, I get defensive. And that's just human nature. So when we t when we talk about coaching and accountability, especially with Dennis, and I know that you're gonna I think you're gonna agree with me. I while there are exceptions to the rule, and probably many of them, overwhelmingly I find that dentists do not want to have difficult conversations with their employees. They kind of avoid it. That I mean it's it's about 50% of the reason they get office managers because they're like, I want to have these conversations. I can get someone else can do it. Here's the thing that Kiera (03:55) Yeah. His Paulness (03:56) I want to say. Yes, sometimes it ends up where you have to have a really serious conversation with someone. but the Better way to go about this is for you or you and your manager when you hire someone is to set the expectation with the employee, I mean literally during onboarding, that they are going to receive feedback from you, both positive and sometimes it might feel a little negative, because you're making small corrections. So if you get in the practice of making small corrections as you go forward, you don't you you have far fewer of those big conversations with someone. And then the the ones that are frustrating, I mean the issues that you're facing with an employee, also become easier because when we're looking at someone who's late all the time, and you know, in a practice with you know, we ha always have just the right amount of employees. We never have a I don't know about you, but I never have an excessive amount of employees around, where everybody's important, you just start leaving no quarter for being late all the time. you really have to say something about look when you're even when you're only five minutes late in the morning and you tell them what the issue is, you tell them what the impact is, you explain their role in a very positive way so that you can say, Look, when you are late, we are missing you. Not you need to be here on time because when you're on time, bad things happen. And if you don't start being on time, bad Kiera (05:19) Mm-hmm. His Paulness (05:20) things are gonna happen to you. If you start with trying to enroll them in the idea that they're playing an important role. you know, part of the reason I think for goal setting is that you get to say, how are we going to get to the goal if this behavior continues? So I just want to give everybody this reminder that coaching is coaching and it doesn't always have to be corrective and it needs to you if you set an expectation and then you execute on it, you're gonna get a lot better outcomes with people when you bring them on board. And and the other the other end of coaching should always be. Can you do that? And do you need anything else from me? Like is is is the issue here me? Do we need to give you more training? What can we do to help you get there? So don't forget where that's appropriate, you'll always want to insert that in. Kiera (06:08) I think Paul on that just like piggyback, what do you do when you've had that conversation like four times? Like, Perry, we've had this, we've had this, we've had this, like, I miss you at Morning Huddle. We need to be at what His Paulness (06:20) I missed you. Kiera (06:21) point, at what point is it not like cute? It's like the I feel like it's the child that keeps throwing the rock and mom's like, Okay, let's not throw the rock, like it's gonna break a window. When His Paulness (06:28) Yep. Stop it. Stop it. Stop it. Yeah. Kiera (06:31) do I actually like do something about it? His Paulness (06:34) As my mom would say, when do we get to snatch a knot in him? That's what I I was just with my mom. She's eighty eight years Kiera (06:37) Ha ha ha. His Paulness (06:39) old right now. I she actually said, Son, don't make me snatch a knot in you. 'Cause I like to take her out in public, embarrass her now, and pick on her. but anyway, Kiera (06:46) Mm-hmm, mm-hmm. His Paulness (06:51) look first things first, great question. I I would do wanna say that after you've had the same repetitive convert conversation with someone After the second or third time, especially if it's in close proximity in time, you know, you've already talked to them two weeks ago about something and they're doing it again or not doing it. you also want to make sure that you're making little notes in their file. That's very important. and what I found is is that if you don't hold someone to the standard, right? The standard that you're looking for, I I you're they're never going to improve. And if they're not improving, then maybe they're not the right fit for your company. And the sooner that you figure that out for them and for you, the better. And so if I'm in my third or fourth time within a month about the same thing, I'm sitting down and having a much more serious conversation with them. And in my mind, I'm I'm thinking, and sometimes I might say this to them, look, I'm not telling you that you've got to do the thing, whatever it is that we're talking about. What I'm telling you is I cannot work with someone who does or doesn't do what it is that they're that they're up to. Like, you know, I just need you to know that I, you know, I can't continue to work with you if it's going to be this way. I understand you're late. I understand that you have all these issues. I get all that. I've tried everything I can to adjust here, but I I may not be able to work with you. And you always have that standard. I need you to show up on time. There's no more there's no more getting around this. But you really need to be adding notes to their file. dating them, you need that, and and then we can move into written corrective coaching if we need to. And you know, that's a little more formal. Kiera (08:35) Awesome. His Paulness (08:36) That's them acknowledging the conversation. And look, four times in a month for the same thing, they're gonna get something in writing. That's just how it's gonna happen. If if I'm if I'm on your Kiera (08:44) Okay. His Paulness (08:45) HR team, that's what's gonna happen. Kiera (08:47) Okay, great. That's what I feel like so many people just like it needs to go on forever and ever. And I'm like, there's gotta be an end date to it. So, all right, that was a quick teaser on coaching and accountability. Okay, His Paulness (08:53) Yeah. Yeah. Yeah, yeah. Kiera (08:58) next one worker classification. I know that's a a hot topic with dentists. They love they love this 1099. I don't want to pay taxes on them, Paul. It's a better deal for me. They're His Paulness (09:07) Yeah. It Kiera (09:09) a dentist. I don't need to have them as an associate on payroll. His Paulness (09:12) Right. Kiera (09:13) This person's just coming in to help out. I can ten ninety-nine them. His Paulness (09:14) They're only going to be here for a day. They want to be paid as a as a independent contractor. so there's a couple levels of classification. And by the way, this is one of the good reasons to go sign up for our education because we're gonna do we're gonna release a really good classification guide. And you know what? you know, we're probably gonna make it exclusively available to your folks as well, just so you know. So at some point we'll pass it over to you. look, classification, couple things. I'm not gonna put you to sleep Kiera (09:42) Thank you. His Paulness (09:45) on it because you do you actually need to kind of go through a checklist and do some stuff on your own. And we'll provide all of that. you gotta think of classification as a couple of things. First of all, there's that independent contractor conversation that we that we're always having. And for those of you who haven't heard me, I'm just gonna say this in a very definitive way. There is no hygienist on the face of the earth who qualifies either under the Department of Labor or under the IRS rules for employees. as a as an independent contractor. It does not exist. It Kiera (10:14) Nope. His Paulness (10:14) can exist. It just can't. An independent contractor cannot open his or her own practice. They have to have a dentist attached. And that's kind of the nail in the coffin, but there's a lot more. All right. When it comes to Kiera (10:25) Yeah. His Paulness (10:27) when it comes to associate doctors, in some states that same thing is true. I'm serious. They the state has such strict rules That for you to classify a general dentist and a general dental practice as a independent contractor is just wrong. It doesn't meet the Department of Labor's standards in that state. But for the most part across the country, a a a employee who's doing the main function of your business, who's performing the main function of your business, a a worker, I should have said a worker, they're an employee, not an independent contractor. So that's one part of the Kiera (11:02) Mm-hmm. His Paulness (11:03) classification. The other part of the classification com conversation has to do with whether or not I can pay an employee a fixed salary and not worry about any overtime they work, or whether or not I have to track Kiera (11:14) Mm-hmm. His Paulness (11:14) their hours and pay them. And I'm just gonna say this. If your entire team is on salary, that's okay, but you still have to track their hours and you have to pay them overtime. You can have a manager who who you don't have to track their hours and you can pay them a fixed salary. But not all managers qualify for that exemption. It's called an exemption to the standard to pay overtime. Not all managers qualify for that. The smaller your team is, the more in danger you are of not being able to classify someone as a salaried employee. So now that you're really confused, just Kiera (11:51) Mm-hmm. His Paulness (11:51) go join. You're gonna get this is the kind of information and the guides and stuff that we send out. So the the you know, the classification's a big deal 'cause we run into it every day. I mean, wh Kiera (12:02) Yeah. His Paulness (12:02) when I say run into it, we get about twelve thousand questions out of our three thousand members and every week there are four or five what we call submissions asking us about you know, they've read one of the one of our articles and they're like, I think I got this wrong. And most of the time they've gotten it wrong. and you can't rely well, Kiera (12:21) Yeah. His Paulness (12:22) you you it you gotta be careful because Kiera (12:24) It's true. His Paulness (12:25) The IRS rules for your independent contractor and the Department of Labor rules don't match up all the time. And so you have to be Kiera (12:31) Correct. His Paulness (12:31) very careful in that area. Kiera (12:34) Yeah, and Paul, I'm so glad you talked about it because like it is a while it is a full checklist. And I think sometimes we like to justify it. Sometimes we like to say like, but no, like they really do. And that's not gonna go over well. And so to I'm like, cross our T's, dot our I's, which is why Paul, we do podcasts like this and why everybody should have that checklist. Because when I learned about this, I'm like, No, they're a salaried employee. It's like you gotta you gotta check off this checklist and this checklist, and they're not like you said, they're not the exact same checklist at all. His Paulness (13:02) It it's a little complicated, Kiera (13:02) And you had to make sure both qualify for them to truly be His Paulness (13:04) but once you figure it out, you'll have all your positions and you'll know and and you'll be set. It's just that you guys and gals tend to borrow what someone else is doing. Kiera (13:13) Mm-hmm. His Paulness (13:14) Maybe it was already in the practice that you purchased, or it was in the practice that you were an associate of, so you're c you know you're copying, which is what we all do when we start a business, or you're talking to your you're talking to, you know, other other people in your industry and they're giving you HR guidance that Is not sound sometimes. Kiera (13:33) Yeah. No, I love that. And definitely sign up for that checklist. That's a brilliant one. Okay, next one. Documentation and evidence. Let's talk about that. His Paulness (13:42) we are going to be we are going to be actually doing some podcast on this where the internet does HR is what we're gonna call it. Kiera (13:56) Mm. His Paulness (13:56) I just want you guys to know that online HR advice is not something that you really want to participate in. well look let me let me Kiera (14:08) we're talking like AI, internet searches. Let's just talk about it. His Paulness (14:11) We're talking about AI, we're talking about going on Reddit, we're talking about we're talking about going into any kind of group thing for for advice and running with that. But particularly AI is a con a concern and we'll get into this a little bit more. I think every time you see me I talk about AI. Well we now have court we Kiera (14:31) You do, His Paulness (14:32) have court cases rocking it right now and and companies are getting themselves in trouble for creating employee handbooks through AI. they're getting themselves Kiera (14:39) Mm-hmm. His Paulness (14:40) in trouble for using AI to fire people. they're finding out that your chat is discoverable. and so in one case we watched the chat was really bad. The the thought process of the person who was putting the problem into the chat became exposed in court and they were basically asking it how can I break the law? I might I'm paraphrasing, but they were basically like I they were kind of telegraphing, I know what I want to do here is wrong. HR wise, tell me how I can get away with it. And so just be Kiera (15:11) no. His Paulness (15:12) careful about online advice and taking something from someone without knowing who those people are. it's you know, the context here is you're making an HR decision that is has a law that impacts it. And if you get it wrong, it can be very, very expensive. And there's no reason for it. There's no reason to go out that way and try and self-help. yourself. So just be very careful. you know, same thing. Same thing about the internet. I'll make this other point, maybe a little bit about AI. You know how if you're a subject matter expert and you see AI give an answer to the thing that you're an expert on, you will look Kiera (15:55) Mm-hmm. His Paulness (15:56) at it and you'll go, you what, that's pretty darn good and it's getting better. But here's these three or four little subtle places where it's not exactly wrong, but it's not correct. And without context, I I would be worried about just telling someone that. Versus you're asking it a question about something that you really don't have a whole lot of subject matter expertise in it. And it gives you back that wonderful, confident, same kind of answer. It's got bullet list. it's actually, if it's your AI, it's designed to please you. So it's put a little bit of stuff in there to please you. And you'll just take that hook, line, and sinker and say, this looks so well organized Kiera (16:30) Yeah. His Paulness (16:31) and so authoritative. And it look, it cited some things too, and you'll run with it, and that's what's getting people in trouble. So we just really I don't know what the word is for that. Maybe I need to make it up. but you just can't you Kiera (16:43) Mm-hmm. His Paulness (16:44) if you don't have subject matter expertise, you gotta be very careful when it involves employment law and your pocketbook. I think that's the Kiera (16:52) I think that I think it's so hard because like AI we use for so many things and like you said, it is like a little therapist over there and people His Paulness (16:56) Yeah. Mm-hmm. Kiera (16:59) enjoy it. I mean, I'm guilty of it too. I heard you talk about this six months ago and I was like, It feels annoying, Paul. Cause I'm like, I just wanna ask like what are kind of the parameters and I I His Paulness (17:07) And I want the answer. Yeah. Kiera (17:09) think of you all the time and you're like, Kiera, it's gonna come back on you and like they can pull these records on you and it's like, okay, noted. I need to just go to the proper sources and channels to make sure that we're compliant truly. His Paulness (17:21) Yeah, yeah. I mean my AI is incredibly smart about HR and it still gives wrong answers occasionally when we're writing articles and stuff. So I mean, kinda gives you some perspective. Yeah. Kiera (17:31) So there you have it. Do you think there will ever come a point that AI can replace HR? Not to say I want to put you out of business. I'm just genuinely His Paulness (17:37) No, no, no. Kiera (17:38) curious of like, I think about for consulting too. Like, do you think that AI will like there will be HR AI in the future? His Paulness (17:44) I think at some point it's gonna you're gonna have some very strong models that are mostly available to lawyers. They're not available Kiera (17:51) Mm. His Paulness (17:52) to someone like you, you know, l someone who's not giving out guidance, because I believe that the context of the guidance alwa almost always has one or two more questions, and AI is not great at taking a left or a right hand turn. But five Kiera (18:09) Sure. His Paulness (18:09) years from now, six years, ten years from now. I think, yeah, in some pla in some ways it's gonna be able to give some very good answers and prompts to get those answers. And we are as a company, we are very aware of that. We are Kiera (18:23) Mm-hmm. His Paulness (18:24) we are well, I I think the I've said this twenty years ago when we started CEDR. And I think this, you know, for the people listening, the business you're in, I think this might h head home a little bit. I believe that the next I believed then that the next greatest innovation was the opposite of what was going on in the world, which was it's providing service and people and getting it getting systems right and being able to actually talk to someone instead of running them into these failed chat bots and these failed chats that you you know you put your question in, it's like, let me give you your question. And then it, you know, it it answers with one third of a cup of flour. And you're like, we were talking about my internet not working. I mean Kiera (19:08) Mm-hmm. His Paulness (19:09) So I think the greatest in I think the I still think that that that innovation is there and available for us and we've been using the technology in the wrong direction. I'm using it to make us more efficient, to so that my experts can spend less time creating something from a conversation that is kind of a policy or a th or a thing, and so they can spend more time listening and and a little more time with the member. And and worrying less about I have six other people who are waiting for me to get back to during that day. So that's my view Kiera (19:45) Sure. His Paulness (19:46) that's my view on AI and HR. humans are humans. As long as we're being human, I I don't think we're gonna be able to take the human out of that out of that process. Yeah. Kiera (19:55) I agree. I agree. Okay. Next reporting policies. Let's talk about these. His Paulness (20:04) the the reporting policies that people okay a policy only works if it's distributed and it and it is more it becomes more powerful when the policy is distributed, it's acknowledged, and the and the employer and manager know how to use that policy. All of those things have context. So look, let's let's use AI as an example. We used to say this about template handbooks. Some would say, Well, I got a template and I put it together and I said, Well ask the template how to and ask the qu ask the template any question. Templates can't answer questions. And so if you end up with a a policy and you don't know what you haven't had training and what its purpose is, what its limits are, what it's both both, you know, small and large, what it's how you're supposed to use it and where it's supposed to apply, then you're kind of missing that. And so I just want to be clear that when you put together a set of policies and when you change them or you have an employee handbook, if it doesn't come with a couple hours of support and training and ongoing training, then what you have is kind of a static thing sitting there in your office and it's not really helping you when it in the ways that it can help you. and I give you guys an example. If you don't have a good maternity policy and it's not complete, then when an employee s asks you a question about your maternity policy, you can't say, go to the handbook and tell me. You go read it. You tell me how much time that we give for for maternity leave. You tell me whether or not you can use your vacation time that you've accrued. you tell me whether it's paid or unpaid. You tell you know, all those things. should be in the employee handbook. So it's important for owners to train their managers. It's very, very important for owners to train their managers. make sure Kiera (22:03) I love that. His Paulness (22:04) they understand and make sure you understand the policy. Kiera (22:08) Yeah. And I think Paul, you're right. Like, as companies evolve, like where you started at the beginning versus where you might be today. Like we didn't have people that were getting pregnant when I first started now. It's like we do. And so definitely I'm big on like make sure that they're updated, make sure that they're current, make sure that everybody has them. That the new ones that have changed and morphed through the business, like we've been in business for 10 years. Like what we started with versus where we are today are very different. And I like that. call out that you really do need to know that. So His Paulness (22:40) Yeah, I I I mean I could give you a really good example. Arizona changed about I don't know, about seven, eight years ago. We went to mandatory sick time. And all employees were entitled to it under a specific set of rules. Before then it was like it was in much of the other states, not all the states, 'cause many states have mandatory sick time now. it it was you just could give it, you could make it paid, you could make it unpaid, you could not offer it at all, you could do whatever you want to. Once that changed, a new a complete new set of rules came around. and I just give you an example, and I think managers in Arizona need to know that this exists. In Arizona, if you fire an employee within I think it's sixty days of them having used it's sixty, yeah, within sixty days of them having used one of those sick days, it is presumed to be retaliation against them for using one of those sick days. And so you've got to be thinking, well, h what? Wait, what? Does that mean you can't fire anybody because they can use sick days? No, the answer to w what you know, what you do about w what I just described is that you have to have documentation showing the reason why you terminated a person or took that adverse action against them. So basically we went from being in an at will state to sort of being an at will state because we've got this sick lead policy. Kiera (24:00) Mm-hmm. His Paulness (24:01) So I I again I was kind of a roundabout way. but but it kinda shows you you need to understand the policy and the limitations that come the laws that affect that policy. Kiera (24:12) How often do you recommend looking at your policies like and updating? Because those rules come into effect. Paul, you read this. Like to me, this is your algorithm. You're seeing this all the time. His Paulness (24:22) Yeah, yeah. Kiera (24:22) for us, it's like a one and done, check it off the list. We think we're compliant. How often do you recommend updating your policies, double checking your state laws, having your handbook updated? What are what are your recommendations for that? His Paulness (24:32) I think at at least once a year and if you're in s California, Connecticut, New Jersey, Washington State, some of those states, you have to visit it more often. and I think that's the problem if you don't have a support company because how would you visit it? Like where is it that it's certainly not get f get f you know, fed to you on TikTok or Facebook or something. So, you know, at least once a near a a year you should if you have time You should read your policy to see if you're following it. And I don't mean your policy should tell you what to do. I mean you may have changed something and it conflicts within your handbook now, and you just need to change the policy. That's it. That's that's that's all there is. so yeah, once a year you should check. Most states are now updating and putting in new laws about once a year. Many states are putting in new laws and making them effective two or three times a year. Kiera (25:26) Awesome. Okay. All right. Let's go into payroll. Payroll I feel like is such a thing. Payroll, payroll review. I've got some questions on payroll, but what are some of like the hot things that practices deal with in the payroll realm? His Paulness (25:39) this has come up two or three times in the last three or four months. I don't know why. the employer is not reviewing their their payroll ledger. meaning they run payroll, you always get a report. If you're in gusto, you dig for it or ADP, maybe you can find it. I don't know. maybe it y y you know, somehow you find your you you you get this report every single time, but you don't pay attention to it. And or you do give it a quick look and you go, yep, all their hours are right. But what you don't do is you don't review your payroll thoroughly. And what we're finding is is we've had these three instances where an employee has been paid anywhere from five to eight dollars more an hour than they were supposed to be paid. And it's been going on Kiera (26:28) Well. His Paulness (26:29) for years. And so tens of thousands of dollars in payment and salaries have been made. And in all three of these instances, none of it was recoverable. In one state, Kiera (26:43) Mm. His Paulness (26:43) it was just not recoverable. You couldn't do it. The state would not allow you to recover it. In the other two instances, the there was no way they were gonna get this money back from this employee. They were not working for them anymore. they were gonna have to sue them and and there were problems with that. It was not gonna be a a a slam dunk home run to try to get the money back out of somebody. So I think one of the biggest one things that we're just telling everybody right now is you need your own oversight. If you're doing your own payroll, your payroll company's not doing anything, they're not watching anything. They'll let you misclassify a hygienist. They'll let you pay somebody a salary that they're not supposed to be paid by salary. your payroll company is not reviewing your final ledger because how would they? They don't know. You they they just take what you put in. That's how they work. And so I I just want you guys to be very careful and review your payroll every now and then. And then the other one that we've seen I've seen over the years, and it's more than once or twice, the the reason the payroll was wrong was because the person in charge of the payroll made it wrong for themselves. And then the other reason why the payroll was wrong and in in the most egregious cases was that they were so they were using it as embezzle as an embezzlement mechanism. and they had actually put people in their family on the payroll that didn't work for the practice. and that ran for two years before they got caught stealing another way and then the full audit re revealed that they had put their family members on there. So I I Kiera (28:22) my gosh. His Paulness (28:23) think the the the moral of the story is check your darn payrolls. Yeah. Kiera (28:28) Paul, that is something ten years in I still am the final stamp off on payroll and I feel silly doing it, but I like a lot of those things happen and I catch it and like as an office manager I didn't I didn't I mean I just put in the hours and as a business owner I have very different keen eyes on that. So it's the isn't His Paulness (28:44) Yeah. Yeah you do. Kiera (28:48) I have two other questions on payroll that I didn't prep you for. One His Paulness (28:50) Sure, sure. Kiera (28:52) is how can you change like let's say we've got variable comp. That's bonuses. Like I've got an office right now, they recognize the bonus structure is very, very high. It is variable comp and they're trying to figure out how do we like change that bonus system. Do you have to have like are there any laws? I obviously know it might be state specific. This one happens to be in Arizona. but like what can you do for that variable comp commission states, like pieces like that when you recognize we're we're paying more than we're supposed to, and I need to right size that and I don't want to fire an employee, but also I gotta deal with changing their comp. His Paulness (29:20) Yep. Yeah. I gotta deal with changing the car. Okay, first of all, really difficult conversation. Good luck, y'all. but but let's let's talk Kiera (29:29) Seriously. His Paulness (29:30) about the rules around it. yeah, I mean this is let me sidetrack for a second. You may have to put me back on the question. This is why you when you promote someone to a manager's position, they don't get an immediate raise. they need to earn their way into it. Now it needs to happen quickly and it could be, you know, by steps over the next weeks and months. But it's really hard if someone's unsuccessful and you've moved your best employee in and now you realize they're you've kind of peter principled them. They're not competent as a manager, you need to move them back down. Y the hard part would be to take the pay away from them. So so going back to your question, some states require you to provide notice in a certain amount of time before you make any pay adjustments. So you want to know if that's true or not. Arizona does not. You cannot make it retroactive in any case. so If you're going to change someone's compensation, you need to change it and you know going forward. if it's a commission or it's a bonus program, I want you to keep those things outside of the employee handbook, but I want you to refer to those things. So I know you didn't ask me this. I want conditions in the handbook about how someone qualifies for the bonus program should a bonus program exist. For example, one of the things that's in our policy of many things, which, you know, one of the reasons you work with us. is in order for you to earn the bonus, you must be employed for the entirety of the bonus period. Meaning that if they quit or get fired in the middle of the bonus period, they're not entitled to a portion of what's going on or what happened. So to be more direct, I I think you've gotta you really gotta work this out. I think this is a good place for AI, by the way. I don't say this very much on podcasts. I think Kiera (31:14) Mm-hmm. His Paulness (31:14) you I think you put what your bonus system is and what's going on and what your problem is in it. And where you need it to go, and you help it, you you know, work with your consultant and you figure out where that pay needs to adjust. And sometimes you're adjusting the base rate of pay. and sometimes, by the way, everybody who's on a bonus or commissions needs to have a base rate of pay. or or you're, you know, you're you're moving some, you're moving something. My way of moving something is we're not hitting the goals that justify that commission or that bonus. And In order to get back to it, here's the new numbers that we have to hit. And until then I need to adjust this back and you you make your adjustments. are you talking about massive adjustments or yeah. Kiera (32:03) This one is like so it's like an office manager who came inherited to a practice and has a bonus structure in place like on collections. Well, back in the day it was great, but now payroll is at 42% of total overhead. His Paulness (32:16) That's all hot. Kiera (32:18) is a little high. And so recognizing the base pay is great. the additional compensation does not justify, like it's just part of their job. It's not an above and beyond. And so needing to remove that bonus structure. until maybe we hit a higher tier of the company and it's to right size that payroll portion. His Paulness (32:35) Yep. Yeah, I think that I would just kill the bonus system in that in that case. And if it's across the if it's across the board, I'd kill it. Or I would adjust it back significantly and so that they still have the feeling that they can earn a little bit more on the bonus system and I would set goals for them to get up. I think in your case, I don't know what you would could get a manager to do to to right side a forty two percent cost labor Kiera (33:02) Yeah. His Paulness (33:03) in a dental practice. what can I ask you what percentage you think it's supposed to be? Kiera (33:08) So what we typically say, like a lot of consulting companies are twenty-five percent, I tend to err on thirty percent. So it's twenty-five to thirty percent tends to be where I sit. I recognize California offices sometimes are a little bit higher than that. His Paulness (33:20) Hello, mm-hmm. Kiera (33:22) but that tends to be about what we'd recommend for a percentage. His Paulness (33:23) I'm I I'm with you. We you know, we we've got several hundred close to a thousand people on payroll. So we and and and they're using our our software for their HR systems. I you're you're you're in about the the pocket right there. We see as high as thirty six percent, and as as low as twenty two percent. That twenty two percent practice is tiny and highly profit profitable. Kiera (33:47) Mm-hmm. His Paulness (33:48) That's a very specialized dentist with about four employees. Kiera (33:52) Mm-hmm. His Paulness (33:52) So yeah, same place. I just was curious. I just, you know, love to Kiera (33:55) Yeah, no. It's a great one. And then one other question on payroll, because I have a lot of dentists who get burned by that third payroll, right? So it comes in the month and they're like, ugh. So some dentists, and I did this early on, so I have no idea how people can do it. I know what I did and I'm not about to share because it might not have been correct. but we move to only two payrolls in a month. So I do it on the fifth and the twentieth. And I know some dentists are thinking about that, wanting to are there any rules around how to do that? Are you allowed to do two payrolls a month? Like, because then I'm not getting hit with the cash flow hits of the third payroll. periodically, just some thoughts of offices are wanting to do that, are the right ways to go about it. His Paulness (34:28) Absolutely. Absolutely. You need to check your again, you gotta check your state rules. There's fewer states that have these rules but you need to check your state rules. There's this pay frequency. By the time they finish their payroll period and they close the payroll, there's a certain number of days when they have to be given a check. In none of those Kiera (34:47) Mm-hmm. His Paulness (34:48) instances does it prevent you from going to two payrolls a month, th that that I can recall. It's if it is, it's it's very It's one maybe one state, where you might have to add one or two payrolls to the year in order to meet the law. It's not every month. It's just to the year. Kiera (35:09) Interesting. His Paulness (35:10) Yeah. Kiera (35:11) Okay. Yeah, 'cause I know when we did it, I just I was like, We're gonna change it and they told us to float employees if they needed it. I let them know when it was coming so they could financially prepare for it and yeah. His Paulness (35:20) Yep. Give everybody thirty days and you will have met your states most states' requirements too that say if you're gonna change to this model, that's what you gotta do. Yeah. Kiera (35:30) Awesome. Okay. Well, Paul, I've like we peppered you on so many questions. I know you had a couple of case studies you wanted to bring and I'm excited to like hear. I I do enjoy a good case study that freaks me out and I I feel like it's like forensic files with you. Like bum bum bum bum. Like let's hear the case studies now. His Paulness (35:46) I think I'm gonna start with a f positive one and then I'm I'll ruin y'all's days with the other one. here's the here's Kiera (35:52) Ha ha His Paulness (35:52) here's the positive one. And we have been saying this for years and we're the ones that started implementing it with our clients. It's not that we invented it, it's that not enough importance was put on it. And when we started in two thousand six, everybody was making up their own employee handbook or they were going to ADP and they were getting handbooks that didn't have anything about HIPAA in them. And they didn't have anything about maternity leave. I mean, literally, payroll companies were telling employers, you don't have to give you're not required by law, so we don't put it in the handbook. And and we're like, so offices with seven women in them who Kiera (36:23) Yeah. His Paulness (36:24) are all going to get pregnant at some point in their career, you don't have a policy for what to guide them through. Anywho, the policy that we are very big on and we use it throughout the handbook in the c in the proper places. is a requirement to report a problem. So it's very simple. If you re if you have a problem and it could be with payroll, it could be around harassment and and you got to define that. It could be around many other things. You have to report it to us. Here's how to report it. If you're not confident who manages you, here's a way to tell somebody else about it. If you put those reporting procedures in place and someone doesn't follow it, they get fired. And they come back six months later to sue you over the problem that they never told you about, then the the judge is supposed to say, Hey, when did you tell them about this? When when when did this happen? And so we see it happen a lot in depositions, which never make a court case, so you don't see it publicly, where the lawyers got someone in deposition, they'll just say, okay, cool. so you said this was happening for the whole year, and you had four one on ones with your manager. and when when did you report it to your manager and and and or or or an email to somebody, you know, that that kind of thing. Well, we recently saw a case come up, it was errors versus chemjet. I I don't know what in the world chemjet does. chemjet argued, Kiera (37:54) Mm-hmm. His Paulness (37:55) hey, we this case should not go forward. We want summary judgment, we want out, because this employee never told us about this problem. They never said a word to us. And the judge said to the and the judge granted it to him. They just said, you know, It they're right. You had an opportunity to report this. You're back here. You have a multiple complaints, but you were you did sign the employee handbook, you did acknowledge it, they did distribute it to you, and you gave them no chance to cure this. Had you given them a c a chance to cure it, there's a reasonable expectation that they could have done something about it. Without knowing about it, nothing they could do. So again, when you self-make your handbook and you miss that opportunity, Kiera (38:31) No, she's not. His Paulness (38:32) you get, you know, you may not get the best result. Kiera (38:36) I think Paul, something I've learned and when I started a business, I was like, okay, I can be cheap on certain things. I can be cheap on gauze, I can be cheap on gloves, I can be cheap on what I pay for dinners, like staff gifts. Like I can be cheap those areas. The thing not to be cheap on is have my employee handbook and my policies like cross our T's, dot our I's pay there to prevent much harder future decisions. His Paulness (39:02) Well, you're speaking my love language right now. There are just a few places where you just don't want to be cheap. You don't want to be cheap with your CPA. You wanna you want consultants and and good consultants cost a little bit more and so that you can get more individual attention. There's just you know, for all of us, there's just these things where it just doesn't make sense to kind of cheap out. the you know, but the entrepreneur in all of us, in Kiera (39:26) Mm-hmm. His Paulness (39:27) me too, and me as well. I mean, heaven help me, AI has made it so that I can start coding my own stuff. That's probably not a good idea. But I'm doing it, Kiera, because I'm gonna I'm Kiera (39:38) I know. His Paulness (39:38) gonna save myself some money. that's Kiera (39:40) Ha ha. His Paulness (39:41) not what's gonna happen. I but anyway, that's the story, you know, that little guy in the back of your head. yeah, there's some things Kiera (39:48) Seriously. His Paulness (39:49) not to say. Money on, and I'll make this argument about policy. Most doctors will and will spend hours on creating their own employee handbook. Which I mean, I don't know a doctor that doesn't value his or her time at five hundred dollars an hour. Many of you make a lot more than that. You have to generate that. That's the only way you can keep your business open. you end up with a fifteen to twenty to twenty five thousand dollar handbook that was created by somebody who doesn't understand HR law, which is you. it's just not the best way to spend your time. And I'm just I'm just like, doctor, this is Kiera (40:20) Agreed. His Paulness (40:20) a this is a fifteen thousand dollar document and it's got a bunch of evidence in it and it's not the right kind of evidence. So, Yeah, thanks for letting me talk about that. Kiera (40:31) I agree. Okay. Now let's scare everybody into why they should not make their own handbooks. Like that that'll be the one that won't let us sleep tonight. Cause I'm sure has something His Paulness (40:37) That'll be the Halloween thing, yeah. Kiera (40:39) that that like just don't don't shortchange on your HR and legal. To me, I'm like, those are worth it. Just pay. I can sleep at night better. Like and cross my T's not my I's. I do want to do right by my employees. So okay, what's your other case study? His Paulness (40:49) And just like I wanna add one more thing. When you're Kiera (40:54) Yeah. His Paulness (40:54) working with someone like us, you're also getting access to the experts who are taking the legal and the human side approach to it. So they've talked to thousands of practices and heard your problem probably. Every now and then somebody gets an award a an award, a monthly award for wow, we've never heard that before. but for the most part, you're talking to a a a group of experts who are there who can actually help you solve the problem too. And that's where the real value is. You know, we were talking about AI giving the right legal answers. It's the human answers that are are more interesting. So the last case study is the it it it has to do with the classification conversation we had. a temporary employee who the doctor hired. she was a hygienist. she came into the practice, they hired her as a ten ninety nine employee, which doesn't exist, hired as a ten ninety Kiera (41:52) Mm. His Paulness (41:52) nine, didn't put her on the payroll, didn't put her on workers' comp, didn't put her on anything. she ended up working for them for about three weeks. The person that she was supposed to set in for was supposed to come back, and that person was at the end of her pregnancy, and so she d was unable to return to work, so they kept that employee on for about three weeks. She was not great. at the end of the three weeks, they she was like the the the the employee who she was replacing for for temporarily was going on maternity leave. She was expecting to stay and through that time period now. And they didn't want her to stay, and they told her, you know, no, you're you're not gonna stay. And so she went and filed unemployment. and you know, you guys are thinking, well, an independent contractor can't get unemployment. Well Well, remember, she was misclassified, she was an employee, didn't matter what you called her. And this triggered the state to look Kiera (42:53) Mm. His Paulness (42:54) for her withholding and to see that she was not on the record. and then it triggered them to tell the Department of Labor in that state that this because they were working together. So UI a UI claim kicked in an entire investigation from the Department of Labor in that state. And so they wanted all the time records and I think they may even requested bank records because they were looking for other instances of misclassification and paying people as an independent contractor. So that's the other horror story. Kiera (43:25) Mm-hmm. His Paulness (43:25) I don't I don't s that it doesn't usually get that bad, but it can, but I do see it blow up a lot and and I mean quite frequently people go out and make these claims. the other thing Kiera (43:40) Mm-hmm. His Paulness (43:40) that can happen in a misclassification in the domino effect. Is that your associate doctor gets that that independent contractor gets audited. and in the audit they learned that they were working for you, and then that Kiera (43:54) Yeah. His Paulness (43:54) triggers an audit of you, and then you have to pay all the taxes that you didn't pay them, with with penalties. Kiera (43:59) Mm-hmm. His Paulness (44:00) That's a really happy note to end on, right? Kiera (44:03) I know. I'm like, all right. And with that, everybody, have a great day. His Paulness (44:05) Yeah, w with that, yep. Have a great day. I think we should pause to focus our way out of this somehow. Kiera (44:11) I think we should too. And I think I think the piece I take about this is I appreciate honest and real because I think so many times we were like, that's not gonna happen to me. And I would like people to like, I remember it was crazy. I actually was talking to my financial advisor this week and I was like, okay, let's just like run the tape. If me and my husband got divorced and Like what would this look like? Would we both be financially taken care of? And he was like, is divorce on the table care? And I was like, no, not at all. I just want to know like what would be my worst case scenario if that ever did happen. Cause that's going to set me up better to make smarter decisions today and like make sure we're prepared if that ever came about. And he's like, You're the first client who's ever asked me that. And I thought about it and I'm like, that is actually how I think. And I feel like it applies very much to HR is why don't we know like what worst case scenarios are? Not so we don't sleep at night, but so we make better decisions. His Paulness (45:00) So we do sleep at night. Yeah. Kiera (45:00) And like this can happen. Exactly. Cause I'm like, I'd rather know. Like they have proven that us not knowing what happens creates more anxiety than knowing. And so I'm like, I feel like this is my like when I pay for HR or when I pay for my lawyer or when I pay for I have to learn a lesson. Like we're going through some things in our company right now. And I'm like, all right, this is just my CE and HR. So like me paying His Paulness (45:18) Yep. Exactly. Kiera (45:20) my legal fees, me paying my HR fees. Like I didn't learn this. You paid for dental school. So this is where we learn what's the absolute worst that could happen to us. We pay for our CE education in this to learn from people like yourself for this. And then we do the best we possibly can. And when we learn that we were doing it wrong, we correct it, we make it better now and we keep moving forward. And that's how I think I would like put a pretty bow on this because Paul, like, to me, as much as I get creeped out every time I talk to you, I appreciate it. It's not a lie. Every time His Paulness (45:48) Okay. Kiera (45:50) you come and meet with our dentist and I'm like, my gosh, and my whole team's sitting there. And I'm like, His Paulness (45:54) Yeah. Kiera (45:55) like, please like just cover your eyes and ears and don't hear that I'm messing up. Like His Paulness (45:56) Just yeah, Toba said la la la. Yep, yep. Kiera (45:59) All the dentists get a hear and like their teams aren't even present. My whole team sitting there taking notes rapidly. And I'm like, goodness, like great and not great. but I appreciate it because it makes me better and it makes me a better business owner. And I think that's why we're all listening to this. So that's my take. You might have a happier ending, but to me, I'm like, let's learn His Paulness (46:16) I do. Kiera (46:17) it. Let's play our CE fees of learning HR and let's continue to be great employees in the industry. His Paulness (46:22) I have a very upbeat thing here to end this on. it's very short. if your better half is like my better half, there's no way in hell they listen to your podcast 'cause they've heard your voice enough. And so your your Kiera (46:34) It's true. His Paulness (46:34) your spouse is never gonna hear that he's in imminent danger right now. Maybe he should hear it. Maybe we should send him a Kiera (46:40) True. Maybe to I did tell him I asked the financial advisor that yesterday. I was like, I did ask this question. His Paulness (46:47) Mm-hmm. Kiera (46:47) He's like, Kiera, I like that about you. He's like, that's more probable than me dying. He's like, how many and I was like, you're right. And I was like, but guess what? I hope we ride off to the sunset forever. Like, that's my ultimate plan, but I His Paulness (46:58) Right. Kiera (46:58) would like to know. So anyway, he probably will never hear this podcast, which is probably in my favor today. His Paulness (47:03) Yeah. look, I appreciate you having me on the show. I it's nice to be able to kinda talk through these things. This is like, you know, my passion, the thing I wake up thinking about every day. So it's kind of fun to share this stuff. I do appreciate. Kiera (47:17) Well, I appreciate you, Paul. Paul, you're such a resource in the industry. You're somebody that I recommend to every practice that we work with. So, Paul, if people are interested, if they loved this, if they're freaked out and they're sitting there with their stomach in knots, how do they connect with you? Or if they're like just wanting to be better. You don't have to be nervous. You can still reach out. His Paulness (47:26) Yep. yep. if they Exactly. okay, so you can go to our website, which is C E D R, the word solutions with an S on the end. So that's CEDRSolutions.com You can go to our website, sign up for the education. if you want an employee handbook or you want to kind of figure out, you know, what it would take, you're like, hey, I think I maybe I should take care of this. You go in the other direction, Kiera (47:55) Mm-hmm. His Paulness (47:55) just fill out a form, you'll talk to somebody here, it's all low pressure. You wanna make sure that you that you're saying, Look, I heard the podcast of Dental A Team, so we can so we know where you came from. and we'll take good care of you. We'll explain what's available to you and kinda, you know, go through the process. those are really the best two ways, you know. Best those are the best two ways. Kiera (48:17) I love it, Paul. And Paul's not going to be high pressure. I will be high pressure. Get your freaking handbooks updated and like legal. Then go do that. Like that to me is like give His Paulness (48:25) What she said. Kiera (48:26) yourself the gift of peace of mind at night. Go get that done. So, Paul, thank you for being on the show. Thank you for being a part the Dental A Team. Thank you for being someone I trust in the industry, someone I value. And I hope today everybody listen to what he says, make yourself better, become a little bit better today. And Paul, truly thank you for being on the show. His Paulness (48:41) My pleasure. Kiera (48:43) And for all of you listening, thanks for listening. And I'll catch you next time. on the Dental A Team Podcast.
Dr. Mike Han, Chief Medical Officer at Ambience Healthcare, describes their AI-powered platform that, with consent, transcribes physician-patient conversations and then uses AI to create comprehensive documentation, including suggested diagnoses and coding recommendations. By automating documentation and integrating into existing electronic health record systems, the platform enables clinicians to focus on the patient interaction rather than keyboard entry. The technology targets multiple pain points simultaneously: coding accuracy, documentation of a patient visit, and patient engagement, while reducing downstream errors and payment delays. Mike explains, "So Ambient Clinical Documentation is a tool that we provide to physicians and APPs. The physician or advanced practice practitioner asks the patient for consent to record the conversation. So the entire conversation is recorded and then transcribed. After it's transcribed, our artificial intelligence platform creates a progress note out of that transcription. Progress notes are broken into several different sections: a subjective section, which is the patient narrative, an objective section, which generally includes vital signs, physical examination, and labs, and then an assessment and plan." "Furthermore, our tool also suggests diagnoses that the physician can select, as well as coding recommendations to help the physician identify a level of service or medical decision-making complexity surrounding the medical decision-making. And so it really does reduce the physician's cognitive burden during the visit. And what we've seen is that this tool allows the physician to focus on the patient as opposed to the keyboard or the monitor." #Ambience #AmbienceHealthcare #AmbientAI #ClinicalDocumentation #HealthcareAI #PhysicianBurnout #HealthIT #MedicalCoding #PatientCare #AIinHealthcare #DigitalHealth #HealthTech #ClinicianExperience #PatientExperience ambiencehealthcare.com Download the transcript here
Dr. Mike Han, Chief Medical Officer at Ambience Healthcare, describes their AI-powered platform that, with consent, transcribes physician-patient conversations and then uses AI to create comprehensive documentation, including suggested diagnoses and coding recommendations. By automating documentation and integrating into existing electronic health record systems, the platform enables clinicians to focus on the patient interaction rather than keyboard entry. The technology targets multiple pain points simultaneously: coding accuracy, documentation of a patient visit, and patient engagement, while reducing downstream errors and payment delays. Mike explains, "So Ambient Clinical Documentation is a tool that we provide to physicians and APPs. The physician or advanced practice practitioner asks the patient for consent to record the conversation. So the entire conversation is recorded and then transcribed. After it's transcribed, our artificial intelligence platform creates a progress note out of that transcription. Progress notes are broken into several different sections: a subjective section, which is the patient narrative, an objective section, which generally includes vital signs, physical examination, and labs, and then an assessment and plan." "Furthermore, our tool also suggests diagnoses that the physician can select, as well as coding recommendations to help the physician identify a level of service or medical decision-making complexity surrounding the medical decision-making. And so it really does reduce the physician's cognitive burden during the visit. And what we've seen is that this tool allows the physician to focus on the patient as opposed to the keyboard or the monitor." #Ambience #AmbienceHealthcare #AmbientAI #ClinicalDocumentation #HealthcareAI #PhysicianBurnout #HealthIT #MedicalCoding #PatientCare #AIinHealthcare #DigitalHealth #HealthTech #ClinicianExperience #PatientExperience ambiencehealthcare.com Listen to the podcast here
Êtes-vous prêt à démystifier le contrôle fiscal et à comprendre pourquoi il ne devrait pas être une source d'angoisse pour vous et votre entreprise ? Dans cet épisode de "T'as vu avec ton comptable ? ", Olivier reçoit Yves Delibes, avocat associé chez Bondiguel Associés, qui nous éclaire sur ce sujet souvent redouté. "Le contrôle fiscal est un processus normal dans le cadre du système déclaratif français", nous rappelle Yves, et il est essentiel de le comprendre pour mieux l'anticiper.Au cours de cette discussion, Olivier et Yves abordent les différentes facettes du contrôle fiscal, en commençant par les divers types de contrôles : contrôles sur pièces et contrôles sur place. Yves insiste sur l'importance de l'anticipation et de la préparation pour éviter des complications futures. En effet, savoir quels indicateurs peuvent déclencher un contrôle est crucial pour chaque dirigeant d'entreprise. Ils partagent également des conseils pratiques pour bien documenter les décisions fiscales, afin de justifier les positions prises en cas de besoin.Un autre point essentiel abordé est la notion de débat contradictoire, qui souligne l'importance d'une coopération constructive avec l'administration fiscale. Yves explique comment une communication ouverte peut transformer une expérience potentiellement stressante en une opportunité d'apprentissage et de croissance pour votre entreprise. Grâce à des exemples concrets et des conseils avisés, cet épisode vous permettra de mieux appréhender le contrôle fiscal et d'adopter une attitude proactive.En conclusion, ne laissez pas le contrôle fiscal vous intimider. Au contraire, apprenez à l'anticiper et à vous entourer des bonnes personnes pour naviguer dans ce processus. Écoutez cet épisode captivant de "T'as vu avec ton comptable ? " pour découvrir comment transformer une source d'angoisse en un atout pour votre entreprise. Préparez-vous à changer votre perspective sur le contrôle fiscal !Ce podcast est proposé en partenariat avec l'éditeur de logiciels pour les Experts-Comptables : ACD.Merci de votre écoute
This week on the Sunlight Tax Podcast, I'm diving into tax deductions for freelancers and small business owners. I'll walk through the IRS rules you need to understand, plus how setting up simple automated systems can help you capture more legitimate deductions, save time, and take some of the stress out of tax season.Also mentioned in today's episode:00:10 Introduction to Business Deductions and IRS Rules02:04 The Importance of Documentation and Automation03:54 How to Track and Deduct Business Travel Expenses06:07 Understanding Mixed Use Items and Partial Deductions08:00 Examples of Deductible Expenses and Personal Travel10:12 Resources for Learning and Setting Up Deduction Systems12:13 The Benefits of Proper Deduction Planning13:57 Details of the Sunlight Tax Intensive Program14:52 Encouragement and Final Tips for Business OwnersIf you enjoyed this episode, please rate, review and share it! Every review makes a difference by telling Apple or Spotify to show the Sunlight Tax podcast to new audiences.Episode Links:Learn more about the IntensiveMy upcoming in-person workshop with The Art Students League of New YorkLink to join the First Official Cohort (9/23 & 9/24). Investment is $1850Get my Tax Help on SubstackGet your FREE visual guide to tax deductionsOrder my book: Taxes for Humans: Simplify Your Taxes and Change the World When You're Self-Employed Get full access to Taxes For Humans at sunlighttax.substack.com/subscribe
(Deuxième épisode) Au printemps 2017 à Jonzac, une commune de Charentes-Maritimes, un coup de vent fait tomber un arbre sur la clôture d'un jardin. Mais c'est une autre tempête qui va naître. D'un côté de la clôture vivent Jérôme, Laura et leur fille de six ans. De l'autre, Joël Le Scouarnec, un « petit papy courtois » comme le décrivent ses voisins. La clôture tombe et les voisins se rapprochent. Jusqu'à un jour d'avril où la fille de Jérôme lui fait part d'une agression sexuelle perpétrée sur elle par le vieux monsieur. Le père croit immédiatement sa fille et l'emmène à la gendarmerie. Les gendarmes, eux, sont sceptiques. Ils doute de la culpabilité d'un homme qui est un notable de la commune, un médecin respecté par ses pairs et ses proches. Pourtant, l'alerte donnée par cette enfant va permettre de mettre au jour des décennies d'abus sexuels, incestueux et pédocriminels perpétrés par Joël Le Scouarnec. Des crimes infligés en grande partie à ses patients, mais aussi à des enfants de sa famille, et qu'il a scrupuleusement consignés dans des fichiers numériques retrouvés chez lui. Dans Crime story, la journaliste Clawdia Prolongeau raconte cette enquête avec Damien Delseny, chef du service police-justice du Parisien.Un épisode en partenariat avec le documentaire Les cercles du silence diffusé sur France 2 le 22 septembre à 21h10 et consacré à l'affaire Joël Le Scouarnec.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Thibault Lambert et Clémentine Spiler - Photo : AFP/Benoit Peyrucq - Réalisation et mixage : Pierre Chaffanjon - Musiques : Audio Network.Documentation.Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
(Premier épisode) Au printemps 2017 à Jonzac, une commune de Charentes-Maritimes, un coup de vent fait tomber un arbre sur la clôture d'un jardin. Mais c'est une autre tempête qui va naître. D'un côté de la clôture vivent Jérôme, Laura et leur fille de six ans. De l'autre, Joël Le Scouarnec, un « petit papy courtois » comme le décrivent ses voisins. La clôture tombe et les voisins se rapprochent. Jusqu'à un jour d'avril où la fille de Jérôme lui fait part d'une agression sexuelle perpétrée sur elle par le vieux monsieur. Le père croit immédiatement sa fille et l'emmène à la gendarmerie. Les gendarmes, eux, sont sceptiques. Ils doute de la culpabilité d'un homme qui est un notable de la commune, un médecin respecté par ses pairs et ses proches. Pourtant, l'alerte donnée par cette enfant va permettre de mettre au jour des décennies d'abus sexuels, incestueux et pédocriminels perpétrés par Joël Le Scouarnec. Des crimes infligés en grande partie à ses patients, mais aussi à des enfants de sa famille, et qu'il a scrupuleusement consignés dans des fichiers numériques retrouvés chez lui. Dans Crime story, la journaliste Clawdia Prolongeau raconte cette enquête avec Damien Delseny, chef du service police-justice du Parisien.Un épisode en partenariat avec le documentaire Les cercles du silence diffusé sur France 2 le 22 septembre à 21h10 et consacré à l'affaire Joël Le Scouarnec.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Thibault Lambert et Clémentine Spiler - Photo : AFP/Benoit Peyrucq - Réalisation et mixage : Pierre Chaffanjon - Musiques : Audio Network.Documentation.Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
⚖️ What Happens If You Ignore Divorce Court Orders? | Los Angeles Divorce
⚖️ What Are Your Options If Your Spouse Ignores Court Orders? | Los Angeles Divorce
This episode explores how AI is reshaping technical communication, from documentation structure and markup choices to making content accessible for AI-driven consumption.Host Kristof Van Tomme talks to Dawn Stevens, President of Comtech Services, and they explore what AI-driven consumption means for the way we structure and write documentation, compare the strengths of semantically meaningful markup languages like DITA with lightweight (insider pun intended) formats like Markdown, and discuss the risks of keeping documentation hidden behind firewalls.
Nancy Germond explains how strong training, clear procedures and thorough documentation can help insurance agents avoid common errors and omissions claims. She also explores coverage knowledge, evolving standards … Read More » The post How Insurance Agencies Can Prevent E&O Claims | IJA Aftershow with Nancy Germond appeared first on Insurance Journal TV.
⚖️ How to File a Motion to Modify a Divorce Agreement | Los Angeles Divorce
Real Estate Investor Dad Podcast ( Investing / Investment in Canada )
Should You Invest in Vancouver, Montreal or Laval? Plus the 2 Numbers Wayne Uses to Analyze Deals Can you find a good rental property in Montreal or Laval? Should you invest in Vancouver? What numbers actually matter when analyzing a rental property? And if you already bought a bad deal, should you hold it and hope it recovers, or sell it and move on? Today's episode of the Canadian Real Estate Investing Morning Show is another investor Q&A covering exactly those questions. Wayne and Gabby break down how to evaluate a market, how borrowed down-payment funds affect cash flow, why Wayne would personally avoid certain provinces even when the numbers appear to work, and the two metrics he actually uses to compare real estate deals. The main message: Don't force a market to work. Find the market, property type and deal that actually fit your investment criteria. Can You Cash Flow in Montreal or Laval? A listener from Laval, Quebec asks whether it is realistic to find a property in Laval or Montreal that meets Wayne's cash-flow criteria. Wayne says it may be possible. But instead of starting with one predetermined property type, investors should study the entire market. Look at: Apartment condos Townhouse condos Duplexes Single-family houses Houses with secondary suites Small multifamily Larger multifamily Then compare purchase prices across different neighbourhoods with the rents those properties can realistically achieve. The goal is to become a master of the market. You need to know: What different property types cost. What different neighbourhoods cost. What tenants will pay. What areas attract stronger tenants. Which property types produce the best rent-to-price relationship. Only then can you determine which opportunities deserve deeper investigation. Don't Start With the Strategy and Force the Market The listener specifically mentions wanting to purchase a plex. Wayne's approach would be slightly different. Instead of deciding: "I want to buy a plex." Start with: "Which asset type in this city produces the best combination of cash flow, tenant profile, risk and long-term potential?" Maybe that is a plex. Maybe it is a townhouse. Maybe it is a suited house. Maybe it is something completely different. Do not force the property type. Follow the numbers. Borrowing Your Down Payment From Home Equity The listener is also considering borrowing against their existing home to fund the down payment. Wayne likes the concept of taking otherwise unused equity and redeploying it into another productive asset. But there is an obvious trade-off. Borrowing the down payment creates additional debt. Additional debt means additional monthly interest. That increases the risk. If the investment property itself produces $500 per month in cash flow but the borrowed down payment costs $300 per month to service, the investor's actual financial position is very different. That needs to be considered. Look at the Entire Portfolio When investors use equity from one property to fund another, Wayne sometimes prefers looking at the cash flow of the entire portfolio instead of judging only the new property in isolation. Maybe one property produces excellent cash flow. Another is tighter. Together, the portfolio may still be healthy. The question becomes: Does the entire portfolio still pass the cash-flow test and remain resilient? Borrowing money to scale increases potential profits. But it also increases risk. The goal is finding the right balance. Borrowed Investment Funds May Be Tax Deductible Gabby also points out an important tax consideration. When money is borrowed and used for qualifying investment purposes, the interest may be deductible. That can reduce the true after-tax cost of the borrowed funds. Investors should confirm the exact treatment with a qualified accountant based on their specific circumstances. Why Wayne Still Wouldn't Choose Quebec This is where Wayne's answer changes. Could somebody potentially find a property in Quebec that produces good cash flow? Yes. Would Wayne personally want to operate his rental-property business there? No. The issue is the landlord and tenant laws. Wayne views real estate as a business. And if the jurisdiction makes it unnecessarily difficult to operate that business, enforce agreements or manage risk, that becomes a major negative. Even if the numbers work. For Wayne, that can be enough to eliminate the market. A Great Deal in the Wrong Province Can Still Be the Wrong Deal Wayne compares Quebec with other provinces where investors have historically found strong deals. The purchase price might work. The rent might work. The appreciation potential might work. But if the operating environment creates significantly more landlord risk, the deal becomes less attractive. Wayne would rather invest in a market where: The property works. The cash flow works. The tenant profile works. The long-term fundamentals work. And the laws support the operation of the business. Wayne's "Ice Age" Theory Wayne again discusses the idea of real estate markets entering an "ice age." A market can become temporarily unattractive when prices rise faster than rents and household affordability. That does not mean the city is permanently bad. It means investors may need to wait. Calgary is one market Wayne currently describes this way. He believes Edmonton will eventually reach a similar stage. When that happens, he will look for the next market where the fundamentals work better. What Numbers Should Investors Actually Follow? Another listener asks which indicators they should use when analyzing deals. They currently look at: Cap rate Cash flow ROI DSCR The 1% rule Other rules of thumb Wayne simplifies it dramatically. He primarily focuses on two things: Return on Investment and The 5% Rule™ Cash Flow Test That is it. Metric #1: Return on Investment ROI tells Wayne how profitable the investment is. It allows him to compare completely different properties using one common measure. A townhouse. A suited house. A multifamily building. A condo. A garden-suite development. Whatever the property type, the question is: For every dollar I invest, how much profit am I receiving back? Wayne looks at total profits from: Cash flow Mortgage principal paydown Appreciation Then compares those profits with the initial investment. He generally prefers looking over longer holding periods rather than focusing only on year-one returns. Real estate is a long-term investment. Metric #2: The 5% Rule™ Cash Flow Test Profitability is only half the equation. The other half is risk. Wayne uses cash flow as his primary risk measure. The more cash flow a property produces, the greater its ability to absorb: Lower rents Higher mortgage payments Repairs Vacancy Increasing expenses Unexpected economic changes Imagine one property produces $500 per month. Rent falls by $200. You still have $300. Another property produces only $100. Rent falls by $200. Now you are losing money. Multiply that across a 20-property portfolio and suddenly a small monthly problem becomes a very large one. That is why Wayne created the 5% Rule. Profitability + Risk Wayne's approach is to balance: ROI = profitability with Cash flow = risk protection A property can have an incredible projected return but still be dangerously fragile. Another property can be extremely safe but produce disappointing returns. The goal is finding investments that score well in both areas. Wayne Doesn't Use the 1% Rule Wayne considers rules such as the 1% rule outdated and overly simplistic. The bigger question is: Why 1%? What exactly is it measuring? Profitability? Risk? Financing? There is often no clear reasoning behind the number. Wayne prefers metrics where he understands exactly what they are measuring and why they matter. A Listener Bought a Vancouver Condo and Regrets It Another listener writes in after purchasing a condo in the Greater Vancouver area. They say the property is losing several hundred dollars every month. They relied heavily on their realtor. They did not educate themselves first. And after finding the Morning Show, they realized they had done exactly what Wayne warns investors not to do. Their questions: Should they continue investing in Vancouver? Should they invest somewhere else? And how do they get out of the condo? Would Wayne Invest in Vancouver? Wayne's answer: No. He does not believe Vancouver currently fits the five fundamentals he uses when selecting markets and investments. His issue is not whether Vancouver real estate can appreciate. It obviously can. His problem is that Wayne does not buy properties primarily to speculate on appreciation. He wants to purchase a profitable rental business. If the rent cannot pay the operating costs and produce sufficient cash flow, he is not interested. Appreciation Is Not Enough Someone can buy a Vancouver condo and hope it goes up in value. That is a strategy. It is simply not Wayne's strategy. Wayne wants: Positive cash flow Mortgage paydown Long-term appreciation potential A strong tenant profile A supportive operating environment The property needs to make sense without requiring appreciation to rescue the investment. Should You Invest Outside Your Home City? Yes. Wayne believes investors should go where the fundamentals work. You do not need to live in the same city as your rental property. Wayne and Gabby already manage properties they rarely or never physically visit. The solution is building: The right team Communication systems Maintenance systems Inspection systems Contractor relationships Documentation systems Location matters far less once the management system works. How Do You Get Out of a Bad Vancouver Condo? Wayne's first answer is straightforward: Talk to your realtor and understand what the property can realistically sell for. Then calculate: Mortgage penalty Realtor fees Legal fees Current market value Remaining mortgage Potential loss Tax implications Net proceeds Then determine whether continuing to hold the property actually improves the situation. Wayne warns against holding a bad investment indefinitely simply because you want to "break even." Sometimes the best decision is to accept the loss, learn from it and redeploy the remaining capital into a better opportunity. Don't Make the Next Decision Based on the Last Mistake A bad deal does not mean real estate investing does not work. It means that particular deal did not work. The most important thing is learning from it. Get educated. Understand the market. Understand the numbers. Create proper criteria. Then try again with a stronger foundation. Ghost Listings for Rental Research Another viewer asks about posting a rental listing before the property is actually available to test the market rent. Wayne explains that investors sometimes use "ghost listings" to gauge demand at a particular price. But Gabby raises an important concern. If tenants currently occupy the property, posting their home for rent before it is actually available can create unnecessary problems. There is also a timing issue. If you post the listing in September to determine what rent you can get in December, you are collecting September data. Rental markets are seasonal. The information may not accurately reflect what tenants will pay months later. Ask the Right Professional Wayne closes the discussion with another important principle: Use professionals for what they actually specialize in. A realtor brokers real estate transactions. A mortgage broker arranges financing. A lawyer provides legal guidance. A contractor performs construction. That does not automatically make any of them qualified to provide investment strategy. Build a team of strong professionals. But remain the CEO of your own real estate business. Remote Property Management Course – 50% Off This Week Gabby's Remote Property Management Course is currently 50% off. The eight-module course teaches the systems Wayne and Gabby use to remotely manage their own rental portfolio. Use code: 50OFF at: www.reimasters.ca Edmonton Real Estate Investing Course Want to learn Edmonton neighbourhoods, property types, tenant profiles and investment opportunities? The Edmonton Real Estate Investing Course is available at: www.reimasters.ca REI Masters Mentorship Work directly with Wayne and Gabby on market selection, acquisitions, deal analysis, financing, property management, joint ventures and building a profitable Canadian real estate portfolio. www.reimasters.ca The 5% Rule™ Learn Wayne Hillier's cash-flow framework for Canadian rental properties. Search: The 5% Rule by Wayne Hillier on Amazon. Watch the Morning Show Join Wayne and Gabby every weekday morning at 7:00 AM Mountain Time on YouTube. Follow Wayne Hillier – Real Estate Investing Coach on YouTube. Questions: info@reimorningshow.com Upcoming Event REI Masters Annual Retreat Edmonton, Alberta October 17–18, 2026 www.reimasters.ca Sponsors Calvin Realty – Edmonton Investor-Focused Realtor Team www.calvinrealty.ca Finngo Bookkeeping & Tax Specialized bookkeeping and tax services for Canadian real estate investors. www.finngo.com/rei Kirkwood & Brennan Mortgage Group Investor-focused mortgage planning for Canadian real estate investors. www.kbmortgages.ca keaton@kbmortgages.ca
Many of you will be familiar with ISO 9001, the leading Quality Management Standard, which provides a solid foundation for managing any business. However, for certain industries, ISO 9001 alone is not enough. The built environment is one such sector, as it requires more rigorous controls to keep projects on track, ensuring safety of all involved and processes that enable documented accountability for each and every step until project delivery. BS 99001 was introduced in 2022, not to replace ISO 9001 but rather to add to existing quality management systems for those in the built environment sector. In this episode, Ian Battersby is joined by Darren Morrow, Senior Consultant at Blackmores, to explain what BS 99001 is, how it addresses challenges unique to the built environment sector and explore the clauses and how they differ from ISO 9001. You'll learn · What is the built environment sector? · Why was BS 99001 created? · What is BS 99001's relationship with ISO 9001? · How does BS 99001 differ from ISO 9001? · Exploring the clauses of BS 99001 · Where is BS 99001 going in the industry? Resources · Isologyhub · BS 99001 In this episode, we talk about: [02:35] Episode Summary – Ian Battersby is joined by Darren Morrow to explore BS 99001, Quality Management for the Built Environment. Join them as they discuss the reason for the Standards creation, it's relation to ISO 9001 and an overview of it's main clauses. [03:30] What do we mean by the Built Environment Sector? The sector covers the whole human-made environment: · buildings (homes, workplaces, hospitals, schools, entertainment), · infrastructure (roads, rail, bridges, utilities), · public space (parks, squares, streets etc) On top of that, you could also add the urban environment on a large scale, the way cities and towns are planned, developed over time, connected Any profession involved could apply this standard: · Design and planning (town planners, architects, interior designers, landscape architects) · Engineering (civils, structural, M&E, transport, environmental (planning our waste, water etc) · Construction (delivery, PMs, QSs, SMs, trades, contractors) · Management (of estates/facilities, property developers, agents, surveyors, valuers) · Policy, regulation, compliance (local authorities, planning officials, building control, regulatory authorities, enforcement agencies) [05:00] Why was BS 99001 created?: Despite the widespread adoption of 9001 across the industry (and it being a prerequisite in many circumstances), there has continued to be a series of significant incidents, numerous reports and national enquiries. These all point to an issue with quality that a generic standard appears to have failed to address. When this is the case, it's a sign that something more sector specific is necessary to avoid repeating the same mistakes. The UK Building Safety Act is now being enforced, which has added more implications and requirements on contractors. BS 99001 can help to support compliance with this due to its focus on responsibilities, competency and accountabilities. [09:45] What is BS 99001's relationship with ISO 9001?: BS 99001 doesn't modify or replace ISO 9001, it builds on it for the built environment sector. ISO 9001 creates a solid foundation for any business, but because of this it is deliberately vague in it's requirements. BS 99001 in comparison is very prescriptive with what it what's businesses to do, record and evidence. [10:30] How does BS 99001 differ from ISO 9001? BS 99001 is very much aware of the project based nature of its targeted sector, so the requirements are written with this in mind. Its requirements are written to ensure all parties involved in construction projects are included, accountability is its foundation, and it looks to help facilitate a lessons learned environment for compliant businesses. [11:30] BS 99001 Clauses: 4 Context - We're all used to this clause, but there's a note to consider the nature of the interested parties, as it's a lot more prescriptive and includes: · Members of the public are suggested first (users of stations, tenants in social housing) · Owners and operators of assets (ie, the built end product) · Project funders/investors · Project owners/sponsors · Project teams It also requires context documents specifically taking into account commitments to social, economic and environmental sustainability. So ESG is being embedded from the start. These interested parties encourage open forums between not only all those involved in the actual construction, but those that will be affected by the project and end product. This commitment to social, economic and environmental sustainability is a theme that continues throughout the whole Standard. Some businesses that already hold certification to Standards such as ISO 14001 and ISO 45001 think they may already have all of this covered, and in many ways they would be correct, however those typically apply to the business as a whole whereas BS 99001 incorporates everything in and around the project rather than treating projects as a separate entity – which is how other ISO Standards act in this sector. [15:40] BS 99001 Clauses: 5 Leadership – The specific requirement states: 'Top management shall ensure that a competent person is appointed as the management representative with oversight of quality for projects the organization is involved in or plans to be involved in' This may seem like an old-fashioned approach, however the need for competency in this sector is paramount. Organisational roles, responsibilities and authorities for Quality Management roles with clear competence and impartiality / independence criteria are explicitly stated. What was once a role that may have not held the power to stop a project like Health & Safety roles, now has that ability. If something is raised as a quality concern, then there is a strong argument for that becoming a safety risk down the line. It's better to fix something early on than to have it become a bigger problem, therefore, significance to the roles that point out these issues have been given the power they deserve in the project management process. [20:00] BS 99001 Clauses: 6 Planning – Risk management is an essential part of BS 99001, Clause 6 is where the requirements for risks and opportunities is explicitly stated, however, these are references multiple times throughout the Standard. There are specific Risk requirements to take account of are: · Projects it is involved in or plans to be involved in; · The process of construction and the subsequent use of the asset; · The organization as a whole; and · Society the economy and the environment. Many construction companies will be tendering for multiple jobs, so it's a good opportunity to build a robust risk register that gets added to with each project. Learning from one project should be used to help you to bid for the next one. Keeping track of these should also be done so you can inform your interested parties of the risks involved, and any subsequent lessons learnt should also be of value to your supply chain. One key group that often gets overlooked is the Funders, they'll have a particular interest in the risks and to have all the knowledge available about what they're funding. Having records to answer their questions will keep them happy or at least informed. Objective requirements include: · Quality objectives for each project, to reflect contractual and other requirements · Evidence of the following considerations in objectives: · Defined scope, time, cost and project lifecycle · Social, economic and environmental commitments · Collaboration with interested parties In ISO 9001, the objectives are set from the business level, but in BS 99001 these are aimed at the project level. [24:10] BS 99001 Clauses: 7 Support – As mentioned, people and competence is a big focus for BS 99001. Evidence for competence arrangements include: · Project / contract specific roles and responsibilities - formally assigned · Formal process(es) for determining competence · Competence arrangements relating to all people working on the organisation's behalf There are also verification processes for all external providers, including the need for: · Authorities for approval of operations, processes, design, production, inspection and tests · Competence arrangements for management representative(s) specifically regarding quality · Evidence that competence arrangements take into account requirements of interested parties It's up to the business to make sure they can prove people are competent for the roles they are assigned, which is why there is a lot of detail in this area. Documented information is also key, as this provides a traceable and auditable path of accountability. Again, BS 99001 is a lot more prescriptive on this clause when compared to ISO 9001. BS 99001 requires documentation of: · Process(es) to ensure awareness of statutory / regulatory requirements specifically relating to documented information (eg, building information, product safety, structure, maintenance, retention timeframes) · Approval methods and authorities for the different types of documented information · Communication / availability / control of changes to documented information to interested parties Now this doesn't mean you have to drown yourself in paperwork! These can all be stored as electronic records. This clause also sees a lot of repetition with areas such as risk, however this is simply the nature of Standards. They operate on the Plan Do Check Act cycle, you plan to do something, you do it, you check, you've done it, and you act on it. This repetition is there for a reason, documenting information especially as you need to prove that your final deliverable is safe, that it's operational and that it can be maintained. While documentation may seem like a painful process in the early phases of a construction job, it will serve you well once the project is completed as when you get to the point of handover, everything is already done and all required information is readily available for those interested parties. [31:55] BS 99001 Clauses: 9 Monitoring, measurement, analysis and evaluation – In ISO 9001, it's largely up to the organisation to determine what they monitor and measure, however in BS 99001 there are specific which must be measured, including: [28:30] BS 99001 Clauses: 8 Operation – This, like in most other Standards, is where the bulk of additional requirements sits. 8.3 Design includes: · Re-iterates the need to appropriate design processes at organisation and project level · Clear definitions of roles and responsibilities · Review, verification, validation, approvals and associated competences · Inclusion of interested partes · Compatibility between parties and their designs · Design maturity/novelty · Documentation needs · Life-cycle · Addressing of regulatory requirements, product safety 8.4 Control of externally provided products and services - Again, 9001 allows an organisation to determine its own controls over the supply chain (according to risk). But here, the standard specifically acknowledges the issues with supply chain which partly gave rise to it. It starts with defining the authority to approve suppliers The rest of clause 8 (Control of production and service provision) continues in similar detailed fashion, matching similar themes When we get to 8.7 (Control of nonconforming process outputs, products and services), we see the need to define specific roles, responsibilities and processes It also includes specific requirements for: · Evidence of reports to design team regarding design root causes · Close out of corrections · Agreements of interested parties to corrective action · Concession/design change notifications to design authority [35:45] BS 99001 Clauses: 9 Internal Audit – BS 99001's internal audits must be risk-based and include projects. You also need to evidence audit results being reported to interested parties. It also goes without saying that you need evidence of auditor competence. Where Management review is concerned, you must include specific information on the performance of projects, and also evidence management review outputs being reported to interested parties. [37:45] Where is BS 99001 going in the industry? – Currently, this is a Standard that applies more to bigger multi-million pound projects. However, Darren is seeing more of the requirements being pushed down the supply chain. We do see that happen with the likes of ISO 9001, ISO 14001 and ISO 45001 certified organisations doing much the same with their supply chains. But BS 99001 differs as it explicitly promotes pushing its requirements down the supply chain, it's not just a passive affect, it's something to be actioned through leadership by promoting quality management. [39:55] Top Tip – If this Standard is applicable you, we highly recommend you complete a Gap Analysis, even if you're already certified to ISO 9001. This Standard differs quite a bit and ISO 9001 misses the requirements that cover the project life-cycle, sustainability and social aspects that BS 99001 focuses on. At a basic level, ensure that your skilled people have their competences ready and available for if a client requires that information. [41:30] The advantage of BS 99001 – BS 99001 ensure that your business can plan well and protect itself with the required record keeping. If things go wrong, you have the documentation to protect yourself, and with the additional planning requirements, you can minimise the risk involved in projects before things have a chance to go wrong. If you are in the Construction Industry, this Standard is worth looking into. If you'd like any assistance with implementing or supporting BS 99001, get in touch with us, we'd be happy to help! We'd love to hear your views and comments about the ISO Show, here's how: ● Share the ISO Show on Twitter or Linkedin ● Leave an honest review on iTunes or Soundcloud. Your ratings and reviews really help and we read each one. Subscribe to keep up-to-date with our latest episodes: Stitcher | Spotify | YouTube |iTunes | Soundcloud | Mailing List
Nathaniel J. Gillis ( @nathanieljgillis ) joins us today to dive deep into the chilling intersections of demonology, the UFO phenomenon, and occult practices throughout history. In this episode, we explore the origins of the Nephilim, physical entity manifestations, CE5 summonings, and how modern government compartmentalization mirrors ancient occult rituals. From Aleister Crowley and NASA's hidden ties to Diana Walsh Pasulka's research and Nathaniel's most terrifying real-life cases, we examine what might truly be behind these manifestations. Welcome to Camp!
SummaryIn this episode of the Blue Security Podcast, hosts Andy and Adam celebrate six years of consistent podcasting, reflecting on their journey and the evolution of their roles in the tech industry. They delve into a significant controversy surrounding LG TVs, discussing privacy concerns related to data collection and microphone usage. The conversation transitions into smart home and IoT security, where they provide practical strategies for securing connected devices and protecting personal data. In this episode, the hosts discuss the importance of securing IoT devices through VLANs, the ongoing threat posed by the hacker known as Nightmare Eclipse, and the implications of a new vulnerability discovered in CrowdStrike's Falcon product. They also delve into the ethical considerations surrounding vulnerability disclosure, emphasizing the need for coordinated responses to prevent collateral damage in the cybersecurity landscape.----------------------------------------------------YouTube Video Link: ----------------------------------------------------Documentation: https://www.techradar.com/televisions/lg-tvs-collect-far-more-data-on-you-than-youd-expect-says-new-report-including-logging-microphone-audio-while-on-standbyhttps://www.infosecurity-magazine.com/news/crowdstrike-privilege-escalation/----------------------------------------------------Contact Us:Website: https://bluesecuritypod.comBluesky: https://bsky.app/profile/bluesecuritypod.comLinkedIn: https://www.linkedin.com/company/bluesecpodYouTube: https://www.youtube.com/c/BlueSecurityPodcast-----------------------------------------------------------Andy JawBluesky: https://bsky.app/profile/ajawzero.comLinkedIn: https://www.linkedin.com/in/andyjaw/Email: andy@bluesecuritypod.com----------------------------------------------------Adam BrewerTwitter: https://twitter.com/ajbrewerLinkedIn: https://www.linkedin.com/in/adamjbrewer/Email: adam@bluesecuritypod.com
⚖️ What to Do If Your Ex Violates the Divorce Settlement? | Los Angeles Divorce
Real Estate Investor Dad Podcast ( Investing / Investment in Canada )
The Best Real Estate Investing Advice From REIcon 2026 REIcon 2026 is officially over. After a packed weekend of presentations, panels, live coaching, deal analysis and conversations with investors from across Canada, Wayne and Gabby are back on the Canadian Real Estate Investing Morning Show sharing some of the best advice they gave from the stage. In today's episode, they recap several of the biggest lessons from the weekend, including a creative way to negotiate inspection repairs, the three real estate opportunities Wayne believes are strongest in Edmonton right now, why residential real estate should not automatically be considered inferior to multifamily, and why buying the property is only the beginning. One of the biggest messages from the weekend: You don't make all your money when you buy the property. How you manage that property afterward determines what you actually keep. Don't Leave an Event Without What You Came For Wayne's final advice before leaving REIcon on Saturday was simple. If you paid to attend an educational event and still have a question preventing you from taking action, do not leave without getting it answered. Find the person who knows. Ask the expert. Talk to the lender. Talk to the lawyer. Talk to the investor. Talk to the contractor. The entire point of attending an event like REIcon is to leave with more clarity than you arrived with. Monday morning eventually comes. Motivation fades. What matters is whether you actually learned something that allows you to take the next step. A Creative Way to Negotiate Inspection Repairs One of Gabby's favourite conversations happened Friday night. An investor had a property under contract. The numbers worked. He liked the property. Then the home inspection revealed several repairs. The seller did not want to reduce the price or complete the work. The investor was considering walking away because every additional dollar he personally invested into repairs would reduce his return on investment. Gabby suggested a different approach. Instead of asking the seller to lower the purchase price: Increase it. Then require the seller to complete the repairs before closing. Why? Because the increased purchase price may allow more of the total acquisition cost to be incorporated into the mortgage financing, while the seller uses the additional proceeds to complete the required work. The seller can potentially walk away with roughly the same net amount. The buyer avoids funding the entire repair bill separately out of pocket. And the deal may stay together. It will not work in every transaction and needs to make sense with the lender, appraisal and contract structure, but it demonstrates an important investing principle: Price is only one part of a negotiation. Stop Obsessing Only Over Purchase Price Investors often become fixated on negotiating the lowest possible purchase price. But the better question is: How do I structure the entire transaction so the investment works? Price. Repairs. Closing date. Financing. Conditions. Credits. Terms. Possession. All of these can matter. Sometimes paying slightly more for the property can actually create a better investment if the overall structure reduces the amount of additional cash you need to contribute. The Three Edmonton Opportunities Wayne Highlighted at REIcon During Saturday morning's live Morning Show, Wayne shared the three opportunities he currently believes are among the strongest in Edmonton: Legal suited houses Edmonton townhouses Multi-unit garden suites Each opportunity serves a different investor. Different capital. Different experience. Different risk tolerance. Different return expectations. There is no single asset class that is automatically superior to everything else. #1: Legal Suited Houses If somebody forced Wayne to choose a straightforward Edmonton rental property for an investor with limited experience, he would choose a legal suited house. Why? They are relatively simple. They have diversified rental income. They serve a broad tenant base. They tend to be resilient. And Wayne believes they are difficult to completely mess up if they are purchased properly. The trade-off? They may not produce the highest returns. Wayne describes them more as a safe and dependable strategy than the highest-return strategy available. For someone wanting a relatively straightforward long-term rental property, that can be exactly what they need. #2: Edmonton Townhouses Edmonton townhouses remain one of Wayne's favourite opportunities. He has been buying them for years. His students are buying them. And he believes the opportunity still exists today. A major advantage is accessibility. A typical Edmonton townhouse may sell for approximately $200,000 to $220,000. At 20% down, that means an investor may need approximately: $40,000 to $44,000 for the down payment. Compare that with a suited house requiring closer to $100,000 or a development requiring hundreds of thousands of dollars. That lower entry point makes townhouses accessible to far more investors. Why Wayne Likes Townhouses So Much Wayne says the returns he has achieved on carefully selected Edmonton townhouses have been exceptional when combining: Appreciation Mortgage paydown Cash flow Some properties were purchased for approximately $160,000 and are now worth well over $200,000. On certain investments, Wayne says the combined return relative to the original invested capital has exceeded 100%. That does NOT mean every Edmonton townhouse will produce those results. The complex matters. The neighbourhood matters. The condo corporation matters. The purchase price matters. Due diligence matters. The property still needs to be selected properly. But Wayne believes investors continue to overlook the strategy because it does not sound as impressive as owning a large apartment building. Residential vs Multifamily One of Wayne's messages throughout the weekend was: Residential and multifamily are apples and oranges. Multifamily is not automatically the "next level." Residential is not automatically beginner investing. Some multifamily deals will outperform residential deals. Some residential deals will dramatically outperform multifamily deals. The correct comparison is the actual investment. Capital required. Cash flow. Risk. Return. Financing. Management. Exit options. Potential appreciation. Wayne believes investors sometimes chase multifamily because it feels bigger rather than because the actual numbers are better. #3: Edmonton Garden Suites The third major opportunity is multi-unit garden suites. This strategy requires considerably more capital and sophistication. Wayne and Gabby are currently developing multi-unit garden suites behind existing Edmonton houses. Instead of demolishing the original house, they retain it and build additional residential units on the property. The finished property can then potentially operate more like a multifamily asset. The strategy combines: An existing house. Newly created units. New rental income. Value creation through development. And potentially an income-based appraisal upon completion. Creating Hundreds of Thousands in Equity Wayne says their current garden-suite developments are projected to create substantial equity upon completion. Depending on the individual property, he discusses potential value creation in the range of approximately: $250,000 to $400,000 The strategy may also allow them to refinance the completed property and recover a significant portion, and potentially all, of the original invested capital. The remaining property then continues operating as a cash-flowing asset. This is effectively a development version of the BRRRR strategy. But Wayne emphasizes that this is considerably more complicated than simply buying a townhouse or suited house. Execution matters. Financing matters. Development costs matter. Property selection matters. Appraisal methodology matters. And investors need enough capital to complete the project. The Window of Opportunity Is Closing Wayne has been discussing Edmonton's investment window for several years. His view remains that Edmonton prices are still relatively affordable compared with the rents certain properties can produce. But that relationship will not last forever. Prices have been increasing. Certain rents are now softening. And eventually the rent-to-price ratio will become less attractive. Wayne believes Edmonton is already partway through that window. The goal is not to panic-buy. The goal is to recognize opportunities while the fundamentals still work. Buying the Property Is Only the Beginning One of Gabby's strongest messages from the weekend came during their property and asset management presentation. Investors spend enormous amounts of time learning: How to find a deal. How to analyze it. How to negotiate it. How to finance it. How to close it. But ownership can last 20 years. The acquisition may take a few weeks. The management lasts decades. Gabby's point: Once you take possession, how you manage the property ultimately determines your profits. A fantastic deal can become a terrible investment through poor management. You Can Self-Manage a Large Portfolio Wayne and Gabby also challenged the idea that investors automatically need a professional property manager as their portfolio grows. They have self-managed their rental portfolio remotely since they started. That does not mean personally doing everything. It means building systems. Communication systems. Maintenance systems. Inspection systems. Rent collection systems. Renewal systems. Contractor systems. Bookkeeping systems. Documentation systems. Then, as the portfolio grows, specific tasks can be delegated. Wayne and Gabby now use an assistant for portions of the communication and administration. But the assistant operates inside systems they created. That distinction matters. Trust the System Wayne describes seeing rental-property emails during the REIcon weekend and barely registering them. Years ago, those issues might have consumed his attention. Today, he trusts the system. That allows him to focus on: Acquisitions. Developments. New businesses. Joint ventures. Raising capital. Family. And everything else requiring his attention. That is the real purpose of systems. Not simply organization. Freedom. Remote Property Management Course – 50% Off This Week Following the response to their REIcon presentation, Gabby is offering a temporary 50% discount on the REI Masters Remote Property Management Course. The course teaches the systems Wayne and Gabby use to manage their rental portfolio remotely. The eight-module course covers how to create a property-management operation that does not require the owner to personally attend every showing, inspection, maintenance call or tenant issue. Visit: www.reimasters.ca Use discount code: 50OFF for 50% off during the promotional period discussed on today's show. The Main Lesson Buying a great property matters. But buying the property is only the beginning. A great acquisition with terrible management can still become a terrible investment. The goal is to: Buy correctly. Finance correctly. Manage correctly. Build systems. And hold great properties for the long term. That is how real estate becomes a wealth-building business instead of a series of transactions. REI Masters Mentorship Work directly with Wayne and Gabby on acquisitions, financing, market selection, due diligence, joint ventures, property management, BRRRR strategies and building a profitable Canadian real estate portfolio. www.reimasters.ca The 5% Rule™ Learn Wayne Hillier's framework for evaluating rental-property cash flow. Search The 5% Rule by Wayne Hillier on Amazon. Watch the Morning Show Join Wayne and Gabby every weekday morning at 7:00 AM Mountain Time on YouTube. Follow Wayne Hillier – Real Estate Investing Coach on YouTube. Questions: info@reimorningshow.com Upcoming Event REI Masters Annual Retreat Edmonton, Alberta October 17–18, 2026 www.reimasters.ca Sponsors Calvin Realty – Edmonton Investor-Focused Realtor Team www.calvinrealty.ca Finngo Bookkeeping & Tax Specialized bookkeeping and tax services for Canadian real estate investors. www.finngo.com/rei Kirkwood & Brennan Mortgage Group Investor-focused mortgage planning for Canadian real estate investors. www.kbmortgages.ca keaton@kbmortgages.ca
⚖️ What to Do If Your Spouse Is Delaying the Divorce Process? | Los Angeles Divorce
(Deuxième et dernier épisode) Le mercredi 12 juillet 1989, Christian Dornier, un agriculteur de 31 ans employé dans la ferme familiale d'un petit village du Doubs, commet l'impensable.Alors que toute la famille est réunie pour un déjeuner, il s'empare du fusil de son père et tue sa mère, sa sœur, ainsi qu'un employé de la ferme. Puis il monte dans sa voiture et tire au hasard sur tous ceux qu'ils croisent.Quinze personnes sont tuées dont plusieurs enfants, et sept sont blessées. Dans le village, les habitants décrivent l'assaillant comme un homme qui avait beaucoup changé au retour de son service militaire, dix ans plus tôt.Dans Crime story, la journaliste Clawdia Prolongeau raconte cette affaire avec Damien Delseny, le chef du service police-justice du Parisien.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Thibault Lambert - Réalisation et mixage : Pierre Chaffanjon - Photo : AFP - Musiques : Audio Network - Archives : France 3 Bourgogne-Franche-Comté.Documentation. Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Nous nous sommes aussi appuyés sur des articles de l'Est républicain et sur le documentaire « Le Pavillon des irresponsables » réalisé par Alain Morvan, diffusé sur France 3. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
(Premier épisode) Le mercredi 12 juillet 1989, Christian Dornier, un agriculteur de 31 ans employé dans la ferme familiale d'un petit village du Doubs, commet l'impensable.Alors que toute la famille est réunie pour un déjeuner, il s'empare du fusil de son père et tue sa mère, sa sœur, ainsi qu'un employé de la ferme. Puis il monte dans sa voiture et tire au hasard sur tous ceux qu'ils croisent.Quinze personnes sont tuées dont plusieurs enfants, et sept sont blessées. Dans le village, les habitants décrivent l'assaillant comme un homme qui avait beaucoup changé au retour de son service militaire, dix ans plus tôt.Dans Crime story, la journaliste Clawdia Prolongeau raconte cette affaire avec Damien Delseny, le chef du service police-justice du Parisien.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Thibault Lambert - Réalisation et mixage : Pierre Chaffanjon - Photo : AFP - Musiques : Audio Network - Archives : France 3 Bourgogne-Franche-Comté.Documentation. Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Nous nous sommes aussi appuyés sur des articles de l'Est républicain et sur le documentaire « Le Pavillon des irresponsables » réalisé par Alain Morvan, diffusé sur France 3. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
Send us Fan Mail2027 is not one reimbursement change. It's multiple changes moving at different speeds, some proposed, some confirmed, and the most expensive mistake is treating all of them like the same fee-schedule cut. Change 1, Medicare rates: CMS has proposed two 2027 conversion factors. The headline percentage is never your practice's percentage. Model your own top codes. Change 2, global procedures: Same-day E/M billed with a global procedure is getting more scrutiny. Documentation, not billing habit, decides whether it survives an audit. Change 3, specialty codes: New 2027 OB/GYN coding replaces the bundled global obstetric payment. The pattern applies to every specialty as codes get more specific. Change 4, digital care: Remote monitoring reimbursement is becoming more conditional on established-patient status, a documented initiating visit, and employed clinical staff. Change 5, rate transparency: Federal transparency files make commercial negotiated rates newly accessible, setting up next episode's data methodology. Three actions this week: Pull your top 20 Medicare CPT codes by allowed dollars Check whether your practice bills E/M on the same day as global procedures, and audit the documentation If you run remote monitoring, confirm employed clinical staff and a documented initiating visit Episode breakdown 00:00 Hook 00:40 The 2027 reframe 03:00 Change 1: Medicare rate nuance 07:00 Change 2: Global procedure scrutiny 11:00 Change 3: OB/GYN as the specialty example 15:00 Change 4: Digital care conditions 18:00 Change 5: Rate transparency 20:00 The three-question diagnostic 23:00 Close and next episode Resources 2027 Revenue Impact Brief: eligibility.natrevmd.com/know-where-2027-will-impact-your-practices-revenue-free-brief-natrevmd Metrics Audit Review (free, physician-led): eligibility.natrevmd.com/metrics-audit-natrevmd Website: natrevmd.com Referenced: EP210, the Modifier 25 framework Coming next: EP214, the one number to know before you negotiate with a payer
A company says its Medical Device Technical Documentation is 90% or 95% ready.The Risk Management File exists. The Clinical Evaluation is complete. Testing has been performed. The GSPR checklist and IFU are available.But there's an important question:95% of what?Having all the expected documents doesn't necessarily mean your Technical Documentation is ready for assessment. Like a puzzle, you can have every piece on the table—but if some pieces are outdated, others belong to a different version of the product, and several don't fit together, the puzzle isn't complete.1. Start With the Product, Not Annex IIInstead of immediately opening an Annex II template and looking for documents to fill each section, start with a more fundamental question:What exactly are we trying to certify?Your intended purpose, patient population, intended users, use environment, indications, contraindications, lifetime, claims, variants and accessories should provide a common source of truth across the Technical Documentation.If Marketing makes a claim that isn't reflected in the intended purpose, Clinical Evaluation or Risk Management File, you may already have a significant consistency problem.2. Challenge Your Regulatory Assumptions“It's Class IIa because our competitor is Class IIa” isn't a classification rationale.Early assumptions about qualification, classification and conformity assessment can influence testing, clinical strategy, budget and Notified Body involvement.Those assumptions should therefore be challenged and properly documented before they become expensive to change.3. Use the GSPR to Build the DossierThe GSPR shouldn't simply appear at the end of the project as another checklist.For every applicable requirement, ask:How will we demonstrate conformity?That means identifying the relevant standard, specification, analysis, test or report—and determining whether the required evidence actually exists.Used this way, the GSPR becomes a tool for building Technical Documentation and identifying evidence gaps early.4. Available Doesn't Mean AdequateOne of the biggest mistakes in Technical Documentation gap assessments is asking only:“Do we have this document?”A better question is:“Is this evidence adequate for the device we're certifying?”A biocompatibility report may exist—but does it cover the same materials, manufacturing process, patient-contacting components and contact duration?Software verification may exist—but does it cover the current software version?Clinical evidence may exist—but does it support the current intended purpose and claims?That's why Available, Applicable and Adequate are three different things.5. Make Sure the Puzzle FitsBefore submission, consistency and traceability become critical.Imagine the IFU says the device can be used for seven days, while the Risk Management File and biological evaluation assume only 24 hours.Every document exists—but together they don't tell a coherent story.A reviewer should be able to trace important claims through intended purpose, design requirements, verification, clinical evidence, risk management, labeling and PMS.Likewise, important risks should connect logically to risk controls, design implementation, verification, residual risk and post-market monitoring.The 80/20 Approach to Technical DocumentationInstead of focusing first on the number of documents completed, focus on five questions:Do we understand the product and its claims?Is our regulatory strategy defensible?Have requirements been translated into evidence needs?Is our evidence adequate?Does everything tell the same story?Strong foundations make the rest of Technical Documentation much easier to structure.EMD Technical Documentation RoadmapTo support this process, Easy Medical Device created the EMD Technical Documentation Roadmap.The tool provides a structure for understanding the product, documenting regulatory strategy, mapping requirements, identifying standards and guidance, connecting risks with evidence, assessing gaps, assigning responsibilities, performing consistency checks, and ultimately mapping the documentation into Annex II and Annex III.Final TakeawayStop thinking about Technical Documentation as a collection of folders that need to be filled.Think about what the reviewer needs to understand:Is there sufficient, coherent evidence demonstrating that this device conforms with the applicable requirements?Your Technical Documentation isn't a filing cabinet.Easy Medical Device ServicesCE Marking • MDR • IVDR • Technical DocumentationMedical Device Market Access Services – Easy Medical DeviceBack Office Services (BOSS Program)SmartEye eQMSSmartEye – eQMS – Easy Medical DeviceEasyIFUElectronic IFU & Label CreationEasyIFU – Easy Medical DeviceAuthorized RepresentativeEU • UK • SwitzerlandWorldwide Market AccessMarket AccessMarket Accesshttps://easymedicaldevice.com/services/market-access/embed/#?secret=qJuMYs1tqH#?secret=dFwrzZJcuHSocial Media to followMonir El Azzouzi Linkedin: https://linkedin.com/in/melazzouziTwitter: https://twitter.com/elazzouzimPinterest: https://www.pinterest.com/easymedicaldeviceInstagram: https://www.instagram.com/easymedicaldeviceThis podcast is hosted by Podcastics, the easiest platform to create and publish your podcast.
“Every phone call is revenue.” Connect With Our SponsorsSolventum - https://go.solventum.com/clarityGreyFinch - https://greyfinch.com/jillallen/A-Dec - https://www.a-dec.com/orthodonticsSmileSuite - https://getsmilesuite.com/ Summary In this episode of the Hey Docs! Podcast, Jill Allen welcomes back Richard May, VP of Business Development at Mango Voice, to discuss how AI-driven communication tools are helping orthodontic practices handle staffing challenges, reduce administrative burden, and improve patient experience. Richard explains Mango Voice as an AI voice platform covering phone systems, call recordings, virtual fax, and AI features like automated note-taking, sentiment analysis, and call filtering to identify both strong and problem calls for coaching. They explore how missed calls and voicemails cost practices revenue, and how Mango's AI receptionist “Margo” increases engagement compared to traditional voicemail. Jill and Richard also highlight AI-powered role-play phone training modules and integrated call summaries and transcripts that can auto-log into patient charts, improving workflow, documentation accuracy, and team development. Connect With Our Guest Mango Voice - https://mangovoice.com/ Takeaways Mango Voice focuses on AI voice solutions.Reliability and support are crucial for effective phone systems.AI note-taking can save time and improve patient documentation, reducing human error.AI receptionists can enhance patient engagement and reduce missed calls.Training front office staff is essential for maximizing revenue opportunities.AI tools can provide real-time feedback for improving communication skills.Role-playing with AI can enhance training for front office teams.Balancing AI and human interaction is key in healthcare settings. Documentation is crucial for effective healthcare communication.Recognizing team members boosts morale and productivity.Incremental improvements can lead to long-term success.Chapters 00:00 Introduction04:09 Why Phones Matter Now07:22 AI Notes and Call Coverage10:18 Call Data and Coaching Insights15:20 AI Roleplay Training Program19:24 Using AI Without Replacing Staff23:36 AI Notes for Clinics26:21 Standardized Call Summaries29:29 Workflow and Training Wins33:14 Culture and Team Recognition38:00 Small Changes Big Gains39:42 How to Get In Touch Episode Credits: Hosted by Jill AllenProduced by Jordann KillionAudio Engineering by Garrett LuceroAre you ready to start a practice of your own? Do you need a fresh set of eyes or some advice in your existing practice?Reach out to me- www.practiceresults.com. If you like what we are doing here on Hey Docs! and want to hear more of this awesome content, give us a 5-star Rating on your preferred listening platform and subscribe to our show so you never miss an episode. New episodes drop every Thursday!
In episode 589 of 'Coffee with Butterscotch,' the brothers make the case that understanding your own workflow might be the most underrated skill in game development. They dig into how invisible bottlenecks and unchecked error rates quietly drain productivity, why most studio problems trace back to work that nobody can see, and what it actually looks like to map, measure, and improve the way your team gets things done."How Many Dudes?": https://howmanydudes.comStress-Free Game Development GDC Talk: https://www.youtube.com/watch?v=t9HRzE7_2XcThe Phoenix Project: https://www.amazon.com/dp/0988262592The DevOps Handbook: https://www.amazon.com/dp/B09G2GS39R00:00 Cold Open00:38 Introduction and Welcome02:16 Understanding Workflows in Game Development05:34 The Importance of Managing Workflows08:24 The Role of Bottlenecks in Development11:22 Defining Workflows and Their Impact14:24 Identifying Errors and Waste in Workflows17:15 Improving Quality of Life in Workflows20:22 Personalizing Workflow Solutions22:24 Understanding Error Rates and Workflow Efficiency26:14 Chaining Problems Together in Workflows32:04 Making Work Visible for Better Workflow36:15 The Importance of Documentation and Communication40:26 From Pre-Production to Production: Establishing Processes48:13 Iterative Improvement in Game Development01:00:28 Managing Team Growth and ComplexitySubscribe on YouTube: https://www.youtube.com/@coffeewithbutterscotchSubscribe on Apple Podcasts: https://apple.co/1LxNEnkChat with us on Discord: https://discord.gg/bscotchSupport the podcast: https://moneygrab.bscotch.netLooking for help making and publishing your own games? Check out LudoKit, the web service we're building to help us with our own games: https://ludokit.com ★ Support this podcast ★
The Carrizo/Comecrudo Tribe of Texas and its leader Juan Mancias have established themselves as leaders in environmental causes including the DAPL pipeline protests and another oil and gas pipeline in Texas. Mancias is recognized by the U.N. and has worked hand-in-hand with several established environmental organizations. Along the way, the tribe has brought in more than $5 million in philanthropic and other funds. But an investigation by the online outlet Grist finds the tribe's status, including what its leaders point to as founding documents are suspect. Publicly available geneological documents contradict Mancias' own tribal lineage claims. Along the way, Grist exposes a flawed system in which funders and government entities eager to support Indigenous organizers have no way to adequately discern between legitimate tribes and those with questionable origins. We'll find out about the growth of the Carrizo/Comecrudo Tribe and some of the concerns that have surfaced. GUESTS Tristan Ahtone (Kiowa), editor-at-large for Grist Dr. Kyle Whyte (Citizen Potawatomi Nation), professor at the School for Environment and Sustainability at the University of Michigan Andrea Carmen (Yaqui), executive director of the International Indian Treaty Council Dr. Kim Tallbear (Sisseton-Wahpeton Oyate), professor of American Indian Studies at the University of Minnesota Break 1 Music: Sewa Ania (song) Gabriel Ayala (artist) Shades of Blue (album) Break 2 Music: With My Son (song) Vincent Craig (artist)
Jeremiah Jenkins is the Founder of Dronify Solutions, a drone services company helping construction teams improve site visibility, documentation, and decision-making. He uses aerial imaging, mapping, and LiDAR technology to capture project conditions, track progress, and create usable data for builders and developers. An FAA Part 107 certified drone pilot and OSHA 10-Hour Construction certified professional, Jeremiah focuses on reducing guesswork, improving clarity, and helping teams catch issues between major project milestones. In this episode… Strong construction project documentation improves visibility, reduces disputes, and supports better risk management. When changes and details go undocumented, small issues can become costly problems. How can builders reduce risk before it impacts the bottom line? The answer is consistent project visibility and a stronger operational foundation, according to Jeremiah Jenkins, a drone technology and construction documentation specialist. He explains how aerial imaging, mapping, and LiDAR can give builders a clearer record of site conditions and progress, helping teams validate work and reduce uncertainty before a project is complete. Jeremiah also emphasizes that the same principle applies to entrepreneurship: know your audience, build the right structure, invest in relationships, and address people problems before they grow. Better information and stronger foundations ultimately lead to better decisions. In this episode of Owner's Profit Playbook, Pat Mancuso sits down with Jeremiah Jenkins, Founder of Dronify Solutions, to discuss visibility, documentation, and the blind spots that can derail projects and businesses. Jeremiah shares how better documentation reduces risk, why strong foundations matter, and how trust drives growth. He also touches on leadership, hiring, and difficult management decisions.
Software maintainability is often discussed through the codebase, but users experience years of accumulated decisions through the interface. John Athayde of Meticulous joins Robby to examine maintainability from the front-end and product-design side, starting with documentation and the context it preserves for future teams.John describes how older applications accumulate multiple UI libraries, generations of CSS, inconsistent components, and different interaction patterns. Improving these systems does not always require a redesign. Sometimes the more valuable work is removing dependencies the browser no longer needs, consolidating patterns, and understanding which unusual workflows users still depend on. They also explore how design systems can become part of a maintenance strategy, provided teams treat them as products that require governance and restraint.Later, Robby and John turn to AI. John is using AI tooling to audit applications, find repeated patterns, remove old dependencies, expand tests, and reconstruct requirements from existing code. These tools can make software archaeology and large-scale changes much faster, but speed does not replace judgment. The challenge is understanding what should change, what needs to remain, and whether today's faster implementation is creating software tomorrow's team can still maintain.Topics[00:02:00] Documentation as a Sign of Maintainability: Why documentation and evidence of ongoing care matter when entering an existing codebase.[00:07:02] Maintainability From the User's Side: Dated interfaces, usability, and replacing old dependencies with modern browser capabilities.[00:11:22] Making the Case for Cleanup: Connecting technical cleanup to development speed and the ability to ship future features.[00:13:27] Bringing Coherence to Operational Software: How products accumulate different interfaces and patterns through years of development and acquisitions.[00:19:14] Finding the Why: Discovering how software is actually used before deciding what should change or disappear.[00:24:44] Knowing When to Remove Things: Product ownership, sunsetting features, and the organizational politics of taking functionality away.[00:34:05] Why Designers Should Understand Code: How technical fluency helps designers and UX awareness helps developers.[00:39:00] Choosing Tools in Service of the Product: Balancing new frameworks and experimentation against what a team can maintain.[00:47:19] Design Systems as Maintainable Products: Tokens, components, governance, and auditing years of accumulated UI decisions.[00:51:39] Using AI for Front-End Archaeology: Applying AI and static analysis to find patterns, remove dependencies, and investigate old applications.[01:04:00] Rewrite or Refactor in the AI Era?: How tests, captured requirements, and AI-assisted development may change the economics of rewrites.[01:14:20] Where AI Still Needs Human Judgment: Why faster implementation does not eliminate difficult product and engineering decisions.Thanks to Our Sponsors!Your test coverage says 90%, but that might be misleading. Undercover CI looks at your Ruby pull requests and shows you which parts of your changes weren't tested- not just overall coverage, but what changed and what got missed, down to the method level. Visit undercover-ci.com and use code MAINTAINABLE for 15% off your first billing cycle. Free for public repos. Private repos with unlimited users also available.Mailtrap is a modern email delivery platform built for developers. Native SDKs, a secure Email API and SMTP, and a free tier with 4,000 emails a month. When you need help, you'll reach real people on 24/7 support, not an AI chatbot. Try Mailtrap for free!Links & ResourcesJohn AthaydeMeticulousJohn Athayde on LinkedInJohn Athayde on BlueskyJohn Athayde on XJohn Athayde on Ruby SocialThe Timeless Way of Building by Christopher AlexanderA Pattern Language by Christopher Alexander, Sara Ishikawa, and Murray SilversteinThe Phoenix Architecture by Chad FowlerRuby on RailsAxe-coreHerb, HTML+ERB tooling by Marco Roth Subscribe to Maintainable on:Apple PodcastsSpotifyOr search "Maintainable" wherever you stream your podcasts.Keep up to date with the Maintainable Podcast by joining the newsletter.
Presented by Pamela Wimbish, Experienced Educator, Director of Special Education, Birmingham City Schools (AL)Moderated by Evan Spellman, Former Educator, Current Product Director, Level DataThis edWeb podcast is sponsored by Level Data.The edLeader Panel recording can be accessed here.At the heart of every Individualized Education Plan (IEP) are educators working hard to provide the instruction, intervention, and support a student needs to thrive in school. Documentation and compliance matter, but they can't come at the expense of the instruction and intervention that drive student outcomes. Finding the right balance between the two is one of the biggest challenges special education leaders face.During this edWeb podcast, Pamela Wimbish, Director of Special Education for Birmingham City Schools (AL), shares how her district built sustainable systems and processes to strengthen IEP compliance and simplify documentation, freeing up more time and attention for instruction, intervention, and student growth.You learn:Key steps and decision points for building systems that support both compliance and targeted interventionHow to build staff buy-in for standardizing service tracking and progress monitoring across a districtHow to leverage technology to create sustainable practices that reduce compliance risk while keeping the focus on instructionHow to strike a sustainable balance between compliance and instruction as a district evolvesListeners leave this session with a practical framework for strengthening IEP documentation and tracking, closing compliance gaps, and keeping instruction and intervention at the center of the work. This edWeb podcast is of interest to PreK-12 school and district leaders, special education leaders, MTSS/RTI leaders, intervention specialists, and education technology leaders.Learn more about viewing live edWeb presentations and on-demand recordings, earning CE certificates, and using accessibility features.
(Premier épisode) Le vendredi 11 décembre 1987, Isabelle Laville disparaît sur le trajet entre son collège d'Auxerre (Yonne) et sa maison dans la commune limitrophe de Saint-Georges-sur-Baulche. La mère de l'adolescente, ne la voyant pas rentrer, sonne l'alerte immédiatement.Vingt-quatre heures après, des recherches officielles débutent. En vain. La jeune fille de 17 ans n'est pas retrouvée et un mois après, le parquet décide de classer l'enquête. Treize ans plus tard, à la fin de l'année 2000, l'arrestation d'Emile Louis, un tueur en série qui a sévi dans l'Yonne, remet la lumière sur cette mystérieuse disparition. Il est vite innocenté pour le cas d'Isabelle Laville, mais les enquêteurs vont alors réaliser que l'enquête autour de sa disparition a tout simplement été bâclée.Dans Crime story, la journaliste Clawdia Prolongeau raconte cette affaire avec Damien Delseny, le chef du service police-justice du Parisien.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Clémentine Spiler et Thibault Lambert - Réalisation et mixage : Julien Montcouquiol - Photo : PIAT / AFP - Musiques : Audio Network - Archives : France 2, INA.Documentation. Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Nous avons aussi consulté des articles du journal Le Monde, ainsi qu'un numéro de l'émission de France 2 « Au bout de l'enquête » intitulé : « Isabelle Laville : sur la piste de deux tueurs en série ». Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
(Deuxième et dernier épisode) Le vendredi 11 décembre 1987, Isabelle Laville disparaît sur le trajet entre son collège d'Auxerre (Yonne) et sa maison dans la commune limitrophe de Saint-Georges-sur-Baulche. La mère de l'adolescente, ne la voyant pas rentrer, sonne l'alerte immédiatement.Vingt-quatre heures après, des recherches officielles débutent. En vain. La jeune fille de 17 ans n'est pas retrouvée et un mois après, le parquet décide de classer l'enquête. Treize ans plus tard, à la fin de l'année 2000, l'arrestation d'Emile Louis, un tueur en série qui a sévi dans l'Yonne, remet la lumière sur cette mystérieuse disparition. Il est vite innocenté pour le cas d'Isabelle Laville, mais les enquêteurs vont alors réaliser que l'enquête autour de sa disparition a tout simplement été bâclée.Dans Crime story, la journaliste Clawdia Prolongeau raconte cette affaire avec Damien Delseny, le chef du service police-justice du Parisien.Crédits. Direction de la rédaction : Pierre Chausse - Rédacteur en chef : Jules Lavie - Ecriture et voix : Clawdia Prolongeau et Damien Delseny - Production : Clémentine Spiler et Thibault Lambert - Réalisation et mixage : Julien Montcouquiol - Photo : PIAT / AFP - Musiques : Audio Network - Archives : France 2, INA.Documentation. Cet épisode de Crime story a été préparé en puisant dans les archives du Parisien, avec l'aide de nos documentalistes. Nous avons aussi consulté des articles du journal Le Monde, ainsi qu'un numéro de l'émission de France 2 « Au bout de l'enquête » intitulé : « Isabelle Laville : sur la piste de deux tueurs en série ». Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
Today we are talking about Drupal Performance, Rapid Development, and Drupal Canvas Maturity with our hosts. We'll also cover Microsoft 365 FullCalendar as our module of the week. For show notes visit: https://www.talkingDrupal.com/568 Topics Deprecating Module Theme Files Migrating Hooks to Classes Why This Change Matters Drupal Performance Gains Performance Audits and Lighthouse Automating Checks and Spreadsheet Rant AI Spreadsheet Cautionary Tale Privacy Concerns with AI Freelancer Pressure Rapid Change Reality Canvas Release Risks Community Support Needed AI For Documentation Canvas Production Readiness Canvas Architecture Debate AI For Voting Research LLM Bias And Sources Resources Rebrickable Webpagetest Lighthouse Tugboat Drupal canvas Guests Martin Anderson-Clutz - mandclu.com mandclu Hosts Nic Laflin - nLighteneddevelopment.com nicxvan John Picozzi - epam.com johnpicozzi Amber Matz - tugboatqa.com [amber himes matz](https://www.drupal.org/u/amber himes matz) MOTW Correspondent Martin Anderson-Clutz - mandclu.com mandclu Brief description: Have you ever wanted your users' own Outlook calendars to show up right alongside your Drupal content in a calendar view? There's a module for that. Module name/project name: Microsoft 365 FullCalendar Brief history How old: created just last month, August 19 2026, by fabianderijk of Finalist Versions available: 1.0.0, which works with Drupal 11 Maintainership Brand new — the first and only release is from last month, and the whole commit history is basically launch day Security coverage: brand new, so not yet Test coverage: yes, both unit tests and kernel tests Documentation: a genuinely thorough README — it walks through privacy, the config guard rails, and three different ways to customize event output Open issues: none yet, it's less than two weeks old Usage stats: Too new for a site count Module features and usage With this installed, it adds the signed-in user's Microsoft 365, or Outlook, calendar as an extra event source on a FullCalendar view — so their personal appointments sit right next to the Drupal content the view already renders It leans on the Microsoft 365 Connector module and its SSO submodule, plus the FullCalendar module. Each user must have signed in through Microsoft 365 SSO: anyone who hasn't just sees no events, which is a clean fallback It uses lazy loading, so it only fetches events in the date range the calendar is currently showing, not your whole calendar Privacy is baked in: anything marked private or confidential in Outlook is masked, so it shows up as just "Busy", with no title, location, or meeting link, unless the site builder deliberately turns masking off The response itself is per-user and marked private, no-store, so it never lands in a shared or CDN cache There's a clever server-side cache too: it stores the raw Graph response before masking, so a single fetch can serve several displays that each have different masking settings You get guard rails you can tune with Drush or an admin form: max events, max date range, cache lifetime, and a separate, shorter failure cache That failure cache is a nice touch — if there's no active Microsoft session, or Graph errors out, it caches the empty result briefly so a broken connection doesn't get re-polled on every single calendar click Under the hood it calls Graph's calendarView endpoint rather than /me/events, which means recurring meetings get expanded into their individual occurrences — exactly what a calendar grid needs Every event carries CSS classes for its status — busy, free, tentative, out-of-office, working elsewhere, cancelled — so you can style them however you want And if CSS isn't enough, there's a server-side alter hook and a JavaScript pre-build event for fully custom rendering. Nice detail: the hook is explicitly guarded so you can't use it to put back a title or location that masking just stripped out Clearly this will be more useful for edge cases, for example an intranet, but I think this is a really interesting example of the power of Drupal as an integration layer, or as some like to put it, the "glass" through which a user can interact with multiple systems
In this episode of Tank Talks, host Matt Cohen sits down with Keegan McCallum, co-founder and CEO of uRUN, an inference provider built for persistent, steerable, interactive AI experiences. Keegan's path took him from jailbreaking iPods in Thunder Bay, Ontario, to building the infrastructure that powered Luma AI's viral Dream Machine launch, scaling from 500 to 9,000 H100s in six hours to process over half a million videos.They break down why the industry is wrong to shoehorn interactive AI into old request-response systems and why the future belongs to persistent, stateful, real-time experiences. Keegan explains the technical differences between LLMs and video models, why infrastructure is the biggest bottleneck for the next wave of AI, and what it takes to recruit top engineering talent.He also shares hard-won lessons on selling to developers, the Canadian AI talent landscape, and his bold, contrary views on the AI supply chain. From avatars and steerable video to coding agents generating 1,000 tokens per second, this episode is packed with frontline insights.Whether you are a founder building in AI, an infrastructure engineer, or simply curious about where human-computer interaction is headed, Keegan delivers a clear-eyed look at the future of interactive AI.–A big thanks to our sponsor, Moomoo CanadaThis is the kind of tooling that used to live on a Bloomberg terminal, but now it is on your phone, just a few taps away. They offer real-time data, full options chains, and an AI assistant that actually explains trading strategies.Moomoo is the perfect place for people who want to take their money seriously. Open an account today at moomoo.caThe Luma AI Experience: From 500 to 9,000 H100s (04:18)* Joining Luma after building an early LLM infrastructure startup* The Sora demo and the pitch to build and release a competing video model* Building the inference infrastructure for Luma's launch* Scaling from roughly 500 to 9,000 H100s in six hours as Dream Machine went viralWhat a Viral AI Launch Actually Looks Like (06:03)* The request queue hitting 100,000 during the Dream Machine launch* Processing half a million videos in 12 hours and reaching one million users in four days* Why having a queue protected the user experience during the surge* Building infrastructure that could run across raw VMs, Slurm, Kubernetes, and different GPU providers* Why founders need to plan for success before the product takes offWhy AI Production Infrastructure Is Being Left Behind (10:50)* The tension between training the next model and supporting production workloads* Why infrastructure teams can lose talent to model research* The opportunity Keegan saw in building a dedicated ML infrastructure team* Creating infrastructure that model labs across different modalities can use instead of rebuilding it themselvesWhy Video AI Needs a Different Infrastructure Stack (12:32)* The limitations of moving media through traditional object storage* The latency problems that make real-time previews and interaction difficult* Streaming audio, video, images, and text as continuous inputs and outputs* uRUN's focus on making persistent, interactive AI experiences easier to build* Moving AI from something you message toward something that feels present with youThe Shift Toward Omnimodal and Interactive AI (19:01)* What Keegan learned working closely with Luma's research team* Why understanding the research direction matters when building infrastructure* The move toward AI that can understand vision, audio, language, reasoning, and sensor data* How AI has evolved from single prompts to conversations, agents, and interactive systems* Why highly interactive, real-time AI experiences could become the next major interfaceSmall Models, Specialized AI, and the Future of Inference (26:31)* Keegan's previous startup thesis around smaller models and delegated inference* Why continual learning remains a difficult problem* Running capable smaller models locally and knowing when to delegate to larger models* Why enterprises may increasingly want differentiated models running in-house* The potential shift toward using large models for the hardest problems rather than every taskWhere uRUN Is Seeing Early Demand (30:38)* AI avatars for customer support and sales* Steerable video generation that lets users intervene while content is being created* Video transformation for creators, avatars, and live experiences* Real-time visual effects for music festivals and live events* Why world models could eventually have applications in open-world gamingThe Infrastructure Problem Holding Back World Models (00:32:54)* Companies developing world models without the infrastructure to serve them* Why scaling world models remains difficult* The enormous context requirements involved in tracking everything happening in a simulated environment* The need for distributed infrastructure as these models become more capableBuilding a Team Around Hard Problems (35:18)* Finding engineers with deep experience in infrastructure and low-latency inference* Bringing together expertise from New Relic, AWS, Superorbital, and other infrastructure environments* Why Keegan looks for engineers who can work across multiple areas* Building a small team of high-leverage people instead of optimizing for headcountThe Trait Keegan Looks for in Exceptional Engineers (37:47)* Why culture and quality matter more than quantity* Looking for people who take ownership and solve problems without waiting for instructions* The importance of urgency and experience operating under pressure* Why hard problems can attract customers, investors, and exceptional talent* Hiring people who can wear multiple hats and produce at a high levelBuilding AI Companies in Canada (41:29)* Why Keegan keeps finding Canadians throughout Silicon Valley* The advantages of building a strong team in Canada at a lower cost* Government funding and the opportunity to build ambitious companies with smaller teams* The challenge of Canadian companies and talent being pulled toward Silicon Valley* Why Canada needs more ways for companies to grow instead of selling earlySelling Infrastructure to Developers (44:23)* Why developers want to try the product rather than hear a list of performance claims* Giving technical users something they can get their hands on and test* Why open-source surfaces can help developers understand how a product works* Documentation and developer experience as a core part of selling infrastructure* Why developers have a very high tolerance bar for technical errorsThe Infrastructure Shift Coming Next (46:43)* Why persistent streaming infrastructure could become standard* Moving away from request-response systems toward long-running streams* The importance of maintaining state across continuous interactions* Potential applications in real-time video, virtual try-on, image editing, and coding agents* The infrastructure required for AI systems that can generate and respond almost instantlyAbout Keegan McCallumKeegan McCallum is the co-founder and CEO of uRUN, an inference provider built to handle persistent, steerable, and interactive AI experiences. A self-taught engineer who started by jailbreaking iPods in Thunder Bay, Keegan has built a career on tackling the hardest infrastructure problems in Canada. He has held leadership roles at Colony Networks and served as the Head of Engineering at Luma AI, where he led the infrastructure team that scaled the viral Dream Machine launch from 500 to 9,000 GPUs in a single day. His deep technical expertise spans ML infrastructure, cloud-native systems, and low-latency edge computing.Connect with Keegan McCallum on LinkedIn: https://www.linkedin.com/in/keeganmccallum3?originalSubdomain=caVisit uRUN's website: https://urun.sh/Connect with Matt Cohen on LinkedIn: https://ca.linkedin.com/in/matt-cohen1Visit the Ripple Ventures website: https://www.rippleventures.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit tanktalks.substack.com
In this solo episode, Eric Dyson unveils Polaris, a governance framework designed to turn IPS language into disciplined, principled fiduciary action.In this episode, Eric discusses:Mission and focus of 90 North ConsultingWhy investment policy statements matter under ERISAThe concept of structured discretion in IPS languageDocumentation, monitoring, and fiduciary governanceHow Polaris evaluates and strengthens investment policy statementsKey Takeaways:An investment policy statement is more than a legal or investment document; it is fundamentally a fiduciary governance document that should help fiduciaries make better decisions.Overly rigid IPS language can force imprudent outcomes, while overly flexible language undermines governance; the goal is “structured discretion” that creates clear decision points.Under ERISA, drafting and determining the terms of an IPS is itself a fiduciary act, and fiduciaries must generally act in accordance with the IPS as a governing document.Good governance is not only about prudent decisions but also about documenting the process in a way that demonstrates care, skill, prudence, and diligence if later scrutinized.Polaris provides a multi-lens framework—trust law, ERISA, DOL guidance, and investment governance best practices—to clarify responsibilities, delegation, and monitoring without simply making the IPS longer.“Documentation is not a substitute for prudence; it's evidence that the prudent process actually occurred.” - Eric DysonConnect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast are general in nature and are provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date, but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design, or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary, and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.The opinions expressed by guests on the Be More Than a Fiduciary podcast are not necessarily the same as the opinions held by 90 North Consulting or by Executive Director Eric Dyson.
A dentist, practice owner, and self-described “billing and documentation geek” sits down with us and tells a story most of dentistry never expects to hear: Dr. Roy Shelburne was convicted and went to prison after years of investigation tied to his Medicaid-heavy practice. The numbers are not the point. The system is. If you think “we didn't mean to” protects you, this conversation will change how you look at dental billing compliance and clinical documentation.We dig into the uncomfortable legal reality behind intent to defraud, including “blind disregard,” where repeated errors without a system to find and fix them can be treated as fraud. From there, we get practical fast: what defensive documentation looks like before a claim is ever sent, why diagnosis must come before treatment, and how dentistry is inching toward more diagnosis-driven workflows (think ICD-10, not just CDT codes). Perio examples make it crystal clear: if the record doesn't state the diagnosis, your SRP and inflammation-based codes are standing on thin ice.We also talk audit triggers you can prevent today: crown claims with no justification in the chart, radiographs that are not diagnostic, and documentation gaps created when notes get entered later or copied from rigid templates. Dr. Shelburne shares how to delegate documentation safely with flexible templates, how to track non-diagnostic radiographs to improve training, and how to stop “billing to benefit” so your treatment aligns with standard of care. We close with appeal strategies, payer criteria, and the mindset that helps you get paid what you are legitimately owed while lowering risk.If you want fewer denials, fewer clawbacks, and more peace of mind, listen, share this with your team, and then subscribe and leave a review so more practices build safer systems.Send us Fan Mail Registration Link for Diagnosis Codes on a Dental Claim Form Webinar:https://dentiqhub-diagnosis-codes.vercel.app/Get your Dental Billing Toolkit Here:https://www.dentalbillingdoneright.com/the-dental-billing-toolkitDownload "The Most Underused Codes in Dentistry - And How to Get Them Paid" checklist here:https://docs.google.com/forms/d/e/1FAIpQLSfxnnfSlNd0NPhMoBWq-1D_xU5R8LS4xPhHNKIjfLQwStOUag/viewform?usp=headerSchedule a billing chat with Ericka:https://calendly.com/ericka-dentalbillingdoneright/30minEmail Ericka:ericka@dentalbillingdoneright.comEmail Jen:jen@dentalbillingdoneright.com
Emotional Intelligence: What's SHE Up To Now Day 3136? Supersize Challenges, AI, Emotion...! Join us every day in 2026 for a quick challenge that is all about you Improving and creating the life you want! https://www.facebook.com/ThrivingSharon Ask your questions and share your wisdom! #supersize #emotion #emotionalintelligence #supersizechallenges #ai Master personal progress tracking by looking back at nine years of data. Learn how to categorize your growth effectively. Documentation is often seen as a chore, but it is actually a vital tool for understanding your trajectory. Over the last nine years, I have maintained a consistent practice of life journaling to record my daily experiences. This has allowed me to spot patterns I would have otherwise missed. By keeping a record of my wins and failures, I can objectively see what is moving the needle and what is simply wasting time. When you look back at your history, the goal is not to judge yourself but to organize your experiences. I categorize my notes into three buckets: the good, the bad, and the beautiful. This simple framework helps me evaluate my professional growth without getting lost in the details. Whether you are focusing on career milestones or personal development, having a clear method for habit documentation makes it easier to iterate on your strategy for the future. You will learn how to apply personal progress tracking to your own life. Subscribe for daily productivity breakdowns, and comment below with which area of your life you are currently tracking.
Most people think occupational therapy is what happens after something goes wrong. Tyler Broome is here to tell you that's exactly the framing that's costing patients their independence. In this episode of the Your Health University Podcast, Jamie sits down with Tyler Broome, a Certified Occupational Therapist Assistant at Your Health, to explore what OT actually is, how it fits into a truly integrated care model, and why the therapy team often sees the earliest signs of decline — before anyone else on the care team does. Tyler brings a uniquely grounded perspective, shaped by a baseball career, a grandmother's fall, and years of working inside the homes of real patients. He articulates something most healthcare systems have yet to fully grasp: that medical outcomes and functional outcomes are deeply connected, and that a care team working in silos is a care team leaving gaps. In this episode: Why occupational therapy is defined by daily function — bathing, dressing, meal prep, medication management — not just physical recovery How OT's presence in the home gives the care team "functional health intelligence" no clinic visit can replicate The difference between saying your system is integrated and actually delivering integrated care Two real patient stories where early cross-disciplinary communication prevented a crisis from becoming a catastrophe Why the shift to value-based care makes therapy's role not just important — but essential If you work inside the Your Health system — or if you've ever wondered what the therapy team actually contributes — this conversation will change how you think about the care happening around your patients every day. www.YourHealth.Org
Last time we admitted defeat in our attempts try to summarise a fifty-plus album discography. This time our play P6 turns up with an actual diagram (which you can see right here) and we spend an hour and a half trying to work out whether that's a genuinely useful map or just a very elegant way of saying "it's complicated."We get into what actually meant when they called one period of their music “solar music” and the other “moon music”, both to themselves and to people writing about them afterwards. We begin with Scatology and then go into a long stretch on Coil as a queer band specifically: not queer-adjacent, not later reclaimed as queer, but a band who were writing directly out of the AIDS crisis while the gay mainstream press was too frightened to touch them. We talk about the rejected Hellraiser score, Clive Barker's actual bowels, and how a soundtrack too creepy for a horror franchise ended up as one of the most bootlegged, most fought-over corners of their catalogue.We get into Trent Reznor giving them free run of a New Orleans studio for their aborted album Backwards, the slow drift into drone and ritual with Time Machines, and the posthumous artefact economy that's grown up around the band.There's a lot of Coil in this episode that isn't really music in any conventional sense; arguably a lot of it is more like documentation. Documentation of a relationship, of a pandemic that was devastating their community, and of two people slowly working out what they were for. Whether that makes the later, harder-to-love records worth the effort is something we argue about without really resolving. We'd say give it a go anyway – you might find something you love.Chapters 00:00 – Welcome back, and the state of the venues in Glasgow00:04 – Phil's solar/moon diagram, and the pivot point of Horse Rotorvator00:07 – Scatology as manifesto: no personality cult, just "this is us"00:12 – Defining solar vs moon in Coil's own terms00:16 – "Kill a queer for Christ": the hostility Coil were writing against00:20 – Coil as a queer band, not a queer-adjacent one00:24 – The AIDS pandemic as the actual subject of the solar period00:27 – Why Coil succeeded where Frankie Goes to Hollywood and the "gay icons" of the 80s didn't00:31 – The Spanner case, outlaw community, and the limits of gay respectability00:35 – The artefact economy begins: box sets, reissues, and "picking at the corpse of Coil"00:36 – The rejected Hellraiser score and Clive Barker's bowels00:44 – Love's Secret Domain, clubbing, and ecstasy as a response to the fear of touch00:48 – Derek Jarman, the Sisters of Perpetual Indulgence, and Phil's own ordination00:55 – Into moon music: The Angelic Conversation and the shift toward mysticism00:57 – Trent Reznor, free studio time, and Nine Inch Nails' debt to Horse Rotorvator01:02 – Membership shifts: Danny Hyde, Drew McDowell, and Thighpaulsandra01:04 – Black Light District and the "dank, downbeat" transitional period01:14 – Moving toward live performance and the birth of Coil's occult stage identity01:19 – Balance's addiction, Funeral Music for Lady Diana, and the Foxtrot testimony01:26 – Post-9/11 visuals, prisoners, and a return to transgression on stage01:27 – Closing thought: boredom, labour, and what it cost to make this music
Today we are talking about Security, Vulnerabilities, and how to avoid exposure with guest Dave Welch. We'll also cover Security Scanner as our module of the week. For show notes visit: https://www.talkingDrupal.com/567 Topics What Are CVEs CVE Lifecycle and Disclosure AI Era Security Challenges What CVE Program Excludes Patch Fast Reality Global Security Signals CVE Timing Judgment KEV Flags Explained CVE Updates Link Rot Who Decides CVE Sneaky Patch Dangers ADP Program Fixes Small Team Triage Vulnerability Tsunami AI Autonomous Security Future Legal Pressure Budgets Resources Psalm PHP Static Analysis Tool SARIF format PHP ecosystem Council of roots How AI Broke Open Source Security: End-of-Life Software Is the Most Exposed CVE podcast Vulncon PSIRT Guests David Welch - github: dwelch2344 dwelch2344 Hosts Nic Laflin - nLighteneddevelopment.com nicxvan John Picozzi - epam.com johnpicozzi JD Flynn - dorficus MOTW Correspondent Martin Anderson-Clutz - mandclu.com mandclu Brief description: Have you ever wanted a fast way to catch the security mistakes that slip into custom Drupal code — especially the code your AI assistant just wrote — before it ships? There's a module for that. Module name/project name: Security Scanner Brief history How old: created in July 2026 by Mayank Gupta (mayankguptadotcom) of Acquia Versions available: 1.0.0, which works with Drupal 10.3 and 11 Maintainership Actively maintained — created and shipped its first stable this summer, with steady development right through late July Security coverage Test coverage — and it's strong: unit and kernel tests, including a regression corpus built from real Drupal core advisories Documentation? In-depth README with a full check table and CI recipes, plus a CHANGELOG Number of open issues: 1 issue, not a bug Usage stats: 2 sites (it's brand new) Module features and usage Provide a Drush command, has no UI — you point drush security:scan at a module or any path, it reads the code statically, and prints a prioritized, OWASP-mapped list of things to review It's built for the age of AI-written code — the checks target the classes AI assistants keep reintroducing: routes with no access check, #markup and |raw XSS, missing CSRF tokens, unserialize() on untrusted data, hardcoded secrets Then there's an optional deep pass: with the Psalm static analysis scanning engine installed, it'll trace untrusted input across functions and files to catch cross-function issues. And it's honest about state — the report always says whether that deep pass ran, was skipped, or failed, so a failure never gets mistaken for a clean scan One nice detail under the hood: a tokenizer-backed "code map" that knows whether a match is real code, a comment, or a string — so it won't flag the word "unserialize" sitting in a doc comment. That kills the single biggest source of false positives The checks are regression-tested against real Drupal advisories (Drupalgeddon, Drupalgeddon2, the 2019 unserialize bug, etc) so a pattern that caused an actual CVE can't quietly come back in your custom code Output comes in three flavors: a readable table, JSON for CI and AI agents, and SARIF — which means findings show up as annotations right on your GitHub or GitLab merge-request diff instead of buried in a job log For adopting it on an existing codebase there's a baseline file — you fingerprint the findings you've reviewed, with a required reason on each, and they stop failing the build but never go invisible; every run still counts them It exits non-zero on error-level findings, so it drops straight into CI or a pre-commit hook And it's extensible — checks are Drupal plugins with a #[SecurityCheck] attribute, so any module can add its own or alter the ones that ship Big caveat, and the module says this itself: a finding means "review this," not "this is broken." Static analysis has false positives, and a clean scan doesn't prove the code is secure — access-control logic especially still needs human review I first heard about this module over beverages at Drupalcamp Asheville, so I know that this module was largely vibe-coded, after having an AI agent ingest every single Drupal security team CVE. So I like to think of this module as security pattern recognition tool, but of course it does even more
Getsemani examines a patient with a Stage 4 pressure injury over the sacrum. The therapist inserts a sterile cotton-tipped applicator beneath the intact wound edge. The applicator advances 2.4 cm toward the patient's head while remaining immediately beneath the skin. Which of the following is the MOST appropriate documentation of this finding?A) Tunneling of 2.4 cm at 12 o'clockB) Undermining of 2.4 cm at 12 o'clockC) Maceration extending 2.4 cm at 12 o'clockD) Induration extending 2.4 cm at 12 o'clockText our team the word COACH for a free diagnostic: (727) 732-4573
© 2020-2026 Ivy Podcast Discovery LLC
