Podcasts about employees

BARSTOOL PICK EM - Week 13 | Dave Portnoy, Rico Bosco, and Big Cat preview the week 13 college football slate, Meek Phil confronts Rico and Dave demands an apology, we learn more about Rico's ryder army, and more. GAMBLING PROBLEM? CALL 1-800-GAMBLER, (800) 327-5050 or visit gamblinghelplinema.org (MA). Call 877-8-HOPENY/text HOPENY (467369) (NY). Please Gamble Responsibly. 888-789-7777/visit ccpg.org (CT), or visit www.mdgamblinghelp.org (MD). 21+ and present in most states. (18+ DC/KY/NH/WY). Void in ONT/OR/NH. Eligibility restrictions apply. On behalf of Boot Hill Casino & Resort (KS). Pass-thru of per wager tax may apply in IL. 1 per new customer. Must register new account to receive reward Token. Must select Token BEFORE placing min. $5 bet to receive $200 in Bonus Bets if your bet wins. Min. -500 odds req. Token and Bonus Bets are single-use and non-withdrawable. Token expires 1/11/26. Bonus Bets expire in 7 days (168 hours). Stake removed from payout. Terms: sportsbook.draftkings.com/promos. Ends 1/4/26 at 11:59 PM ET. Sponsored by DK. GAMETIME: Download the Gametime app today and use code PICKEM for $20 off your first purchaseYou can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/barstoolpickem

INTRO (00:24): Kathleen opens the show drinking a Buddy Sprinkles Saves The Day IPA from Kent Falls Brewing Company, and reviews her weekend in Upstate New York.   TOUR NEWS: See Kathleen live on her “Day Drinking Tour.”   COURT NEWS (15:11): Kathleen shares news announcing that Cher will be the musical guest on Saturday Night Live Dec 20th, Jelly Roll leaves Australia, and Post Malone will headline the Halftime show at the Dallas Cowboy's Thanksgiving Day game.    TASTING MENU (4:55): Kathleen samples O'Donnell's Hot Honey Fusion Chips, Mi Nina Jalapeno Agave Chips, and Parlor City Jalapeno Apple Hot Sauce.    UPDATES (21:51): Kathleen shares updates on Cowboys co-owner Charlotte Jones supporting Bad Bunny as the Super Bowl Halftime performer, Sarah Ferguson suffers a new blow, and the Chernobyl Blue Dogs mystery is solved.   HOLY SHIT THEY FOUND IT (29:14): Kathleen reveals that an endangered New Sea Angler bird has been spotted off the Sonoma coast.    FRONT PAGE PUB NEWS (30:40): Kathleen shares articles on the “6 7” Gen Alpha slang, Jack White is headlining the halftime show at the Detroit Lions Thanksgiving Day game, Country Music has its first AI generated hit, Target's new 10-4 employee policy rolls out, the last-ever penny was minted in Philadelphia, Pope Leo shares his 4 favorite movies, Starbucks announces more holiday merch, there's been a credible Bigfoot sighting in Pennsylvania, and the quietest room on earth is revealed.    SAINT OF THE WEEK (1:16:22): Kathleen reads about St. Padre Pio, patron saint of adolescents, stress relief, and civil defense volunteers.   WHAT ARE WE WATCHING (18:46): Kathleen recommends watching “It's All Her Fault” on Peacock.    FEEL GOOD STORY (1:12:15): Kathleen shares a story about France becoming the first country to force supermarkets to give unsold food to the needy.   

In this talk I share how people learn best. When you FORCE them to learn and avoid holding someone's hand too much. Allow them to make mistakes and learn from their own mistakes. CONQUER SHYNESS

Are your employees really lazy—or just not engaged? In this episode, Hall of Fame keynote speaker Joe Mull, CSP, CPAE, explains why labeling employees as “lazy” misses the real issue and what leaders can do instead to spark motivation, effort, and engagement. Discover how to turn low effort into high performance by creating the conditions for commitment—through meaningful work, purpose, strengths, and belonging. Joe breaks down proven strategies for giving effective feedback, building trust, and cultivating a workplace where people care, try, and give their best. Learn practical leadership tools to improve employee motivation, team performance, and workplace culture in today's ever-changing world of work. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #transformativeleadership #workplaceculture #companyculture #talentretention #employeeengagement #employeeretention #bossheroschool #employalty Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root—and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession For more information visit joemull.com.

A federal law enforcement operation Tuesday drew a large protest to St. Paul. U.S. Immigration and Customs Enforcement said agents were serving a search warrant at Bro-Tex Inc. as part of a federal criminal investigation. They didn't provide further details and didn't say whether anyone was detained.An employee of Immigration and Customs Enforcement is among 16 men arrested on suspicion of soliciting a minor after a sting operation in suburban Minneapolis. Researchers at the University of Minnesota have just released findings showing hundreds of racist housing deeds in Sherburne County. Minnesota REALTORs say October data shows seller activity is up in the state while buyer activity is down. That's even though mortgage rates touched their lowest level in a year last month. Two new professional women's volleyball teams announced expansion teams in Minnesota in the last week.

Updating your employee handbook isn't just about compliance — it's about connection. With major workplace law changes coming in 2026, now's the time to refresh your policies. Kiri Grant from SHRM's HR Product Solutions team joins host Monique Akanbi, SHRM-CP, to explain how HR professionals can get ahead of upcoming changes, make their handbooks more engaging, and use SHRM's Employee Handbook Builder to ease the stress of updates.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

11-18-25 - Winter Has Hit Our Studios As Our Company Can't Seem To Get The A/C Right - Target Institutes New Smile Policy For Employees As New Generation Workers Aren't ExpressiveSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

873. Employees are waiting for leaders to fix work. Leaders are drowning trying to fix everything. Rachel explains why both sides are stuck in an outdated model - and how to break free. Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.Have a question for Modern Mentor? Email us at modernmentor@quickanddirtytips.com.Find Modern Mentor on Facebook, Twitter, and LinkedIn, or subscribe to the newsletter to get more tips to fuel your professional success.Modern Mentor is a part of Quick and Dirty Tips.Links: https://www.quickanddirtytips.com/https://www.linkedin.com/company/modern-mentor-podcast/https://www.quickanddirtytips.com/modern-mentor-newsletterhttps://www.facebook.com/QDTModernMentorhttps://twitter.com/QDTModernMentor Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Watch the YouTube version of this episode HEREAre you an entrepreneur looking to grow and thrive in the legal space? In this episode of the Maximum Lawyer Podcast, Tyson interviews Matt Anderson, an attorney and real estate investor, about his unconventional journey blending law, entrepreneurship, and property investing. Matt shares lessons from multi-level marketing and business ownership and emphasizes the importance of hiring for culture fit.For lawyers who are new to the entrepreneurial space, it is possible to build a firm that runs on minimal daily involvement. In order to do this, you need to let go of a lot of the day to day work of practicing law as well as partner and hire individuals who can help you achieve that. Partner with another lawyer who has the same vision as you. After that, look at hiring good lawyers who will do all the necessary work that will bring you success. That way, you can spend your day doing what you want to do.Matt provides some insights on hiring staff based on culture and character, rather than experience. One way to do this is utilizing personality tests, inner metrics and multiple interviews to find the right fit. For Matt, anyone can learn a skill or aspects of a job. But, not everyone has the character or personality to work for a certain firm. As an owner, you need to determine what kind of firm you want to run and hire people based on what matters to you most.Listen in to learn more!2:01 Creative Side Hustles in Law School4:13 Building a Business, Not Just Practicing Law9:44 Hiring and Personality Fit16:32 Buying Law Firm Real Estate 23:23 Creative Financing and Seller Deals 25:12 Renting vs. Owning Your Home29:24 AI as a Law Firm Leveler32:13 Preventing Lifestyle Creep in Law Firms34:06 Impact of AI and the Future of Office Space43:36 Who Runs the Firm?47:20 Biggest Surprises in Partnership 49:40 Implementing AI in the Firm53:03 The Role of Hard Work in Success 58:03 Importance of Emotional Intelligence (EQ)Connect with Matt:Website  LinkedIn  Tune in to today's episode and checkout the full show notes here. 

Sanish Mondkar is the Founder and CEO of Legion Technologies, a company specializing in AI-powered workforce management solutions that optimize labor efficiency and enhance hourly employee engagement. Under his leadership, Legion has become a trusted platform for automating scheduling, forecasting, and communication across major industries. Before Legion, Sanish served as Executive Vice President and Chief Product Officer at SAP, and earlier at Ariba. He holds a bachelor's degree in computer engineering from the University of Pune and a master's in computer science from Cornell University. In this episode… In today's fast-paced world of retail, hospitality, and other hourly-based industries, companies are racing to balance efficiency with employee satisfaction. But as technology reshapes how businesses operate, can AI actually make hourly work more engaging, flexible, and fulfilling? Sanish Mondkar, a seasoned technology leader and AI innovator, believes it can. He explains that traditional workforce management systems were built to control labor costs, not empower people — and that's where AI can fundamentally shift the equation. By automating scheduling, predicting demand, and empowering employees with control over their work schedules, companies can reduce attrition while fostering a more motivated workforce. Sanish also points out that real transformation comes when AI is transparent, explainable, and trusted by both managers and frontline workers. In this episode of the Inspired Insider Podcast, Dr. Jeremy Weisz sits down with Sanish Mondkar, Founder and CEO of Legion Technologies, to discuss how AI can drive employee engagement and operational excellence. They talk about Legion's AI-powered scheduling innovations, the "trifecta" that reduces attrition, and how automation builds trust between employers and staff. Sanish also shares lessons from scaling Legion with major brands like Dollar General and Philz Coffee.

Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Recorded Live at ASTA 2025, keynote speaker Jim Knight dives into leadership and organizational culture through his signature “edutainment” style—a high-energy blend of music, education, and hospitality. Knight is a professional speaker, writer, and former Head of Training and Development for over two decades at Hard Rock International, which he calls one of the "greatest cultures in the history of culture." Jim stresses that the most important responsibility of any leader is hiring the right person. Too often, leaders get distracted by product, pricing, or aesthetics, while the true differentiator is the human element. He recommends evaluating candidates through the Three C's: Competence – Can they do the job?Character – Are they kind, respectful, and easy to work with?Culture Fit – Do their values align with the organization? Leaders who fail to make employees feel seen, heard, and appreciated, he warns, will continue to struggle with turnover. Jim Knight, a renowned keynote speaker, author, and training and development expert, teaches organizations of all sizes how to attain their own “rock star” status.  https://www.knightspeaker.com/ https://astausa.org/pages/asta-expo Thanks to our Partners, NAPA Auto Care and NAPA TRACS Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: - Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ - Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters - Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 - Subscribe on YouTube: https://www.youtube.com/carmcapriotto - Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ - Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ - Follow on Twitter: https://twitter.com/RResultsBiz

On today's Dear Heretics segment, Nolan and Kelli debate equity compensation philosophy: whether companies should extend stock options to all employees or reserve them for senior roles, weighing moral imperatives against investor dilution concerns and implementation complexity.Support our Sponsor:Metaview is the AI platform built for recruiting. Check it out: https://www.metaview.ai/heretics* Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.* Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.* It only takes minutes to get up and running.KEEP UP WITH NOLAN + KELLI ON LINKEDINNolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/__For coaching and advising inquire at https://kellidragovich.com/—TIMESTAMPS:(00:00) Intro(01:07) Question about stock options for all employees(01:48) Carta's philosophy on making everyone an owner(03:32) Moral case for giving equity to everyone(05:07) Story about Carta's employee refresh and Fred Wilson(06:21) Challenge of educating employees on equity(08:28) Pendo's approach to equity education and round tables(09:19) Setting expectations with $0 default value(10:08) Sponsor - Metaview(11:29) Cost of labor adjustments for equity across locations(13:00) Administrative challenges of geo-based equity adjustments(14:16) Employee communication and comparison issues(16:10) Board tension over equity dilution decisions(17:28) Attracting great talent requires competitive compensation(18:06) Moral case and taxes of giving equity(19:00) Importance of working with equity experts(19:46) Closing thoughts on geo strategy and communication(21:34) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

11-18-25 - Winter Has Hit Our Studios As Our Company Can't Seem To Get The A/C Right - Target Institutes New Smile Policy For Employees As New Generation Workers Aren't ExpressiveSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

By Adam Turteltaub The rise of generative AI has brought transformative potential to healthcare—from streamlining administrative tasks to supporting clinical decision-making. But alongside these benefits comes a growing concern: Shadow AI. Alex Tyrrell, Chief Technology Officer, Health at Wolters Kluwer explains in this podcast that this term refers to the use of unauthorized, unmonitored AI tools within organizations. In healthcare, where data privacy and patient safety are paramount, Shadow AI presents a unique and urgent challenge both now and in the future. Healthcare professionals often turn to generative AI tools with good intentions—hoping to reduce documentation burdens, improve workflows, or gain insights from complex data. However, many of these tools are unproven large language models (LLMs) that operate as black boxes. They're prone to hallucinations, lack transparency in decision-making, and may inadvertently expose Protected Health Information (PHI) to the open internet. This isn't just a theoretical risk. The use of public AI tools on personal devices or in clinical settings can lead to serious consequences, including: Privacy violations Legal and regulatory non-compliance Patient harm due to inaccurate or misleading outputs Despite these risks, many healthcare organizations lack visibility into how and when these tools are being used. According to recent data, only 18% of organizations have a formal policy governing the use of generative AI in the workplace, and just 20% require formal training for employees using these tools. It's important to recognize that most employees aren't using Shadow AI to be reckless—they're trying to solve real problems. The lack of clear guidance, approved tools, and education creates a vacuum that Shadow AI fills. Without a structured approach, organizations end up playing a game of whack-a-mole, reacting to issues rather than proactively managing them. So, what can healthcare organizations do to address Shadow AI without stifling innovation? Audit and Monitor Usage Start with what you can control. For organization-issued devices, conduct periodic audits to identify unauthorized AI usage. While personal devices are harder to monitor, you can still gather feedback from employees about where they see value in generative AI. This helps surface use cases that can be addressed through approved tools and structured programs. Procure Trusted AI Tools Use procurement processes to source AI tools from vetted vendors. Look for solutions with: Transparent decision-making processes Clear documentation of training data sources No use of patient data or other confidential information for model training Avoid tools that lack explainability or accountability—especially those that cannot guarantee data privacy. Establish Structured Governance Governance isn't just about rules—it's about clarity and oversight. Develop a well-articulated framework that includes: Defined roles and responsibilities for AI oversight Risk assessment protocols Integration with existing compliance and IT governance structures Make sure AI governance is not siloed. Those managing AI tools should be at the table during strategic planning and implementation. Educate and Engage Education is the cornerstone of responsible AI use. Employees need to understand not just the risks, but also the right way to use AI tools. Offer formal training, create open forums for discussion, and build a culture of transparency. When people feel informed and supported, they're more likely to choose safe, approved tools. Protect PHI with Precision In clinical workflows, PHI is often unavoidable. That's why it's critical to: Deidentify patient data whenever possible Ensure only authorized systems, processes, and personnel have access to PHI Maintain up-to-date business associate agreements and data processing contracts

Show SummaryNatalie Elliott Handy, a caregiver for her husband and mother and co-host of the Confessions of a Reluctant Caregiver Podcast. During our conversation, we share the commitment that she and her sister have to highlighting and supporting military connected caregivers. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestNatalie is someone who genuinely loves people. She has a natural passion for meeting new faces, staying closely connected with family, friends, and colleagues, and, most of all, helping others. Anyone who knows her will readily say, “Natalie doesn't know a stranger.” It's simply who she has always been.Raised in her family's hardware store, Natalie learned early how to engage customers — and how to count change — by talking to everyone who walked through the door. At church, she was the first to volunteer to sing, recite Bible verses in “big church,” and attend every youth activity, especially lock-ins. In school, her teachers often placed her in the front row to help minimize “distractions,” because she was, without a doubt, a social butterfly.Those gifts — her ability to connect, her quick wit, and her desire to support others — naturally led her into leadership roles throughout her career in the mental health field. She married young at 21 and, many years later, again at 39. She often describes her first marriage as a light-hearted “practice run” with someone kind, but not Jason, the partner she shares her life with today.From the outside, Natalie's life looked picture-perfect: a fulfilling job, a loving husband, a close-knit support system, and of course, her beloved dogs. But behind the scenes, she was burning the candle at both ends — working 12-hour days, six days a week, answering every request with, “No problem. Happy to help.”Everything shifted when Jason was diagnosed with cancer in March 2022. In the midst of that crisis, Natalie confronted the truth that she couldn't keep living at that pace. During those darkest moments, she reconnected with her faith and, through that, rediscovered her true self. She learned to acknowledge her imperfections and, more importantly, to love herself fully — flaws and all.Today, Natalie has reordered her life with clear priorities: God, herself, Jason, family and friends, and then work. She says “no” far more often, seeks silver linings in difficult moments, and is grateful for the journey that led her to live God's plan instead of her own. She embraces the mantra of being “perfectly imperfect.”Her mission is simple: to share stories and experiences that inspire, uplift, and — whenever possible — spark a little laughter. She strives to encourage others to be true to themselves while supporting the people they love. And along the way, she fully intends to keep making new friends.Links Mentioned During the EpisodeConfessions of a Reluctant Caregiver Website2024 Heroes Caring for Heroes series2023 Heroes Caring for Heroes seriesPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course course Understanding the VA for Caregivers. This course helps caregivers navigate and better utilize the services of the VA – the largest integrated healthcare system in the country. The content for this course was developed collaboratively with a working group of various VA Departments. You can find the resource here:  https://learn.psycharmor.org/courses/understanding-the-va-for-caregivers-2 Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

We take your calls at 844-899-TVLR. We talk about how Trump is waffling between calling affordability a con job and saying he needs to work on it, and how he seems dead set on hiding the Epstein files. We also talk to a nurse in New Orleans who just came off a strike.✦ ABOUT ✦The Valley Labor Report is the only union talk radio show in Alabama, elevating struggles for justice and fairness on the job, educating folks about how they can do the same, and bringing relevant news to workers in Alabama and beyond.Our single largest source of revenue *is our listeners* so your support really matters and helps us stay on the air!Make a one time donation or become a monthly donor on our website or patreon:TVLR.FMPatreon.com/thevalleylaborreportVisit our official website for more info on the show, membership, our sponsors, merch, and more: https://www.tvlr.fmFollow TVLR on Facebook: https://www.facebook.com/TheValleyLab...Follow TVLR on Twitter: @LaborReportersFollow Jacob on Twitter: @JacobM_ALFollow TVLR Co-Creator David Story on Twitter: @RadiclUnionist✦ CONTACT US ✦Our phone number is 844-899-TVLR (8857), call or text us live on air, or leave us a voicemail and we might play it during the show!✦ OUR ADVERTISERS KEEP US ON THE AIR! ✦Support them if you can.The attorneys at MAPLES, TUCKER, AND JACOB fight for working people. Let them represent you in your workplace injury claim. Mtandj.com; (855) 617-9333The MACHINISTS UNION represents workers in several industries including healthcare, the defense industry, woodworking, and more. iamaw44.org (256) 286-3704 / organize@iamaw44.orgDo you need good union laborers on your construction site, or do you want a union construction job? Reach out to the IRONWORKERS LOCAL 477. Ironworkers477.org  256-383-3334 (Jeb Miles) / local477@bellsouth.netThe NORTH ALABAMA DSA is looking for folks to work for a better North Alabama, fighting for liberty and justice for all. Contact / Join: DSANorthAlabama@gmail.comIBEW LOCAL 136 is a group of over 900 electricians and electrical workers providing our area with the finest workforce in the construction industry. You belong here. ibew136.org Contact: (205) 833-0909IFPTE - We are engineers, scientists, nonprofit employees, technicians, lawyers, and many other professions who have joined together to have a greater voice in our careers. With over 80,000 members spread across the U.S. and Canada, we invite you and your colleagues to consider the benefits of engaging in collective bargaining. IFPTE.org Contact: (202) 239-4880THE HUNTSVILLE INDUSTRIAL WORKERS OF THE WORLD is a union open to any and all working people. Call or email them today to begin organizing your workplace - wherever it is. On the Web: https://hsviww.org/ Contact: (256) 651-6707 / organize@hsviww.orgENERGY ALABAMA is accelerating Alabama's transition to sustainable energy. We are a nonprofit membership-based organization that has advocated for clean energy in Alabama since 2014. Our work is based on three pillars: education, advocacy, and technical assistance. Energy Alabama on the Web: https://alcse.org/ Contact: (256) 812-1431 / dtait@energyalabama.orgThe Retail, Wholesale and Department Store Union represents in a wide range of industries, including but not limited to retail, grocery stores, poultry processing, dairy processing, cereal processing, soda bottlers, bakeries, health care, hotels, manufacturing, public sector workers like crossing guards, sanitation, and highway workers, warehouses, building services,  and distribution. Learn more at RWDSU.infoThe American Federation of Government Employees (AFGE) is the largest federal employee union proudly representing 700,000 federal and D.C. government workers nationwide and overseas. Learn more at AFGE.orgAre you looking for a better future, a career that can have you set for life, and to be a part of something that's bigger than yourself?   Consider a skilled trades apprenticeship with the International Union of Painters and Allied Trades. Learn more at IUPAT.orgUnionly is a union-focused company created specifically to support organized labor. We believe that providing online payments should be simple, safe, and secure.  Visit https://unionly.io/ to learn more.Hometown Action envisions inclusive, revitalized, and sustainable communities built through multiracial working class organizing and leadership development at the local and state level to create opportunities for all people to thrive. Learn more at hometownaction.orgMembers of IBEW have some of the best wages and benefits in North Alabama. Find out more and join their team at ibew558.org ★ Support this podcast on Patreon ★

In this episode, Molly breaks down how to onboard an Executive Assistant without chaos, confusion, or costly rework by transforming the way leaders transfer responsibility. She breaks down her Teach–Show–Do–Go–and–Grow™ method, revealing how to shift from ad-hoc task dumping to intentional leadership development. You will learn how shadowing, quick huddles, and clear context can turn an EA into a proactive leader rather than just a task-doer. Key Takeaways: The Teach, Show, Do Go and Grow method is a transformational onboarding strategy that builds trust and leadership within firms. Immersive shadowing during an EA's first week enables them to understand the 'how' and 'why' of leadership decisions. Pre- and post-meeting huddles are crucial for providing context and measuring outcomes. A final week debrief by the EA demonstrates learning, accountability, and their readiness to take on responsibilities. Consistent evaluation and adaptation of the onboarding process ensure alignment with leadership expectations and business goals. Quote for the Show: "Onboarding isn't about filling time, it's about transferring context, leadership language, and decision-making framework." - Molly McGrath   Links: Join our December Masterclass: https://thelawfirmleader.com/ Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/rkhwBv8gaRA 

Benny's Liquor, Fireworks & Gunpowder Emporium went up in flames last night. Motion-detector alarms caught the fire and automatically notified the police, who found the fire and called the local fire chief, but by the time they arrived it was too late. Now his insurer claims he violated his Protective Safeguards Endorsement by installing burglary alarms instead of actual fire alarms. Benny doesn't recall anything about this, but apparently it's some paper he signed when he bought the policy. Key Takeaways [ 00:37 ] - Benny's shop burned down, and his insurer denied the claim due to a protective safeguards endorsement violation. [ 01:05 ] - Benny had a motion detector burglar alarm instead of the required fire alarm and does not recall agreeing to the protective safeguards endorsement. [ 06:09 ] - Protective safeguards endorsements require the insured to maintain the specific safeguards named in the policy schedule as a condition of insurance. [ 06:59 ] - If the insured knows of any suspension or impairment in the safeguards, they must notify the insurer or risk losing coverage. [ 08:29 ] - If a safeguard is shut off due to breakage or leakage, repairs must be completed within 48 hours for notification to the insurer not to be necessary. [ 10:47 ] - Courts often follow the strict policy language; simply having a different type of alarm, even if it detected the fire, is not considered compliant. [ 12:04 ] - The protective safeguards endorsement is often found in commercial property or farm coverage, and courts tend to enforce strict compliance. [ 15:15 ] - Coverage can be denied even if the breach of the safeguard duty did not affect the outcome of the loss because compliance is a condition of the insurance. [ 18:11 ] - Beth provides a summary of the key takeaways. Your PLRB Resources Coverage Question: Fire Loss Involving Protective Safeguards Endorsement - https://www.plrb.org/documents/fire-loss-involving-protective-safeguards-endorsement/ Law Review: New Hamilton Liquor Store, Inc. v. Amguard Ins. Co. - https://www.plrb.org/documents/new-hamilton-liquor-store-inc-v-amguard-ins-co-2020/ Employees of member companies also have access to a searchable legal database, hundreds of hours of video trainings, building code materials, weather data, and even the ability to have your coverage questions answered by our team of attorneys (https://www.plrb.org/ask-plrb/) at no additional charge to you or your company. Subscribe to this Podcast Your Podcast App - Please subscribe and rate us on your favorite podcast app YouTube - Please like and subscribe at @plrb LinkedIN - Please follow at "Property and Liability Resource Bureau" Send us your Scenario! Please reach out to us at 630-509-8704 with your scenario! This could be your "adjuster story" sharing a situation from your claims experience, or a burning question you would like the team to answer. In any case, please omit any personal information as we will anonymize your story before we share. Just reach out to scenario@plrb.org.  Legal Information The views and opinions expressed in this resource are those of the individual speaker and not necessarily those of the Property & Liability Resource Bureau (PLRB), its membership, or any organization with which the presenter is employed or affiliated. The information, ideas, and opinions are presented as information only and not as legal advice or offers of representation. Individual policy language and state laws vary, and listeners should rely on guidance from their companies and counsel as appropriate. Music: "Piece of Future" by Keyframe_Audio. Pixabay. Pixabay License. Font: Metropolis by Chris Simpson. SIL OFL 1.1. Icons: FontAwesome (SIL OFL 1.1) and Noun Project (royalty-free licenses purchased via subscription). Sound Effects: Pixabay (Pixabay License) and Freesound.org (CC0).

Last week, the Bottle Bill coalition held a press conference to announce the results of our statewide survey, which found that the large majority of stores that sell Bottle Bill-covered beverages do not post the legally required "Bottle Bill of Rights" sign. These signs are meant to alert consumers that they can take back the covered beverages they purchased there for their nickel return. Two arrests were made outside of the Governor's Mansion in Albany, Monday morning, after Bottle Bill protestors dumped a truckload of cans and bottles at the gate. Employees from bottle redemption centers across the state gathered to dump the multiple days' worth of waste. They are seeking an increase in the handling fee as well as increasing the nickel deposit to a time. Blair Horner of NYPIRG gives an update about the Campaign to Mark Dunlea of the Hudson Mohawk Magazine.

Wilson County employees and elected officials gather Nov. 12 for a toy donation drive, arranged by county Judge Hank Whitman. County employees donated toys to be given for Christmas to foster children in the Belong Community-Based Care program through SJRC in Wilson County. Participants also enjoyed a potluck meal.Article Link

On today's episode, Andy answers your questions on how to stop over-preparing and start taking action, how to honor your word while still protecting your time, and how to manage high-skill employees with poor attitudes.

Alright, Mita is back with us on the pod. We're talking bad bosses, bad employees, bad attitudes and how to break the cycle of feeling bad at work. Here's the rundown of what we're talking about today at WORK. * Work friction is rising because roles, priorities, and expectations are unclear.* Layoffs create survivor guilt and overwhelm for the people who stay.* Leaders often skip rewriting roles or resetting priorities after org changes.* Ambiguity grows when bosses avoid conflict or lack clear direction from above.* Weekly priority meetings and repeat back communication cut through confusion.* Managing up is essential. Employees must surface gaps and ask for clarity.* Weak or absentee bosses create space for employees to lead and accelerate.* One on ones matter. Bring value so they never get canceled.* Boundaries break when people step into others' jobs to avoid their own.* Remote work increases miscommunication without consistent rituals and tools.* Generational tension stems from different eras of job security and loyalty.* Cross generational teams work best when everyone teaches and learns from each other.To learn more about Mita - Get her book “The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses.” This is WORK Conversations. Watch full episode on YouTube. Get full access to WORK at erikaayersbadan.substack.com/subscribe

When a traumatic brain injury forced Jenny Groberg to step away from her company for two years, it could have ended her business. Instead, it became the catalyst for exponential growth. Jenny, founder and CEO of BookSmarts Accounting and Bookkeeping, handed day-to-day leadership to her manager, Emily, granting her 10% ownership of the business plus profit sharing. During Jenny's absence, the company grew 30% year-over-year—scaling from $300K to seven figures in revenue annually. In this case study, we'll unpack how giving up control and ownership unlocked unprecedented growth, why empowering women became BookSmarts' biggest advantage, and how Jenny turned adversity into opportunity to build an unstoppable company. Connect with Jenny: https://booksmartspro.com/ LinkedIn: https://www.linkedin.com/in/jenny-groberg/ Iconic business leaders all have their own unique genius. Take this quick 10 question quiz to uncover your specific CEO style advantage: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://cubicletoceo.co/quiz⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you enjoyed today's episode, please: Post a screenshot & key takeaway on your IG story and tag me ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@missellenyin⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@cubicletoce⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠o so we can repost you. Leave a positive review or rating at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.ratethispodcast.com/cubicletoceo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Subscribe for new episodes every Monday. Learn more about your ad choices. Visit megaphone.fm/adchoices

The Alan Cox Show

The Alan Cox ShowSee omnystudio.com/listener for privacy information.

Do you ever feel like you have to constantly babysit your team instead of focusing on your own job? It's like you can't take your eyes off them, so you always find yourself in their work and in their decisions, double-checking everything.If that's your case, then this episode is for nonprofit leaders like yourself. I'm bringing five lessons from past clients and past podcast episodes to help you build high-performance nonprofit people managers.This way, you'll get to finally operate as the leader and executive you are, and not the babysitter you've been forced to be.▶️ Build Teams that Don't Need Babysitting ▶️ Key Points:0:01:20 What teams that need babysitting look like0:04:14 Building trust0:05:09 Providing clarity0:05:55 Building skills0:06:59 Developing your leaders0:08:08 Using coaching techniquesResources from this episode: If you want my support  in building teams that are aligned, efficient, and consistent, fill out this form so we can work together on your organization.Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

https://youtu.be/NUdn7G2_y4Y Tim Rexius, Serial Entrepreneur and Founder of Omaha Protein Popcorn, shares how he helps people reach their personal greatness through health, fitness, and nutrition. We explore Tim's journey from homelessness to multiple successful ventures, the strategies behind Omaha Protein Popcorn, and how purpose-driven leadership creates long-term impact.Tim introduces his Entrepreneur Creation Framework—Identify Them, Give Them a Voice, Coach & Mentor, Secure Financing, Let'em Do It Their Way—a system that turns talented employees into entrepreneurs, scales businesses, and drives innovation across industries. --- Important Links: Tim's LinkedIn Tim's website Omaha Protein Popcorn

Minnesota-based retail giant Target is encouraging its store employees to smile and interact with customers more. Target shared with MPR News that the employee training program is called “10-4.” At 10 feet within a customer, Target is guiding store employees to smile and make eye contact with customers. And at 4 feet, employees should consider a conversation. The new guidance has caused quite the conversation, with people reflecting “how do I want to be interacted with when going to a store?” Joining Minnesota Now is an expert in consumer behavior and psychology, Aaron Sackett. He's a marketing professor at the University of St. Thomas Opus College of Business.

The weekend barrage is over, but more rain is on the way. Thousands of UC employees are hitting the picket lines. A Temecula man is arrested for pointing a gun at a teen, and neighbors say he's an ICE agent. Plus, more from Morning Edition. Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.com Visit www.preppi.com/LAist to receive a FREE Preppi Emergency Kit (with any purchase over $100) and be prepared for the next wildfire, earthquake or emergency!Support the show: https://laist.com

Josef Stetter is a transformational speaker, Resume Whisperer™, and founder of Cultural Transformation Systems (CTS), an AI HR Tech company founded three years ago to revolutionize hiring, retention, and employee engagement. With 9 career changes, 18 job roles, and over 20 years of experience, Josef has personally helped over 12,000 professionals land meaningful jobs, boasting a 90% success rate—with some hired in as little as 2 days. He has partnered with major companies like Deloitte, Tata Consulting, and Canon to reduce turnover by 70% through systems-level culture design.Contact Josef Stetter:https://thecelebrategroup.com/https://josefstetter.com/https://culturaltransformationsystems.com/https://www.instagram.com/josef_stetter/tagged/https://www.linkedin.com/in/josefstetter/Dr. Kimberley LinertSpeaker, Author, Broadcaster, Mentor, Trainer, Behavioral OptometristEvent Planners- I am available to speak at your event. Here is my media kit: https://brucemerrinscelebrityspeakers.com/portfolio/dr-kimberley-linert/To book Dr. Linert on your podcast, television show, conference, corporate training or as an expert guest please email her at incrediblelifepodcast@gmail.com or Contact Bruce Merrin at Bruce Merrin's Celebrity Speakers at merrinpr@gmail.com702.256.9199Host of the Podcast Series: Incredible Life Creator PodcastAvailable on...Apple: https://podcasts.apple.com/us/podcast/incredible-life-creator-with-dr-kimberley-linert/id1472641267Spotify: https://open.spotify.com/show/6DZE3EoHfhgcmSkxY1CvKf?si=ebe71549e7474663 and on 9 other podcast platformsAuthor of Book: "Visualizing Happiness in Every Area of Your Life"Get on Amazon: https://amzn.to/4cmTOMwWebsite: https://linktr.ee/DrKimberleyLinertThe Great Discovery eLearning platform: https://thegreatdiscovery.com/kimberleyl

Appreciation can lift a team or quietly erode it, and Sarah Lockwood breaks down why the difference often comes down to whether people feel genuinely seen.   In this solo episode, she explains why the usual holiday scramble for company gifts rarely creates the connection leaders intend and why Thanksgiving offers a clearer moment for gratitude that feels personal instead of performative. Sarah shares how a simple note or a small, thoughtful gesture can shift how someone experiences their work, and she challenges leaders to consider what their gifts say about their culture. A day of rest signals care, a learning budget signals curiosity, and a mismatched gift signals a gap between stated values and lived values. She also covers the practical side of appreciation with tools like Goody that let teams choose their own gift while still giving leaders room to add a personal message.   Sarah closes by reminding listeners that recognition works best as a steady habit. Even one specific thank you can strengthen trust, and she encourages leaders to pause, notice one meaningful contribution, and send a message that proves someone's effort didn't go unseen.   Episode Breakdown: 00:00 The Art of Meaningful Employee Appreciation 01:25 Why Thanksgiving Is the Perfect Moment for Team Appreciation 04:05 The Power of Specific and Authentic Gratitude 06:10 Choose Gifts That Reflect Your Company Values 07:02 A Practical Tool for Personalized Corporate Gifting (Goody) 08:09 Make Recognition a Habit, Not a Holiday Task   Links: Goody   Connect with Sarah Lockwood: Visit HiveCast Connect with Sarah on LinkedIn   Connect with The Conscious Entrepreneur: The Conscious Entrepreneur  Follow The Conscious Entrepreneur on LinkedIn Follow The Conscious Entrepreneur on Instagram  Subscribe to The Conscious Entrepreneur on YouTube   HiveCast.fm is a proud sponsor of The Conscious Entrepreneur Podcast. Podcast production and show notes provided by HiveCast.fm

Lucinda speaks with data protection expert Sarah Hodgkin-Bates about the critical overlap between HR and compliance, specifically regarding the handling of employee personal data.  They examine the importance of setting a company culture of transparency and cooperation by properly managing data protection, and discuss the legal frameworks governing data (GDPR/Data Protection Act 2018), how to manage access to different types of employee records (e.g., payroll vs. disciplinary), and the challenges organisations face with complex areas like Subject Access Requests (SARs) and the proper retention of sensitive data. KEY TAKEAWAYS Being transparent about how employee data is used, often via separate employee privacy notices, builds a positive, co-operative company culture and a better employee brand. A core principle of data protection is to minimise access. Access should only be given to individuals who strictly need it for their job or role (e.g., payroll staff, but not the whole accounts team). Subject Access Requests (SARs) are often raised during complaints to create stress. Organisations must have a clear procedure and recognise that a SAR must be fulfilled within one month, as failure to comply could lead to regulatory body involvement. Data protection classifies certain types of personal data (like protected characteristics under the Equality Act 2010 or biometric data from CCTV) as 'special category data,' requiring elevated security measures like encryption and limited access. BEST MOMENTS "If you get your data protection right, you are creating a spirit of transparency and cooperation." "A basic principle of data protection is to minimise access. So you would only give access to people that strictly need it for their job or role." "Subject Access Requests... are usually raised because someone has a complaint or a grievance and they're looking to gather evidence or to create stress and hassle." "If you are challenged by an employee, you must be able to give them an open and honest answer about how you're using your data and why you're using it." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT SARAH LinkedIn - https://www.linkedin.com/in/sarah-hodgkin-bates-35a035177/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

The Supreme Court has upheld a ruling that Uber drivers are employees. The company argued it simply provides a digital platform for drivers and riders to connect. Four drivers took the case to court, but it paves the way for thousands of workers to pursue full employment rights. Workers First Union believes the Uber model is a method of exploitation. Deputy secretary of Workers First Union, Anita Rosentreter spoke to Lisa Owen.

Comment on the Show by Sending Mark a Text Message.Think you're protecting yourself by forwarding emails, saving pay spreadsheets, and uploading screenshots to a chatbot before HR lowers the boom? That impulse can turn a strong discrimination or retaliation claim into a story about you breaking the rules. We walk through the hidden legal traps that many employees miss—confidentiality agreements, acceptable use policies, non-disparagement clauses—and how employers flip those mistakes into a ready-made defense.We pull back the curtain on the “retaliation playbook”: IT flags unusual downloads, HR opens a policy investigation, and termination arrives with a “legitimate, non-retaliatory reason.” Then comes after-acquired evidence to limit damages, motions to exclude improperly obtained documents, and the credibility battle that distracts from your core allegations. We also break down the whistleblower myth. Some statutes can protect targeted document retention, but coverage is narrow, fact-specific, jurisdiction-dependent, and easy to lose. Relying on Title VII's anti-retaliation language to excuse broad data grabs is a costly mistake.The AI trap gets special attention. Uploading company files to a chatbot creates discoverable records, waives privilege, and can breach your NDA. It also invites arguments that you were case-shopping, not reporting unlawful conduct. Instead of risking counterclaims and evidence exclusions, follow the safer path: consult an employment lawyer early, use contemporaneous personal notes, make formal complaints that trigger preservation, consider agency filings like the EEOC to lock in holds, and deploy preservation letters to prevent deletion. We close with a practical checklist of do nots and smart alternatives that keep your claim strong and the focus on the employer's conduct.If this conversation could save a colleague from a self-inflicted wound, share it. Subscribe for more plain-English employment law guidance, and leave a review to tell us what topic you want next. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

There's a growing push for a future relationship between Uber and the unions, including collective bargaining. Four drivers have officially won their battle to be recognised as employees in a Supreme Court ruling announced today. Uber argued they were contractors. Workers First Union deputy secretary, Anita Rosentreter, says the Employment Relations Authority can now calculate how much Uber owes other members. "But what about the system going forwards? Clearly, it's not been working for people through the collective bargaining process, we really want to improve the Uber system for all drivers." LISTEN ABOVESee omnystudio.com/listener for privacy information.

With the Employment Rights Bill nearing the end of its journey through Parliament, Laura Merrylees, senior legal editor at Brightmine, is joined by Nick Chronias, a partner at DAC Beachcroft, to discuss the Bill's many trade union-related changes and provide a phase-by-phase guide to how HR departments can prepare for their implementation. Read the transcript Related resources Employment Rights Bill: 10 key policies employers need to revamp On your radar: Employment Rights Bill updates and HR mythbusting Podcast: Employment Rights Bill - where we are now, what to expect next Webinar: Getting probationary periods right as Employment Rights Bill changes loom Key takeaways Phased rollout: Changes will begin two months after Royal Assent, with major reforms in April and October 2026, and final measures in 2027. Union ballots: Unions will be able to organise industrial action ballots more easily, with less information required and a reduced notice period (from 14 to 10 days). The rule requiring 50% turnout is still being debated. Union recognition: From April 2026, unions face lower hurdles for official recognition, including reduced membership and turnout thresholds. Workplace access: Starting in October 2026, unions will gain rights to access workplaces (physically and digitally), with strict timelines for employer responses and agreements. Informing staff: Employers must regularly inform employees of their right to join a union - new starters should get written statements, and existing staff receive annual reminders. Protections for union activity: Employees and union reps will be protected from penalties (other than pay deductions) for participating in official industrial action. Enforcement and consultations: Government consultations on these reforms are open until December 2025; breaches of access agreements may result in substantial fines (£75,000 per breach). Employer impact: All employers should update policies and prepare for shorter timelines, new communication duties and increased union engagement.

In this conversation, Will Smith discusses the detrimental effects of workplace abuse and the responsibilities of leadership in fostering a healthy work environment. He emphasizes that no one should endure abuse from supervisors and highlights the importance of respectful communication and empathy in leadership roles.takeawaysNo one deserves to be abused in any form.Workplace abuse can stem from insecure leadership.Healthy work environments are essential for employee well-being.Communication should respect personal time and boundaries.Leaders have a responsibility to create supportive cultures.Toxic environments hinder productivity and morale.Empathy is a crucial trait for effective leadership.Employees should not feel overwhelmed by excessive demands.Workplace culture significantly impacts mental health.Leadership should prioritize the well-being of their teams.

AP correspondent Donna Warder reports on Ford Motor Company's new headquarters.

In this episode, I sat down with DJ Rossini, Managing Director at Grant Thornton and former FBI Chief Counsel and Compliance Officer.DJ brings a wealth of experience across healthcare fraud, counter-terrorism, money laundering, internal investigations, and corporate compliance.We go over what really works in fraud detection and prevention, including:How a “see something, say something” culture is the essential first stepWhy zero hotline reports is actually a red flagThe most effective controls companies can implement as soon as tomorrow

Watch the YouTube version of this episode HEREAre you looking for some AI tools to streamline your tasks? In this episode of The Guild Live Show, Tyson explores the latest trends in digital marketing, AI, SEO, and content strategy. He reviews HubSpot's newsletter insights, highlights YouTube and TikTok's new AI-powered content tools, and explains Google's advancements in AI-driven appointment booking. Tyson provides actionable tips for marketers. One tip is to rebalance the funnel and to focus on the bottom of the funnel. Looking at parts of your marketing that will convert leads are important, such as ads or SEOs. Another tip is to do more research as it relates to how your business can generate more leads. Tyson suggests that It is best to move away from a pay per click model.Tyson shares how Google AI can streamline processes. For those who are looking to travel, Google AI can open booking pages right away. If you give it a prompt of location and timeframe, it can provide you with relevant airlines, hotels, car rentals and restaurants. It can also lead you straight to the payment page to make booking your vacation or work trip so much easier!Listen in to learn more!2:54 BrightEdge Study & Funnel Rebalancing 5:07 Building Answer Engines & Content Strategy6:13 Implementing Bottom-of-Funnel Content9:14 HubSpot 2025 State of Newsletters10:31 Newsletter Best Practices 12:38 YouTube Makeover & AI Upscaling 16:38 Google AI Booking Appointments18:49 AI-Driven Booking Details 21:01 Preparing for AI-Driven Consultations 21:55 TikTok & YouTube AI Tools for Content CreationTune in to today's episode and checkout the full show notes here. Resources:Join the Guild MembershipSubscribe to the Maximum Lawyer Youtube ChannelFollow us on InstagramJoin the Facebook GroupFollow the Facebook PageFollow us on LinkedIn

Broadcast from KSQD, Santa Cruz on 11-13-2025: Dr. Dawn discusses a New England Journal of Medicine study examining radiation exposure from medical imaging in over 4 million children showing increased hematological cancer risk. Head and brain CTs deliver highest bone marrow doses, with under-1-year-olds receiving 20 milligrays compared to background radiation of 1 milligray yearly. The study found 3,000 cancers in 4 million children over roughly 10 years, with relative risk increasing 1.6-fold per CT scan. However, methodological flaws include combining US and Canadian cohorts with different data quality, potential reverse causation where imaging detected pre-existing cancers, and arbitrary 6-month latency assumptions are significant flaws in this study.. Despite small absolute risk increases given low baseline cancer rates, she encourages parents to question necessity of repeat scans and request alternatives like MRI when appropriate. She reports on cutting-edge CRISPR therapy using lipid nanoparticles to deliver molecular scissors targeting the ANGPTL3 gene controlling LDL cholesterol production. Recent setbacks in several other CRISPR trials raise issues for unexplained liver toxicity. Concerns include off-target gene editing effects and partially repaired DNA creating mutated proteins triggering autoimmune reactions. Dr. Dawn emphasizes restricting gene therapy to life-threatening genetic diseases with no alternatives until safety improves. Stanford scientists used AI model Evo trained on 9 trillion gene samples to design 300 new bacteriophages from scratch, with 16 phages successfully killing E. coli bacteria. AI tools now predict protein structures, design custom drugs, create antivenoms, invent antibiotics, and break down PFAS forever chemicals. The research represents evolution through computation and requires guardrails on AI's ability to manipulate biological structures. An emailer shares the Rosencare model where hotel chain owner Harris Rosen created self-insured health coverage featuring direct provider contracting, imaging facilities charging one-third to one-half traditional costs, transparent pharmacy benefit management, and zero or $5 primary care copays. Employees receive proactive screening for colonoscopies, mammograms, cholesterol, diabetes, and hypertension during clinic visits. Ninety percent of medicines including insulin cost nothing, with remaining drugs $0-25, and hospital admissions cost flat $750. The model saved $600 million while providing superior preventive care by eliminating insurance middlemen and focusing on early chronic disease detection when 75-85% of costs originate. Dr. Dawn explains abdominophrenic dyssynergia causing bloating unrelated to gas or food. The diaphragm descends and abdominal wall muscles relax, pushing organs forward after meals. CT scans showed lettuce-related bloating involved no intestinal gas changes but demonstrated this abnormal muscle reflex. Randomized trials showed biofeedback training with chest-lifting and abdominal wall contracting exercises before and after eating for four weeks improved symptoms 66%. She warns that constant bloating in postmenopausal women unrelated to eating requires ovarian cancer screening. She discusses how genes drive personality using dopamine receptor gene DRD4 polymorphisms as an example. The 7-repeat variant present in 48% of Americans creates receptors binding dopamine poorly, associating with ADHD, pathological gambling, alcoholism, drug dependence, and bulimia, plus personality traits of novelty-seeking, impulsiveness, and optimism. The 2-repeat DRD4 variant common in Asia correlates with lower anger and higher forgiveness. DRD2 variations enhance the memory of negative outcomes, creating pessimistic bias and avoidance behavior. She presents the KETO trial showing "lean mass hyper-responder phenotype" where very low-carbohydrate dieters averaging age 55 maintained LDL cholesterol of 272 for five years but showed identical coronary artery calcium scores and plaque burden as matched controls with LDL under 150. Despite extreme LDL elevation, the very low insulin levels from carbohydrate restriction prevent LDL oxidation, the inflammatory "loading" process enabling arterial damage. She concludes with unusual cancer symptom where recurrent pain in specific body locations after alcohol consumption, lasting 1-2 days, occurs in 5% of Hodgkin lymphoma patients and in other cancers when alcohol induced blood vessel dilation and inflammatory chemical release in cancer-containing lymph nodes causes pain after drinking.

Welcome to The Game w/ Alex Hormozi, hosted by entrepreneur, founder, investor, author, public speaker, and content creator Alex Hormozi. On this podcast you'll hear how to get more customers, make more profit per customer, how to keep them longer, and the many failures and lessons Alex has learned and will learn on his path from $100M to $1B in net worth.Wanna scale your business? Click here.Follow Alex Hormozi's Socials:LinkedIn | Instagram | Facebook | YouTube | Twitter | Acquisition

Get Sam & Shaan's guide to build a Million Dollar Business (+team): https://clickhubspot.com/hde Episode 764: Sam Parr ( ⁠https://x.com/theSamParr⁠ ) talks to Alex Hormozi ( https://x.com/AlexHormozi ) about how to hire A+ talent, how to think in frameworks, and how to write for maximum persuasion.  — Show Notes: (0:00) Hiring for general intelligence (16:12) The snowball of talent (18:59) Employees v. Partners (20:35) How to be a magnet for talent (24:39) #1 mistake (26:37) Be fast to fire (30:33) macro patience, micro speed (38:03) Shower thoughts w/ Hormozi (44:58) Persuasion (1:05:12) Alex reads his own tweets — Links: • Acquisition - https://www.acquisition.com/  • 1929 - https://tinyurl.com/5n78rjzw  — Check Out Shaan's Stuff: • Shaan's weekly email - https://www.shaanpuri.com  • Visit https://www.somewhere.com/mfm to hire worldwide talent like Shaan and get $500 off for being an MFM listener. Hire developers, assistants, marketing pros, sales teams and more for 80% less than US equivalents. • Mercury - Need a bank for your company? Go check out Mercury (mercury.com). Shaan uses it for all of his companies! Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided by Choice Financial Group, Column, N.A., and Evolve Bank & Trust, Members FDIC — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth • Sam's List - http://samslist.co/ My First Million is a HubSpot Original Podcast // Brought to you by HubSpot Media // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano //

wsg Rodger Sherman, founder of Sports!, formerly of The Ringer, coiner of "Fetty Wapping," college football hero. The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, The Sklar Brothers, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, and SignalWire where we are recording this. Featured Musician: Terry Klein THE VIDEO: [After THE JUMP: Things discussable.]  --------------------- Not necessarily in this order. 1. Northwestern Preview starts at the top They're fine. Their offense plods but for one good receiver or when their QB throws an INT, which he's got accuracy problems that were visible when he was a Rhett Ashlee QB at SMU. Their defense is decent, rotates, plays sound football of a Lloyd variety. Alex likes edge Aidan Hubbard more than Michael Kilbane (whom PFF prefers). Their DTs are a little undersized so they jump behind the line of scrimmage, which Nebraska was able to exploit down the stretch. 2. Northwestern Preview cont. wsg Rodger Sherman starts at 13:56 What's it like being a Northwestern fan these days? It's spending $800 million on an unnecessary stadium instead of players, because you can't put your name on players. 3. Wake Forest After-Action Report, and a short TCU Preview starts at 27:45 How many ways can we say Mara is a star? Defensive ceiling is ridiculous. Three-big lineup needs a name. We also talk about Matt D's findings regarding the defensive play of Michigan's guards, which was not at all what we expected. 4. Purdue Upon Further Review starts at 44:58 Young offensive line plus Zack Marshall and Jalen Hoffman continue to be good blockers—might meet their match vs Ohio State. Jordan Marshall is a beast. Bryce's second half wasn't great either—he was not feeling comfortable in the pocket, missed some RPO reads he made earlier. Need a bye to get right. Defensively, I wasn't mad about Wink. Don't say on the internet that I was mad. Defensively the kids were not alright and the defensive rotations were still weird, but more explainable given the injury circumstances. Long drives were explainable until Purdue figured out they were just running nail (where you insert a blitzing LB as a 5th lineman and play 5-1). Interested in Lugard Edokpayi. Featured Artist: Terry Klein I usually don't go for country music, but I do when it's made by Terry Klein (LSA 1995), a folk country artist from Austin who's been touring festivals the most hallowed singer-songwriter venues across the country for decades, and reading a lot of MGoBlog between stops. His last album Leave the Light On won a bunch of acclaim, making American Songwriter's list of the best records released in 2023. His fifth album, Hill Country Folk Music, just came out. Songs: I Used To Be Cool The Dirty Third The Job Interview Song     Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat

The government shutdown has finally come to an end after Trump signed the continuing resolution last night. Guest: Local journalist and Discovery Institute Fellow Jonathan Choe on the Seattle mayor’s race. // Big Local: It’s more expensive to dine out in Washington than any other state in the country. // You Pick the Topic: Insufferable Teen Vogue employees get fired.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Takeaways- Carlos's family background influenced his entrepreneurial spirit.- Being the first in his family to attend college was a significant milestone.- Internships helped Carlos realize what he didn't want in a career.- Transitioning from finance to a startup environment was a pivotal moment.- Quality and customer experience are central to Feast & Fettle's success.- Vertical integration allows for better control over the customer experience.- Smart growth is preferred over blitzscaling in business.- Employee care is crucial for retention and company culture.- Carlos aims to help others from non-traditional backgrounds succeed.- Success is about giving back and creating opportunities for others. Chapters00:00 Introduction to Carl Svetter Jr. and Feast & Fettle01:21 Early Influences and Family Background04:37 Lessons from Family Business06:39 The Journey to College and Its Significance09:53 Navigating the Corporate World11:55 Internship Insights and Realizations13:49 Transitioning to Consulting and Growth17:57 The Move to Deliveroo and Cultural Differences22:41 The Spark of Entrepreneurship31:24 Scaling and Strategic Expansion38:30 Building a Purpose-Driven Company41:54 Defining Hospitality and Leadership45:47 Success and Giving Back

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1871: Vicki Cook and Amy Blacklock explore the nuanced pros and cons of employee loyalty in a booming job market. While long-term commitment can lead to job security, personal growth, and professional recognition, blind loyalty may hold you back financially and emotionally, especially in toxic or stagnant environments. Discover how to assess whether staying or moving on better serves your long-term goals. Read along with the original article(s) here: https://womenwhomoney.com/benefits-drawbacks-employee-loyalty/ Quotes to ponder: "Staying put with a company you've come to know and trust contributes to increased job security confidence." "Employees sometimes take their commitments to their current employers too far and get stuck in a career rut, affecting their productivity and growth." "At the end of the day, you have to consider how much you're gaining by remaining a loyal employee and how much your loyalty could be costing you."

What if equity could move as fast as code? Most founders spend thousands on lawyers, cap table management, and outdated infrastructure just to raise money and distribute equity. Joris Delanoue thinks that's ridiculous. As co-founder and CEO of Fairmint, he's building the rails to move private equity onto the blockchain, turning cap tables into smart contracts and making ownership as easy to transfer as sending an email. In this episode of Rising Tide Startups, Joris shares his journey from being a serial entrepreneur in France to a blockchain pioneer in Silicon Valley. After selling multiple companies and experiencing the pain of locked-up investments and cap tables that were impossible to manage, he moved to the US with one goal: to fix capitalism. What started as an idea for a startup exchange using SPVs evolved into Fairmint, a platform that's already moved over $1 billion in equity onto the blockchain. Joris breaks down why blockchain is the superior technology for securities, how Fairmint is deintermediating traditional finance without sacrificing compliance, and why privacy features like zero-knowledge proofs are unlocking trillions of dollars in institutional capital. He also discusses the shift from infrastructure as CapEx to OpEx, and how transfer agents are suddenly the most sought-after role in finance. Additionally, he shares his belief that entrepreneurship changes the world faster than politics ever will. Key Takeaways: Blockchain is a superior infrastructure for equity. Just like cloud computing replaced private servers, blockchain will replace traditional financial rails because it's faster, cheaper, and more efficient. Cap tables should be smart contracts. Moving equity onto the blockchain eliminates intermediaries, reduces costs, and makes ownership programmable and liquid. Compliance is a feature, not a bug. Being an SEC-registered transfer agent means investors don't lose their assets if they lose their private keys. You can always recover securities with proper ID. Infrastructure can become a profit center. With the right tokenomics, what used to be operational expenses can now generate revenue instead of costing money. Equity should be accessible to everyone. Employees, contractors, partners, and community members who contribute value should be able to participate in the financial upside. Entrepreneurship beats politics. As a founder, you can impact billions of people through what you build, the values you embed, and the vision you execute.   Listen to the full conversation here: YouTube: https://www.youtube.com/@risingtidestartups Apple Podcast: https://podcasts.apple.com/us/podcast/rising-tide-startups/id1330525474 Spotify: https://open.spotify.com/show/2eq7unl70TRPsBhjLEsNZR   Connect with Joris: Fairmint: https://www.fairmint.com/ LinkedIn: https://www.linkedin.com/in/delanoue/ Closing thought: "The worst thing you can do is not know what to do and start chasing rabbits. Sometimes it's just better to do nothing." Please leave us an honest rating on Spotify, YouTube, or Apple Podcasts. Shoutout to our Great Sponsors: Naviqus Virtual Services - Hassle-free administrative support services that are efficient, affordable, and tailored to your needs. Check out https://naviqus.com now to jumpstart your business for 2026! Podbrand Media - Have you ever considered starting your own podcast for your company or brand? Podbrandmedia.com can help. Affordable and effective content creation and lead generation!

In episode 1963, Jack and guest co-host Andrew Ti are joined by comedian and host of The Faucet & Broccoli and Ice Cream, Myq Kaplan, to discuss… More Emperor’s New Clothes, Target Is Forcing Employees To Smile and more! Bezos's Evil Sci-Fi Fantasy World (Clip) Great Job, Internet!: Joyce Carol Oates ethers Elon Musk on his own platform Target is now requiring its employees to smile more Target has a new approach for its employees - smile more! Shoppers were already leaving Target behind - now half employees say they have little faith in store Target distribution center is so large employees say they spend 30 minutes walking to their station and should be paid for it Target Workers Reach Nearly $2 Million Deal to End Wage Lawsuit Myq Kaplan's new special "Rini" coming November 19! LISTEN: Sunset Canyon by FoxwarrenSee omnystudio.com/listener for privacy information.