Podcasts about Employee benefits

Why Nobody Talks About Being a Caregiver at Work (& What It's Costing Us) with Jennifer LevinIn this deeply personal episode of The WorkWell Podcast™, Jen Fisher speaks with Jennifer Levin, television writer, journalist, and founder of Caregiver Collective, about her powerful book "Generation Care: The New Culture of Caregiving." While we're in meetings and hitting deadlines, millions of workers are simultaneously managing something most colleagues know nothing about—caring for aging or chronically ill family members. Jennifer became a caregiver at 32 when her father was diagnosed with a rare degenerative illness, and what she discovered changed everything about how we should think about work, support, and what it means to show up.Episode Highlights:What makes millennial and Gen X caregiving different—and why "you don't have other responsibilities" is a dangerous assumptionWhy most young caregivers don't identify as caregivers—and what that silence costs themThe role reversal nobody prepares you for: becoming your parent's parentWhy our culture doesn't value family care as strong social capital—and the discrimination that followsThe real cost to companies: employees leaving not because they want to, but because unpaid leave forces impossible choicesSigns a team member might be struggling with caregiving (even if they haven't said anything)Ambiguous loss: grieving the person who's still here and the life you thought you'd haveWhy guilt is the one word every caregiver mentions, no matter what aspect of care they're discussingHow to create a culture of care awareness without requiring people to sacrifice their careersThe "waiting for the other shoe to drop" reality—and why caregiving emergencies don't follow a scheduleQuotable Moments:"People will question your decisions all the time when you're a caregiver. But the person you're caring for wouldn't want you to give up on yourself either." - Jennifer LevinResources:This episode of The WorkWell Podcast™ is made possible by Lyra Health, a premier global workforce mental health solution. Learn more at Lyrahealth.com/workwell.Jennifer's Book: "Generation Care: The New Culture of Caregiving" by Jennifer LevinJoin the Caregiver Collective: A national online support group for caregivers who feel younger than expected in this role

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

In this episode of The Broker Link, host John Ross Hopkin sits down with Christapher Estep, Vice President of Sales Midwest at Ameriflex to dive into the growing world of Individual Coverage Health Reimbursement Arrangements (ICHRAs). Introduced in 2018, ICHRAs are transforming how employers offer health benefits — giving businesses the ability to set defined allowances while empowering employees to choose their own health insurance plans. John and Christopher break down how this model provides flexibility, cost control, and satisfaction for both employers and employees. Tune in to learn why 90% of employers who switched to ICHRAs are staying with them, why 92% of employees say they're satisfied, and how Ameriflex's TAP plan is setting a new standard with compliance support, extra benefits, and a 98% client retention rate. This episode will give you the insights you need to understand why ICHRAs are one of the fastest-growing trends in employee benefits. Learn more about partnering with The Brokerage Inc. by visiting our website, www.thebrokerageinc.com. Remember to like, share, and subscribe to our show!  New episodes are available every Tuesday. Join our Community! LinkedIn: https://www.linkedin.com/company/the-brokerage-inc-/   Facebook:  https://www.facebook.com/thebrokerageinc/  Instagram:  https://www.instagram.com/thebrokerageinc/  YouTube:  https://www.youtube.com/@TheBrokerageIncTexas  Website:  https://thebrokerageinc.com/     

Welcome to another episode of The Freelancers Tea Break with Emma Cossey, a coach and mentor for freelancers. In this episode, Emma delves into the common question of why freelancers charge higher hourly rates than employees. She explains that freelancers have to cover additional costs such as holiday pay, sick leave, pension contributions, office space, and equipment expenses, which employees typically receive from their employers. Emma also discusses the benefits of hiring freelancers, including access to specialised skills, project-focused quality work, and the lack of a long-term commitment.  Tune in to understand the true value freelancers bring and the hidden costs they bear.  Timestamps: 00:00 Introduction to The Freelancers Tea Break  00:13 Why Do Freelancers Charge More?  00:46 Employee Benefits vs. Freelancer Costs  01:27 Freelancer Expenses and Considerations  02:10 Comparing Employees and Freelancers  02:40 Efficiency and Quality of Freelancers  03:06 Conclusion: The Value of Freelancers Follow me on Instagram Follow me on Bluesky Email: hello@emmacossey.com  Come join us in the free Freelance Lifestylers Facebook group Want more support? Check out the Freelance Lifestyle School courses and membership. Join the Freelance Lifestyle Discord Community: https://discord.gg/RKYkReS5Cz

This week, we're covering an uptick in state-level employment law activity, federal court decisions on “captive audience” bans, and Rhode Island's new menopause accommodation requirements. State Legislative Activity Increases California has introduced new laws on paid sick leave, artificial intelligence, pay equity, and protections for tipped workers. Meanwhile, other states are also rolling out new laws impacting employment practices. Courts Clash Over “Captive Audience” Bans Federal courts have issued conflicting rulings on state restrictions regarding employer-mandated meetings related to union organizing. Rhode Island Enacts First-Ever Menopause Law Through a new amendment to its Fair Employment Practices Act, Rhode Island has become the first state in the country to require employers with four or more employees to accommodate menopause symptoms. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw409 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

#ThisMorning | #Streamlining the #Employee #Benefits #Enrollment and #Evidence of #Insurability #Process - #PartII | Michael Volpe, SS&C Technologies | #Tunein: broadcastretirementnetwork.com #Aging, #Finance, #Lifestyle, #Privacy, #Retirement, #Wellness 

PPO, HMO, HSA, FSA… WTF? Understanding Employee Benefits with HR Pro Veronica Barnas | E075Open enrollment season is here — but don't just click “same as last year.” This week on The Extreme Personal Finance Show, Chris sits down with HR powerhouse Veronica Barnas, a 20-year Human Resources veteran specializing in employee benefits.They break down the alphabet soup of benefits — PPOs, HSAs, FSAs, and HMOs — in plain English and with a few laughs. Veronica explains how to stop leaving free money on the table, how to actually build wealth through your benefits, and why your 401(k), HSA, and disability coverage might be more powerful than you think.From the triple-tax advantage of an HSA to secret perks like tuition reimbursement, employee stock programs, and even pet insurance, this episode helps you take control of your financial health the same way you take care of your physical one.In This Episode You'll Learn:• Why “same as last year” could cost you thousands• The real difference between a PPO, HMO, and high-deductible health plan• How to use your HSA as a stealth retirement account• Why disability insurance is one of the most underrated safety nets• How to spot free money in your benefits package• Overlooked perks like tuition reimbursement, stock purchase programs, and gym reimbursements• How to make open enrollment season work for your wallet, not against itWhether you're new to the workforce or a seasoned pro, this episode will help you understand your benefits like a boss and maximize every dollar your employer offers.Contact Chris:https://heavymetal.moneyhttps://www.facebook.com/MoneyHeavyMetalhttps://x.com/MoneyHeavyMetalhttps://www.instagram.com/chrislugerhttps://www.tiktok.com/@heavymetalmoneyemail: chris at heavymetal.moneyConnect with Veronicahttps://www.linkedin.com/in/veronica-barnas-28ba7723/

In this episode, John Sbrocco, Founder and CEO of Virtue Health, cuts through the industry jargon to give you a clear-eyed view of the current market. He breaks down the key factors driving medical inflation—from post-COVID utilization and provider consolidation to the staggering rise of catastrophic claims.Listen to learn: The real story behind renewal increases and the key inflation drivers you need to explain to employers. Why a million-dollar claim is no longer a large claim and how orthopedic and specialty drug costs are impacting your bottom line. The critical flaw in most public pools and captives that leaves well-managed groups subsidizing the risk of others. Actionable cost-containment strategies that focus on the 4% of members driving nearly 50% of the spend. How a private consortium model creates long-term stability and delivers single-digit renewals in a double-digit market. LEARN MOREHeads Up Adviser: https://virtuealliance.com/heads-up-adviser/Show Sponsor Virtue Health: https://virtuealliance.com/CONNECT ON LINKEDINJohn W. Sbrocco: https://www.linkedin.com/in/johnwsbrocco/This is a must-listen playbook for any advisor looking to navigate tough renewal conversations and deliver sustainable results for their clients.

#ThisMorning | #Streamlining the #Employee #Benefits #Enrollment and #Evidence of #Insurability #Process | Michael Volpe, SS&C Technologies | #Tunein: broadcastretirementnetwork.com #Aging, #Finance, #Lifestyle, #Privacy, #Retirement, #Wellness 

In this episode of Success Leaves Clues, hosts Robin and Al sit down with Carl Aube, Co-Founder at Optimal U Inc., to explore how lifestyle medicine is transforming preventive health across Canada. With over 25 years of experience in healthcare innovation, Carl shares how Optimal U is bridging the gap between public and private care – empowering individuals to take charge of their health through data-driven assessments, personalized care plans, and actionable lifestyle changes. Carl discusses how small, daily habits create measurable, long-term health outcomes, and how wearables, genetic testing, and AI are helping Canadians stay healthier longer. He also explains how employers can integrate lifestyle medicine into benefits programs to boost productivity, reduce absenteeism, and lower healthcare costs. This episode is a wake-up call for anyone who believes “ignorance is bliss” when it comes to their health, and an invitation to start planting the seeds of wellness today. You'll hear about: From Sick Care to Preventive Care: Why Canada's public system focuses on treatment, and how Optimal U fills the prevention gap. The Six Pillars of Lifestyle Medicine: Nutrition, exercise, sleep, stress, social connection, and avoiding risky substances. Data-Driven Health: How bloodwork, genetic screening, and wearables reveal what your body truly needs. Ignorance Isn't Bliss: Why knowing your health risks early empowers better choices and longer vitality. Employers and Well-Being: How companies can use lifestyle medicine to reduce costs and build healthier, more engaged teams. The Future of Personalized Care: How AI and continuous monitoring are making wellness more accessible and actionable than ever. If you're a benefits advisor, HR leader, or parent looking to better support families through smarter healthcare access, this episode will open your eyes to how innovation and empathy can work hand-in-hand to change the future of care in Canada. We talk about: 00:00 Introduction 03:00 What Is Optimal U and How It Works with the Public System 05:00 Prevention vs. Treatment: Why Lifestyle Medicine Matters 07:00 The Six Pillars of Lifestyle Health 09:00 Facing Your Health Fears and Taking Action 12:00 From Data to Daily Habits: Sleep, Movement, and Nutrition 14:00 How AI and Wearables Empower Real-Time Health Insights 16:00 The Mission Behind Optimal U and Carl's 25-Year Journey 18:00 Breaking Down Healthcare Silos and Improving Referrals 21:00 Integrating Lifestyle Medicine into Employee Benefits 23:00 Real ROI for Employers: Productivity, Wellness, and Retention 26:00 Lifestyle vs. Functional Medicine: What's the Difference? 29:00 Genetic Testing and the Power of Personalized Insights 36:00 Working with Family Physicians and Navigating the Public System 40:00 Collaboration Over Competition in Healthcare 41:00 Planting Seeds of Health: Carl's Vision for the Future Connect with Carl LinkedIn: https://www.linkedin.com/in/carl-aube/ Website: https://optimalu.ca/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

Health insurance costs are climbing, and this year's open enrollment feels tougher than ever. Premiums are up, deductibles are higher, and plans seem designed to confuse you. In this episode, Jess and Brandon walk through how to actually compare your options by looking at total yearly cost, not just the monthly premium. You'll learn how to plan for high-cost years with surgeries or pregnancies versus lower-cost preventive years, and how to understand how network changes, prescriptions, and hidden fees can impact your real out-of-pocket costs.They also break down the tools that help you fight rising healthcare costs:HSAs: triple tax advantages and long-term growth potentialFSAs and Dependent Care FSAs: pre-tax savings for medical and childcare costsShort Term Disability: using it for maternity or recovery timeGroup Life and Disability Insurance: what's covered and where the gaps areIf your health plan feels more expensive but offers less, this episode helps you make the smartest choice for your family and your wallet.Head over to our YouTube channel to catch this episode in full video form.Apply to be a guest on the show.You can also email us at: thesugardaddypodcast@gmail.comConnect with us on InstagramWe're most active over at @thesugardaddypodcastChat with BrandonWant to work together? Learn more about BrandonBook a free 30-min call to see if it's a fit.Show us some love, hit subscribe, leave a five star rating, and drop a quick review!Money, relationships, and the mindset to master both. Hosted by financial advisor Brandon and his wife Jess, The Sugar Daddy Podcast breaks down how to build wealth, unpack old money beliefs, and have real conversations about love and finances. Our mission? To help couples and individuals grow rich in every sense of the word: emotionally, relationally and financially.

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

The most recent episode of the Georgia Tech Research Podcast features a conversation with Georgia Tech Human Resources (GTHR) leaders about the many benefits and programs available to Georgia Tech and GTRI employees. Host Scott McAtee, assistant director-HR business partner at GTRI, is joined by Kimberly Goler-Stubbs, Yolanda McDaniel, and Michelle Jordan-Dumas, who each oversee different aspects of employee health, benefits, and retirement. The discussion highlights how Georgia Tech's benefits go beyond health care and retirement.

Join Lydia Parker and Laura Ferguson, partners in Troutman Pepper Locke's Employee Benefits + Executive Compensation Practice, as they discuss the top five health and welfare updates from 2025 to prepare you for 2026, from significant legislative changes to emerging litigation trends that are reshaping the landscape for plan sponsors. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this special two-part episode of Know Your Risk and Insurance Coverage, host Chip Arenchild talks with leaders and interns from Moody Insurance and M3 Insurance to explore how real internship programs are shaping the future of the independent agency model. Guests include Ashley Canny and Hunter Rivers from Moody, and Jake Cline and Cyrus Choisy-Madon from M3. The episode dives into what makes these programs successful—from rotational department exposure to executive mentorship—and why young professionals are choosing to stay in insurance. Whether you're building a pipeline or launching your first internship, this episode delivers practical ideas and candid stories.Timecodes:00:00 – Welcome and introduction01:03 – Why RiskProNet is spotlighting internships02:00 – Meet Moody Insurance's internship leaders03:20 – How Moody's rotational program is structured04:31 – Intern Hunter Rivers on his experience and takeaways05:55 – What surprised him about working in insurance07:13 – How Moody sources and selects interns08:44 – What a “day in the life” of an intern looks like10:31 – Live work, real projects, and measurable impact11:52 – Summer School & executive mentorship at Moody13:30 – How Moody evaluates and hires from the intern class15:05 – Now to M3: Meet Jake Cline and intern Cyrus Choisy-Madon16:23 – How M3 views internships as a culture-building tool18:04 – M3's internship model: data science, pharmacy, IT & more19:46 – What Cyrus learned—and what changed his mind about insurance21:21 – Interns doing real actuarial and benefits work22:33 – The human side of the insurance industry23:40 – Why insurance is complex, valuable, and growing25:06 – Planning career paths after the internship26:18 – Final thoughts from all four guestsResources:Become a member at RiskProNet.comConnect with Chip Arenchild on LinkedInConnect with Moody on LinkedinConnect with M3 Insurance on LinkedInConnect with RiskProNet on LinkedIn

702 Afternoons with Relebogile Mabotja is broadcast live on Johannesburg based talk radio station 702 every weekday afternoon. Relebogile brings a lighter touch to some of the issues of the day as well as a mix of lifestyle topics and a peak into the worlds of entertainment and leisure. Thank you for listening to a 702 Afternoons with Relebogile Mabotja podcast. Listen live on Primedia+ weekdays from 13:00 to 15:00 (SA Time) to Afternoons with Relebogile Mabotja broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/2qKsEfu or find all the catch-up podcasts here https://buff.ly/DTykncj Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

Host Mike Stull sits down with Mandy Rhubin, senior director, pharmacy network audit at Optum Rx, to tackle one of health care's most costly challenges: fraud, waste and abuse (FWA). Mandy breaks down what FWA really means, shares real-world examples and dives into why plan sponsors play such a critical role in spotting and preventing it. Watch or listen to Benefits Bites Episode 1 – PBM 101: Big Players, Mid-Market Movers and Industry Disruptors Register for upcoming Employers Health webinars or watch on demand at Events - Employers Health. Sign up for our monthly newsletter here. Find additional helpful benefits strategies and resources at Articles | Employers Health.

In this episode of the Real Estate Pros Podcast, host Kristen interviews Nick Dial, author of 'Insurance Makes Cents.' They discuss the importance of understanding insurance, particularly for real estate professionals, and how to leverage it effectively to protect assets. Nick shares his personal journey into the insurance industry, the inspiration behind his book, and the common gaps in insurance coverage that many overlook. He emphasizes the need for a customized approach to insurance and the importance of educating oneself about policies to avoid costly mistakes. The conversation concludes with key takeaways from Nick's book, empowering listeners to optimize their insurance strategies.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true ‘white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a “mini-mastermind” with Mike and his private clients on an upcoming “Retreat”, either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas “Big H Ranch”? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Insurance isn't boring—it's the foundation of your wealth plan. Most people treat it like an afterthought, only glancing at benefits during open enrollment and hoping nothing bad happens. That's exactly why so many families end up scrambling when life hits them with the unexpected.In this episode, I sit down with Maxwell Schmitz, a disability insurance and income protection expert, to rip apart the myths and excuses around insurance. We cover the psychology behind why people ignore it, the real risks you're facing, and why disability insurance is more likely to impact your life than death during your working years.We break down the most common myths:“I'm too young for that.”“I've got coverage through work, I'm good.”“Insurance is a waste of money.”Max exposes the flaws in that thinking with numbers, stories, and blunt truth. We also dive into why group plans don't cover nearly as much as you think, why cost isn't the real barrier, and how insurance fits on the defensive side of your wealth strategy.You'll walk away knowing the exact policies to check before the year ends, the one question you should be asking your advisor, and why your emergency fund is the first move if you do nothing else.This is a raw, no-BS conversation about protecting your income, your family, and your peace of mind. Watch the full episode on YouTube: https://youtu.be/aCx9zCcjhIIAs always we ask you to comment, DM, whatever it takes to have a conversation to help you take the next step in your journey, reach out on any platform!Twitter, FaceBook, Instagram, Tiktok, LinkedinDISCLOSURE: Awards and rankings by third parties are not indicative of future performance or client investment success. Past performance does not guarantee future results. All investment strategies carry profit/loss potential and cannot eliminate investment risks. Information discussed may not reflect current positions/recommendations. While believed accurate, Black Mammoth does not guarantee information accuracy. This broadcast is not a solicitation for securities transactions or personalized investment advice. Tax/estate planning information is general - consult professionals for specific situations. Full disclosures at www.blackmammoth.com.

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

Van auto naar mobiliteitsbeleid: zo pak je het slim aan als ondernemer – Cleo De Backer x Maxime Vandemaele & Alycia ClaeysElektrisch of niet? Wagen of mobiliteitsbudget? En wat zegt de fiscus nu echt? Cleo De Backer, managing partner bij We Make You Happy, legt haar vragen op tafel. Met Maxime Vandemaele, fiscalist bij VGD, en Alycia Claeys, HR-adviseur bij VGD, ontrafelt host Suyin Aerts het mobiliteitsdoolhof. Van total cost of ownership tot beleid op maat van je groei en afspraken die mens én business dienen.The Real Real, Growth TalksWat als we ondernemersvragen durven benoemen zoals ze echt zijn: concreet, soms complex, maar altijd relevant?In The Real Deal: Growth Talks, een podcast van Generation WOW in samenwerking met VGD, brengen we vrouwelijke ondernemers samen met een VGD-expert rond de tafel. Geen oppervlakkige verhalen, maar echte cases en kritische vragen. Over groei en governance. Over mensen en processen. Over overnemen, loslaten of net herstructureren.Elk verhaal vertrekt vanuit de realiteit van vandaag en kijkt met de bril van morgen.

In this special episode of the Abundance Mindset Podcast, we focus on financial planning strategies specifically for Meta employees. We delve into optimizing the Meta 401k, including tax-efficient contributions and strategic investment selections. We also explore the nuances of handling Restricted Stock Units (RSUs) and their tax implications. To wrap up, we highlight Meta's other generous benefits like health savings accounts and long-term disability coverage.

In this episode of Success Leaves Clues, hosts Robin Bailey and Al McDonald sit down with Gavin Mosley, founder of the GroupBenefitz Platform and one of Canada's leading voices in private healthcare and executive benefits. With nearly two decades of experience at top insurance carriers and consulting firms, Gavin has made it his mission to simplify the complex world of group benefits and reshape how organizations think about proactive health access. From exploring the rise of private executive clinics to building insurance solutions that let Canadians access healthcare like their American counterparts, Gavin offers a masterclass in the future of employee benefits. You'll hear about: The private health gap in Canada: Why it's not new, and how infrastructure already exists for those who know where to look. The ROI of proactive health: How shorter wait times, faster recoveries, and tax-efficient benefits deliver value for executives and companies alike. Breaking down the product: A behind-the-scenes look at specialty insurance that covers diagnostics, global treatment, and post-surgery rehab. Wellness integration: Why virtual rehab, nutrition, and mental health support are essential complements to executive health coverage. The future of benefits advising: How this emerging segment could create new roles, new specialties, and an entirely new way of serving clients. Success redefined: Gavin's vision of building a business his kids would be proud to run, while leaving the industry better than he found it. If you're a business owner, benefits advisor, or HR leader curious about the next frontier of employee health and retention, this episode offers both a roadmap and inspiration for where the industry is headed We talk about: 00:00 Introduction 02:22 The Rise of Private Healthcare in Canada 03:37 Understanding the Private Healthcare System 07:39 The Growing Demand for Private Healthcare 10:54 Exploring the ROI of Private Healthcare 15:06 Introducing the Product: Best Doctors Insurance 16:53 Product Details and Benefits 24:31 Understanding Medical Procedures and Coverage 24:52 Differences Between Critical Illness and Health Insurance 25:09 Coverage and Benefits of the Health Insurance Plan 26:13 Future of Health Insurance in Canada 27:40 Addressing Gaps in the Public System 28:25 Potential Solutions and Industry Changes 28:39 Polarizing Discussions on Private Healthcare 29:31 The Role of Benefits Brokers 32:45 Navigating the Wellness Space 36:01 The Importance of Data in Wellness Programs 38:32 Defining Success in the Insurance Industry 42:58 Future of Employee Benefits and Private Health Connect with Gavin LinkedIn: https://www.linkedin.com/in/gavinmosley/ Company LinkedIn: https://www.linkedin.com/company/groupbenefitz/ Website: https://www.groupbenefitz.ca/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

In this episode of Just Compensation, Jessica I. Kriegsfeld is joined by Lauren M. Hollender to discuss employee handbooks, including varying state and federal laws and best practices for creating, distributing, and maintaining employee handbooks. Hollender explains that employee handbooks are not one-size-fits-all, and they should be customized to fit the company's size, location, and culture.  Speakers: Lauren M. Hollender, Counsel, EmploymentJessica Kriegsfeld, Associate, Executive Compensation and Employee Benefits

In this episode of Success Leaves Clues, hosts Robin Bailey and Al McDonald sit down with Cheryl Kerrigan, award-winning Chief People Officer at BlueCat and one of Canada's most admired HR leaders. With more than two decades of global experience, Cheryl shares her journey of stepping into roles before she felt “ready,” embracing failure as a teacher, and shaping workplace cultures where people and performance thrive. You'll hear about: The power of courage and curiosity: Why putting your hand up before you're fully prepared can accelerate growth. The role of mentorship: How strong leaders and female role models shaped Cheryl's career, and why she's passionate about sending the elevator back down. Building high-performing teams: From over-communicating strategy to enabling leaders with coaching and development. Supporting resilience in tech: Wellness days, flexible policies, and innovative benefits that prioritize employee well-being in a fast-paced industry. Planting future trees: Why Cheryl is committed to connecting new graduates with opportunities and helping the next generation step confidently into business. If you've ever struggled with imposter syndrome, wondered how to foster a culture where people truly thrive, or wanted practical insights from one of Canada's top HR leaders, this episode is filled with clues you'll want to follow. We talk about: 00:00 Introduction and Podcast Overview 04:15 Cheryl's Career Journey and Leadership Insights 11:31 Building High-Performing Teams 15:35 Balancing Business Growth and Employee Well-being 21:10 Innovative Employee Benefits and Support 25:07 Future Trends in Employee Benefits 30:24 Cheryl's Mentorship and Giving Back 33:19 Conclusion and Contact Information Connect with CherylLinkedIn: https://www.linkedin.com/in/cherylkerriganWebsite: https://bluecatnetworks.com/Connect with Us • LinkedIn: Robin Bailey and Al McDonald • Website: Aria Benefits and Life & Legacy Advisory Group

Ever feel like your employee benefits package is a mystery? You're not alone! In this episode, Bri sits down with benefits expert Christy Smith from The Horton Group, a Marsh & McLennan Agency, to demystify the world of workplace perks. Christy, who has extensive experience in HR and as an employee benefits broker, shares insights on everything from health, dental, and vision insurance to the often-overlooked benefits like disability and legal support. Get ready to learn how to ask your HR team for new benefits (yes, you can do that!) 2, why understanding your options is crucial, and the surprising ways some companies are making benefits more inclusive (think doggy daycare!). Plus, we dive deep into the power of Health Savings Accounts (HSAs) and why they might be your secret weapon for retirement savings. Tune in and empower yourself to make the most of your workplace benefits!Timestamps:- 00:52: Christy's journey from HR to employee benefits broker.- 02:24: Common misconceptions about workplace benefits and how to approach your HR team.- 06:41: Navigating multiple health plan choices and software to assist in decisions.- 09:50: The evolution of vision and dental insurance.- 13:17: Inclusive benefits like "doggy daycare" and pet insurance.- 15:56: The importance of understanding company culture for tailored benefits.- 18:48: Deep dive into short-term and long-term disability, including state-paid leave benefits.- 23:14: Understanding legal benefits and Employee Assistance Programs (EAPs).- 27:50: The one employee benefit Christy wishes everyone would maximize (hint: it's about retirement!).- 33:28: Key advice for open enrollment season.Connect with Christy:- LinkedIn http://www.linkedin.com/in/christy-smith-cebs-49283810 - The Horton Group, a Marsh & McLennan Agency https://www.thehortongroup.com/  The Childfree Wealth Podcast, hosted by Bri Conn, CFP®, and Dr. Jay Zigmont, CFP®, is a financial and lifestyle podcast that explores the unique perspectives and concerns of Childfree individuals and couples. Like the show? Leave us a rating & review! If you want to join the conversation, email us at media@childfreewealth.com, follow Childfree Wealth® on social media, or visit our website www.childfreewealth.com! Join our newsletter HERE. Schedule a meeting with a Childfree Wealth Specialist® HERE. Instagram: @childfreewealth Facebook: @childfreewealth LinkedIn: @childfree-wealth YouTube: @ChildfreeWealthPodcast Disclaimer: This podcast is for educational & entertainment purposes. Please consult your advisor before implementing any ideas heard on this podcast.

In this episode, Ben Markland sits down with Terry Ward, Senior VP of Sales at United Vision Plan, live from the ICMG Conference in Tampa, Florida. With over 40 years of experience in the vision benefits industry, Terry shares his journey and how technology, consumer expectations, and transparency are reshaping the way benefits are delivered. From the evolution of vision care to the rise of digital platforms, Terry offers a fresh perspective on leadership, adaptability, and meeting today's industry challenges head-on.

In this episode of Just Compensation, Jessica I. Kriegsfeld, Amy C. Schwind, and Adam Dickson discuss employment considerations for early-stage companies, including best practices to be compliant with applicable employment laws and to build a strong foundation to grow and attract talent.  Speakers: Adam Dickson, Counsel, Emerging Companies & Venture CapitalAmy C. Schwind, Counsel, EmploymentJessica Kriegsfeld, Associate, Executive Compensation and Employee Benefits

In this episode of Remodelers on the Rise, Kyle, Bailey, and Kassi share highlights from the recent Rise Conference. From roundtables that sparked powerful conversations to breakout sessions on AI and marriage, they reflect on moments of learning, laughter, and even tears. You'll hear about community connections, sponsors, standout sessions, and a surprise new employee benefit—plus a big announcement about the 2026 Rise Conference. ----- Thank you to our RISE Conference Sponsors: CGN (Contractor Growth Network) Builder Funnel JobTread DreamMaker Bath & Kitchen Contractor in Charge Squirrel Solutions Seabrook Design Co. ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights! ----- Takeaways The Rise Conference had over a hundred attendees and multiple breakout sessions. The three I's of the conference were Ideas, Inspiration, and Implementation. Engagement during roundtables was high, with attendees sharing valuable insights. Feedback from attendees highlighted the positive energy and collaborative culture. A new employee benefit was introduced: a tattoo stipend for team members. Future events are planned, including an implementation check-in call and another Rise Conference in 2026. The importance of community among remodelers was emphasized throughout the conference. Attendees left with actionable ideas and commitments to implement in their businesses. The hosts shared personal stories and moments that made the conference memorable. The podcast encourages creativity in employee benefits and community building. ----- Chapters 00:00 Introduction to the Rise Conference Recap 03:05 Key Themes and Highlights of the Conference 06:11 Standout Moments and Personal Stories 08:57 Engagement and Community Building 12:00 Implementation and Action Plans 15:01 Feedback and Future Directions 22:42 Exploring the Henry Ford Museum and Attendee Feedback 23:59 The Importance of Focus and Implementation 26:00 Positive Energy and Culture at the Conference 27:03 Stepping Out of Comfort Zones 27:52 New Employee Benefits and Team Bonding 29:55 Creative Employee Benefits: The Tattoo Stipend 34:00 Looking Ahead: Future Conferences and Offerings

Jenny Kiesewetter has more than 24 years of experience advising businesses in ERISA, employee benefits, compensation, fiduciary responsibility, and compliance matters.As a member of the firm's Employee Benefits and Tax Practice in Nashville, she advises clients on all aspects of employee benefits and executive compensation, including qualified and nonqualified retirement plans, health and welfare benefit plans, cafeteria plans, severance plans, and equity-based compensation plans.Jenny has also worked with businesses and investors during mergers and acquisitions, focusing on due diligence and compliance related to employee benefit plans, including retirement, health and welfare, and executive compensation plans. Additionally, she has worked on many post-acquisition employee benefit matters, specifically related to plan compliance and correction.Jenny earned her law degree from the University of Tennessee College of Law, Knoxville, as well as a master's in communications. She earned her undergraduate degree from the University of Florida. She has been consistently recognized by U.S. News - Best Lawyers for ERISA Litigation and Employee Benefits (ERISA) Law.Jenny is a frequent speaker and author on topics including ERISA, employee benefits, retirement plans, health plans, and statutory and regulatory compliance. To subscribe to her LinkedIn newsletter “ERISA Explained,” please visit - https://www.linkedin.com/newsletters/erisa-explained-7083416224222601216/ In this episode, Eric and Jenny Kiesewetter discuss:Fiduciary responsibility in ERISA health plan oversightConducting proper due diligence for health plan service providersSecuring and ensuring access to health plan dataReviewing provider fee disclosuresKey Takeaways:Selecting and monitoring health plan providers is an ongoing fiduciary function. Sponsors must document their decision-making and maintain oversight even after hiring a provider.When choosing a broker or advisor, conduct thorough due diligence. Interview multiple candidates, review their experience, services, and fees, and ensure they fit your organization's needs.Plan sponsors should secure access to all necessary health plan data. Owning and understanding this data is critical for informed fiduciary decisions and compliance with federal laws.Review 408(b)(2) fee disclosures from health plan service providers. Missing or incomplete disclosures can create compliance risks and may be seen as an unreasonable relationship by the Department of Labor.“You can't make fiduciary decisions if you don't know what the data says. That's my opinion. You have to understand what the data says to be able to make the right fiduciary decisions.” - Jenny KiesewetterConnect with Jenny Kiesewetter:LinkedIn: https://www.linkedin.com/in/jennykiesewetter/ Connect 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 changeIt 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.

In this episode, guest host Patrick Haraden, from Lockton Companies in Boston, interviews guest Diana Maserati, a senior manager of global benefits and well-being. The discussion focuses on the complexities of managing employee benefits and HR functions for a large, global company. Key topics include the challenges of compliance with diverse state and federal leave laws, the strategic decisions behind offering specific benefits like GLP-1s for weight loss, and cost containment strategies such as centers of excellence and wellness incentives. The conversation also highlights the importance of employee education regarding complex benefit plans like HSAs and the future of benefits like student loan assistance in a competitive market. McNamara Financial is an Independent, family-owned, fee-only investment management and financial planning firm, serving individuals and families on the South Shore and beyond for over 30 years. COME SEE WHAT IT'S LIKE TO WORK WITH A FIDUCIARY. http://mcnamarafinancial.com/

On this episode of "The Founder's Sandbox", Brenda speaks with Donovan Ryckis; CEO of Ethos Benefits, the nation's leading fiduciary benefits consultant in mid- -large market employers. Ethos Benefits was founded in 2016, after a chance request from a client of Donovan when he operated as a financial advisor--the client was faced with an increase in the companies' health insurance bill for the companies' employee plan that would have had a financial burden that threatened the sustainability of the company.   ‘Ethos' represents the guiding principle, character, or spirit of a person or organization. It's the ‘why' that drives decision-making and fuel's purpose.   Through Donovan's origin story we will have our eyes opened as business owners to the potential risks of employer sponsored healthcare plans and how to mitigate these risks. You can find out more about Donovan and Ethos at: www.linkedin.com/in/donovanryckis Upcoming master class on August 14th https://ethosbenefits.com/ https://businessofbenefitspodcast.com/ For a limited time only access the documentary: It's not personal, it's just  healthcare. https://ethosbenefits.com/documentary/     Transcript:  00:04 Welcome back to the Founder's Sandbox. I am Brenda McCabe, your host on this monthly podcast. It reaches  business owners and entrepreneurs who learn about building resilient, scalable, and 00:32 purpose-driven companies, all with great corporate governance. I am Brenda McCabe, and I am your host. And the guests that come to the podcast are not only those founders and business owners who are sharing their experiences, but also corporate directors,  investors,  and professional service providers who, like me, want to use the power of the private enterprise, small, medium, and large, to create change for a better world. 01:00 Through storytelling here and a recreated  sandbox,  my goal is to equip  one startup founder or one business owner at a time to build a better world through great corporate governance. Today, my guest is Donovan Rikas.  He is joining the podcast as CEO of Ethos Benefits, the nation's leading fiduciary benefits consultant in the mid to large market employer space. 01:29 So I'm absolutely delighted to bring in a professional service provider in  the employer benefits area, which  we're going to  unpeel  this  sector  today in the podcast. it's fascinating. So thank you, Donovan, for joining me today. Thank you, Brenda. Thanks for having me. Excellent. So  the company you and Chelsea, your wife and president of Ethos Benefits, 01:59 was founded in 2016, which wasn't that  long ago.  But it happened serendipitously.  You got a chance request because at that time, you were a financial advisor, right? Yes. When  your client was faced with an increase  in the company's health insurance bill for their employee plan,  pardon me, that would have had such a financial burden,  it would have threatened the sustainability of 02:27 the company and that's your client. So what did you do Donovan? What was the origin  of Ethos Benefits? Thank you. Yeah, so that's exactly right. I started as a financial advisor.  So Ethos Benefits was formerly a registered investment advisory, which was Jay Donovan Financial.  And one of the interesting things that are a little bit different on the security side versus the insurance world is 02:56 the ability to  license and designate yourself as a fiduciary advisor to your clients.  So that's really important and that's kind of where we started as financial advisors. So that essentially means that you're not gonna be commission-based with variable commissions based on what you wanna sell and the client doesn't really understand, right? You're gonna be  transparent with how you earn any compensation. 03:23 and you're not gonna have any conflicts of interest that might change  the recommendations or advice that you're giving them. So it's gonna be flat fee and you get to work with them directly instead of working for the financial institutions and the insurance companies kind of in the background that are actually the ones incentivizing. Cause  it's this odd relationship where it's like you think the financial advisor is working for you but they're actually incentivized by the institutions  that they're representing. Very important clarification because we do have a question 03:53 further on, which is, you know, what, what, how does the 401k management, right about employers 401 plan, mirror that of healthcare benefits? Yeah, for sure. You'll start to see some of those. So that's how we're working as financial advisors. And that's an important distinction as we get into an explanation of 04:22 the whole healthcare industry and how that works. So you're exactly right. I was working as a financial advisor, working with business owners  because they had more kind of complicated planning and tax structures and things that I could do to really make a difference.  And what I realized is when most of them had commission-based advisors, they'd rush to sell a product, mutual funds  with upfront loads and REITs that had  proprietary commissions and all this kind of stuff. And then they would leave without worrying about any of the 04:52 tax consequences,  you know, islets or trusts or even wills, right? Like all these extra things that business owners needed to set up their own personal wealth, but also their company, their 401k, maybe combining a defined benefit plan. So that was kind of the niche I chose.  And it was incredibly lucrative. I loved it.  Was doing exactly what I wanted to do until that client kind of asked me for that help, like you alluded to. 05:21 And it was 40 % increase on his health insurance. He said, my broker says, this is it. There is nothing else. Can you help? And I didn't know any idea. Like I had no idea about health insurance or what I do. But yeah, just- No, no. problem. 05:39 And certainly as a financial advisor, it kind of seemed like going backwards and beneath me. didn't really want to do it, but I was like, I could hear the panic in his voice. And I was like, yeah, absolutely. Just send me everything you have. And after about three weeks, basically making as many connections in the industry and learning as much as I could and trying different things, we basically mitigated that increase entirely. 06:05 And he actually came three points under where he was currently today before that increase. And we didn't take away any benefits from employees. We didn't put them in smaller  HMO networks. We didn't increase deductibles or increase their premiums. None of the usual tricks.  So this was a like for like solution. We actually improved the plan a bit and came in under.  And it really made me realize in that moment, it wasn't my experience or my education or my smarts that 06:34 may be able to do this,  it was a lack of conflicts  in compensation and incentives,  right? Because his broker does about $7 billion a year annually.  I didn't come in with more market knowledge, leverage, or experience. I just didn't have conflicts of interest and compensation. That's what  started me down this path.  And  back then,  you hadn't yet  created Ethos Benefits with that name. 07:03 So when I did a little bit of research,  I couldn't have been more delighted that you actually reached out to to be featured on the founder sandbox because of two reasons, you the word fiduciary, right?  It was in  your basically your call to action, right? Or your or the definition of company. So,  you know, you  are  the governance of a company goes way beyond making a profit for shareholders. 07:32 the duty of care, the duty of loyalty and the duty of obedience is really the underpinning elements of  fiduciary duty. And on your website, you say our ethos is simple fiduciary first. So we're going to appeal that in here in a minute here. So act in the best interest of those we serve,  no matter the cost. You also on the website,  you you had a purpose ethos represents the guiding principle. 08:01 character or spirit of an organization or a person is the why that drives decision making and feels purpose. So I,  I looked like I was reading what next act advisors may consult a firm is about is just really finding those purpose driven. So  with that, I wanted to just, you know, ask you,  what was that you had that first client that first aha moment, and 08:29 How long did it take you and did when did you realize that this could be a a career change for you, right? Rather than a financial advisor, you were actually actually a health care benefits advisor, right? Yeah, I mean, I think I think the first moment is, you know, being being a financial advisor was very lucrative. And I like the people I was working with. I liked working with entrepreneurs and business owners and and, you know, just 08:58 I found them inspiring and I was curious about the things they're doing. And  I think that kind of lifts everybody up when you keep a circle like that, right? Like you  push yourself harder, you learn, educate and do different things.  So I love the clients I was working with. Like I said,  maybe  working on personal wealth for individuals though, isn't the most rewarding thing you could be doing. seeing that... 09:25 Don't get me wrong, I was paid well enough. It would have took me a long time to figure out that it wasn't very personally fulfilling.  But seeing that first case, mean, the first thing I did when I got that successful proposal back, before I presented it to the clients is I was looking at the math  of what does this cost? What difference does this make per paycheck to all the individuals in this planet? And then I'd look at somebody, my God, this person's got a wife and two kids. Look at the difference in premium there. 09:54 I was calculating my work in return to the average American worker and realizing like me putting myself aside to  proactively, strategically go after this problem instead of making a decision for my own personal commission, looking at how much that impacted everybody. And that was powerful. 10:20 I'm going on 20 years in financial services and every aspect of it, I've seen people who prioritize commissions over, you know, a better product, a better outcome for an individual. But the idea that that could be done on scale to where you're now making that decision for yourself over 200, 500, 2000, 3000 employees, like that's pretty disgusting, right? So seeing that that kind of impact could be made. 10:49 I mean, it was  it was really not a question after that I knew I was transitioning my business. Excellent. Excellent. So  my own path  after 25 years in Europe  was quite an eye opening experience when I came back to the United States, I am a US citizen, but I had to get you know, I've been working for myself and I had to get self insured. So  I got back this is like 11:18 12 years ago, I got the Affordable Care Act for dummies from my local library.  I had not yet transferred my tax certification to the United States takes quite a few years when you've been gone so long.  So you because you do have to sub venture tax returns and all that. And then  I ran into I met Marshall Allen, the author of never pay the first bill and the other ways to fight the healthcare system and when 11:46 Marshall Allen actually spoke at  a graduate or alumni event of University Chicago. And  I was, you know, reading these books. And you know, eventually,  I got my own broker to help me get onto the exchange. But it every year has been  an experience.  I'm fortunate to be part of a  membership organization through which  for small  and medium sized businesses and I get  PPO through 12:14 I won't mention names, but  I was  blessed because just  and I'm 12 years in the United States, you have to knock on a lot of doors to actually get health care when you are a small business  owner  and really  understand what  you are paying for,  not only your premiums of what are the services  that are provided. So can you talk about  the average 12:44 premium for a family of four and some of the  numbers that you discovered  and believe  we as a country could actually improve  on the outcomes, healthcare outcomes with the actual spend we have today, right? Yeah, we're getting the numbers are pretty wild. mean, I feel like we're really kind of getting to a breaking point with it.  You know, 13:12 For what I work on, employer-sponsored healthcare, 186 million Americans are covered under employer-sponsored healthcare plan. These plans can average increases anywhere from seven to 10 % annually. We see a lot of reports that come out that kind of measure these things. Kaiser Family Foundation does one, Milliman Index is another one. So there's a lot of studies that kind of measure this annually and changes for employers across the board. 13:41 What we saw this year for 2025 was the average cost for a family of four under employer sponsored health care plan is $35,119, which is just an astonishing number. That is unaffordable for an employer. That's unaffordable for an employee. And it's unaffordable for them to split that cost as well, which is how these, yeah, that's how they're structured in some way or another. 14:11 And another number to know that kind of governs this is the ACA affordability percentage, which is essentially where employers have to contribute, they have to contribute enough to keep the premium under this amount, which is 9.02 % this year. So premium for one of your employees cannot exceed 9.02 % of their take-home pay. 14:39 And this is updated on an annual basis, correct? Correct. Yeah, it fluctuates a little bit, but it's always right at 9, 8.5, 9.2, it's balanced up and down. But that's a pretty astonishing number too. And I see a lot of companies that are basically designing their contribution just to stay under that. it's, obviously they'd love to do more, but with the way these costs increase annually, sooner or later, they get to that point. 15:07 where they're kind of designing it just to be under 9 % of the employee's income. Okay, that's  astonishing.  And I'm happy that you  are working nationwide now with employer benefits with companies that, what's the size of the companies that you typically sell to? So we only work with large employers these days. And if we have somebody come in a little bit under, we have some associate agencies that we can kind of refer them to. 15:36 I'd say our minimum is usually like 250 eligible employees all the way up to 5000. Yeah, so anywhere in that mix. Excellent. So when again, I first met you was unaware because you've basically become nationwide in the last what two, three years, right? I'd say around COVID. Yeah, I took off right. So when I was speaking with you spent some time on the website. 16:06 I was trying to understand the sales alignment. So how you reach customers, those employees that have 250 between 250 and 5,000 employees, right? My first reaction was, OK, Donovan, go in with either of these benefits. You do a cost down, right? You've done, you basically work yourself out of the job. You corrected me. So for my audience, so how? 16:32 does ethos benefits work for a company, right?  What is that?  Is it is it an annual  engagement  talk walk me through the work you Yeah, I mean, things are happening on a daily like when we break down our scope of services, we'll actually show them like,  these are daily, these are weekly tasks, these are monthly, quarterly and annual because there's so much happening.  So  we're talking about the employee benefit space. Yes, it's  the 17:01 kind of designing consulting for the annual premium for a 12 month period. I think that's what people first consider.  But there's also a ton of compliance factors that have to happen throughout the year that that company has to fill out, right? Could be anything from section  125s,  5,500s,  wrap documents, all kinds of notices and disclosures  that need to be done.  Also, you know, we deal with benefits administration. So that's... 17:29 How are the employees making elections, seeing premiums? Is that integrating into payroll?  So functions like that with eligibility in and out of the company  adjusting that.  But also we kind of discussed and talked about the fact that health care is incredibly complex. So all the same market influences, where the market's at, interest rates,  inflation, all that kind of stuff affects  health care rates just like any other company in the market. 17:58 but it also gets as granular as  new medical procedures, new drugs, new generic drugs that are now an option.  It can even go down, you know, locally or regionally to where we get a new CFO in a hospital group and that starts changing the reimbursement rates that they're requesting from the insurance. So we see that where kind of a CFO comes in and they start flexing, making life difficult in a particular region or with a hospital group. 18:28 So all these things are kind of coming together and changing every single day.  Also the fact of the sheer amount of bills,  claims that come through.  So what we see on average,  this is a pretty crazy number, but  what we see on average is 18 claims  per employee per year. Okay, that's a lot.  That's a lot. So if we had just a hundred employees, that'd be 1800. 18:56 basically accounts payable  into the company. And that's part of our job too, because as you might imagine, hospitals make tons of mistakes on the bills, about 80 % of the bills have mistakes.  And then we also have to make sure that those are coming in at fair reimbursement rates to the company, because what hospitals bill is a spectrum for the exact same procedure. And the only difference is the payer. It's not the patient, it's not the complexity, it's not the physician, like it's literally 19:25 just the insurance card that can affect that difference in reimbursement rates. So all these things kind of come together where, yes, it  very much is a daily  task for me and my team on different things that we're working on. And- Are you an advocate in any way for the employees? Yes,  very much. So, you know, it's two, there's two complicated ecosystems at the same time that we're trying to navigate. 19:52 One is certainly the healthcare finance, which is what we're working with the company. But healthcare delivery for employees and members is just as complicated and confusing as far as where do I go? What is this gonna cost? What's the next step? Can I get a second opinion? How would that work? Right? And also helping navigate them to their highest cost or their lowest cost, highest quality and understanding what that is and giving them options to seek care at. 20:21 at lower prices if that's available. Excellent.  So your  delivery platform, is it like a customer success team  that  is assigned solely to that client? How does it work? Yeah, so it's kind of different. every employer is starting at a different place. They also have different ideas of where their end place or where their goal is. 20:49 healthcare delivery, kind of working on some things like that, there might be a couple of different ways we handle it. One might be having a direct  primary care provider. So the idea of a direct  primary care provider is basically same day, next day appointments with your primary care physician  and 30 to 60 minute visit times, not the average, which is seven minutes with a PCP, which is what most people get across the country.  And  with that DPC provider, you can also do things like 21:18 stitches,  blood work, get generic meds. So we're talking about more of a comprehensive service when you actually need it, not  the 14, 18 day  primary care. So that might be one of the ways we help with healthcare delivery.  It might be a nurse concierge where they have a nurse that they can help find providers,  navigate them. That might be a part of it.  So it kind of depends. then also  a lot of the times are 21:47 Our team will basically act as a care coach, where if they have anything going on, they can just call us. We'll help them set appointments, navigate them towards care, help them with their ID problems. Fantastic. Anything else you'd like to share or shed some light on the service offering of ETHOS benefits? So we're going to jump into a legal question in a minute here. 22:13 Yeah, I mean, it always just depends on the employer.  what I would say is generally they find everything we do to be  more comprehensive. And I think that's just the nature of the fact that we're not seeking compensation from the insurance providers or working with the client, because  it's my belief that we don't have a single thing to sell to an employer.  Employers have a health care problem. And we're here to solve that and work through that in any 22:42 way that they need at that given time.  So we're not,  you know, pushing those solutions are having those conflicts.  It's an excellent segue down into  current lawsuits  that are popping up with respect to,  first of all 401k, lawyer, and now healthcare benefits. So before we jump into that some specific cases, you know, for my listeners, what does fiduciary mean? 23:12 in your business model, right? Please. Yeah. So fiduciary for us is certainly always acting in the best interest of those that you represent. It's the highest standard of care.  So you mentioned a couple of things  earlier, loyalty, obedience. I think the biggest thing where companies may think they're acting as a fiduciary and they're not, because while we carry that duty to our employers and our clients, 23:40 Employers have that duty to all of their employees. And that's something that are kind of educating them because a lot of them don't realize it. But  I think the big duty that is  left out or misunderstood is the duty of prudence.  Okay. So did they go far enough in investigating solutions and understanding the problem and working through it and having a committee within the company to kind of help go through that? Because what I mean, in a compensation package, there is nothing more important 24:10 than the cost of health care and the options in health care, right? And how those decisions are being made.  So I see the duty of  prudence being the kind of  most 24:23 I, the duty with the most opportunity, let's say, maybe, maybe the most misunderstood because  the employer sometimes think, well, you know, the broker came in and he showed me one or two other options.  This is the least worst option. Therefore that's what we're doing. And I think that's enough. Right.  And that is not the case.  And it's only until there's a 40 % increase due, right. It doesn't employer say  my business is not sustainable. 24:51 So actually healthcare is what not the number two or number three expense  in the company's PNL today. Correct. Right. So walk me through some of these  recent lawsuits.  Yeah, I think we have companies like J &J and JP Morgan. Speak to me about that. 25:14 Yeah, J. J. J. P. Morgan, Wells Fargo. A lot of them are almost they're copied and in some parts of the complaint,  because it's very much the same thing. the first one we saw was  Lewandowski versus Johnson and Johnson. And this is for their health care plan. You know, they're a Fortune 50 company.  I think they somewhere around 160,000 employees. 25:42 and they have a benefits committee and a benefits team of 16 or 18 people. So a big team of people to help make these decisions, understand them and vet them. And the lawsuit is basically for their decision of pharmacy benefit manager. So a pharmacy benefit manager essentially sets the price for any drugs that employees could get within the plan. And it lays out 35 or so specific examples of drugs 26:12 but basically they agreed to pay  up to  13,000 times  the cost of the drug that's available, just cash pay.  employee and employer funds are agreeing to pay that kind of multiple on a drug that's available without insurance, much, much cheaper.  And the  lawsuit is brought by the plaintiffs, who are they? 26:40 am Lewandowski. So she's she's the plaintiff. And then I believe as it's developed, other employees have kind of came on. So 13,000 was it do you know, I know that you're not directly involved in this case. Nor should you speak to it if that is the case. But is the transparency of the data? Can you get that data if you were an employee to then understand the 27:09 multiples that your employer plan has agreed to pay to the pharmacy benefit. I'm aghast. 13, I think the number is 13,226. So when this came out last January, the first thing I did is I read through the whole complaint. It was like 130 pages went through all these. So for all the drugs that were mentioned, I ran 27:40 J &J's prices, again, Fortune 50, 150, 160,000 employees. So you would assume they're getting leveraged prices, they're making great decisions, all those kinds of things. I ran those prices against what my clients were paying. And in the smallest, like I think our smallest in my book of business, like 100 insured employees somewhere around there, they were paying 94 % less. 28:06 for the same, for one fill of all the same drugs. So the math worked out to be like 135,000 for J &J for one fill of each of those. And my clients were like 3000 or 4000, don't know, it's all my LinkedIn. posted the public letter as soon as it came out. But I basically price referenced them. So it's not a question of leverage or buying power, know, all the ridiculous things you hear. 28:34 when you're talking to  an insurance broker for these types of decisions,  it's literally, it comes down to that question of prudence. Like,  how did you vet these decisions?  Do you know how the pharmacy benefit manager is getting paid? Do you know what these drug benchmarks are against the cash price?  And that's  where I think this lawsuit is gonna be a slam dunk. Like, there is no reason for a company that size with that big of a benefits committee to hire such a conflicted PBM, is what they call it. 29:04 You heard it here on the founder sandbox. So stay tuned for  any other  lawsuits that are  worthy of mention. Do all of them? Are they all related to the pharmacy benefit manager conundrum?  There's there's all kinds of lawsuits. I think the PBMs are the lowest hanging fruit because it's so easy to benchmark. But certainly the same arguments exist with  hospital reimbursement rates. 29:33 And we're starting to see those as well. Excellent. Well, thank you  for sharing  a bit more  details on  the  recent,  I guess,  health care benefits in the news, right? Lawsuits.  Going to get a little bit technical here. 29:57 because you allowed me to.  the framework of the CAA of 2020 and 2021, that's the minimum set of standards for activities to benchmark health care plans.  And so  what are they?  Because it then leads into  some of the common sense strategies  that employers can deploy immediately.  So can you walk? Because this is just as yesterday, it's actually during the pandemic. What's the CAA? 30:27 of 2020, 2021. Thank you. Yeah. So that's the interesting part of this. So the reason I said a decade ago, over a decade ago, I was waiting for these health care lawsuits to happen. It's because Arissa has always stated that  employers have this fiduciary responsibility, just like they had with  401k. The problem has been, and the reason these lawsuits didn't come sooner, is that health insurance companies  make this data hard to access. 30:56 different carriers were released different amounts.  And there was no set of compliance standards for employers to understand this is how I go about making it, making these decisions and benchmarking these decisions, right? Like  it was all just too vague, too opaque. The data was too gagged and withheld from the employers.  So the starting point of how do I know I'm being prudent or not, that's kind of what wasn't known prior to the  CAA of 2021. 31:27 So  the CAA  basically defined a set of minimum standards  that you have to do to even pretend like you're being a prudent fiduciary for your healthcare plan. So there's four things, but there's three main things. I'll mention the fourth thing as well, because there's funny stuff about that.  So the first one  should be the most obvious, and  it's kind of our founding story, which is understanding 31:53 your broker compensation before you enter into any arrangement or agreement for your upcoming plan. So that should not only be how much,  it should be when, what type of bonus is there. If you're looking at carrier A, B, and C, really what it says is you should know what is their compensation for carrier A, B, and C before you make an arrangement, because they will be different. And that will change the recommendation, the advice, the conversation that you're having with that broker. 32:23 is critical. That is so critical. And  in reading these transparency commission  disclosures from  brokers, it is wild, the stuff that they put in there and how conflicted their advice is.  One of them that I looked at last week said, broker acknowledges that their parent company has equity in the insurance carriers that they're recommending. Oh my gosh. So they're essentially saying, 32:52 We are an insurance company that's going to bias our recommendations to the own companies we have equity in. It's like, that's no longer a party you should take advice from, right? 33:07 Okay, so that's part one.  Yeah, no, this is this is  and you know,  I without it's gonna get too technical because the gag clause and  the prescription DC reporting so that you know, basically CAA has provided the set of benchmarks, right, which  you need to at least checkmark right before you actually do. 33:35 engage or decide on your employer benefit plan.  Yeah. To be in compliance with your fiduciary duty, particularly that of prudence. Yeah.  Yeah. And I think companies shouldn't look at as a checkmark. I think if they apply it with a good faith effort, they'll see like, oh,  it's not compliance. This is a framework  for making better decisions.  Right.  And that's what it's meant to do. It's meant to say, 34:05 Know your compensation, know your drug benchmarks,  and  eliminate any gag clauses to your data because you need your data to make decisions. So I think if companies make a faith effort, they'll automatically get better outcomes. That's the way here. Excellent. Well, thank you, Donovan. I want to give me this time to actually  speak about  how to contact you,  your company. But more importantly, 34:34 There is  you're hosting a webinar on August 14, which is right around the corner. Can you  give us some more details?  The details will be in the show notes,  but speak to the event that ethos benefits is hosting on August 14 2025. Thanks. Yeah, thank  you.  Yeah. So on the 14th, we're doing a fiduciary workshop masterclass, which is basically understanding what your 35:03 what your duties are, how to get through them, how to navigate them, how to have this framework for decision making and document that process as well. And it's all geared towards just achieving those better outcomes for your company, eliminating any of these risks and really creating positive results for your people. Excellent. And any information with respect to how to reach out to you beyond the- Yeah, sorry. the registration is on a banner on the top of our 35:33 on our homepage. So ethos benefits.com. If you connect with me on LinkedIn, LinkedIn,  Donovan, ragas, you can find it there as well.  Great. Well, I'm coming to the  part of my podcast, which  brings us back to the sandbox.  In my work, I'm all about working with purpose driven, scalable, and resilient companies. 36:00 And so I ask my guest, what is the meaning of each of those terms? What does purpose mean to you? 36:08 Purpose, what does it mean to you? That's such a big question that you can go a lot away from. You know, I feel like purpose should be almost like a hidden driver. It's almost not like a well-considered thing. It's just kind of driving you forward.  I think our purpose  is progress,  right? Like if something can be done better, it should be and just kind of moving forward with that. 36:35 We're trying to move one company at a time, but also the industry and better outcomes  for the country. 36:43 And that good feel factor when you get up in the morning and know that you're doing good, right? Yeah, absolutely. Let's just sleep well at night. Right? Yes. Amazing. How about resilience? You did share with me off  camera that yeah, while you abandoned the financials,  advisory role, it took almost five years, right to really find product market fit, right  and build this because it's a very unknown right industry. 37:12 unknown service within a very, very  complex industry, right? Yeah. So resilience for you, what does that mean?  Yeah, I think you're right. You know, it took us a while because we were sharing such a wildly different message than what people were hearing from their brokers. And sometimes they look at you and be like, well, you're small, they're big, that must mean they're right, right.  So I think resilience is being able to go from 37:42 failure to failure without any loss in energy, right? So when something doesn't go your way and you have an obstacle, an outcome that is less than desired, it's about being able to push on still without losing any of your optimism or energy. And that's all we do. So. Thank you for what you do. And scalable. What does scalable mean? 38:07 Scalable is certainly about having an actual documented process. I think when you're getting into something new as a company or a new system or procedure process, if it's not something that everybody in the company could repeat in the same way that I do, just inherently the way I do it because of my background and education, if it's not repeatable for everybody and everybody doesn't understand the purpose for those steps, 38:36 the outcomes from those steps, like the end result, it's definitely not gonna be scalable. Thank you. Final question. Did you have fun on the sandbox today? I did. Thank you so much for having  me. Thank you, Donovan.  So to my listeners, if you liked this episode with Donovan Rikas from Ethos Benefits,  sign up for the monthly release of founders, business owners, corporate directors, and professional service providers that share their experiences. 39:06 and how to build with strong governance a resilient, scalable, and purpose-driven company to make profits for good. Signing off for this month, thank you very much. Have a great day.  

In this episode of Building the Premier Accounting Firm, Roger Knecht interviews David Podell about defined benefit plans and tax strategies for business owners. They explore how accounting professionals can better advise clients on tax planning beyo†nd basic preparation, focusing on strategies to maximize tax benefits through retirement plans. In This Episode: 00:00 Welcome to Building the Premier Accounting Firm 00:54 Introducing David Pudel 02:05 The Journey into Tax Strategies 04:02 Tax Preparation vs. Tax Planning 05:42 Strategies for Business Owners 07:05 Maximizing Deductions with Defined Benefit Plans 09:06 The Accountant's Role in Tax Planning 11:10 Balancing Profitability and Tax Mitigation 12:37 Effective Personal Tax Strategies for Business Owners 15:40 Compensation Strategies Beyond W2 17:23 Understanding Defined Benefit Plans 20:20 Flexibility in Funding Defined Benefit Plans 23:01 Employee Benefits and Vesting 26:05 Identifying Candidates for Defined Benefit Plans 30:14 Understanding Tax Mitigation Strategies 32:36 401(k) vs. Defined Benefit Plans 34:18 Key Differences with Key Man Insurance 36:41 Income Qualifications for Pension Plans 39:12 Identifying Suitable Clients for Tax Strategies 41:25 The Role of Accountants in Tax Planning Key Takeaways:

In this episode of Portfolio Pulse, host Steven sits down with Scott Zimmerman, entrepreneur at Corporate Strategies (CorpStrat) one of Los Angeles' top employee benefits brokers. With 35 years in the industry, Scott shares how he found his way to a boutique agency serving over 500 companies by prioritizing relationships, strategic partnerships, and exceptional client service over flashy marketing. From his humble start buying his own life insurance policy at 19 to leading a 22-person team, Scott discusses the mindset shift that transformed his career, the challenges of breaking into the industry, and why helping people—not chasing commissions—is the true key to longevity.

In this episode Stacey Richter speaks with Jonathan Baran, CEO of Self Fund Health in a detailed exploration of what they term the 'Flywheel Downward Spiral' of American healthcare costs. The conversation delves into how electronic health records (EHR) and the incentives driving insurers, brokers, and hospital systems contribute to consistently rising healthcare premiums.  Key points include how insurers profit from high premiums, the misleading marketing focus on discounts rather than actual costs, and the role of EHR systems in maximizing hospital profits rather than improving patient care. The episode sets the stage for a subsequent discussion on reversing these trends, aiming to align healthcare outcomes with cost reductions. Self Fund Health, I am so pleased to tell you, as I am always so pleased to tell you, did make such a kind offer to help out Relentless Health Value financially. You and the tribe here are really, really great folks who I truly appreciate. Please support Self Fund Health if you are in Wisconsin. This episode is sponsored by Self Fund Health. === LINKS ===

Health Savings Accounts (HSAs), and the high-deductible health plans (HDHPs) associated with them, still constitute a minority share of all employer-provided health offerings in the United States. But they probably also represent the most fertile area of employer innovations to reduce cost and improve health care value. That is why the American Benefits Council included in DESTINATION 2030, its long-term public policy strategic plan, one of its 20 goals (“Preserve access to defined contribution health programs and enhance consumer-directed health plans”) and an entire section of policy recommendations (Section N) devoted to consumer-directed health. On this episode of the podcast, Katy Spangler, the Council's senior advisor, health policy, "nerds out" with host Jason Hammersla about the past, present and future of HSA policy.  

Prescription drug costs are rising, and employers are feeling the pressure. In this episode of The Moneyball Podcast, Scott Wham and Richard Lo, Director of Clinical Services, tackle the complex world of prescription drug pricing, pharmacy benefit management, and healthcare policy. With Richard's background as a community pharmacist and Scott's strategic insights, they explore how employers can navigate rising costs, ensure ethical practices, and prepare for future growth.

Gene Marks sits down with Senior Benefits Manager at Paychex, Tami Tillery, to answer the top questions from a recent webinar on the evolving landscape of employee benefits. They discuss how businesses, particularly in rural and underserved areas, can creatively manage healthcare costs while providing robust employee benefits. A major focus is on leveraging technology and innovative solutions such as telehealth, mobile health units, and AI to enhance employee well-being in a cost-effective manner. Whether you're a small business or a large enterprise, understanding how to effectively manage benefits and costs is crucial. Watch the on-demand webinar, Sustainable Benefit Strategies for Every Business Stage, at: https://bit.ly/4mt98uO Have a question for upcoming episodes or a topic you want covered? Let us know: https://payx.me/thrivetopics Topics include: 00:00: Episode preview 00:41: Overview of the "Sustainable Benefit Strategies" webinar 01:28: Rising healthcare costs insights 02:27: Strategies for rural employers 05:19: Healthcare costs and age groups 07:10: How to pick insurance plan designs from different carriers 10:21: Feasibility and advice for small businesses to offer group insurance 14:33: Getting the right benefits support 20:25: Strategies for rural employers balancing costs and quality 23:50: Predictions on future benefits trends 30:17: Wrap up and thank you DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

#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 Summary:In this episode of #thePOZcast Adam Posner interviews Jon Cooper, a serial entrepreneur and CEO of Overalls, a company focused on simplifying life for employees through innovative benefits. Jon shares his journey from a corporate background to entrepreneurship, discussing the lessons learned from his parents, the challenges faced while building Life.io, and the emotional transition during acquisitions. He elaborates on the mission of Overalls, the unique service model, and the importance of technology and AI in enhancing user experience. The conversation also touches on leadership in a remote work environment, hiring practices, and the evolving definition of success.Takeaways - John's parents were both small business owners, influencing his entrepreneurial spirit.- He initially struggled with understanding the corporate world and sought practical experience.- Life.io aimed to create a financial incentive for healthy living, akin to carbon credits.- The acquisition process can be complex and emotionally challenging for founders.- Overalls was born from the need to address everyday life challenges for employees.- The service model of Overalls allows employees to send any problem for assistance.- High adoption rates are achieved through simple messaging and user education.- Real-life impact stories highlight the emotional connection and trust built with users.- Navigating challenges in the business landscape requires flexibility and adaptability.- AI enhances efficiency but should not replace the human element in service delivery. Chapters 00:00 Introduction to John Cooper and His Journey02:56 Early Influences and Entrepreneurial Spirit05:46 Transitioning from Corporate to Entrepreneurship08:45 The Concept Behind Life.io and Its Impact11:44 The Acquisition Process and Emotional Transition14:48 The Birth of Overalls and Its Mission17:45 Understanding the Service Model of Overalls20:54 Adoption Rates and User Experience23:51 Real-Life Impact Stories and Trust Building26:47 Navigating Challenges in the Business Landscape30:00 The Role of Technology and AI in Overalls33:00 Leadership in a Remote Work Environment35:53 Hiring Practices and Team Dynamics38:52 Future Challenges and Growth Opportunities41:45 Defining Success and Personal Values44:02 Conclusion and Future Connections   

In this episode of Just Compensation, Megan Monson, Julie Levinson Werner, and Jessica I. Kriegsfeld delve into considerations associated with engaging temporary workers, particularly through a staffing agency. They discuss the benefits of engaging temporary workers, pitfalls to avoid, and best practices.  Speakers: Megan Monson, Partner, Executive Compensation and Employee BenefitsJulie Levinson Werner, Partner, Vice Chair, EmploymentJessica Kriegsfeld, Associate, Executive Compensation and Employee Benefits

The OBBBA introduces major shifts for employers, transforming employee benefits, executive compensation, and workforce compliance. Are you prepared to adapt? Essential Impacts for Employers Dependent care and education benefits—higher flexible spending account limits and tax-favored student loan repayment programs Health savings accounts—expanded eligibility and coverage options for employees Executive compensation rules—new tax implications for public companies and nonprofits Epstein Becker Green attorneys Elliot Katz and Lucas Peterhans break down these updates in this episode of Employment Law This Week®. Get the insights you need to stay ahead of these sweeping changes. Read more insights on the OBBBA from our benefits team: https://www.workforcebulletin.com/hot-dogs-fireworks-and-the-one-big-beautiful-bill-what-employers-need-to-know-about-the-employee-benefits-and-executive-compensation-changes Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw396 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

In this Business Matters episode we discuss employee benefits and their importance in employee retention.

In this episode, we sit down with Justin Wagner, AIF®, Henssler Financial's Director of Business Development, to explore the real value of offering—and participating in—a 401(k) plan. For employers, we discuss the end of traditional pensions and why the shift toward defined contribution plans like the 401(k) makes sense today. Justin explains how company contributions are tax deductible, how a strong plan can enhance your ability to attract and retain top talent, and how it can make your company more appealing by demonstrating a commitment to employees' long-term financial wellness.On the employee side, we break down how contributions can reduce taxable income, the benefits of employer matching, the advantages of tax-deferred growth, and current annual contribution limits. Plus, we address some of the most common myths and misconceptions that prevent people from fully maximizing this powerful retirement tool.Whether you're an employer considering a plan or an employee looking to make smarter retirement decisions, this episode has something for you.Join hosts Nick Antonucci, CVA, CEPA, Director of Research, and Managing Associates K.C. Smith, CFP®, CEPA, and D.J. Barker, CWS®, and Kelly-Lynne Scalice, a seasoned communicator and host, on Henssler Money Talks as they explore key financial strategies to help investors navigate market uncertainty.Henssler Money Talks — July 5, 2025  |  Season 39, Episode 27Follow Henssler:  Facebook: https://www.facebook.com/HensslerFinancial/ YouTube:  https://www.youtube.com/c/HensslerFinancial LinkedIn: https://www.linkedin.com/company/henssler-financial/ Instagram: https://www.instagram.com/hensslerfinancial/ TikTok: https://www.tiktok.com/@hensslerfinancial?lang=en X: https://www.x.com/hensslergroup  “Henssler Money Talks” is brought to you by Henssler Financial. Sign up for the Money Talks Newsletter: https://www.henssler.com/newsletters/ 

Find out what this company did to their employees!See omnystudio.com/listener for privacy information.

Today, we are dropping a special episode in the Invest Like the Best Feed. 50X is back, a fan favorite series from Will Thorndike and the team at Compounding Labs. Will's book, "The Outsiders," is one of the best business and investing books that you'll find. You'll hear him continuing his work in the hosting chair as he looks in detail at investments that have appreciated at least 50-fold.Season two features Asurion. Colossus is excited to partner with Will as he sits down with the management and investors behind this legendary investment. We kick off this special drop with a short interview that I did with Will on everything he learned studying this business, followed by the full three-part series. Learn more and dive into our research at ⁠50xpodcast.com⁠ —- This episode is brought to you by⁠⁠ Ramp⁠⁠. Ramp's mission is to help companies manage their spend in a way that reduces expenses and frees up time for teams to work on more valuable projects. Go to⁠⁠ Ramp.com/invest⁠⁠ to sign up for free and get a $250 welcome bonus. — This episode is brought to you by ⁠Oberle⁠. Oberle is a specialty insurance brokerage providing insurance services to search funds, independent sponsors, family offices, and private equity firms. Oberle supports its clients with a comprehensive insurance due diligence covering a wide range of items, including commercial insurance, Employee Benefits, key person life insurance, and reps and warranty coverage. Additionally, Oberle has a thriving personal lines practice, designed for entrepreneurs seeking a higher-level service and expertise when it comes to insuring one's home, vehicles, and valuables. If you're interested in connecting with the Oberle team:  ⁠https://oberle-risk.com/50x⁠ — This episode is brought to you by ⁠System Six⁠, a searcher-owned outsourced bookkeeping and accounting services firm that has been a great partner to us at Compounding Labs.  With the right modern tools and a strong team, System Six will eliminate headache for you and give you time back so you can focus on growing your business. Whether you're a CEO or CFO stuck in the weeds, or an investor trying to support your CEOs and portfolio companies, reach out to hello@systemsix.comand mention the podcast for your first month of ongoing bookkeeping free. —- 50X is a property of Colossus, LLC. For more episodes of 50X, visit⁠⁠⁠ joincolossus.com/episodes⁠⁠⁠. Editing and post-production work for this episode was provided by The Podcast Consultant (⁠⁠⁠https://thepodcastconsultant.com⁠⁠⁠). Follow us on Twitter: @50Xpodcast | @joincolossus Show Notes (00:00:00) Welcome to 50X (00:04:52) Patrick interviews Will Thorndike (00:18:16) The Early Days (‘95-‘01) with Kevin Taweel (01:24:44) The Flywheel Era (‘01-‘07) with Kevin Taweel (02:24:32) Retracing the Path to 100 times 50x with Irv Grousbeck

Stacey Richter has a second take on the original episode 433 since it is so relevant right now. Stacey engages in a compelling conversation with Justin Leader, CEO of BenefitsDNA, about the opaque practices of third-party administrators (TPAs) and their impact on healthcare costs.  They discuss the hidden fees tucked into weekly claims wires, including shared savings fees, prior authorization fees, prepayment integrity fees, pay and chase fees, and TPA adjudication fees.  The episode emphasizes the need for transparency, understanding hidden costs, and ensuring fiduciary responsibility for self-funded employers. Additionally, Leader shares insights from a Health Affairs article and mentions ongoing legal cases that highlight the financial discrepancies in TPA practices. === LINKS ===