Podcasts about employers

Fast food restaurants like Wendy's are experiencing a slowdown in business The fast-food restaurant Wendy's is planning on closing hundreds of locations throughout next year because they continue to see a slowdown in spending from their customers. They said most of their low-income consumers are cutting spending and making fewer trips with smaller purchases at the restaurants. Wendy's increased prices after the pandemic at a higher rate than grocery stores and now other fast-food restaurants have begun to add value menus to keep customers coming back, but Wendy's has held firm and not created any values for their customers. Because of this they have seen their net income decline to $44.3 million from a year ago when it was $50.2 million. Over the past year the stock has declined from around $18 a share down to under $9 a share, which is a decline of 53%. With the reduction in the stock price, the dividend yield is now 6.5% and the company trades at 10 times earnings on a forward basis. This company may be worth looking into as an investment as within in the next 6 to 12 months we could see lower end consumers stabilize.   The affordability index for people buying a home is the worst in 50 years People may be excited about buying a home because mortgage rates are around the lowest they've been in over a year, but the affordability of a home is still far out of reach for many. The reason for this, and we have talked about this for the last few years, is that the increase in the price of homes has far outpaced the increase in people's income. The 50-year average for a price-to-income ratio is around four times, and it reached a low in 1999 of around 3.6 times. But with the rapid increase of homes over the last few years, the price to income ratio has climbed to slightly over five times. Also not helping are the increases in home insurance costs and property taxes. Back in the summer of 2019, when looking at households earning $75,000, nearly 50% of those people could afford to buy a home. Today, when looking at those same households earning $75,000, only 21% would be able to afford a home. Back in 2012, the home affordability index was over 200, but it has now been cut in half to just about 100 with no signs of improving any time soon. I believe it will probably take 3 to 5 years to correct itself. If you look back in history, the affordability index does not change overnight. What will happen is probably incomes will increase slightly over the next 3 to 5 years and maybe the price of homes will either stay the same or decline slightly, which would increase the affordability index. What this means for people buying a home today is you should not have any aspirations of a rapid increase in the value of your home. What caused the problem was during the pandemic mortgage rates dropped to lows not seen in 50 years and that pushed up demand and the prices for homes climbed at a rapid rate. I believe this scenario is extremely unlikely to play out again! The brokerage firm Robinhood looks more like a gambling platform than a brokerage firm Robinhood initially went public at $38 a share in 2023 and the stock then fell to under $10 a share. It has recovered nicely since then as it's now trading around $110 a share. What has caused this shift and the huge increase in the stock price? One big reason is that the company has really allowed major speculation for their investors. Starting off with crypto, they have allowed people to buy coins like BONK, Dogwifhat and Pudgy Penguins. Just when you think there's no way they could come up with anything more speculative, surprise; they have come up with an investment known as prediction markets and event trading. Somehow the regulators have let this slide or maybe since government agencies don't move that quickly, it just has not been addressed yet. It appears for investors on their app that you can predict what the outcome will be of a football game, politics, contracts over economics, even if aliens will exist on earth this year. Chief Brokerage Officer, Steve Quirk, says this is the fastest growing business we have ever had. Robinhood stock trades over 50 times projected earnings and is looking for about $4.5 billion in revenue, which is an increase of 53% over last year. The growth appears to be there for the company, but there is so much speculation and insane crazy things there is no doubt in my mind that in the future many people will lose more money than they ever thought was possible by speculating on crazy things rather than investing into good quality businesses. A fallout in those risky "investments" could hurt Robinhood's reputation, which I believe would be bad for long term growth.    Financial Planning: The Real Cost of Employer Coverage vs. Medicare When reaching age 65, sometimes there is the option to join Medicare or stay with an employer health insurance plan.  This is most common when a spouse retires after age 65 and they have the ability to join their spouse's work plan. When comparing the cost of coverage, there is a key difference in how each affects your tax bill. Premiums paid through payroll for employer-sponsored health insurance are pre-tax, meaning you avoid federal, state, and payroll taxes such as the 6.2% Social Security, 1.45% Medicare, and 1.2% CA SDI tax in California.  This is different from a 401(k) for example where contributions are only pre-tax from federal and state taxes. For someone in the 22% tax bracket, a $500 premium would be around $300 after the tax savings. Medicare premiums on the other hand are paid with after-tax dollars and are only tax-deductible for people who itemize and have total medical expenses exceeding 7.5% of AGI, which means very few retirees actually receive any tax benefit. Additionally, Medicare Part B and D premiums may be elevated due to higher levels of income because of IRMAA. Employer health insurance can vary in coverage and cost so at times Medicare may be a more comprehensive and cost-effective option, but it is necessary to compare the after-tax costs to be sure.   Companies Discussed: Cisco Systems, Inc. (CSCO), The Walt Disney Company (DIS), Spectrum Brands Holdings, Inc. (SPB), Maplebear Inc. (CART)

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Conrad Shaw “So much of the labor market is driven by desperation. UBI shifts that. People can actually hold out for what they're worth or for work that aligns with who they are.” — Conrad ShawConrad is perhaps the most unique guest I have had in the 5 year history of this show and he is on to talk about Universal Basic Income (UBI) , a very unique topic that is growing in exposure.For almost a decade Conrad has dedicated his life and career to furthering the cause of Universal Basic Income (UBI).In 2016 he and his wife started a documentary called Bootstraps which focuses on following families who lived through the experience of a basic income.Since then, he has:* Fundraised for and operated a nationwide basic income pilot* Filmed a multi-year docuseries currently in post-production* Co-founded Commingle, a mutual-aid platform enabling communities to self-fund their own grassroots basic income systems* Worked extensively on messaging, outreach, and public education around income, stability, and societal transformationI learned a lot from Conrad and our conversation debunked my own myths about UBI. So a really important part of this episode is the truth about what Universal Basic Income (UBI) actually is — and what it is not.What Universal Basic Income (UBI) Is — And What It Isn'tUBI is the idea that every person receives a recurring, unconditional, baseline income — a financial floor that ensures no one starts the month at zero. It is not meant to replace work or equalize everybody's income. Instead, it shifts the starting point so people can make decisions from stability rather than desperation.What UBI is:* A stable, universal base-level income for all* A platform for economic mobility and personal freedom* A modernized, simplified social safety net* A tool for reducing the survival-based pressure in the labor marketWhat UBI is not:* It does not eliminate jobs* It does not cap how much people can earn* It does not remove incentives to work* It is not a socialist equal-wealth systemUBI reframes the labor market so people compete for work based on interest, alignment, and ability, not raw financial need.Practical Ways UBI Could WorkConrad's work goes beyond speculation. He has spent nearly a decade building practical UBI experiments, including the national pilot documented in Bootstraps (2016) and his current role with the Income To Support All Foundation and Commingle, a new community-driven model.He explains that UBI can be implemented through several pathways—government programs, private pilots, or community-level mutual aid—but none are simple. A government-led UBI requires political will and rethinking how we allocate resources. Philanthropic pilots can demonstrate impact, but they're temporary. Community models like Commingle allow people to pool and redistribute resources now, without waiting for legislation, but scaling them is challenging.What's clear is that executing UBI at any level is difficult, requiring trust, infrastructure, and cultural acceptance. Yet the difficulty doesn't diminish the need. Instead, it underscores why experimentation and new models matter.Individual Differences: Why UBI Supports People Doing What They're Meant to DoOne of the deepest connections between Conrad's work and mine is the concept of individual differences—the idea that every person brings a unique constellation of strengths, traits, interests, and abilities that make them naturally better suited to certain kinds of work.When people are trapped in survival mode, those natural gifts often go unused. They pick jobs they can get, not jobs that reflect who they are. Freedom from this paradigm reshapes careers in ways that benefit both individuals and employers, allowing people to walk away from toxic or exploitative conditions and take jobs they genuinely care about, leading to better performance and engagement.With a secure foundation, people have the psychological and financial freedom to make career decisions based on fit, not fear. This supports:* Better alignment between person and role* Higher engagement and intrinsic motivation* Better workforce outcomes because people choose work that matches their abilities* Greater societal value, as more people apply their genuine talents instead of defaulting to whatever job pays immediatelyFrom Conrad's perspective, this alignment is one of the most compelling aspects of UBI. When people are free to choose work that resonates with their abilities, the labor market becomes more efficient and more human. Employers gain workers who actually want to be there. Individuals gain a sense of purpose rooted in their authentic strengths.In a world where AI, automation, and job volatility make career paths uncertain, helping people express their natural abilities becomes more important—not less.How AI Fits Into the UBI ConversationAI enters this conversation as both a catalyst and a complicating force. As Conrad points out, technological change is accelerating so quickly that we can no longer predict which jobs will exist, which skills will matter, or how stable any given career path will be. This uncertainty puts enormous pressure on individuals—especially those who don't have the luxury to retrain, take risks, or weather employment gaps. UBI provides a stabilizing infrastructure in that landscape, giving people the freedom to adapt as work evolves rather than being overwhelmed by it.AI serves the UBI concept well because it highlights the importance of individual differences: as routine tasks get automated, the value of uniquely human abilities—creativity, empathy, problem-solving, and deep domain expertise—rises. UBI supports people in discovering and developing those strengths, while also offering society a buffer as AI reshapes industries faster than institutions can respond. In this way, AI doesn't replace the need for UBI—it makes the case for it even stronger.Why Making UBI Work Matters in an Uncertain FutureWe must acknowledge the reality: we are entering a period defined by instability—rapid technological change, unpredictable job markets, and widening gaps between opportunity and access. In such an environment, the old assumptions about steady careers, stable industries, and predictable pathways no longer hold.UBI becomes a tool for resilience. It doesn't solve every problem, but it gives people the space to adapt, learn, and navigate a chaotic future without falling into crisis. It creates room for people to pursue what they're best suited for, rather than what pays the most simply out of need.The conversation frames UBI not as a political ideology but as a human-centered adaptation strategy—a way to strengthen psychological well-being, improve labor market alignment, and provide society with a more stable foundation as the world accelerates around us.The truth is that UBI isn't easy; it's a fight against gravity in a system not built for change, but we are entering into an unprecedented level of uncertainty in all aspects of our lives- so we need to have creative and idealistic solutions This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

 In this episode of the Trades Podcast, Danny Torres, Jeff Mudd, Taylor Bray, and Juri Peterson discuss the importance of the PHCC San Diego chapter in promoting the trades, particularly plumbing and HVAC. They provide updates on training programs, including the pre-apprenticeship and four-year apprenticeship programs, and share success stories of students who have found employment after completing these programs. The conversation also covers employer sponsorship for training, the significance of backflow certification, and the upcoming trades expo, which aims to engage the community and provide resources for those interested in the trades. TakeawaysPHCC San Diego is dedicated to promoting the trades.The pre-apprenticeship program has seen significant success.80% of students from the pre-apprenticeship program find work.Employer sponsorship is crucial for apprenticeship programs.The four-year apprenticeship program is federally accredited.HVAC training programs are expanding to meet industry needs.Backflow certification is essential for community health and safety.The trades expo offers valuable resources and networking opportunities.Interactive learning experiences are being introduced at the expo.PHCC is a valuable resource for anyone in the trades.

DEAR PAO: An employer-employee relationship a precondition in complaint for termination from work | Nov. 22, 2025Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein#TheManilaTimes#KeepUpWithTheTimes Hosted on Acast. See acast.com/privacy for more information.

Employers added 119,000 jobs in September, surpassing expectations. Bankrate's Mark Hamrick takes a closer look at the numbers.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

AP correspondent Donna Warder reports on a new surprising jobs report.

The Government wants to find a balance to ensure remote working suits employers and their employees. The right to request a remote working arrangement was introduced as part of last year's Work Life Balance and Miscellaneous Provisions Act. The Department of Enterprise has now launched a public consultation to monitor if the arrangement is working for all parties. Employer groups and high profile business owners have come out against remote working but Minister of State Alan Dillon says everyone's voice has to be heard. Director and Founder of Careerwise Recruitment, Joe Robbins joined Alan Morrissey on Thursday's Morning Focus. Photo (c) Marek Levak from Pexels via canva

Landing a job in Australia is increasingly competitive, with AI reshaping workplaces. New SEEK data reveals the top ten human skills employers want most, from customer service and Microsoft Office know-how to leadership and relationship management. Success coach Nim Gholkar shares practical tips on volunteering, networking, gaining local qualifications, and overcoming barriers often faced by South Asian professionals.

Christmas is upon us and for many companies especially retailers will hire short term or seasonal workers in the rush to buy stuff. But employers need to know that even though these workers are only for a few weeks or perhaps months, they still have quite a few obligations to those seasonal employees. Síobhra Rush, Head of the law firm Lewis Silkin here in Dublin

Wie vermarktet man eigentlich eine Schule – und wie findet man passendes Lehrpersonal? Angela Jetter hat darauf kreative Antworten: Mit ihrem Netzwerk Angela works bringt sie Schulen und Lehrpersonen über Speeddatings zusammen und macht Bildungseinrichtungen über Social Media sichtbar. In dieser StoryRadar-Folge spricht Ferris mit der Gründerin über Employer Branding, Recruiting und die Zukunft der Bildung. Gemeinsam verfolgen sie eine klare Mission: Schulen als attraktive Arbeitgeberinnen zu positionieren und Schulleitungen auf ihrem Weg zu stärken. Jetzt reinhören und erfahren, wie modernes Schulmarketing funktioniert!Mehr über Angela Jetter:Webseite Angela worksLinkedIn Angela JetterMehr über Ferris Bühler:LinkedIn Ferris BühlerInstagram Ferris BühlerHier findest du uns:Webseite Ferris Bühler CommunicationsFacebook Ferris Bühler CommunicationsLinkedIn Ferris Bühler CommunicationsInstagram Ferris Bühler CommunicationsTikTok Ferris Bühler CommunicationsWebseite StoryRadarInstagram StoryRadarWir freuen uns sehr über eine positive Bewertung auf Apple Podcasts.StoryRadar wird präsentiert von news aktuell. Ob Medienmitteilung, Bild oder Video – news aktuell bringt Ihre PR-Inhalte zuverlässig zu den gewünschten Zielgruppen. Vertrauen Sie für Ihre erfolgreiche Kommunikation auf vielfältige PR-Lösungen aus einer Hand und sorgen Sie so einfach und gezielt für mehr Reichweite sowie Sichtbarkeit. Jetzt informieren auf newsaktuell.ch.Mehr über news aktuell:LinkedIn news aktuellX news aktuellBluesky news aktuellYouTube news aktuellFacebook news aktuellInstagram news aktuellFragen oder Anregungen dürft ihr jederzeit an storyradar@ferrisbuehler.com senden.

In our capitalist economy, employers pay wages and set prices that together determine whether a decent life is affordable. Employers' goal is to maximize their profit. But employees – the vast majority of us – have different goals. One of them is basic affordability. In this presentation of Global Capitalism, Professor Wolff discusses the factors at play in determining our cost of living, and ways we can and should get involved in affecting them.    Presented by Democracy at Work and the Left Forum   Special messages to our audience:  Please help sponsor Global Capitalism by becoming a monthly donor to Democracy at Work. Go to our website to learn more (www.democracyatwork.info/donate). Follow Democracy at Work on X (Twitter) and YouTube.   Our four Democracy at Work books, three by Richard Wolff (Understanding Marxism, Understanding Socialism, and The Sickness is the System: When Capitalism Cannot Save Us from Pandemics or Itself) are for sale on Lulu.com.   Find direct purchase links on our website ( www.democracyatwork.info/books ), or find them directly on Lulu ( www.lulu.com/spotlight/democracyatwork )   Your support helps to produce and distribute these talks. Thank you.   Follow us on X (formally known as Twitter) at: @ProfRDWolff @DemocracyAtWrk2:13 

The EEOC, now under the leadership of Chair Andrea Lucas and with a full quorum for the first time in years, is signaling shifts in enforcement priorities that could have significant implications for employers. What Employers Should Know: New Leadership: Chair Lucas has emphasized a commitment to "upholding merit-based, colorblind equality" in workplace policies. Key Priorities: Among the EEOC's key priorities are protecting pregnant workers, addressing religious bias, and scrutinizing diversity, equity, and inclusion programs for potential reverse discrimination. Religious Focus: The EEOC is expected to issue new guidance on religious discrimination and accommodations.  In this episode of Employment Law This Week®, Epstein Becker Green attorney James D. Mackinson discusses the latest updates from the EEOC and what they mean for employers. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw413 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.

Kirsten Bot, national director, actuarial services and financial consulting, HUB International, discusses emerging trends in benefits and how proactive strategies can curb medical and pharmaceutical inflation.

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

There's a fairly new(ish) legislative mandate that's catching some employers off guard — the Gag Clause Attestation requirement tied to your company's health insurance plan.In this quick, informative episode, we break down:What the Gag Clause Attestation actually isWho needs to file it (and how often)Important deadlines & compliance stepsSimple action items to make sure your organization is coveredShort, clear, and to the point — everything you need to know to stay compliant and avoid costly oversights.

The government is aiming to get more disabled and neurodiverse people employed in manufacturing, engineering and logistics.

California is rewriting the employment law playbook, and if you employ anyone in the Golden State, including remote workers, you need to pay attention. In this episode, Paychex HR expert Alex Papazis unpacks five critical employment laws hitting California in 2026: minimum wage increases, new exempt salary thresholds, stricter pay transparency rules, mandatory emergency contact updates, and the end of stay-or-pay agreements. Not in California? Don't tune out. These regulations apply to any business with California-based employees, and history shows us that what starts in California often becomes the national standard. Get ahead of the curve — understand these changes now before they become your problem tomorrow. Need help navigating new employment laws where you do business? Let our experts help: https://bit.ly/meet-paychex 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 and welcome 01:46 – Meet Alex Papazis: HR Risk and Response Partner 03:00 – Why California employment laws matter nationwide 04:34 – Minimum wage and exempt salaries 08:12 – The value of outsourcing HR compliance 08:54 – Workplace Know Your Rights Act 12:05 – How Paychex can help navigate compliance 13:29 – Personnel file and training record requirements 16:53 – Pay transparency regulations 20:07 – Stay or pay agreement changes 21:49 – Episode recap and key takeaways 24:22 – 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.

Aujourd'hui, Didier Giraud, éleveur de bovins, Bruno Poncet, cheminot, et Barbara Lefebvre, prof d'histoire-géo, débattent de l'actualité autour d'Alain Marschall et Olivier Truchot.

Upon receiving a cancer diagnosis, the first priority is to build a clinical treatment plan. But there is another equally...[…]

The popularity of social media continues to bring potential compliance issues for employers trying to navigate the hiring process as well as when managing employee conduct. Join us as we discuss the social media practices that employers should avoid. Listen in as we cover: [00:58] Finding and using off-limits information [01:45] Failing to vet job-related information [02:20] Using ad-targeting tools inappropriately [02:59] Taking adverse action for discussing pay [03:35] Asking for employees' log-in information [04:19] Requiring employees to “friend” them [04:56] Failing to respond to harassment on social media [05:20] Targeting lawful off-duty conduct This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

Despite concerns about AI and job losses, there is enduring demand for uniquely human skills, new. - AIが発達しても、「人にしかできない力」がますます重要になっていることがわかりました。

Upon receiving a cancer diagnosis, the first priority is to build a clinical treatment plan. But there is another equally...

Solving riddles isn't just a fun pastime—it's also a fantastic way to sharpen your mind and boost your logic skills. Think about it: as you tackle tricky riddles, you're training your brain to think critically and creatively, which are super valuable skills in any job. Employers love candidates who can problem-solve on the fly, and mastering riddles shows that you've got what it takes. Plus, it's a great way to showcase your ability to think outside the box and come up with innovative solutions. So, whether you're prepping for a job interview or just looking to impress your friends, mastering riddles is the way to go! Learn more about your ad choices. Visit megaphone.fm/adchoices

Whether you're a veteran, an employer, or someone who wants to support veterans in your community, this episode is packed with practical advice and up-to-date resources to help ensure our veterans thrive after service.Welcome to another episode of "Looking Forward Our Way." This time, we're putting the spotlight on the unique challenges faced by military veterans as they re-enter the civilian workforce. Joining hosts Carol Ventresca and Brett Johnson is Ryan Blackburn, Senior Manager for Military and Federal Programs at Jobs Ohio and a veteran himself. Together, they explain the realities behind veteran employment, from overcoming resume roadblocks and translating military skills, to the vital support services Ohio offers. You'll learn what's working, where gaps still exist, and how local employers can play a pivotal role in creating meaningful job opportunities for those who have served. If you like this episode, please let us know. We appreciate the feed back, and your support of offset costs of producing the podcast!Moments00:00 "Advancing Veteran Workforce in Ohio"03:36 Supporting Veterans Through Education08:57 "Veteran Hiring Resources in Ohio"12:23 Helping Veterans Highlight Individual Contributions13:16 Translating Military Skills for Jobs16:48 Veteran Job Transition Challenges20:02 Guiding Veterans in Corporate Growth23:17 "Ohio Jobs for Veterans"26:24 Military Transition Support Conversations32:40 DoD SkillBridge: Transition Internship Program35:34 Ohio's Economic and Military Development39:44 "County Veteran Services: First Stop"40:55 Shoutout to Murphy, Air ForceTop takeaways for professionals, employers, and anyone passionate about supporting veterans:• Bridging the Employment Gap: Veterans often struggle to translate their military skills into civilian resumes. Programs like OhioMeansJobs Centers and Jobs Ohio's "Find Your Ohio" initiative are connecting veterans with job resources and employers—sometimes before they even separate from the service.• Supporting Underemployed Veterans: While veteran unemployment rates are typically low, underemployment remains a concern. Employers and workforce agencies are collaborating to ensure vets find roles that match their skill sets and leadership experience—not just a quick paycheck.• Empowering Through Local & National Resources: Ohio offers veteran services offices in every county, and there's an abundance of government and nonprofit support for veterans and their families. The key? Knowing where to look and leveraging those resources—from federal Small Business Administration support to local mentorship and networking programs.We would love to hear from you.Give us your feedback, or suggest a topic, by leaving us a voice message.Email us at hello@lookingforwardourway.com.Find us on Bluesky and Facebook.Please review our podcast on Google!And of course, everything can be found on our website, Looking Forward Our Way.Recorded in Studio C at

In this episode 255 of the employment law and HR podcast I cover an employment tribunal decision where an employee who called their manager a derogatory name was found to have been unfairly dismissed. Although the language used was clearly inappropriate, the tribunal decided that dismissal was too severe a response. This episode unpacks why and what lessons both employers and employees can take from it.   In this episode we cover: The facts of the case – what actually happened and how the dispute reached tribunal. How the tribunal assessed whether the dismissal was fair in all the circumstances. The importance of proportionate disciplinary action and consistent treatment. Why context matters – including the employee's record, workplace culture, and employer policies. Practical steps for managers handling misconduct or inappropriate language at work. What this case teaches us about the balance between respect, communication, and fairness in disciplinary processes. Why it is important to consider getting a third party to deal with disciplinary issues or dispute when the employee is a family member or close friend.   Key takeaway: Even when language is offensive or unprofessional, dismissal is not automatically fair. Employers must consider all the circumstances and ensure their decision is reasonable, consistent, and procedurally sound.   Working with family can present different challenges but employment law still applies!   You can read the full judgement here: chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://assets.publishing.service.gov.uk/media/64ae81ed8bc29f00132ccb82/Ms_K_Herbert_v_Main_Group_Services_Ltd_3310773.2022_FMH_Reserved_Judgment.pdf   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.         Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

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

In this episode of Association Leadership Radio, Lee Kantor interviews Alexis Franks, Director of Membership at the National Association of Workforce Development Professionals (NAWDP). Alexis discusses NAWDP's mission to connect workforce professionals, bridge the gap between job seekers and employers, and develop talent pipelines through partnerships with businesses, schools, and vocational programs. She highlights innovative […]

What does it say about the future of work when AI competency starts to feel as expected as basic reading? That question sat with me throughout my latest conversation with Artem Kroupenev, VP of Strategy at Augury, who returns to the show with a perspective that lands with fresh clarity. Workforce costs remain high, industries are shifting, and the job market continues to reset its foundations. In that environment, Artem argues that AI literacy is no longer something ambitious candidates use to stand out. It is becoming a baseline expectation that employers will quietly assume. The way we talk about skills is changing, and the speed of that shift matters. Across our discussion, Artem reflects on how this transition is unfolding inside factories and industrial operations, where Augury has spent the last decade building predictive machine health systems. He describes a world where AI takes on tasks, not entire roles, and where the real opportunity for workers sits in judgment, collaboration, and the kind of problem solving that software cannot replicate. He highlights patterns from the SOPH 2025 data that show strong confidence across manufacturing leaders, yet also reveal a gap between optimism and real capability. It paints a picture of an industry moving quickly, yet still learning how to measure and translate AI value into outcomes people can trust. What struck me most was how Artem links mindset to readiness. Individuals who treat AI as a companion in their daily workflow, rather than a novelty to test occasionally, start building the fluency that future roles will quietly demand. Employers who approach AI simply as a tool upgrade often overlook the harder work of reshaping processes, KPIs, and expectations. And the organisations that fail to adapt risk widening the gap between AI empowered and AI hesitant teams, something Artem believes will show up in hiring, competition, and long term viability. This conversation looks beyond the usual headlines about automation and considers what the next five years might actually feel like for people joining the workforce or leading teams through change. If AI becomes as expected as reading and writing, what does that mean for education, career paths, and employer responsibility? I would love to hear your view. Tech Talks Daily is Sponsored by NordLayer: Get the exclusive Black Friday offer: 28% off NordLayer yearly plans with the coupon code: techdaily-28. Valid until December 10th, 2025. Try it risk-free with a 14-day money-back guarantee.

Rob Jetten and Henri Bontenbal give Dilan Yesilgöz a taste of her own medicine by shutting the VVD out of the first round of coalition talks. Employers are struggling to entice workers to go back to the office, while the VVD quietly ditches plans to protect migrant workers from exploitation. Limburg protests against the removal of exhibits at a a US war cemetery honouring black liberators. The prefabricated houses donated to Zeeland after the devastating 1953 floods get heritage status. And we explain how there could be as many as five Dutch teams at next year's World Cup.

For information anytime, please call 1-855-821-5900 or visit pocketemploymentlawyer.ca

In this podcast episode, Dr. Jonathan H. Westover talks with Francoise Brougher about rethinking the workforce of the future. Francoise Brougher is a pioneering technology leader with more than 25 years of experience scaling category-defining companies and driving AI-first business transformation. She currently serves as the Chief Executive Officer and Board Member at Pebl (formerly Velocity Global), where she is leading the company's reinvention as an AI-first global workforce platform. Under her leadership, Pebl is reshaping the Employer of Record industry by combining 10+ years of compliance precision with AI-driven simplicity, speed, and transparency, empowering companies to hire and manage talent across 185+ countries. Francoise has a proven track record of building and scaling global organizations responsible for multi-billion-dollar revenue growth. She took both Square (2015) and Pinterest (2019) public as the executive leader of GTM strategy. Earlier at Google, she scaled SMB Global Sales and Operations into a 15B+ business, pioneering the application of machine learning to customer engagement. She currently serves on the boards of Qonto (Chair, Compensation Committee), Too Good To Go, and as a Board Observer at Alan. She started her career in Japan, working for L'Oreal in a manufacturing plant for three years, where she installed a Computer-Assisted Manufacturing System. After her MBA, she joined Booz Allen and Hamilton in Paris and San Francisco. Check out all of the podcasts in the HCI Podcast Network!

Many people say our healthcare system is broken—and maybe you've felt that yourself.Rising costs, denied claims, and surprise bills have left millions of Americans buried in medical debt. But there's a better, biblical way to approach healthcare—one that has been serving Christians for more than forty years. Lauren Gajdek joins us today to tell us all about it.Lauren Gajdek is the Senior Director of External Affairs at Christian Healthcare Ministries (CHM), an underwriter of Faith & Finance. Why an “Open Enrollment” Campaign for a Year-Round Ministry?While CHM accepts new members year-round, their Open Enrollment Campaign—running from November 1 through January 15—aligns with the period when most Americans review or change their health coverage through employers or government exchanges.This is the time of year when people are thinking about healthcare decisions. So even though CHM is open year-round, it's an excellent opportunity to shine a light on a biblical alternative.Many Americans have grown frustrated with their healthcare experiences. CHM hears from countless people who've paid premiums for years, only to find that help is unavailable when they need it most.It's disheartening. You think your provider is in-network, but later find out they're not. That leaves patients confused and financially burdened. It's a system that often leaves believers wondering if there's a better way.That sense of frustration has become widespread—especially as over 100 million Americans now carry medical debt, a staggering sign of a broken system.How CHM Differs from InsuranceCHM operates from a radically different model. Rather than paying into a profit-driven system, CHM members share each other's medical expenses—a reflection of biblical community and mutual care.They've been around since 1981 and have shared or satisfied over $13 billion in medical bills. They're a nonprofit ministry that helps Christians live out their faith through practical care.Unlike traditional insurance, CHM members can visit any doctor or hospital they choose—there are no in-network restrictions—as long as the treatment meets the ministry's guidelines.It's simple, affordable, and rooted in biblical stewardship. Members have the freedom and peace of mind that come with knowing they're part of a community that cares.At its core, CHM is not an insurance company—it's a Christ-centered community built on shared values. Members give monthly to help other believers in need. It's an act of faith and stewardship. And for most people, it's far more affordable than traditional plans.This affordability and flexibility are especially appealing for Christians seeking to align their healthcare decisions with their faith and values.Guidance for Those Exploring Their OptionsFor anyone comparing healthcare choices this season, approach the decision prayerfully and with an open mind.You don't have to be trapped in a broken insurance system. There's a proven, Christ-centered way to handle your healthcare. Go to CHMinistries.org/FaithFi to find a cost comparison tool that shows how CHM can make care more affordable.Many in the Faith & Finance audience are retirees or nearing retirement. So it's important to note that CHM also complements Medicare, helping cover eligible expenses Medicare may not cover.It's what they call a ‘complementary' approach, where CHM can help cover costs Medicare doesn't pay, as long as they fall within its guidelines.FaithFi is grateful for CHM's partnership and their ongoing commitment to helping believers steward their healthcare costs wisely. You don't have to settle for a system that's broken. There's a biblical, community-based way to manage your healthcare needs. Learn more at CHMinistries.org/FaithFi.On Today's Program, Rob Answers Listener Questions:A pastor friend of mine was told he owes $13,000 in taxes because his preparer made a mistake. He doesn't have the money to pay for it. Where can he turn for help?I own a small business structured as an LLC, and I'm confused about how to tithe. Should I tithe personally from what I pay myself, from the business profits at year-end, or both?I'm a pastor, and one of my church members is struggling. After his father's death, the estate was liquidated, leaving him without a home. He hasn't filed taxes and now has tax debt. What's the best way for him to address this?I'm looking into a debt management plan and wondering—will it hurt my credit score? And would I still be able to keep one credit card open for emergencies?Resources Mentioned:Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner)Christian Healthcare Ministries (CHM)National Christian Foundation (NCF)Christian Credit CounselorsWisdom Over Wealth: 12 Lessons from Ecclesiastes on MoneyLook At The Sparrows: A 21-Day Devotional on Financial Fear and AnxietyRich Toward God: A Study on the Parable of the Rich FoolFind a Certified Kingdom Advisor (CKA)FaithFi App Remember, you can call in to ask your questions every workday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP226  In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations.  They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University.  Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.   Pam and Bernie can be reached at  https://www.linkedin.com/in/pamela-boyd-8b193b1/ https://www.linkedin.com/in/berniebeck/ Pam and Bernie's book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  Pam's firm, Dramatic Conclusions: www.dramaticconclusions.com  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify sources of workplace drama and distinguish them from normal conflict. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. Build systems for feedback, recognition, and development that reinforce accountability. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness. 

In this episode of the Supply Chain Career Catalyst podcast, hosts Rodney Apple, Chris Gaffney, and Mike Ogle dive into how to prepare for, execute, and follow up after a supply chain job interview.They cover what it takes to stand out as a top candidate, including how to research companies effectively, tailor your responses to different interviewers, and communicate measurable value through your accomplishments. The discussion also explores using AI tools responsibly during preparation, common interview mistakes to avoid, and strategies for following up to leave a lasting impression.Whether you're launching your career or pursuing a senior leadership role, this episode provides actionable insights to help you interview with confidence, demonstrate your impact, and land the offer.Need help hiring top talent? Engage SCM Talent Group, a supply chain recruiting & executive search firm that specializes in your hiring needs: Continuous Improvement Engineering Inventory Planning Logistics & Transportation Manufacturing Operations Robotics Sales & Business Development S&OP Strategic Sourcing & Procurement Supply Chain Management Technology & Automation Warehousing

In this episode of Disruption/Interruption, host KJ interviews Mark Mincy, Chief Commercial Officer at US RX Care, about the hidden complexities and conflicts of interest in the pharmacy benefits industry. Mark shares how his company is disrupting the status quo by demanding transparency, eliminating conflicts, and helping employers reclaim millions in savings. The conversation uncovers the tangled web of PBMs, rebates, and the urgent need for legislative and technological change. Key Takeaways: The PBM System is Riddled with Conflicts of Interest [2:34]Mark explains how pharmacy benefit managers (PBMs) and consultants often act in their own financial interest, not the employer’s or patient’s, leading to inflated drug costs. Rebates and Purchasing Contributions Inflate Drug Prices [8:59]The system of rebates and retrospective payments to PBMs can account for up to 80% of a drug’s cost, forcing manufacturers to raise prices and employers to pay more. Transparency and Fiduciary Duty are Essential for Reform [21:37]Mark’s company, US RX Care, operates with complete transparency, passes back all rebates, and offers per-member-per-month guarantees to eliminate guesswork and conflicts. Employers and Consumers Can Take Action [33:34]Mark recommends joining healthcare purchaser coalitions, hiring ERISA attorneys, and demanding non-conflicted consultants to protect interests and drive industry change. Quote of the Show [31:27]:"Everything's intertwined. You want to move and do the right thing. These employers are between a rock and a hard place, so I do think some legislative action needs to occur." – Mark Mincy Join our Anti-PR newsletter where we’re keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome. Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval Ways to connect with Mark Mincy: LinkedIn: http://www.linkedin.com/in/mark-mincy-a185497 Company Website: https://us-rxcare.com How to get more Disruption/Interruption: Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755 Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlDSee omnystudio.com/listener for privacy information.

When a husband walks in on a stranger attacking his wife, he responds with lethal force. The police immediately respond to the bizarre but seemingly straightforward scene, however after some things don't add up, the investigators take a closer look at all of those who lived in the house — and the secrets they were keeping.This Week's Episode Brought To You By:BetterHelp - Convenient and affordable online therapy and counseling - https://betterhelp.com/lovemurder for 10% off your first monthShopify - $1 per month trial - http://shopify.com/lovemurderProgressive Insurance - Discover better rates at https://www.progressive.com/Sources:1. “Au Pair Killed Man on Employer's Order, Attorney Says | Wusa9.Com.” Wusa9.Com, 4 AD, https://www.wusa9.com/article/news/local/virginia/au-pair-charged-murder-shot-man-in-home-on-orders-of-her-employer/65-f26e3592-71aa-4c17-963e-b06f36946b38.2. Augenstein, Neal, and Abigail Constantino. “Fairfax Co. Au Pair Charged in Fetish Website Killing Visited Gun Range with Victim's Husband, Prosecutors Say - WTOP News.” WTOP News, WTOP News, 1 Apr. 2024, https://wtop.com/fairfax-county/2024/04/fairfax-co-au-pair-charged-in-fetish-website-killing-visited-gun-range-with-victims-husband-prosecutors-say/.3. “Banfield Double Murder Trial Set for October amid Evidence Disputes | Articles | Fairfaxtimes.Com.” Fairfax County Times , https://www.facebook.com/FairfaxCountyTimes, 1 Aug. 2025, https://www.fairfaxtimes.com/articles/banfield-double-murder-trial-set-for-october-amid-evidence-disputes/article_07534e1d-c3e9-454d-8924-652fe7c82f26.html.Big Shakeup in Cheating Husband's Nanny Murder-for-Hire Case. YouTube, 30 July 2025, https://www.youtube.com/watch?v=hIda09pZBIQ.“Christine Ann Banfield Obituary February 24, 2023 - Moloney Family Funeral Homes, Inc.” Moloney Family Funeral Homes, Inc., Moloney Family Funeral Homes, Inc., 2 Mar. 2023, https://www.moloneyfh.com/obituaries/christine-ann-banfield.“Christine Ann Benson Banfield (1985-2023) - Find a Grave Memorial.” Find a Grave - Millions of Cemetery Records, https://www.findagrave.com/memorial/250098758/christine-ann-banfield. Accessed 15 Oct. 2025.“Defense in Fetish Sex Murder Case Challenges Catfish Theory – NBC4 Washington.” NBC4 Washington, NBC4 Washington, 11 July 2025, https://www.nbcwashington.com/news/local/defense-in-virginia-fetish-sex-murder-case-challenges-catfish-theory/3954723/.Department, Fairfax County Police. FCPD Press Conference: Husband Charged in Reston Double Murder. YouTube, 16 Sept. 2024, https://www.youtube.com/watch?v=9FtB5IZ4kjM.Diaz, Olivia. “Blood-Spatter Analysis Helped Investigation into Husband Charged with Killing Wife and Another Man | AP News.” AP News, AP News, 27 Sept. 2024, https://apnews.com/article/brendan-banfield-au-pair-double-murder-virginia-f4dc3fa2ac1975587991d0d0755e8f18.“Fairfax County Prosecutor Taken off Au Pair Double Murder Case after Drinking Incident.” WJLA, https://wjla.com/news/local/fairfax-prosecutor-taken-off-au-pair-double-murder-case-after-drinking-incident-brendan-banfield-eric-clingan-commonwealths-attorney. Accessed 25 Oct. 2025.“Former IRS Agent Charged in 2023 Deaths of Wife and Other Man, Officials Say.” Https://Www.Wsaz.Com, https://www.facebook.com/wsaz3/, 17 Sept. 2024, https://www.wsaz.com/2024/09/17/former-irs-agent-charged-2023-deaths-wife-other-man-officials-say/.Grace, Nancy. GLAM AU PAIR, 23, PLOTS STAB DEATH OF LOVE-RAT-BOSS' WIFE? YouTube, 25 Apr. 2024, https://www.youtube.com/watch?v=y-Dii0e34y8.Li, David K. “Wife's Murder Connected to Elaborate Sex Fetish-Based Plot, According to Au Pair.” NBC News, NBC News, 27 Aug. 2025, https://www.nbcnews.com/news/us-news/wifes-murder-connected-sex-fetish-plot-rcna227473.Madani, Doha. “Brazilian Au Pair Takes Plea Deal, Cooperates in Virginia Double-Murder Case against Former Boss.” NBC News, NBC News, 29 Oct. 2024, https://www.nbcnews.com/news/us-news/brazilian-au-pair-takes-plea-deal-cooperates-virginia-double-murder-ca-rcna177847.Moore, Jack. “Months after 2 Killed in Shooting-Stabbing in Fairfax Co., Family's Au Pair Charged with Murder in 1 of the Slayings - WTOP News.” WTOP News, WTOP News, 19 Oct. 2023, https://wtop.com/fairfax-county/2023/10/months-after-2-killed-in-shooting-stabbing-in-fairfax-familys-au-pair-charged-with-murder-in-1-of-the-slayings/.“Nanny Arrested in Herndon Double Murder That Left Woman, Man Dead | Wusa9.Com.” Wusa9.Com, 10 AD, https://www.wusa9.com/article/news/local/virginia/herndon-virginia-double-murder-arrest-au-pair/65-0bc9e39f-ff7e-4485-88cd-d4d8f9e564b0.Reinstein, Julia. “Virginia Au Pair Juliana Peres Magalhaes Pleads Guilty to Manslaughter in Gruesome Double Murder of Christine Banfield, Joe Ryan - ABC7 New York.” ABC7 New York, 30 Oct. 2024, https://abc7ny.com/au-pair-pleads-guilty-in-gruesome-double-murder-in-virginia/15484909/.Sanchez-Cruz, Rafael. “911 Audio Introduced as Evidence in the Herndon Double Homicide | Wusa9.Com.” Wusa9.Com, WUSA, 6 AD, https://www.wusa9.com/article/news/crime/911-audio-introduced-as-evidence-in-the-herndon-double-homicide-case-brendan-banfield-juliana-peres-magalhaes/65-8a3aa334-68ef-4a16-853c-76998297a7e7.Serre, Jared. “Double Murder Trial for Herndon Man Postponed to next Year | FFXnow.” FFXnow | Fairfax County, Va. Breaking News and Local Happenings, https://www.facebook.com/ffxnow/, 16 Oct. 2025, https://www.ffxnow.com/2025/10/16/double-murder-trial-for-herndon-man-postponed-to-next-year/.19. The Au Pair Affair Murder Alleged Murder Plot | Vinnie Politan Investigates. YouTube, 17 July 2025, https://www.youtube.com/watch?v=ssCuksMz3XQ.20. Vinnie Politan Investigates: Husband & Au Pair Murder Trial. YouTube, 8 Oct. 2024, https://www.youtube.com/watch?v=Y02p0BjDOt0.Woolsey, Angela. “Reston Au Pair Charged with Murder in Fatal Shooting and Stabbing Case | FFXnow.” FFXnow | Fairfax County, Va. Breaking News and Local Happenings, https://www.facebook.com/ffxnow/, 19 Oct. 2023, https://www.ffxnow.com/2023/10/19/reston-au-pair-charged-with-murder-in-fatal-shooting-and-stabbing-case/.22. New York Times, https://www.nytimes.com/article/brendan-banfield-murder-wife-au-pair.html?unlocked_article_code=1.wU4.PTLq.V5QS0LJWhPK5&smid=nytcore-ios-share&referringSource=articleShare. Accessed 16 Oct. 2025.Find LOVE MURDER online:Website: lovemurder.loveInstagram: @lovemurderpodTwitter: @lovemurderpodFacebook: LoveMrdrPodTikTok: @LoveMurderPodPatreon: /LoveMurderPodCredits: Love Murder is hosted by Jessie Pray and Andie Cassette, researched by Sarah Lynn Robinson and researched and written by Jessie Pray, produced by Nathaniel Whittemore and edited by Kyle Barbour-HoffmanSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

With 53 million Americans providing unpaid care for loved ones and many considering reducing work hours or leaving jobs, caregiving significantly impacts America's workforce. Lindsay Jurist-Rosner, co-founder and CEO of Wellthy, and Greg Landmark, Senior Vice President of Total Rewards and People Analytics at Travelers, joined Travelers Institute President Joan Woodward to discuss how employers can address this challenge. They explored the business case for caregiver support, effective strategies including flexible work arrangements and specialized benefits, and how employers can help families navigate health care complexities while retaining talent and boosting productivity. Watch the original Wednesdays with Woodward® webinar: https://institute.travelers.com/webinar-series/symposia-series/support-working-caregivers.  --- Visit the Travelers Institute® website: http://travelersinstitute.org/. Join the Travelers Institute® email list: https://travl.rs/488XJZM. Subscribe to the Travelers Institute® Podcast newsletter on LinkedIn: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7328774828839100417.  Connect with Travelers Institute® President Joan Woodward on LinkedIn: https://www.linkedin.com/in/joan-kois-woodward/. 

This week, we examine what employers should anticipate as the National Labor Relations Board (NLRB)—which currently has only one active member, a Democrat, and four vacancies—moves closer to regaining a quorum and resuming full operations. What Restoring a Quorum at the NLRB Could Mean for Employers For the first time in more than 10 months, the NLRB may soon have three members, reestablishing a quorum and potentially impacting employers significantly. What Employers Should Know: Nominees Pending: Two Republican nominees to the NLRB, as well as the NLRB's General Counsel nominee, are awaiting U.S. Senate confirmation. Backlog: Restoring a quorum would allow the NLRB to address its backlog of cases and resume issuing decisions. Majority Requirement: Historically, a three-vote majority has been needed to overturn major precedents, which the NLRB may lack until it includes at least three Republican members. In this episode of Employment Law This Week®, Epstein Becker Green attorney Corey P. Argust discusses the implications as the NLRB moves toward full operations. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw412 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.

In this episode, Jen unpacks the challenges of managing political discussions and expression in the workplace ahead of the 2026 election. Listeners will learn about SB 399, free speech boundaries, and practical ways to maintain civility and neutrality.

Why can't employers find workers when talented people can't find jobs??Dr. Nita Chhinzer from the University of Guelph joins me to unpack what's happening in job markets right now. Employers are drowning in thousands of identical AI-polished resumes while qualified candidates are locked out of opportunities.So how do we fix that? Well part of it is assessments. Nita's research identifies four things employers actually hire for that never show up in job ads: professional maturity, attitude/coachability, willingness to work, and time management. Companies are going back to employee referrals and networking events, essentially crowdsourcing their recruitment because of the problem they have finding good people.On top of that, entry-level jobs have are disappearing which will bite sooner or later. Most promotions are internal... so where are the people they are going to promote? We've eliminated the pipeline and then wonder about bench strength. There's more... like AI. AI is not the sole reason there is so much restructuring. We're seeing the effects of geopolitical uncertainty, demographic shifts, and companies moving from talent hoarding to "just-in-time" hiring to avoid the exposure of carrying so many employees. AI is only a part.For new grads wondering where their entry point went, Nita talks about piecing together a career through contract work, internships, and building your personal brand. It may be tiring but, in today's market, it's what employees need to do. At least, if they do that, they have more control. For HR folks doing hiring, we need to do things different too and some of the answers are in the discussion. But this will continue to evolve.**Find Dr. Nita Chhinzer in the following places**https://www.linkedin.com/in/nitachhinzer/https://nitachhinzer.com/https://www.uoguelph.ca/lang/people/nita-chhinzer**Find Andrea Adams in the following places**https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca

Get the Midterm Rental Insurance Blueprint: ⁠https://experimentrealestate.com/#blueprintIn this insightful episode of In The Lab, Ruben welcomes Giang Nguyen, founder of One River Capital, a former scientist turned real estate investor and syndicator. Yan shares her remarkable journey from working in gene therapy at the Children's Hospital of Philadelphia to achieving financial freedom through multifamily real estate. Her story unfolds with precision and strategy—from buying her first $30,000 foreclosure property in cash to scaling into duplexes, five-units, and eventually syndications.Yan breaks down the financial and emotional blueprint behind leaving a W2 job the right way—by doing the math, living below her means, and mastering capital allocation. She reveals how she bought, renovated, and refinanced early properties, often paying in cash before leveraging them to scale. As a mortgage broker and syndicator, Yan dives deep into the mindset and numbers that drive wealth building—covering how to calculate key performance indicators (KPIs), why cash flow matters more than NOI, and how investors can prepare to transition from single-family homes to multifamily investments.This episode is a playbook for anyone looking to build wealth strategically, without hype—only math, milestones, and mastery. Tune in now to learn how Yan's methodical approach can help you engineer your exit from a W2 and design a business that funds your freedom.HIGHLIGHTS OF THE EPISODE:07:35 Giang talks about the push that made her need to grow in multifamily22:21 Giang talks about how syndication performance is measured. KEEPING IT REAL:00:05 – Offense vs. defense01:09 – Scientist to investor06:23 – Choosing freedom over medicine08:58 – First $30K property10:35 – Learning by doing14:04 – Living below one's  means15:57 – Employer match strategy17:00 – No car philosophy18:35 – Comfort in numbers21:01 – Financial blind spots23:33 – Tracking key KPIs25:01 – Distribution vs. NOI30:55 – Cash flow clarity33:37 – Proof of concept35:04 – Multifamily cash flow36:09 – Zoning strategy explained37:26 – Buying “by right”38:05 – Highest and best use40:06 – Transition to 5+ units42:00 – Immigrant lending limits43:40 – Lender risk factors1:41:13 – Power of community  Episode Hashtags: #RealEstateInvesting #FinancialFreedom #Syndication #Multifamily #W2ToWealth #CashFlow #ImmigrantEntrepreneur #WomenInRealEstate #MortgageBroker #OneRiverCapital #InvestSmart #BuildWealth#CapitalRaising #FinancialStrategyCONNECT WITH THE GUESTWebsite: https://onerivercapital.com/Linkedin: https://www.linkedin.com/in/thatsalsainvestor/

Subscribe to UnitedHealthcare's Community & State newsletter.Health Affairs' Rob Lott interviews Matthew Rae, Associate Director of the Health Care Marketplace Program at KFF, about his recent paper exploring the findings from the KFF Employer Health Benefits Survey, reporting on benefits in 2025. Order the November 2025 issue of Health Affairs.Currently, more than 70 percent of our content is freely available - and we'd like to keep it that way. With your support, we can continue to keep our digital publication Forefront and podcast Subscribe to UnitedHealthcare's Community & State newsletter.

Show SummaryOn today's episode, we're featuring a conversation with Navy Veteran David Boone, a retired Rear Admiral and President and CEO of the San Diego Military Advisory Council or SDMAC. SDMAC is a nonprofit that advocates on behalf of the service members, veterans, and their families in the greater San Diego region. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestSan Diego Military Advisory Council (SDMAC) President and CEO David Boone is the CEO of SDMAC (sdmac.org) which is a nonprofit that advocates, informs and connects the San Diego military with the community, industry and civic leaders. Previously, he provided consulting services for a wide portfolio of clients in the engineering and construction industry. He was the Executive Vice President and Chief Growth Officer for Michael Baker International responsible for both public and private sector development in the consultant and engineering industry from highway and bridges to water, construction services and planning. Prior to that, he was President of CB&I Federal Services and its successor organization, APTIM Government Services. He joined the CB&I team in December 2013 following a 30 year career in the Navy. He began in Strategic Development, and Business Development then promoted to Chief Operating Officer and then President in the Federal sector of Engineering and Construction, Environmental Services, Energy and Base Operating Services.Mr. Boone retired from the US Navy in 2013 as a Navy Civil Engineer Corps Rear Admiral. His last active duty assignment was the Director of Shore Readiness where he was responsible for overseeing facilities and energy funding and policy for 70 bases worldwide – a $9 billion annual budget. His tours as Commanding Officer included Underwater Construction TEAM ONE (Seabees), NAVFAC MARIANAS (Guam), and NAVFAC Mid-Atlantic.Raised in Yokohama, Japan, high school in Oregon, Mr. Boone first attended the University of Oregon and the Oregon Institute of Marine Biology. He then transferred and graduated from Cal Poly SLO in Civil Engineering with Masters degrees in Coastal Engineering and Construction Management from the University of California, Berkeley. He is a registered professional engineer (Virginia and Florida). He was a Navy contracting officer, a Navy Diver, and maintains a TOP SECRET security classification. He received numerous personal Navy awards, including the Nippon Zenkokai Award from the Office of the Prime Minister of Japan. He is currently a member of the Industry Leaders Council with ASCE Industry Leaders Council | ASCE.Links Mentioned During the EpisodeSan Diego Military Advisory CouncilSan Diego Emergency Action GroupPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Seeking Support. Transitioning from military service can evoke strong emotions. PsychArmor Institute's “Seeking Support” offers service members the tools and resources needed to seek support during and after military transition and into civilian life.   You can find a link to the resource our show notes https://learn.psycharmor.org/courses/Seeking-Support   You can find the resource here:  https://psycharmor.org/podcast/chris-jachemic Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

Housing has become so expensive in many places that people can't afford to live where they work. So, some local governments and businesses are helping with down payment costs to attract and keep employees. Is it working?

Brady & Brad hit record and let it fly! If you're a runner, coach a runner, have considered adding running into your fitness routine or are simply curious about the latest insights and developments about getting the most out of your run, you will LOVE THIS EPISODE!! From saunas to strength training, fueling to rowing machines, avoiding injuries, maximizing time, integration of rest & recovery, scheduling the perfect week and more!!Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here. YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218. This is a wonderful group if you are looking for encouragement, ideas, resources and more.

Just Ask Jacob – featuring Juan Carlos Cerda, Texas State Director, American Business Immigration Coalition (ABIC) In this episode, host Jacob M. Monty sits down with Juan Carlos Cerda to discuss how immigration policy affects America's employers, workforce, and economy. Together, they explore ABIC's bipartisan mission to "secure the border and secure the workforce" through practical, common-sense reform. Juan Carlos shares his personal journey as a DACA recipient and how it drives his advocacy for policies that strengthen both immigrant families and U.S. businesses. Jacob and Juan Carlos also discuss the Omar Salazar case, which Jacob is representing - a powerful example of how broken the current immigration system can be and the real human and economic consequences that result. The episode also dives into broader challenges like "Driving While Undocumented (DWU)," a term coined by Jacob himself, as well as the Dignity Act, workforce stability, and the path forward for bipartisan immigration reform.

Paid sick leave laws are evolving rapidly across the United States. Each year, states and local jurisdictions are creating new requirements, amending existing laws, or, in limited cases, revoking requirements. This makes it crucial for employers to stay informed. We break down where paid sick leave is currently required, best practices to help with compliance, and what changes are on the horizon. Listen in as we cover: [00:50] Where is sick leave required? [02:38] What happens if there is both a state and local requirement? [03:20] Do the laws require that sick leave is paid? [04:44] What changes were made to paid sick leave laws in 2025? [07:14] Do laws that require paid time off employees can use for any reason apply to illness? This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

IRS provides relief to employers for reporting on qualified overtime and tips for 2025, more conservation easement cases, and more.