Podcasts about employers

In episode 204, Coffey talks with Rosalind Chow about the distinct roles of mentorship and sponsorship in advancing careers and building more inclusive workplaces. They discuss the distinction between mentorship (which helps grow the mentee) and sponsorship (which seeks to change how others see the protege); how sponsorship functions like marketing or PR campaigns for high-potential employees; the four types of sponsorship - creating, confirming, preventing, and protecting; why sponsors risk their own credibility and reputation when advocating for others; how sponsorship doesn't require formal hierarchical relationships but depends on trust and status; how to become more "sponsorable" by being a top performer with clear values and compelling personal story; the risks of having the wrong sponsor or appearing as the "teacher's pet"; and how sponsorship creates inclusion by ensuring high performers are seen, valued, and given opportunities regardless of their background or circumstances. 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: Rosalind Chow is an Associate Professor of Organizational Behavior and Theory at Carnegie Mellon University, where she studies the power of social hierarchy and its impact on diversity and inclusion efforts within organizations.  Her forthcoming book, The Doors You Can Open (PublicAffairs, April 8, 2025) distinguishes the concept of sponsorship from mentorship. While mentorship can change mentees for the better through valuable coaching and encouragement, sponsorship takes it one step further — sponsors can change the social environment around their proteges by actively advocating for, raising the social visibility of, and protecting them. Put simply, while mentors act on mentees, sponsors act on external observers – audiences - to change how they see proteges.  We don't just have the ability to change other people; we also have the ability to change other people's relationships with one another. This ability - the power we have as sponsors - is something we can leverage to better ourselves, other people, and our communities. Rosalind Chow can be reached athttp://www.rosalindchow.com/https://www.linkedin.com/in/rosalind-chow-6b25541b0/  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: 1.       Distinguish between mentorship (developing the individual) and sponsorship (changing others' perceptions of the individual) to provide appropriate support for high-potential employees.2.       Practice the four types of sponsorship - creating visibility, confirming positive impressions, preventing negative associations, and protecting during criticism - to advance deserving talent.3.       Recognize that effective sponsorship requires risking your own credibility and reputation, making it essential to sponsor only high performers whose values align with your own and the organization's goals.

In this episode of The Workplace podcast, CalChamber Associate General Counsel Matthew Roberts and CalChamber Senior Policy Advocate Ashley Hoffman discuss pending employment-related legislation, including bills on CalChamber's Affordability Agenda, in the California Legislature

Shoot us a Text.Episode #1066: Today we're looking at the May economic data from Cox Automotive, how Lucid is reducing its dependence on foreign battery materials and how Meta has increased its ad revenue without increasing volume through targeting.Show Notes with links:May's economic and automotive data show a market adjusting to tighter consumer budgets and lingering workforce shifts. Retail remains steady, but pricing sensitivity is driving realignment in both new and used inventory strategies.Employers added 139K jobs in May, topping forecasts, but downward revisions led to a net 95K job loss.Auto dealer employment rose by 2,100 jobs, though it's still 1.1% below pre-COVID levels.New-vehicle SAAR dropped to 15.6M in May, down from 17.8M in April. Retail SAAR outpaced last year's.Incentives averaged $3,297—the highest discounting level in five years, and the average price paid dropped to 95.7% of MSRP.Used-vehicle sales dipped 3% month-over-month, but are up 4% year-over-yearWith all the buzz around China's dominance of EV battery raw materials, Lucid surprised us with a plan to source all of its materials domestically.Lucid's agreement with Graphite One kicks off natural graphite production in 2028 from Alaska's Graphite Creek site.They've layered this with a 2024 synthetic graphite deal and a 2026 supply agreement with Syrah Resources in Louisiana.All three deals align with IRA requirements, boosting eligibility for EV tax credits and reducing reliance on China, which supplies 90%+ of the world's anode materials.Graphite One's Ohio facility will produce enough anode material for up to 2 million EVs per year.Lucid's Interim CEO said the U.S.-focused strategy “supports our efforts to reduce the carbon footprint of our vehicles.”Meta might be all-in on Gen Z vibes, but it's the boomers and Gen Xers footing the bill. A new Barclays report reveals that older Facebook users see far more ads—because they're the ones clicking.Facebook shows more ads to users aged 45+ due to higher purchasing power.Those aged 45-54 see the highest ad load at 22%; teens only see 4.3%.Dynamic ad tech like Andromeda and Lattice tailors volume by user value.97% of Meta's revenue comes from ads.Meta has actually increased ad revenue without upping total ad volume by targeting high-value users—a shift analysts call “arguably the most bullish development.”Join Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

Upon receiving a cancer diagnosis, many patients quickly ask about their ability to continue working through treatment. Work can be...[…]

Show SummaryOn today's episode, we welcome back a previous guest Marine Corps Veteran and Veteran Advocate Dean Dauphinais. Dean is an enrolled member of the Turtle Mountain Band of Chippewa Indians, and was born and raised on the Spirit Lake Dakota Reservation in North Dakota. Dean and I talk about his work and his role on an advisory committee for PsychArmor to ensure cultural responsivity in content for Native and Tribal Veterans.  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 GuestDean Dauphinais served in the United States Marine Corps from 1995 to 1999 with 1st Battalion, 1st Marines, 1st Marine Division. He is the President and CEO of Native Eco Solutions, a consulting firm that has a goal of connecting tribal communities with opportunities to improve the quality of life of their people by inspiring collaboration in Indian Country and matching Indigenous values with strong business fundamentals in order to improve tribal communities·      Enrolled Member of the Turtle Mountain Band of Chippewa Indians·      Bachelor of Education degree - University of North Dakota·      AA Liberal Arts, Cankdeska Cikana Community College·      United States Marine Corps Veteran, Honorable Discharge·      National Congress of American Indians (NCAI), member·      California American Indian Business Chamber of Commerce, member·      Minnesota American Indian Chamber of Commerce, member·      Government Contract Consulting, Project Management, Community Organizing, Veterans Advocacy, Nonprofit Leadership& Management·      Strong network for collaborations in Indian Country, Veterans' Affairs and underserved communities Links Mentioned During the EpisodeDakota 38 FilmPsychArmor Resource of the WeekThis week's resource of the week is the previous two podcast episodes featuring Dean's colleagues on the PsychArmor American Indian and Alaska Native Advisory group, episode 214 with Dr. Chepa Rank and episode 220 with Retired Army Command Sergeant Major Julia Kelly.  You can find the resource here:  https://psycharmor.org/podcast/dr-melita-chepa-rank https://psycharmor.org/podcast/julia-kelly Episode Partner: This week's episode is brought to you by Humana, a leading health and well-being company that has joined forces with PsychArmor to develop campaigns and courses that support veterans and their families in achieving their best health. To learn more about how Humana honors and serves veterans visit healthequity.humana.com/veterans Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on TwitterPsychArmor 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  

Upon receiving a cancer diagnosis, many patients quickly ask about their ability to continue working through treatment. Work can be...[…]

The Office of the Employer Advisor (OEA) is a little-known resource in Ontario that's been quietly saving employers time, money, and stress, and it does not cost a thing. On this episode of the IHSA Safety Podcast, OEA's Director, Susan Adams, and one of their Employer Specialists, Dunstan Francis, discuss what the OEA does and how they assist Ontario employers.The OEA offers expert guidance, representation, and support to employers. They provide legal services and advice at no cost to help employers safely bring their workers back to work following an incident. The OEA primarily serves Ontario small businesses, as these employers often struggle with the challenges of running a small business and usually have limited resources. They collaborate with system partners—like IHSA—and employer associations to address the challenges faced by small businesses, participating in consultations about changes to policies and processes and providing feedback based on their experiences.Dunstan explains the main reasons why a small business in Ontario would want to work with the OEA: they offer free legal services and advice, they save employers time and money, and they provide representation for an appeal or return-to-work process. The OEA is easily accessible, and employers can connect with them through phone, email, social media, in-person events, and virtual meetings.In addition to discussing the reasons the OEA has services specific to construction employers and the construction industry, Susan and Dunstan also answer some frequently asked questions from employers, such as whether employers need to register or pay premiums to WSIB, the length of time they have to keep a person employed following an injury, and whether certain worker claims should be their responsibility or that of another party.Free resourcesThe Office of the Employer Advisor (OEA) Return to Work Regulation for ConstructionBuilding Bridges with Small BusinessWSIB Health and Safety Excellence ProgramMandatory WSIB coverage in ConstructionSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Personal Finance Podcast,  we are going to talk about  the Ultimate Guide to Becoming an Employer Match Millionaire. How Andrew Can Help You:  Listen to The Business Show here. Don't let another year pass by without making significant strides toward your dreams. "Master Your Money Goals" is your pathway to a future where your aspirations are not just wishes but realities. Enroll now and make this year count! Join The Master Money Newsletter where you will become smarter with your money in 5 minutes or less per week Here! Learn to invest by joining  Index Fund Pro! This is Andrew's course teaching you how to invest!  Watch The Master Money Youtube Channel! , Ask Andrew a question on Instagram or TikTok.  Learn how to get out of Debt by joining our Free Course  Leave Feedback or Episode Requests here.  Car buying Calculator here Thanks to Our Amazing Sponsors for supporting The Personal Finance Podcast. Shopify: Shopify makes it so easy to sell. Sign up for a one-dollar-per-month trial period at  shopify.com/pfp Chime: Start your credit journey with Chime. Sign-up takes only two minutes and doesn't affect your credit score. Get started at chime.com/ Thanks to Fundrise for Sponsoring the show! Invest in real estate going to fundrise.com/pfp Thanks to Policy Genius for Sponsoring the show! Go to policygenius.com to get your free life insurance quote. Indeed: Start hiring NOW with a SEVENTY-FIVE DOLLAR SPONSORED JOB CREDIT to upgrade your job post at Indeed.com/personalfinance Shop Data Plans and Save Big at mintmobile.com/pfp  Go to https://joindeleteme.com/PFP20/ for 20% off!  Links Mentioned in This Episode:  The Ultimate Guide to the HSA (The Super Retirement Account!) What Do I do With an HSA at an Old Employer?! (Plus How to Avoid RMD's) - Money Q&A Connect With Andrew on Social Media:  Instagram  TikTok Twitter  Master Money Website  Master Money Youtube Channel   Free Guides:   The Stairway to Wealth: The Order of Operations for your Money  How to Negotiate Your Salary  The 75 Day Money Challenge  Get out Of Debt Fast  Take the Money Personality Quiz Learn more about your ad choices. Visit megaphone.fm/adchoices

Was passiert, wenn Employer Branding nicht auf einer Sehnsucht, sondern auf einer Realität aufbaut? Wenn man nicht nur Aufmerksamkeit will, sondern auch Haltung zeigen muss?

Join me as I take you behind the scenes of EB Con, one of Europe's largest employer branding conferences. I share insights from my talk on employer content creation and feature conversations with other speakers on topics such as AI, employee advocacy, and strategy activation. Learn how companies are evolving their employer branding approaches to attract and retain talent, the importance of employee advocacy, and even some grounded advice on integrating AI into your workflow. There are also discussions on wellbeing, corporate strategy, and the balance between high production and zero-budget content. It's a packed day filled with knowledge sharing, practical tips, and a glimpse into the future of employer branding. Stick around till the end for my reflections and a look forward to enjoying some local cuisine!

AP Washington correspondent Sagar Meghani reports on another solid jobs report.

AP correspondent Donna Warder reports on Friday's jobs report.

Welcome to a special edition of We get work®, recorded live from Workplace Horizons 2025 in New York City, Jackson Lewis's annual Labor and Employment Law Conference. Over 500 representatives from 260 companies gathered together to share valuable insights and best practices on workplace law issues impacting their business today. Here's your personal invitation to get the insights from the conference, delivered directly to you.   

In episode 203, Coffey talks with Kristi Spaethe about advice for emerging HR professionals navigating their early careers. They discuss how people often stumble into HR careers; the misconception that “loving people” qualifies someone for HR work; the importance of gaining foundational knowledge before jumping into employee relations; showing up authentically while maintaining professional boundaries; building a personal board of directors rather than relying on a single mentor; the balance between employer-provided training and self-advocacy for professional development; the value of HR certifications as confidence boosters; networking through local HR associations and professional organizations; managing up with leaders who don't understand HR's strategic value; and whether HR professionals can be friends with other employees. 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: Kristi Spaethe is the Chief Executive Officer of The People Perspective and People Perspective Search and Recruiting designed to be the one stop shop for all things people in the communities that these organizations serve.  Kristi earned a Bachelor's Degree in Psychology with a Human Resources Development option and also holds the SHRM-CP certification. Kristi is the Immediate Past State Director for SHRM Oklahoma where she has served in prior various roles beginning in 2018.  Kristi has also served in various roles, including President, with the Tulsa Area Human Resources Association since 2014. Additionally, Kristi currently serves on the Broken Arrow Chamber of Commerce Board of Directors and has served on the Bixby Metro Chamber of Commerce Board of Directors. Kristi also gives back to the community by giving her time to non-profit organizations such as Women in Recovery, Muddy Paws and Lindsey House. Kristi received the President's Award from the Tulsa Area Human Resources Association in 2016 and the Richard R. Messer Excellence in Human Resources award in 2019. She also received the Oklahoma Human Resources Award of Excellence in 2020 from the Oklahoma Human Resources State Council. The People Perspective has also been nominated for various awards through TYPROS Boomtown Awards, the Bixby Metro Chamber of Commerce, Tulsa Chamber of Commerce Small Business Awards and the Broken Arrow Chamber of Commerce. The People Perspective was selected as the Small Business of the year in 2021 through the Bixby Metro Chamber of Commerce and as the Small Business of the Year in 2023 through the Broken Arrow Chamber of Commerce.  Kristi and her family reside in Broken Arrow, OK. Kristi Spaethe can be reached athttps://pplperspective.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: 1.       Develop a personal board of directors that includes mentors, advocates, cheerleaders, and critics rather than relying on a single mentor relationship.2.       Advocate for your own professional development by requesting training opportunities, certifications, and cross-functional experience while building external networks through HR associations.3.       Maintain professional boundaries by showing up authentically while filtering your communication and avoiding personal friendships with employees to protect both yourself and the organization.

Provo, Utah, which sits in one of the youngest counties of the U.S., has attracted some major employers in recent years. This week, “Marketplace” host Kai Ryssdal and ADP chief economist Nela Richardson visit and meet with some employers to find out why Provo's young population and LDS community make a strong labor pool. Plus, a brief history of “tax the rich” and China curbs rare earth exports.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.

Provo, Utah, which sits in one of the youngest counties of the U.S., has attracted some major employers in recent years. This week, “Marketplace” host Kai Ryssdal and ADP chief economist Nela Richardson visit and meet with some employers to find out why Provo's young population and LDS community make a strong labor pool. Plus, a brief history of “tax the rich” and China curbs rare earth exports.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.

Welcome to a special edition of We get work®, recorded live from Workplace Horizons 2025 in New York City, Jackson Lewis's annual Labor and Employment Law Conference. Over 500 representatives from 260 companies gathered together to share valuable insights and best practices on workplace law issues impacting their business today. Here's your personal invitation to get the insights from the conference, delivered directly to you.   

Employers care about who makes their lives easier. Prove that's you, and you'll win the role—even against the odds. The post #782 Are You Too Overqualified For This Job Market? appeared first on Cheeky Scientist.

DISCLAIMER: The information in this presentation is provided as education only, with the understanding that neither the presenter nor ENNIS Legacy Partners is engaged to render legal, accounting, or other professional services. If you require legal advice or other expert assistance, you should seek the services of a competent professional. Neither the presenter nor ENNIS Legacy Partners shall have any legal liability or responsibility to any person or entity with respect to any loss or damage caused, or alleged to be caused, directly or indirectly, by the information contained in this presentation.============================================“We want you to help you build a business that is sellable and exit successfully on your own terms and conditions.” - Pat Ennis============================================

In this episode, Amir sits down with Suzanne McGovern, Chief People Officer and HR veteran, to explore how the employee-employer relationship has fundamentally changed. From the aftermath of COVID-19 and rise of remote work to shifting generational expectations and the role of company culture, they dig into what leaders need to do to build trust, adapt to new work models, and attract talent in a post-pandemic world.

Being the The EB Space's first Employer Branding Unconference was great!EB Uncut promised to be a different kind of conference for the EB community. And it lived up to it for sure.As part of my coverage of the conference, I did some Vox Pops with some of the panelists and attendees.We talk about a load of things:✅ Purpose✅ Resilience✅ Giving employees a voice through AI✅ The underrated role of onboarding in employer branding✅ To EVP or Not to EVPSubscribe to my newsletter for more content direct to your inbox:https://www.employercontent.marketing/

Mary wants to set up her co-worker Lily after noticing she's flirting with their boss after Mary has been sleeping with him on the side...AND he's married! It's a messy one, tune in! Follow us on socials! @themorningmess

Welcome to a special edition of We get work®, recorded live from Workplace Horizons 2025 in New York City, Jackson Lewis's annual Labor and Employment Law Conference. Over 500 representatives from 260 companies gathered together to share valuable insights and best practices on workplace law issues impacting their business today. Here's your personal invitation to get the insights from the conference, delivered directly to you. 

What do all high-impact, disruptive—and sustainable—K-12 programs have in common?In this episode of The TechEd Podcast, host Matt Kirchner sits down with Dr. Annalies Corbin, founder and CEO of the PAST Foundation and author of Hacking School: Five Strategies to Link Learning to Life. With more than 25 years of experience transforming how students learn, Dr. Corbin offers a bold, research-backed framework for schools to break away from obsolete models and embrace learning that's applied, relevant, and enduring.From student agency to transdisciplinary teaching, she unpacks five core strategies that successful, long-lasting innovative programs share. Along the way, she shares lessons from 275 episodes of her own podcast, Learning Unboxed, and reflects on what too many students—and educators—are missing.If you've ever asked, “How do we fix education?” this episode answers: by rebuilding it for the real world.Listen to learn:Why our education system isn't broken—it's just built for a world that no longer existsWhat employers say young professionals are missing (and why it's not technical skills)How education research and funding models are holding back real innovationThe five core strategies every long-lasting, high-impact program has in commonWhat 275+ conversations with education disruptors reveal about the future of learning3 Big Takeaways from this Episode:1. The education system isn't broken—it's outdated: It still functions exactly as it was designed 100 years ago, prioritizing compliance over relevance. Dr. Corbin argues that instead of adding “federal band-aids,” we need a complete redesign from the ground up.2. Young professionals are graduating without real-world readiness: Employers report that new hires can pass exams but struggle to collaborate, ask questions, or admit what they don't know. These missing skills are costing companies time, productivity, and mentorship bandwidth.3. The best programs that last 10+ years all share five traits: Dr. Corbin identified five essentials: student agency, culturally relevant education, mastery learning, transdisciplinary teaching, and problem-based learning. When schools commit to all five, students experience learning that connects directly to real life and future careers.Resources in this Episode:Get the book Hacking School: Five Strategies to Link Learning to LifeLearn more about the PAST FoundationListen to Learning UnboxedConnect with Annalies on Social Media:Instagram  |  LinkedInWe want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

Send us a textThis week let's chat about how you might convince your job to start an employee donation matching program so that your charitable giving can go twice as far. You'll learn a simple three step plan to find a couple of allies, figure out who the decider is, and how to pitch your idea. Your colleagues will be thrilled that their donations will go farther, and your organization will be glad to have an employee perk that doesn't cost much and can boost retention. Most importantly, the nonprofits in your community will benefit from your support in doing their good work. And who knows, after you convince your job to offer matching donations, maybe you'll be ready to convince them to sign an environmental pledge or offer socially responsible 401(k) or 403(b) options?Links from today's episode:Employee Match Programs | Charity Navigatorhttps://www.charitynavigator.org/donor-basics/giving-101/employee-match-programs/ ICYMI another episode you might enjoy:Episode#117 1% for the Planet (recorded before the 2024 rebranding of this show)Love the book recos on this show? Check out the Progressive Pockets Bookshelf:https://bookshop.org/shop/progressivepockets As an affiliate of Bookshop.org, Progressive Pockets will earn a commission if you make a purchase.Connect With Genet “GG” Gimja:Website https://www.progressivepockets.comTwitter https://twitter.com/prgrssvpckts Work With Me:Email progressivepockets@gmail.com for brand partnerships, business inquiries, and speaking engagements.Easy Ways to Support the Show1. Send this episode to someone you know! Word of mouth is how podcasts grow!2. Buy me a coffee (or a soundproof panel!) https://buymeacoffee.com/progressivepockets 3. Leave a 5 star rating and review for the show!//NO AI TRAINING: Any use of this podcast episode transcript or associated show notes or blog posts to “train” generative artificial intelligence (AI) technologies to generate text is expressly prohibited. This includes, without limitation, technologies that are capable of generating works in the same style or genre as this content. The author reserves all rights to license uses of this work for generative AI training and development of machine learning language models//Support the show

Show SummaryOn today's episode, we're featuring a conversation with Navy Veteran Trinidad Aguirre, CEO and Co-Founder of VetsForever, a VA Accredited Law Group that supports veterans in obtaining disability ratings and discharge upgrades. We talk about the importance of finding support in accessing the benefits applications for the Department of Veterans Affairs. 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 GuestTrinidad Aguirre, a 100% disabled U.S. Navy Gulf War veteran, has excelled in both military and civilian careers. He is known for his hands-on leadership style and emotional intelligence, which he uses to build high-performing, collaborative teams. Integrity and innovation are the cornerstones of his leadership philosophy, which prioritizes mentorship, continuous improvement, and community impact. Throughout his career, he has demonstrated a steadfast commitment to providing top-tier legal services to the veteran community.He has held several executive board positions, including with the Hispanic Chamber of Commerce, as National President of Verizon's ERG Hispanic Support Organization, and as President of the American Marketing Association DFW. In addition, he has been at the forefront of change in the marketing industry, pushing for a greater emphasis on integrating awareness and advanced data analysis to effectively engage the desired target audience.A transformational leader driven by a passion for veteran advocacy, Trinidad has built a distinguished career dedicated to enhancing veterans' lives through financial security, mental health awareness, and strategic business excellence. He co-founded VetsForever (VF LLC), a 100% disabled veteran-owned organization. He leverages his two decades of dynamic experience in sales, marketing, and operational leadership to empower veterans to navigate the complexities of the VA claims process.Trinidad has implemented a proven, viable process for how VA-accredited organizations should approach the VA disability system. His primary mission focuses on delivering results within months rather than years, helping to meet veterans' urgent need for validation and economic support. The expedited process creates a safe space for veterans to improve and maintain their mental wellness. Financial security, in turn, provides the stability needed to sustain mental health, reinforcing his mission to integrate economic support with holistic veteran care.Trinidad is deeply committed to serving the community through his extensive involvement with nonprofit organizations such as OneTribe, Carry The Load, and the Stephen A Cohen Family Clinic. These organizations all concentrate on veterans' mental health, and Trinidad tirelessly supports through various initiatives that advocate for veterans and provide them with essential resources.Links Mentioned During the EpisodeVetsForever Web SitePsychArmor Resource of the WeekThis week's resource of the week is PsychArmor course, 15 Things Veteran Service Officers Want You to Know. This course aims to provide education about the role of Veterans Service Officers (VSOs) to make it easier for Veterans and their loved ones to navigate the benefits and claims process. We hope this course will encourage Veterans to work with a VSO to file claims for benefits, prevent continued misinformation about Veteran benefits and VSOs, and help Veterans recognize the importance of accessing the benefits they earned. You can find the resource here:  https://learn.psycharmor.org/courses/15-things-veterans-service-officers-want-you-to-know Episode Partner: This week's episode is brought to you by Humana, a leading health and well-being company that has joined forces with PsychArmor to develop campaigns and courses that support veterans and their families in achieving their best health. To learn more about how Humana honors and serves veterans visit healthequity.humana.com/veterans Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on TwitterPsychArmor 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  

In Part 2 of our powerful conversation with David Contorno, president and founder of ePowered Benefits, we go beyond the strategies and structures of health plan design—diving into the real-life struggles that are shaping smarter, more compassionate solutions.Host David A. Saltzman and David Contorno discuss the realities of scaling direct primary care, creative ways to bridge care gaps, and the challenges of educating employers and advisors about fiduciary responsibility. But the heart of this episode is personal: David shares how his own battles with chronic pain and mental health have transformed his perspective—and the way he builds health plans.The conversation uncovers the hidden crisis of mental health in the workforce, the need for more accessible and innovative care models, and the legacy that disruption can leave when leaders dare to do things differently.If you missed Part 1, catch it now for the story of smart plan solutions and shifting structures.  

'What has changed/' is a question a so-called 'boomerang hire' needs to ask of their former/future employer if they plan to return, says Patrice Williams-Lindo, CEO of Career Nomad. 'Your exit is your brand,' she points out, reminding employees to not burn bridges as they leave a job.

This special episode looks at specific (and practical) strategies for unlocking peak performance. It is based on the opening keynote presentation from Dr. Cooper at a conference in Colorado.Link to article resources mentioned in presentation available hereLink to episode expanding on how to create a clear personal vision avail hereInfo 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.

Big Truss Mahi Tuesday! What a week it was last week... Foot Locker Friday, Zac Lomax, Shifters outing their partners flaws... Like what other podcast has THAT much variety?... Just quickly Shifters, we missed it BUT on Friday it was out 500th Show... Exxxcuse you what, 500 episodes!? Let us know what your favourite moment has been so far! Sharesies Investment Management Limited is the issuer of the Sharesies KiwiSaver Scheme. The product disclosure statement (PDS) for the Sharesies KiwiSaver Scheme has been lodged, and may be viewed at sharesies.co.nz As part of the budget announcements, the Government has indicated that the default rate for employee contributions will move to 4% by 2028 and employers will be required to match that.  The boys discuss their thoughts on this and KiwiSaver Generally.  (Note the current minimum employee contribution rate for KiwiSaver is 3%  and you can contribute 3,4,6,8 or 10%. Employers are currently only required to contribute 3%.) Hit that link below to stay caught up with anything and everything TMS. ⁠⁠⁠⁠⁠⁠www.facebook.com/groups/3394787437503676/⁠⁠⁠⁠⁠⁠ Shop our TMS Merch here fam! ⁠⁠⁠⁠⁠⁠https://youknowclothing.com/search?q=tms⁠⁠⁠⁠⁠⁠ Thank you to the team at Chemist Warehouse for helping us keep the lights on, here at The Morning Shift... ⁠⁠⁠⁠⁠⁠www.chemistwarehouse.co.nz/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Shoot us a Text.Episode #1059: Today we're talking about the strength of dealership valuations despite sluggish buy-sells, Waymo's exponential takeover of the robotaxi race, and why your old boss might be your next one.Show Notes with links:The Q1 2025 Haig Partners Report says that despite solid performance metrics, dealership buy-sells dropped to the lowest first-quarter level in a decade, reflecting uncertainty in a year shaped by economic and political headwinds.Only 68 rooftops were sold, as public groups largely sat out; a sharp contrast to recent high-activity periods.Public dealers averaged $1M in Q1 pre-tax profits, with trailing 12-months at $3.9M—nearly double pre-pandemic levels.Blue sky values held firm at $20.7M, down just 1% from Q4 2024 and still nearly double pre-2020 benchmarks.Tariff concerns, election-year volatility, and OEM pricing strategies have many sellers in a wait-and-see mode.“These are often short-term fluctuations in what is ultimately a long-term business,” the report notes.What started as a quiet experiment has exploded into a transportation revolution. Waymo's self-driving service is scaling at a staggering pace, reshaping rider habits and leaving competitors scrambling to catch up.The ride-hailing company passed 10 million cumulative rides, with 20 million projected by year's end. Weekly rides jumped from 10K in 2023 to over 250K by mid-2025.March alone saw a 27% spike in San Francisco usage—a major behavioral shift.Expansion continues in Phoenix, LA, SF, and Austin; plus, Waymo is mapping 10+ new cities including Tokyo.Tesla is set to launch its own robotaxi service, using a camera-only, AI-first approach—far cheaper but less tested than Waymo's sensor-heavy, safety-first model.“This isn't science fiction. It's not the future. It's happening now,” said Co-CEO Tekedra Mawakana.As economic uncertainty lingers, both workers and employers are turning to familiarity. The share of new hires who are former employees—aka boomerang workers—is climbing again, especially in tech and media.March data shows that 35% of hires were returning employees, particularly in the information sector.Employers value boomerangs for cultural fit, performance history, and quick onboarding.Job seekers face longer searches and more layoffs—making old employers more appealing.Experts say your exit matters—managers increasingly view resignations as a potential pause, not a goodbye.“You want to get the best bang for your buck, and often it's a returning employee,” said ADP Chief Economist Nela RichardsonJoin Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

With the summer holidays approaching, employers may have questions about providing time off to employees and the pay requirements for employees who work on Juneteenth, Independence Day, and/or Labor Day. To help you understand the rules, here are answers to frequently asked questions about the holidays.  Listen in as we cover: [00:47] Must employers provide paid time off on Juneteenth, Independence Day, and Labor Day? [01:58] If a company offers paid holidays, must it observe Juneteenth, Independence Day, or Labor Day? [02:35] Can an employer require employees to work on Juneteenth, Independence Day, or Labor Day? [02:56] Can an employer require employees to work the day before and after the holiday to be eligible for a paid holiday? [03:38] What if the holiday is also the company's payday? [04:19] If an employer is open on a holiday, are they required to pay non-exempt employees a premium for working? [05:06] When an employee receives holiday pay and then works 40 hours in the same workweek, are they entitled to overtime? [05:50]. Does the company have to include holiday premium pay when determining an employee's regular rate of pay for calculating overtime?   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

"Join Alexandra Johnson, an Executive Assistant at Rental Boyz, as she shares how to find the right employees — the kind who don't just fill a role but help your business grow. In this video, Alexandra walks you through the hiring mindset and the key questions you should be asking to spot top talent from the start. If you're building a team that's ready to level up with you, this is a must-watch!"Download The Ultimate Checklist for Free:

In this episode 248 of the podcast I bring you a reminder and refresher about the way in which you calculate holiday entitlement and pay. We cover the key points employers, employees and HR professionals need to know, including: Why it is important to calculate leave entitlement and pay separately. How to calculate annual leave entitlement for a regular employee with guaranteed or set hours. How to calculate annual leave entitlement for an irregular hours, zero hour or part year worker. What you need to consider when calculating holiday pay for all employees. When you can pay the standard or basic pay for holiday. When you need to calculate the average pay over the last 52 weeks and pay this for holiday. What rolled up holiday pay is and when you can pay it. Why you will need to rectify any issues with your calculation of holiday pay now. What changes are set out in the Employment Rights Bill 2025 in regard to holiday record keeping. Whether you are an employer, HR advisor, or employee looking to understand your rights, this episode offers clear, up-to-date guidance on annual leave and holiday pay.   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.   Other resources on holiday Holiday Pay: What is Rolled Up Holiday Pay? Holiday pay and holiday entitlement changes 2024   Resources about Worker status When is a ‘Worker' a ‘Worker' for the purposes of employment law? Worker Status & the ‘Gig' Economy: Addison Lee Drivers Uber Drivers Have Workers Rights: Episode 66   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

In this episode, Alan Silver, President of Centene's ICHRA-focused Ambetter Health Solutions, joins the Jakob Emerson to discuss the rapid evolution of individual coverage HRAs, why large and small employers are embracing the model, and what it takes for insurers to succeed in this growing space.

 In this episode of Women on Wealth, Julina Ogilvie sits down with Neil Anand, owner of ComForCare Home Care in Fairfield, CT, to discuss DementiaWise—a program designed to enhance the quality of life for individuals living with dementia. Together, they explore the importance of care coordination, caregiver education, and respite services, and share practical advice for families navigating the challenges of dementia care. Show Highlights:What is DementiaWise? (2:44)Medicare's new initiative (6:01)Care coordination and management (9:42)Caregiver education and support (11:00)A personalized care plan (12:02)Respite care (14:03)Biggest misconceptions families have (15:05)It's impact on families and patients (16:06)Eligibility (18:19)Advice for a loved one showing signs of memory decline (19:48)Employer benefits (23:44)Connect with Julina Ogilvie:WebsiteYouTubeLinkedInEmail- jogilvie@principlewealthpartners.comThe information provided is for educational and informational purposes only and does not constitute investment advice and it should not be relied on as such. The statements and opinions expressed in this podcast are those of the author. PWP cannot guarantee the accuracy or completeness of any statements or data. For current PWP information, please visit the Investment Adviser Public Disclosure website at www.adviserinfo.sec.gov by searching with PWP's CRD #290180

There's a persistent and punishing myth out there: that a college degree is the only ticket to a good life. Spoiler alert—it's not. And the people hit hardest by this myth? Women without degrees, especially women of color, who are holding up families, caregiving, and entire communities while being boxed out of opportunity by arbitrary job requirements and social stigma. Four out of five non-graduates say they've experienced some form of judgment for not having a degree. Education-based stigma and discrimination among young adults not in 4-year college | BMC Psychology.  Many employers still cling to degree requirements as if they are a magic wand for competence. Meanwhile, a generation of students is waking up to the fact that college isn't the only (or even the best) path. In 2023, there were four million fewer college students than a decade ago. Interesting. But for non-college women, the journey without packing a college degree is anything but scenic. The economic reality is significant. Half of working-age non-college women aren't working full-time. Their median annual income is just $35,000—30% less than non-college men. And while non-college men still find decent-paying jobs in fields like manufacturing or construction, the landscape for women is shrinking fast. Their sectors—think retail, caregiving, service—are unstable, underpaid, and rarely lead to careers. Third Way. And yet, these women are the backbone of millions of households. Nearly four million homes with children rely solely on the income of a woman without a college degree. And while certificates and credentials could help, they don't offer women the same financial bump they give men. A woman earns just a 16% wage premium from a certificate; men get 27%. So why do degree requirements still rule? Employers think they signal capability. But studies are questioning the ROI of four-year degrees, and forward-thinking companies (and states!) are finally ditching the B.A. bias. More than 20 states have scrapped degree mandates for government jobs, and Congress is cooking up bipartisan plans to fund non-traditional learning paths through the Stronger Workforce for America Act and the Workforce Pell Act. The takeaway? The “paper ceiling” is cracking. But breaking it wide open means recognizing that skill, drive, and talent don't come with a diploma. It's time we rewrite the rules—and the résumés—to build a workforce that actually works for everyone. Another good read: Americans can get behind dropping degree requirements—but employers and hiring managers keep propping up the 'paper ceiling' | Fortune

Send us a textEmployers struggle with rising healthcare costs, and their usual approach is to work with a bevy of vendors, including insurers, provider networks, point solution providers, and HR supply chain vendors. But these vendors are awfully hard to optimize and costs seem to keep on climbing.In this episode of the HealthBiz Podcast, David Neikrug, CEO of Optimatum Solutions, joins host, David E. Williams, to explain how poor vendor management fuels rising employer healthcare costs and what to do about it.

In this episode of The Workplace podcast, CalChamber Labor and Employment General Counsel Bianca Saad and CalChamber Associate General Counsel Matthew Roberts discuss what employers are required to do annually to comply with general industry workplace violence prevention standards.

In episode 202, Coffey talks with Shannon Norris about a federal court ruling that invalidated portions of the EEOC's 2024 harassment guidance related to sexual orientation and gender identity.  They discuss Norther District of Texas Federal Judge Matthew Kacsmaryk's decision in State of Texas v. EEOC; the narrow scope of the Supreme Court's ruling in Bostock v. Clayton County; the EEOC's broad interpretation of the Bostock ruling in its 2024 Enforcement Guidance on Harassment in the Workplace; the elimination of courts' deference to agency's opinions under the Loper Bright Enterprises v. Raimondo decision; the distinction between agency guidance and actual law post Loper; practical workplace challenges concerning bathrooms, pronouns, misgendering, and dress codes; the difference between harassment based on biological sex versus sexual orientation or gender identity; why the Texas v. EEOC ruling doesn't change existing anti-harassment law; the importance of maintaining respectful workplaces regardless of legal requirements; and advice for employers to avoid becoming test cases in emerging litigation. Links to stuff they talked about are on our website at https://goodmorninghr.com/EP202 and include the following topics: State of Texas and The Heritage Foundation v. Equal Employment Opportunity Commission, et al: Memorandum Opinion and Order EEOC  Enforcement Guidance on Harassment in the Workplace Bostock v. Clayton County, Georgia Certiorari to the United States Court of Appeals for the Eleventh Circuit  Federal judge in Texas rules LGBTQ+ people can be discriminated against at work Federal Judge Scraps Biden EEOC's Gender Identity Guidance: Here's What It Means for the Workplace 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: Shannon Norris has represented a broad range of clients since he began practicing in 1993 in the areas of employment law, business litigation, trade secrets, civil fraud, and employee benefits.  During that time, he has represented Fortune 100 companies to small businesses and individuals.  Mr. Norris has extensive experience with employment litigation, noncompete agreements, misappropriation of trade secrets, and occupational fraud.  He is a regular speaker on topics relating to employment law, civil litigation, and human resources. Mr. Norris began his career in 1993 at the law firm of Jones Day, where he was a member of the Labor & Employment Law Section.  He formed his own practice in the year 2000.  He is also a Certified Fraud Examiner and a member of the Association of Certified Fraud Examiners. Mr. Norris is Martindale-Hubbell AV Preeminent Peer Review Rated.  Ratings reflect the anonymous opinions of members of the bar and the judiciary.  Martindale-Hubbell® PEER REVIEW RATINGS™ fall into two categories—legal ability and general ethical standards. Shannon Norris can be reached athttps://www.norrisfirm.comhttps://www.linkedin.com/in/sdnorris/ 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: 1.       Understand the constitutional limitations on federal agencies like the EEOC under current law.2.       Understand the limitations of State of Texas v. EEOC and continue to prohibit any workplace harassment or disparate treatment based on sex.3.    &n...

Fergal O'Brien, Executive Director with the Business and Employer's Group, IBEC, shares his understanding of the Federal Court ruling blocking President Trump's US trade tariffs.

P.M. Edition for May 28. As the Trump administration has threatened to roll back temporary legal protection of immigrant workers, U.S. businesses are preparing for a blow to their workforce. WSJ senior special writer Ruth Simon visited one such company to understand what that might mean for its business. Plus, Elon Musk criticized President Trump's tax-and-spending bill, saying that it failed to reduce the federal deficit. And Nvidia's sales soar as demand for artificial intelligence chips surges, even with the company effectively shut out of China. Alex Ossola hosts. WSJ Future of Everything event  Sign up for the WSJ's free What's News newsletter. Learn more about your ad choices. Visit megaphone.fm/adchoices

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16043&preview=true)  What do you think an employer wants to hear from you in an interview? If you said, “My background and skills,” you aren't wrong. But according to Find Your Dream Job guest Charles McGee, it goes much deeper than that. An employer wants quantifiable facts. How did you make a difference at your previous job that can be measured? Charles also suggests not being afraid to share your weak points, but also explain how you've grown and overcome them, and what you learned as a result. Lastly, keep your resume concise; less visual clutter is easier for the employer to get through.  About Our Guest: Charles McGee is the director of operations for Workplace Change. Resources in This Episode: The workplace is changing every day; learn how  Charles can help you navigate those changes by visiting www.workplacechanges.com. Connect with Charles on LinkedIn.  Use promo code DREAMJOB at the link below to get an exclusive 60% off an annual plan at incogni.com/dreamjob Learn more about your ad choices. Visit megaphone.fm/adchoices

It's YOUR time to #EdUpIn this episode, President Series #371, (Powered By ⁠⁠⁠Ellucian⁠⁠⁠), & brought to YOU by HigherEd PodConYOUR guest is Monica Llerena, President, CBT Technology Institute⁠⁠YOUR host is ⁠⁠Dr. Laurie Shanderson, Host, EdUp Accreditation InsightsHow did a family's immigrant journey lead to establishing a 36-year educational institution?What makes CBT's hands-on learning philosophy distinctive in technical education?How does the institute balance traditional skills with emerging technologies?What unique challenges does the "tool belt generation" face in their educational journey?Why does CBT consider employers as their clients rather than students?Topics include:Creating industry-relevant hands-on learning environmentsDeveloping both technical & soft skills for career successBuilding meaningful employer partnerships through advisory councilsAddressing the entrepreneurial nature of Gen Z studentsPreparing students for high-demand trades resistant to AI disruptionIntegrating professional development throughout the curriculumListen in to #EdUpDo YOU want to accelerate YOUR professional development?Do YOU want to get exclusive early access to ad-free episodes, extended episodes, bonus episodes, original content, invites to special events, & more?Then ⁠⁠⁠⁠⁠⁠BECOME A SUBSCRIBER TODAY⁠⁠ - $19.99/month or $199.99/year (Save 17%)!Want to get YOUR organization to pay for YOUR subscription? Email ⁠⁠⁠EdUp@edupexperience.comThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp Experience!We make education YOUR business!

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠It's YOUR time to #EdUpIn this episode, President Series #370,  (Powered By ⁠⁠⁠Ellucian⁠⁠⁠), & brought to YOU by HigherEd PodConYOUR guest is ⁠⁠Dr. Jeff Pittman, Chancellor, St. Louis Community CollegeYOUR host is ⁠⁠⁠⁠Dr. Joe SallustioHow is St. Louis Community College experiencing enrollment recovery post-pandemic? What role do community colleges play in meeting workforce needs? How are new campus buildings targeting high-need workforce sectors? What innovative employer partnerships are creating opportunities for students? How is transfer credit legislation improving student pathways to completion? Topics include:Achieving 10% enrollment growth with 34,000 total students Building six new facilities across four campuses for workforce education Creating direct alignment between programs & industry needs Addressing the 2,600 nursing vacancies in the St. Louis region Transforming the "junior college" model to meet economic demands Implementing wraparound services to overcome student barriers Advancing "Real World Learning" initiatives with K-12 districts For #EdUp Subscribers only via the extended conversation:Maintaining leadership longevity through student-centered focus Navigating the challenges of multiple bargaining units Transitioning from system-level to campus-level leadership Finding renewed passion after 40 years in higher education Creating contagious enthusiasm for student success Listen in to #EdUpDo YOU want to accelerate YOUR professional development?Do YOU want to get exclusive early access to ad-free episodes, extended episodes, bonus episodes, original content, invites to special events, & more?Then ⁠⁠⁠⁠⁠⁠BECOME A SUBSCRIBER TODAY⁠⁠ - $19.99/month or $199.99/year (Save 17%)!Want to get YOUR organization to pay for YOUR subscription? Email ⁠⁠⁠EdUp@edupexperience.comThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at ⁠⁠⁠⁠⁠⁠⁠⁠⁠The EdUp Experience⁠⁠⁠⁠⁠⁠⁠⁠⁠!We make education YOUR business!

Welcome to a special edition of We get work®, recorded live from Workplace Horizons 2025 in New York City, Jackson Lewis's annual Labor and Employment Law Conference. Over 500 representatives from 260 companies gathered together to share valuable insights and best practices on workplace law issues impacting their business today. Here's your personal invitation to get the insights from the conference, delivered directly to you.