Podcasts about employers

Going back to work after having your baby may seem daunting, but having support from your employer and colleagues definitely helps. How do you approach your employer about your pumping needs? Should you give your colleagues a “heads up” about what your schedule will be like when you return to work? And what do you do if things just aren't working out as planned once you're back at work? Learn more about your ad choices. Visit megaphone.fm/adchoices

Justin Aman joins the podcast this week to discuss what makes a strong and healthy employee-employer relationship. He and Dave explore ways companies can create win-win situations through meaningful employee benefits and workplace support. They also dive into the importance of trust, effective leadership, and how both contribute to motivation and a positive work environment.

Show SummaryOn today's episode, we're replaying a conversation with Michael Bailey, Deputy Director of Leadership Programs for the George W. Bush Institute. We talk about some of the initiatives of the Bush Institute, including the Veteran Leadership Program, the Democracy is a Verb initiative and the Bush Institute's efforts to celebrate America 250.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestMichael Bailey serves as Deputy Director, Leadership Programs, for the George W. Bush Institute. In this role, he manages the Stand-To Veteran Leadership Program, which focuses on developing the leadership skills of veterans and those who serve them and their families. Bailey also supports alumni engagement efforts for the Institute's international leadership programs.Prior to joining the George W. Bush Institute, Bailey provided operations, media, and communications support to The American Choral Directors Association, a music organization dedicated to the excellence and advancement of choral music.Bailey is a native of Arlington, Texas. He received his Bachelor of Arts in Music (Voice) from The University of Oklahoma, and he holds a Master of Business Administration with concentrations in finance and real estate from Southern Methodist University Cox School of Business. He has a passion for running and enjoys racing in half and full marathons.Links Mentioned During the EpisodeGeorge W. Bush InstituteStand-To Veteran Leadership ProgramAmerica 250Democracy is a Verb initiative  PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is The PsychArmor course The Myths and Facts of Military Leaders. This course identifies four of the most popular myths about military leaders and how they don't align with the reality of working alongside Veterans and Service members. You can find the resource here:  https://learn.psycharmor.org/courses/The-Myths-and-Facts-of-Military-Leaders 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  

In this episode, Dave and Jamison answer these questions: I have been at a small startup company for 5 years now. It's a very small technical team, 4 devs and a tech lead that contributes code & architecture. I am getting a small raise this week for my 5 years but it's a smaller raise than I was expecting. We're an all remote team across the globe but I had a dev co worker in the same city as me just leave the company. This has put more pressure on me as I'm the only dev in the primary time zone we operate in, everyone else is east coast or opposite side of the world. With the added pressure and some forward comments from me in one on ones with my tech lead I expected much more that I'm being offered. I think I'm supposed to quit my job but I'm terrified of that idea. This is my first job in the field and I love the work. The full stack startup experience is fun and I've learned so much, and I like my team a lot. I've never even applied to another position in tech yet, I got this one with the first application I sent out. That's not even considering the current state of the field rapidly changing with AI and the general lack of jobs I am constantly hearing about in tech. Is there a world where I should tell my boss I'm thinking about leaving? I've become an integral part of the team I think that would result in movement upwards, but that sounds so risky if I haven't even put in an application anywhere else. Should I take the old quit your job advice even when the field is so shaky? Thanks guys! And you reading the patreon names is the best part of my week too. Hi there, I'm about 4 years into my career. I'm at my second job after leaving university. The first was at a firm under 50 employees and the current is at a firm with a global footprint and several thousand employees. Both are in Europe. I moved to Europe on a work visa as a pathway to citizenship. I've never felt like either my past or current employer has taken advantage of my situation, but it's important that I keep my job. At both employers, I generally work one weekend day a week to meet expectations and keep on the promotion train. I'm not the only one; several of my colleagues do the same. For now I have the time to work late, as my significant other is back home. Soon they'll be moving over, however, and they have made clear they will not be okay with me going into work every Saturday. Maybe I'm paranoid. Maybe the expectations at work aren't clear. Maybe this is part of software. But basically, how do I get to a point where I can checkout on weekends and not feel guilty or like I'm falling behind? Do I need to work longer weekdays? Do I need to sacrifice promotions? Do I need to get better at saying no?

Life is uncertain. How can credible, board-certified health & wellness coaches make a positive difference in the midst of the uncertainty and how might an individual personally benefit from working with a coach? From fears around AI to ongoing life transitions, wellbeing pursuits and more, we take a deep dive in this special episode, featuring Leigh Saner Baker and Sabryna Liddle.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/CoachingChannelContact 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. 

Employers in one of Wisconsin's top tourist destinations are struggling to hire staff. Some northern Wisconsin communities could lose ambulance service. And, hear from a climate specialist about the severe weather we've had so far this year and the summer outlook.

In this episode of Primo Perspective, we talk about vacation and the need to renew yourself. Healthcare people carry stress, and leaders need to know it's ok to take time away. Employers also need to ensure their teams are spending time away. #PrimoPerspective #HIPcast with Kristen and Lorie.Primo Perspective is brought to you by AirMap

Economic Resilience in D.C. and Lancaster County. Guest: Jim McTague. A drop in gasoline prices has boosted consumer spending at retail stores and supermarkets. While D.C. remains popular with tourists, employers are struggling to find workers with specialized technical skills. Meanwhile, the housing market remains robust at the high end despite higher interest rates. 5

This week, Australia celebrates the one million refugees who've made a home here since the end of World War Two. While some employers are offering new jobs and training, there are also calls to cut the refugee intake and some initiatives are at risk.

In this episode of Inside IR, Rohan Doyle and Mitchell Brennan use the recent Full Federal Court decision in AMWU v Opal Packaging Australia (May 2026) to explore the real-world implications of complexity in enterprise agreements. With four decision-makers across three forums arriving at four different interpretations of a relatively common status quo clause, the case is a stark illustration of enterprise agreement complexity, and how status quo clauses can be a source of competitive advantage for employers, potentially stalling workplace change for lengthy periods. Rohan and Mitchell unpack the practical risks of broadly drafted dispute resolution and status quo provisions and offer guidance for employers on simplifying these clauses and using the bargaining table - not the courtroom - to achieve clarity. A must-listen for employers, HR and IR professionals grappling with complex legacy enterprise agreement drafting in an environment that demands greater clarity and agility.

In episode 257, Coffey talks with Elizabeth Ledoux about talent considerations in business succession planning.  They discuss why most succession plans fail because leaders ignore employee emotions and organizational culture; how owners and successors can align around a shared vision for the future of the company; the importance of involving employees early in transition conversations to reduce fear and turnover risk; the concept of “Transition 3.0” and collaborative succession planning between owners and future leaders; how multi-year transition roadmaps improve leadership development and business continuity; balancing founder identity, emotional attachment, and letting go of operational control; strategies for transferring institutional knowledge and mentoring future owners over time; creating succession-focused company cultures that continuously develop future leaders; why delegation and role transition should become an ongoing organizational habit; and how HR and operations leaders can proactively support leadership continuity and organizational resilience.  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/EP257  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:  Elizabeth Ledoux is the founder of The Transition Strategists and creator of the Transition 3.0 methodology. Over the past 30 years, she's helped hundreds of family and private business owners navigate succession, focusing on the relationship challenges that cause most transitions to fail.  Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.  Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.  Her work helps families stay together and successors—whether family or non-family—step into their roles with clarity and support.  Elizabeth Ledoux can be reached at: https://transitionstrategists.com  https://www.linkedin.com/company/transitionstrategists  https://www.facebook.com/thetransitionstrategists  https://www.instagram.com/transtionstrategists  https://www.youtube.com/channel/UCfcH2Be31Mr1laOZ6KZXDNA    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 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the human and cultural factors that commonly derail business succession plans. Develop long-term transition roadmaps that align owners, successors, and employees. Implement succession-focused leadership development practices that strengthen organizational continuity. 

Seattle just tumbled to #29 on the global foreign investment attractiveness index — and Mayor Katie Wilson is handing out the shovels. A new report flags Washington's hostile regulatory environment, skyrocketing taxes, and a permissive approach to public safety as the core reasons international capital is walking out the door.While other cities are rolling out the welcome mat, Mayor Wilson is rolling out a millionaire's exit ramp. Starbucks is gone. Employers who built Seattle's economic identity are quietly — or not so quietly — fleeing to states that don't treat job creators like a revenue target. An incoming millionaire's tax isn't bold leadership; it's an eviction notice.The ranking isn't just a number. It represents billions in foregone investment, thousands of jobs that won't be created, and a business climate so damaged that even the World Cup can't fill hotel rooms. Sean breaks down the FT/McKinsey data and explains exactly how Seattle's leadership turned a top-tier tech hub into a cautionary tale — one the rest of Washington State is now inheriting.Subscribe to @reasonablenews and hit the notification bell for daily commentary on the Pacific Northwest stories the mainstream press won't touch.#Seattle #WAPolitics #BusinessClimateGO PREMIUM WITH REASONABLE+ FOR UNCENSORED ACCESS

In this episode of Just Compensation, Megan Monson, Taryn E. Cannataro, and Zachary Bocian discuss Internal Revenue Code Sections 457(b) and 457(f), two deferred compensation vehicles available to tax-exempt organizations and state and local governments. The hosts detail who can sponsor these plans, how these plans work, when taxation occurs, and how Section 409A overlays with these rules. Be sure to check out our previous episode, "The Impact of 457A on Deferred Compensation from non-US Entities", to learn more about Internal Revenue Code Section 457A. Speakers: Megan Monson, Partner, Executive Compensation and Employee Benefits Taryn E. Cannataro, Counsel, Executive Compensation and Employee Benefits Zachary Bocian, Associate, Executive Compensation and Employee Benefits

Political discussions at work can quickly create risk for California employers. In this episode, Jen discusses voting leave, political activity protections, off-duty conduct, workplace speech, dress codes, retaliation risks, and practical strategies for keeping the workplace professional and compliant.

Who's really the employer? The U.S. Department of Labor's proposed Joint Employer Liability rule could significantly impact how businesses work with staffing agencies, subcontractors, franchisees, and other third-party partners. In this episode, employment law attorney Burt Garland breaks down the proposed four-factor test, explains the difference between vertical and horizontal joint employment, and outlines what employers should be doing now to prepare. For business leaders, HR professionals, and owners, this discussion provides practical guidance on reducing risk, reviewing key business relationships, and staying ahead of regulatory changes that could affect compliance, liability, and workforce strategy. If your organization relies on any type of contingent labor or partnership model, this is a conversation you can't afford to miss.

For the last three years, organizations across Europe have been preparing for the biggest shift in pay transparency and pay equity regulation in a generation. The EU Pay Transparency Directive promised to reshape how employers think about compensation — from pay structures and job architecture to reporting obligations and how employees access pay information.  Now, the transposition deadline has arrived. And the picture is... complicated.  Some countries met the deadline. Many didn't. What's emerged is a patchwork of requirements across member states — some with finalized legislation, others still working through it. Employers are left interpreting new guidance, confronting practical challenges around job evaluation, data governance, and pay reporting, and figuring out how to communicate all of this to their workforce.  So what should employers actually be doing right now?   We've brought together an expert panel today to cut through the noise. In this episode of Comp and Coffee, Ruth Thomas is joined by pay transparency experts Vicky Peakman, Founder of Fair Pay Partners, David Lorimer – Partner, Lewis Silkin, and Tom Heys, Pay Reporting Lead at Lewis Silkin.   Resources: Pay transparency tracker: https://www.payscale.com/featured-content/pay-transparency-legislation   EU pay transparency directive FAQ's: https://www.payscale.com/compensation-trends/eu-pay-transparency-directive-faqs

Dr. Anthony “Mazz” Mazzarelli brings a rare combination of perspectives to American healthcare: physician, executive, lawyer, bioethicist, author and media voice. As co-president and CEO of Cooper University Health Care and associate dean of clinical affairs at Cooper Medical School, Mazzarelli leads a major safety-net health system while continuing to see patients himself. He is also co-author of Compassionomics, a book that makes the evidence-based case that compassion in medicine improves outcomes, lowers costs and reduces clinician burnout. That combination makes him an ideal guest for Fixing Healthcare with cohosts Dr. Robert Pearl and Jeremy Corr. This season's guests are being asked what they are hearing from patients, clinicians and the public right now. For Mazzarelli, three themes rise to the top: Growing concern over Medicaid cuts and rising uninsurance Excitement about generative AI and other new technologies Awe at the speed of change healthcare leaders will need to manage Key episode highlights include: Medicaid cuts will hit safety-net patients hardest. At Cooper, roughly one-third of patients are covered by Medicaid or are self-pay. Mazzarelli explains that many of these patients live paycheck to paycheck or depend on coverage to manage chronic disease. When they lose access, prevention disappears and patients often delay care until they show up sicker in emergency departments and hospitals. Generative AI is a promising tool for rethinking how care is delivered. Ambient listening and automated notes are helpful, he says, but the larger opportunity lies in decision support, preventive outreach, chronic disease management, medication adherence and giving clinicians more time to connect with patients. Fraud prevention should not become a barrier to legitimate care. Mazzarelli supports catching fraud and abuse in Medicaid and Medicare, but argues that AI should be used to identify bad actors more precisely so the system can reduce unnecessary checkboxes. Employer-based healthcare has hidden the true cost crisis. Employers and government programs have absorbed much of the rising cost of care, preventing individuals from feeling the full impact. That delay has reduced pressure for major reform, even as the system becomes increasingly unaffordable. Payment reform remains the real lever for change. While Mazzarelli supports incremental improvements, he says the biggest changes will require addressing the way care is paid for, including the misaligned incentives that shape nearly every part of American healthcare. AI can help clinicians reconnect with patients. Compassion is not a soft concept. Stronger patient connection has been linked to better outcomes, lower costs, fewer unnecessary tests and less burnout among clinicians. Technology should redesign care, not automate bad workflows. Mazzarelli cautions that healthcare does not simply need better AI models. It needs leaders willing to redesign workflows in an “AI-native” way rather than layering technology on top of broken processes. Convenience must be balanced with human connection. Jeremy raises concerns about the broader health consequences of modern convenience, including loneliness and isolation. Mazzarelli agrees, noting that loneliness is a major public health risk and that healthcare organizations have a responsibility to address it. Burnout requires more than wellness programs. Mazzarelli argues that yoga, walks and wellness initiatives are not enough if clinicians feel disconnected from the work itself. The real antidote, he says, is restoring meaning at the point of care by helping clinicians connect with patients and see the difference they make. There's much more in this conversation, including Cooper's co-president model, the impact of private equity on physician practice, the future of 24/7 access and how policymakers should think about AI safety without slowing progress. Tune in to hear what one of healthcare's most thoughtful physician-executives believes patients, clinicians and leaders should expect from the next era of medicine. * * * Dr. Robert Pearl is the author of “ChatGPT, MD: How AI-Empowered Patients & Doctors Can Take Back Control of American Medicine.” Fixing Healthcare is a co-production of Dr. Robert Pearl and Jeremy Corr. Subscribe to the show via Apple, Spotify or wherever you find podcasts. Join the conversation or suggest a guest by following the show on X and LinkedIn. The post FHC #218: Dr. Anthony Mazzarelli on healthcare’s next burning platform appeared first on Fixing Healthcare.

What if saving money didn't require giving up the things you enjoy—but simply changing how you manage what you already earn? The truth is, small, intentional habits can quietly build significant wealth over time. By putting the right systems in place, you can make saving feel effortless instead of overwhelming.  Links: Track your savings goals with Goal Builder Explore some other saving challenges to make saving fun Check out TCU University for financial education tips and resources! Follow us on Facebook, Instagram and Twitter! Learn more about Triangle Credit Union Transcript: Welcome to Money Tip Tuesday from the Making Money Personal podcast.   Saving money doesn't have to feel restrictive. With the right strategies you can steadily build financial security without drastically changing your lifestyle. Whether you're just getting started or looking to improve your current habits, these 5 practical approaches can help you save more efficiently and consistently.  Number 1: Automate savings with direct deposit.  One of the simplest and most effective ways to save money is to remove the need for decision-making altogether. Automating your savings ensures that a portion of your income is set aside before you have the chance to spend it.  Many employers allow you to split your direct deposit into multiple accounts. By directing a percentage of each paycheck into a dedicated savings account, you create a "pay yourself first" system. This method builds savings effortlessly and reduces the temptation to spend.  Even small automated contributions of 5-10% or $25-$50 a paycheck can add up significantly over time, especially when paired with interest-earning accounts.   Number 2: Set up a savings goal tracker.  Having a clear savings goal gives your efforts purpose and direction. Whether you're saving for an emergency fund, a vacation, or a large purchase, tracking your progress helps you stay motivated.  A savings tracker can be as simple as a spreadsheet, mobile app, or visual chart. For more sophisticated tracking try an online banking tool like Triangle's Goal Builder tool within online and mobile banking. Seeing your progress grow over time reinforces positive financial behavior and keeps you accountable.  To make tracking more fun, break your larger goals into smaller milestones. For example, instead of focusing on saving $10,000, focus on and celebrate reaching every $1,000 mark. These smaller wins make the process feel achievable and rewarding.  Number 3: Try a savings challenge.  Savings challenges are a fun and structured way to build momentum. They turn saving into a game, making it more engaging and less of a chore.  Popular challenges include:  The 52-week challenge, where you gradually increase your savings each week or save a certain amount of money each week for a whole year The no-spend challenge, where you limit discretionary purchases for a set period The round-up method, where purchases are rounded up and the difference is saved The 100-envelope challenge, where you save a specified dollar amount in every envelope until they're all filled  These challenges not only boost your savings but also increase awareness of your spending habits. Over time, they can help you develop long-term discipline and smarter financial choices.  For more ideas on additional savings challenges visit triangleuniversity.org or follow the link in the show notes.   Number 4: Seek out high-yield savings accounts.  Not all savings accounts are created equal. Traditional accounts often offer minimal interest, while high-yield savings accounts provide significantly better returns.  By keeping your money in a high-yield account, you allow your savings to grow passively through compound interest. Even modest interest rates can make a noticeable difference over time, especially with consistent contributions.  When comparing accounts, consider:  Interest rates (APY) Fees Minimum balance requirements to open the account or earn interest Ease of access  Choosing the right high-yield savings account ensures your money is working as hard as you do.  Number 5: Make use of employer benefits like FSAs and HSAs.  Employer-sponsored benefits such as Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs) can be powerful tools for saving money, particularly on healthcare expenses.  These accounts allow you to set aside pre-tax income, effectively reducing your taxable income and increasing your take-home value. HSAs, in particular, offer long-term advantages since unused funds can roll over year after year and even be invested.  By planning for expected medical costs using these accounts, you can avoid dipping into your regular savings and maximize your financial efficiency.  Saving money effectively isn't about making drastic sacrifices—it's about building smart, sustainable habits. By automating your savings, tracking goals, engaging in challenges, maximizing interest, and leveraging available benefits, you can steadily grow your financial security.  Start small, stay consistent, and remember: every dollar saved is a step closer to your financial goals.  If there are any other tips or topics you'd like us to cover, let us know at tcupodcast@trianglecu.org. Also, remember to like and follow our Making Money Personal Facebook and Instagram to share your thoughts. Finally, remember to look for our sponsor, Triangle Credit Union, on Facebook and LinkedIn.           Thanks for listening to today's Money Tip Tuesday. Check out our other tips and episodes on the Making Money Personal podcast. 

Show Summary On today's episode, we're having a conversation with Army Veteran Ramon Salazar, Senior Manager of Learning and Experience Design for PsychArmor, as well as Executive Director for Warriors At Ease, an organization dedicated to empowering the military and veteran community with the tools and knowledge to harness the transformative power of yoga and meditation.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestRamón Salazar is a US Army Veteran with a diverse background in education and wellness. Holding a Master's degree in Education and experience in instructional design, he currently serves as an instructor at the University of Arizona. As an E-RYT 500 (Experienced Registered Yoga Teacher that has completed at leased 500 hours of advanced yoga teacher training and logged a minimum of 2,00 hours of teaching experience), Ramón brings a deep understanding of yoga practice, skillfully tailoring his approach to the specific needs of the military community. He incorporates trauma-informed techniques and mindful movement to foster healing and resilience. Ramón also holds various certifications in other wellness areas. His commitment to education and holistic well-being reflects his belief in yoga's power to positively impact individuals and communities.Links Mentioned in this Episode Ramon on PsychArmorWarriors At Ease websitePsychArmor Resource of the WeekThis week's resource of the week is PsychArmor's online course library, including many courses designed and led by Ramon. PsychArmor offers trusted, expert-led training for anyone who wants to better understand and support service members, Veterans, and their families. Whether you're a health care provider, educator, employer, caregiver, or simply someone who wants to make a difference — these courses are designed for you.You can find the resource here:https://learn.psycharmor.org/collections 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 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  

When a catastrophic injury occurs, the recovery process involves several phases, multiple providers, and months of coordination. Arm Dynamics Clinical Manager Julian Wells walks employers through the prosthetic rehabilitation continuum and explains why communication – between the carrier, the clinical team, and the injured worker – determines the quality of the outcome.

This week, Australia celebrates the one million refugees who've made a home here since the end of World War Two. While some employers are offering new jobs and training, there are also calls to cut the refugee intake and some initiatives are at risk. - दोस्रो विश्वयुद्धको अन्त्य भए यता अस्ट्रेलियामा बसोबास गर्न आएका १० लाख शरणार्थीहरूको योगदानलाई यो साता अस्ट्रेलियाले स्मरण र सम्मान गरिरहेको छ। अस्ट्रेलियामा धेरै शरणार्थीहरूका लागि अनुभव र योग्यता पर्याप्त नहुने अवस्था रहेकोमा केही रोजगारदाताहरूले नयाँ रोजगारी र तालिमका अवसरहरू सिर्जना गरिरहेका छन्। तर अर्कोतर्फ, शरणार्थी कोटा घटाउनुपर्ने मागहरू पनि उठिरहेका छन् भने शरणार्थीहरूलाई सहयोग गर्ने केही कार्यक्रमहरू जोखिममा परेका छन्।हाम्रा थप अडियो प्रस्तुतिहरू पोडकास्टका रूपमा उपलब्ध छन्। यो नि:शुल्क सेवा प्रयोग गर्न तपाईंले आफ्नो नाम दर्ता गर्नु पर्दैन। पोडकास्टमा सामाग्री उपलब्ध हुनासाथ सुन्न यहाँ थिच्नुहोस्।एसबीएस नेपालीको प्रत्यक्ष प्रसारण हरेक मङ्गलवार र बिहीवार दिउँसो २ बजे SBS South Asian मा डिजिटल रेडियोमार्फत, आफ्नो टेलिभिजनको च्यानल ३०५ मा, SBS Audio एपमार्फत, SBS On Demand मा वा हाम्रो वेबसाइटबाट सुन्न सक्नुहुन्छ।साथै हामी सोसल मिडिया प्लेटफर्महरू फेसबुक, इन्स्टाग्राम र एक्स मा पनि रहेका छौं SBS Nepali का नाममा।

This week, Australia celebrates the one million refugees who've made a home here since the end of World War Two. While some employers are offering new jobs and training, there are also calls to cut the refugee intake and some initiatives are at risk.

This week, Australia celebrates the one million refugees who've made a home here since the end of World War Two. While some employers are offering new jobs and training, there are also calls to cut the refugee intake and some initiatives are at risk. - در هفته پناهندگان، آسترالیا از یک میلیون پناهندگان تجلیل می کند که از پایان جنگ جهانی دوم به این کشور آمده و زندگی تازه‌ای ساخته اند. در حالی که برخی کارفرمایان فرصت های کاری و آموزشی تازه برای پناهندگان فراهم می کنند، همزمان درخواست هایی برای کاهش پذیرش پناهندگان مطرح شده و برخی برنامه های حمایتی نیز با خطر روبرو اند.

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

In this installment of our Payroll Brass Tax podcast series, Mike Mahoney (Morristown/New York) and Megan Menguc (Washington) break down the most common strategies for consolidating payroll across related entities. Megan and Mike, who is chair of the firm's Employment Tax practice group, walk through three distinct approaches, examining the practical benefits and limitations of each: (1) captive employee leasing, (2) Section 3504 agent reporting, and (3) common paymaster arrangements. The speakers also address the broader cross-disciplinary considerations that employers should keep in mind before restructuring how payroll is reported.

Maintaining personnel files may seem straightforward, but a misstep can create compliance gaps and risk for small businesses. Join us as we cover some best practices for managing employee records and review common pitfalls to avoid. [00:43] Personnel file maintenance: An essential HR practice [02:18] What should and should not be stored in personnel files [04:41] Employee access and state‑specific considerations [05:26] Retention practices and common areas of risk 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.  ADP, the ADP logo, HR{preneur}, RUN Powered by ADP and Always Designing for People are registered trademarks of ADP, Inc and its affiliates. All other marks are the property of their respective owners. Copyright © 2026 ADP, Inc. All rights reserved. Privacy at ADP

Owen Reidy, general secretary of the Irish Congress of Trade Unions, on their demands ahead of the National Economic Dialogue.

How AI Can Accelerate and Improve Your Job Search ProcessSharon Hamersley discusses how we can all make the best use of artificial intelligence (AI) during a job search. With AI now part of our daily lives at home, school, and work, it's become an essential tool for job seekers and employers alike. Yet, for many, AI can also be intimidating, especially when it comes to writing resumes, preparing for interviews, and navigating online job applications.Across our conversation, we explore not only how AI can make your search faster and more effective, but also why it is crucial to maintain your own authenticity and judgment throughout.Understanding AI as a Job Search ToolRather than fearing AI, we should treat it like any other revolutionary technology of the last fifty years. AI is the "fourth industrial revolution," following the creation of machinery, the development of infrastructure, and the advent of computers.We talk about AI not as a replacement for human skill, but as a support tool. A fast research assistant and brainstorming partner. AI can process information quickly, identify patterns, and generate responses, but it's only as helpful as the clarity of the instructions you give and the critical thinking you apply to its suggestions.What AI Can—and Can't—Do for YouOne of the key topics we cover is the ways AI helps job seekers. AI can analyze job postings, pick out transferable skills, and suggest ways to improve resumes.However, AI cannot write your resume for you. If you ask AI to generate your resume solely from a job description, you risk ending up with generic, possibly exaggerated claims. This is a phenomenon we refer to as "hallucination," where the AI makes up details that don't reflect your real experience.Instead, AI's strength lies in helping you organize information, identify missing keywords, refine wording, and prepare for interviews. It's particularly useful for brainstorming bullet points, summarizing complex career achievements, and checking your material for relevance to a particular role.Using AI Ethically and Protecting Your PrivacyIf you use AI in your job search, you need to be careful about what information you put into the system. Always remove personal and proprietary data before uploading anything to an AI tool. By creating a plain text (.txt) version of your document, you strip away identifying markers, making it safer to use AI for feedback or analysis.Never feed sensitive information to public AI databases. If you don't want something available to the public, keep it out of the system.Maximizing the Benefits, Avoiding the PitfallsHere are practical strategies for using AI effectively:Use AI to identify gaps in your resume compared to job descriptions.Ask AI specific, targeted prompts; focus on context, specifics, and objectives.Double-check everything AI generates—treat its output as a draft or starting point, not a final product.Request citations or sources when using AI for research, so you can verify the accuracy of information.Remember, your own experience and judgment must lead the process. AI cannot think critically or judge what best represents your skills.Advice for EmployersWe discuss how employers can use AI to clarify job postings, but stress that AI should never replace human judgment in hiring decisions. Overly broad or unclear job descriptions harm both candidates and organizations. Employers should use AI to support—not automate—key talent decisions and ensure both sides of the interview bring their best, authentic selves.If you like this episode, please let us know. We appreciate the feed back, and your support of offset costs of producing the podcast!FAQ: Smart Ways to Use AI in a Job Search1. Can AI write my resume for me?No, AI cannot write your resume for you. According to Sharon Hammersley, AI can help improve resumes by identifying transferable skills and missing keywords, but it generates generic content and may overstate experience. You must always refine and personalize the output to reflect your authentic experience 08:07, 12:19.2. How can AI help me prepare for a job interview?AI can assist in preparing for interviews by helping you understand the real intent behind interview questions (the "question behind the question") and by coaching you to prepare stronger, more relevant answers 08:13, 17:37. It's especially useful for brainstorming and identifying areas where you can demonstrate your value.3. Is it safe to put my personal information into AI resume tools?No, you should never input personal, sensitive, or proprietary information into AI systems. Sharon Hammersley advises removing all identifying details and even using plain text files to anonymize your inputs, as anything entered may become public or used for AI training 14:10–15:57.4. How do I check if a job posting is legitimate when using AI or internet tools?Always verify a job posting directly on the company's official website. Be wary of recruiters using personal email accounts (like gmail.com) or asking for money to apply—these are common scam red flags 29:08–30:02. AI may help you gather research, but the verification step requires your own judgment.5. Can AI help employers with the hiring process?AI can help employers draft clearer job postings and identify required skills, but it cannot replace human judgment in hiring decisions. Employers should not rely solely on AI to recommend hires; thoughtful, human evaluation is essential to find candidates who fit both the job requirements and company culture 33:05–35:27.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 511 Studios. A production of Circle 270 Media® Podcast Consultants.https://creativecommons.org/licenses/by-nd/4.0/Copyright 2026 Carol Ventresca and Brett JohnsonMentioned in this episode:Listener DisclaimerThe views and opinions expressed by the experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.

Pippa Hudson speaks to immigration lawyer Stephanie de Saude-Darbandi, the founder and director of De Saude Darbandi Attorneys about the misinformation swirling on social media about supposed deadlines for those who employ foreign nationals. Lunch with Pippa Hudson is CapeTalk’s mid-afternoon show. This 2-hour respite from hard news encourages the audience to take the time to explore, taste, read and reflect. The show - presented by former journalist, baker and water sports enthusiast Pippa Hudson - is unashamedly lifestyle driven. Popular features include a daily profile interview #OnTheCouch at 1:10pm. Consumer issues are in the spotlight every Wednesday while the team also unpacks all things related to health, wealth & the environment. Thank you for listening to a podcast from Lunch with Pippa Hudson Listen live on Primedia+ weekdays between 13:00 and 15:00 (SA Time) to Lunch with Pippa Hudson broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/MdSlWEs or find all the catch-up podcasts here https://buff.ly/fDJWe69 Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Week 307 Season 04 - Week 56 - To Employers, recorded on June 13, 2026. For more information, please see the website: https://www.scottsdalebigbook.com/.

In this episode, we are joined by Chris Hamilton, Partner and Employee Benefits Practice Leader at Hotchkiss Insurance, an independent insurance agency based in Texas. With nearly two decades of experience in corporate finance and employee benefits, Chris helps employers navigate the complexities of the healthcare system, reduce costs, and gain greater control over their health plans by moving beyond traditional insurance models. In addition to his work at Hotchkiss Insurance, Chris is the founder of Benefits Insider, an educational platform dedicated to helping employers understand how healthcare financing really works. Through practical case studies, industry analysis, and real-world examples, he empowers business leaders to make more informed decisions about employee benefits and healthcare spending. Recognized as the 2025 BenefitsPro Advisor of the Year, Chris has become a leading voice on healthcare transparency, employer-sponsored health plans, and cost-containment strategies. He regularly contributes to podcasts, conferences, and educational content designed to simplify one of the most misunderstood areas of business. This conversation explores: How Chris got started in the healthcare and employee benefits industry The unintended consequences of the Affordable Care Act on employers and healthcare  The incentives that drive insurance companies, pharmacy benefit managers (PBMs), and other healthcare stakeholders Alternative approaches to controlling healthcare costs  Why are healthcare costs continuing to rise, and what can employers do to take back control of their benefits strategy? Tune in to hear Chris's practical insights into the healthcare system and how businesses can create more efficient, cost-effective plans for their employees. Connect with Chris: Personal Website Hotchkiss Insurance LinkedIn Youtube Tiktok

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2081: Honey Smith explains why treating a job interview like a one-sided test can undermine both confidence and decision-making. By approaching interviews as a two-way evaluation, job seekers can better assess company culture, workplace expectations, advancement opportunities, and benefits, helping them make more informed career choices and avoid poor job fits. Read along with the original article(s) here: https://www.getrichslowly.org/how-to-interview-a-prospective-employer/ Quotes to ponder: “If your brain simply can't think of the job hunt in any other way, think of reading job ads as studying.” “If you are called in for an interview, that means they are already confident you have the skills required to do the job, so you should be confident too!” “The interview process is (or should be) as much about you finding a company that is a good fit for you as it is about proving to the prospective employer that you can do the job.” Learn more about your ad choices. Visit megaphone.fm/adchoices

20+ years inside corporate built more than a résumé. It built judgment, instincts, frameworks, and credibility that companies pay millions for.Career capital. Gold.Right now, it's locked in a vault you don't own. Every year it sits there, it pays off for the company instead of you. And career capital has a shelf life.This episode covers:Why you can't see the gold you're sitting onHow it turns into income that's yoursWhat it can become: a business built on youLet's deploy your gold.***

What separates a superstar employee from someone who simply fills a position? According to performance expert Jay Henderson from Real Talent Hiring, the answer has less to do with personality and more to do with how people think.In this episode of the Podiatry Legends Podcast, Jay shares his unique approach to recruitment and explains why understanding a person's decision-making process can reveal far more about future performance than traditional behavioural assessments.We discuss the limitations of popular personality profiling tools, why many business owners repeatedly make poor hiring decisions, and how self-image can influence not only individual performance but also the growth of an entire business.One of the most fascinating parts of the conversation explores the idea that people don't change nearly as much as we often expect. For employers, this has significant implications when hiring staff based on who they might become rather than who they already are.Jay also shares practical recruitment strategies that podiatry clinic owners can implement immediately, including creating better job descriptions, developing hiring scorecards, and maintaining a constant recruitment mindset.Whether you're looking to employ your first receptionist, your next associate podiatrist, or a future practice manager, this episode will help you think differently about hiring and leadership. If building a great team is important to you, this conversation is one you won't want to miss.If you enjoyed this episode, please SHARE it with your podiatry friends, and if you LOVE the show, consider subscribing and leaving a RATING & REVIEW.Podiatry Legends WebsiteFor additional show notes and other links, make sure you check out the Podiatry Legends Podcast website. And if you have any guest suggestions or ideas for the podcast, please send an email to tyson@podiatrylegends.comDo you want to make more money in podiatry? If you want to make more money from your podiatry business and have more time off with your family, please visit my website at tysonfranklin.com to learn how I can help you make this a reality.  Otherwise, feel free to email me any questions you may have at  tf@tysonfranklin.com. Podiatry Business Owners ClubIf you're on Facebook and enjoy business, you may find the Podiatry Owners Business Club a useful group to join.YouTubeIf you'd like to watch the videos of each podcast, or additional business videos I produce, visit my channel, Tyson E Franklin. 

Steve Hall, newly appointed CEO of My Community Dental Centers, joins Michigan Business Beat to discuss his transition from Board Chair to CEO, expanding access to affordable dental care, improving patient outcomes, strengthening workforce health, and advancing MCDC's mission of serving communities across Michigan through patient-centered care and public health leadership. In the conversation with Jeffrey Mosher, they covered these questions: You spent nearly a decade on MCDC's Board of Directors, including five years as Board Chair. How does that experience prepare you to step into the CEO role, and what are your top priorities as you begin leading the organization? MCDC serves more than 80,000 patients through 28 dental centers across Michigan. What are the biggest challenges and opportunities you see in expanding access to affordable dental care today? Employers increasingly recognize that oral health impacts workforce productivity and overall well-being. How does MCDC's mission contribute to healthier communities and a stronger workforce? You bring a long background in public health leadership. How will that perspective influence MCDC's strategy for improving patient outcomes and addressing healthcare access gaps across Michigan? As you begin this leadership transition, what message would you like to share with patients, community partners, healthcare providers, and business leaders about MCDC's vision for the future? My Community Dental Centers Appoints Steve C. Hall as Chief Executive Officer PETOSKEY, Mich., May 2026 – My Community Dental Centers (MCDC), one of Michigan's largest nonprofit dental organizations, has appointed Steve C. Hall as Chief Executive Officer. Steve previously served on MCDC's Board of Directors from 2016 to 2025, including five years as Board Chair, and brings extensive experience in public health leadership, healthcare administration, and organizational strategy. Steve will continue to reinforce MCDC's commitment to equitable, patient-centered dental services across Michigan. “On behalf of MCDC leadership, we are honored to pass the reins of Chief Executive Officer off to one of our longtime organizational partners and former board leader, Steve,” said Interim Chief Executive Officer, Jerry Messana. “Serving our patients in this role is an invaluable experience, and I am confident that as CEO, Steve will do an amazing job. With more than two decades of public health leadership experience, Steve C. Hall has served as Health Officer for the Central Michigan District Health Department, leading efforts to improve community health outcomes and strengthen access to care across the region. “After years of immersing myself in this organization and serving at the board level, I am honored and excited to work more closely with this team,” said CEO, Steve C. Hall. “With my background in public health and experience as Board Chair, I look forward to working with an organization and my fellow leadership team members to build on patient access and continue to support the incredible team at MCDC. I thank the MCDC team for the opportunity to serve Michigan communities in this role and look forward to what is next.” In the months ahead, Steve will begin an intentional onboarding and transition process focused on listening, learning, and building relationships with team members, partners, and community stakeholders across MCDC's service areas. Interim Chief Executive Officer and board member since 2017, Jerry Messana, will continue on as Interim CEO through August and will remain actively engaged during the transition to help ensure continuity and long-term success.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

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/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  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:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    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 the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

Michigan Works! Connects Job Seekers and Employers via Statewide Network

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

⁠

Welcome to the Lakeshore Christian Midweek Podcast Series! We pray this will be an ongoing source of information, inspiration, fun and encouragement to all who join us! For more information, visit our links listed below.GiveWebsiteFacebookinstagramPrayer RequestContact

Send us Fan MailIn this episode, Chasity Owens and Scott Kuhlman are LIVE again at IAAI International Training Conference with a live conversation featuring Fire Investigator and IAAI's 2026 Investigator of the Year Adam Holloway of Genesis Forensics and Fire Investigator John Hill of National Fire Experts. Both Adam and John are Eastern Kentucky University graduates who entered the fire investigation industry from the private sector and now help develop the next generation of investigators through internships, mentorship, and entry-level training programs. The conversation explores the challenges students face when trying to break into fire investigation, what employers should consider when building internship programs, and why real-world field exposure, strong methodology, communication skills, and persistence matter. They also discuss the importance of networking through local IAAI chapters, mentorship from experienced investigators, and how students can stand out in interviews by understanding fire dynamics, the scientific method, and the definition of fire. The episode also highlights upcoming fire investigation training opportunities, the “Can You Use It in a Sentence?” segment on thermoplastics, and Adam's work with the IAAI Marine Fire Investigation Endorsement Program, including how the hands-on course uses real burned vessels, interviews, case studies, and origin-and-cause presentations to prepare investigators for marine fire scenes.Thank you for listening! If you enjoyed the episode, give us 5 stars, hit the follow button, and subscribe on Spotify, Apple Podcasts, and anywhere you are listening in from. Follow us on social media!Instagram: @infocusfire_podcastLinkedIn: INFOCUS podcastFacebook: INFOCUS podcastTikTok: @infocus_podcast

Show Summary On today's episode, we're having a conversation with Licensed Clinical Social Worker Amanda Noyes, the founder of Finding Freedom Therapy and member of the DFW First Responders Support Network. We talk about Trauma therapy and mental health networks for service members, veterans and first responders Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestAmanda Noyes is the founder of Finding Freedom Therapy. As a Licensed Clinical Social Worker–Supervisor with over 25 years of experience, she has had the opportunity to work in numerous crisis situations where she witnessed firsthand the gravity of trauma and grief. It was in these situations that she realized there were not enough opportunities to heal from trauma and loss after the initial crisis. With this knowledge, she formed Finding Freedom Therapy, PLLC, in 2014 with the vision of providing specialized treatment to those who have endured (or are continuing to endure) horrific traumas and unspeakable losses.After earning her degree in psychology and international studies from Texas A&M University, Amanda pursued her Master of Science in Social Work at the University of Texas at Austin. Throughout her career, she has had the unique opportunity to gain notable hands-on experience, much of which was working in conjunction with the military, first responders, and frontline workers. She has worked alongside probation and parole officers in the field, with police officers on-scene, supported doctors and nurses in the ED and ICU departments of level-one trauma centers, counseled families of the recently deceased at the moment of loss, and worked next to the U.S. National Guard when assisting during Hurricanes Katrina, Rita, Ike, and Harvey.Amanda's experience with veterans and military service members began early in her career with her graduate internship at the Michael E. DeBakey VA Hospital, and later continued with her work as lead trauma therapist for an inpatient military program, Freedom Care, where she worked with active-duty combat military and veterans suffering from PTSD. She is trained in Cognitive Processing Therapy (CPT), Accelerated Resolution Therapy (ART), and Written Exposure Therapy (WET). Each and every step of her career has shaped and strengthened her ability to better assist clients through the most difficult times in their lives.Links Mentioned in this Episode Finding Freedom Therapy WebsiteDFW First Responders Support NetworkPsychArmor Resource of the WeekThis week's resource of the week is the PsychArmor course Trauma Informed Interactions with Veterans. This course defines trauma and how it presents itself and is specifically designed to help volunteers interact with Veterans dealing with trauma that affects their health and/or ability to function.You can find the resource here: https://learn.psycharmor.org/courses/trauma-informed-interactions-with-veterans 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 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  

Ice baths. Electrolyte drinks. Infrared saunas. Recovery boots. The wellness industry has never been louder — or more expensive. But which of these tools actually move the needle, and which are just well-marketed noise?In this episode of The Coaching Lab, we cut through the hype and get honest about recovery. Dr. Brad Cooper explores the science behind today's most talked-about wellness practices — from hydration and electrolytes to sauna use, cold-water immersion, and the growing world of recovery technology.What you'll walk away with:The truth about electrolytes (and when you probably don't need them)Why frequent sauna use has some of the most compelling cardiovascular data in the wellness spaceThe surprising caveat about cold plunges and muscle-buildingLow-cost recovery strategies that routinely outperform expensive gadgetsA rapid-fire verdict on the biggest trends: overhyped, appropriately hyped, or underappreciated?Recovery isn't a luxury — but it doesn't have to be complicated or costly. This episode helps you separate signal from noise so you can invest your time, energy, and money where it actually counts.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/CoachingChannelContact 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. 

It's YOUR time to #EdUp with Roger Hughes, President, Doane UniversityIn this episode, President Series #482, powered by ⁠⁠⁠Ellucian⁠⁠⁠, sponsored by EdUp Leadership, the ​HigherEd PodCon​ II happening July 16 & 17, & the 2026 AcOps Conference July 29-31 by CoursedogYOUR cohost is Dr. Jamie Ceman, Senior Executive VP of Reputation Services, EducationDynamicsYOUR host is Dr. Joe SallustioHow does a former Princeton football coach who coached 9 first round NFL draft picks now build the ultimate graduate that every employer wants to hire?Why is median student debt of $20,000 to $24,000 for 4 years actually a great investment when every dollar returns 40 to 50 times over a lifetime career?What makes inviting CEOs & engineering firms to design curriculum & buildings reveal that labs need 18 foot ceilings for equipment nobody in academia knew about?Listen in to #EdUpThank 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 ExperienceWe make education YOUR business!P.S. Want access to the only intelligence platform built exclusively from presidential conversations in higher ed? Well, we have an app for that!Join EdUp Leadership!

DESCRIPTION A major immigration raid in South Carolina makes national headlines, allegations against the Southern Poverty Law Center ignite controversy, and questions about illegal labor, political influence, and government accountability take center stage. Tara connects the dots between immigration enforcement, political power, and the future of South Carolina politics. SUMMARY Today's show focuses on three major controversies shaping the political landscape. First, Tara examines allegations involving the Southern Poverty Law Center and broader concerns about political activism, donor transparency, and ideological extremism. The discussion explores claims that political organizations profit from fear-driven narratives while influencing public discourse. The conversation then shifts to immigration enforcement after a large-scale workplace raid in Abbeville, South Carolina generated national attention. The operation resulted in numerous arrests and criminal charges, prompting renewed debate over illegal labor, employer accountability, and whether state leaders have done enough to enforce immigration laws. Finally, Tara revisits concerns about political extremism, media influence, and the role of establishment politicians in shaping policy outcomes. Throughout the show, the focus remains on government accountability, economic consequences, and the impact of political decisions on working-class Americans. TOP STORIES Major Immigration Raid Makes National Headlines A large workplace immigration enforcement operation in Abbeville, South Carolina drew national attention. Both employees and management personnel reportedly faced legal consequences. The raid reignited debate over illegal labor practices and employer accountability. Employers Face Increased Scrutiny Discussion focused on whether businesses knowingly benefit from unauthorized labor. Questions were raised about enforcement priorities and corporate responsibility. The operation is being viewed as a warning to employers nationwide. Southern Poverty Law Center Controversy New allegations involving the Southern Poverty Law Center became a major topic. The organization disputes the claims and maintains its innocence. The case has fueled debate over political advocacy groups and donor transparency. Immigration and South Carolina Politics State leadership came under scrutiny regarding immigration enforcement policies. Critics questioned why large-scale workplace raids have historically been rare in South Carolina. The issue is becoming increasingly important in state-level elections. Economic Impact of Illegal Labor The discussion highlighted concerns about wage suppression and labor market competition. Particular attention was given to manufacturing, agriculture, and processing industries. Debate continues over the long-term impact on working-class American workers. Political Extremism and Public Trust The episode explored concerns about growing political radicalization. Questions were raised about media coverage, activist movements, and ideological polarization. Public confidence in institutions remains a recurring concern. QUOTE OF THE DAY "The system doesn't change until accountability reaches the boardroom." TALKING POINTS ✅ Why the Abbeville immigration raid became national news ✅ Employer accountability and illegal labor enforcement ✅ The debate surrounding the Southern Poverty Law Center ✅ How immigration affects wages and workforce opportunities ✅ Political influence, public trust, and accountability SEO KEYWORDS Abbeville ICE Raid, South Carolina Immigration, Illegal Labor, Employer Accountability, Southern Poverty Law Center, Immigration Enforcement, South Carolina Politics, Workplace Raid, Border Security, Political Accountability SOCIAL MEDIA POST