Podcasts about employers

Join Pat O'Donnell (with YoungWilliams) as she hosts aconversation with Tish Keahna Kruzan, Child Support Attorney with the Lac Courte Oreilles Tribal Child Support Program, and Corri Flores, Sr. Director-Government Affairs with ADP.  Today's informative session focused on sharing best practices between Tribal IV-D Programs and the employer community.  Tish and Corri share their recommendations to improvecommunications, resources available to assist in educational efforts and the impact on families when processes work as intended as well as when obstacles are encountered.

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:

In this episode of Your Employment Matters, Beverly Williams welcomes Dr. John Huber and his son Sean Huber for a candid conversation about career paths, parenting, risk taking, and what it really means to build a satisfying life. Dr. Huber shares his journey from West Orange, New Jersey to the University of Pennsylvania School of Dental Medicine and eventually into private practice. He speaks openly about the persistence it took to gain admission to dental school, the value of mentorship, and how staying connected to scholarship sponsors and professional relationships helped shape his long-term success. His story reinforces a powerful truth: relationships are assets, and gratitude plus follow-through matter. Sean's path looks very different but carries the same underlying themes. After studying film at Drexel University, he left a job he loved to tour full time with his band Modern Baseball. What could have been a risky detour became a defining chapter. Touring the U.S., Europe, New Zealand, and beyond taught him resilience, adaptability, and problem solving. Today, he continues to perform while building a meaningful career in the craft beer industry. Now at Triple Bottom Brewing in Philadelphia, Sean works at a certified B Corp that operates on a “beer, people, planet” model. Beyond producing beer, the brewery runs a 16-week apprenticeship program for justice-affected and housing-insecure individuals, offering job training, reentry support, and employment placement. It is business with intention, not just profit. Throughout the conversation, several key themes emerge: Networking is not manipulation. It is intentional relationship building. Dr. Huber stayed in touch with scholarship sponsors and mentors, which opened doors and strengthened his professional foundation. Risk can be responsible. Sean's decision to leave a stable job for music was bold, but it was informed by passion and relationships. He never abandoned work ethic. Parents must balance protection and permission. Letting children travel, relocate, and pursue unconventional paths is difficult, but growth requires space. Satisfaction matters more than status. Both men emphasize enjoying their work. You can hear it in how they talk about it. Regret is usually about presence, not position. Dr. Huber wishes he had worked a little less and “smelled the roses” more. Sean wishes he had slowed down enough to absorb more culture and learning during his fast-paced touring years. The episode also touches on remote work and shifting workplace expectations post-COVID. Beverly reminds listeners that flexibility is possible, but profitability still drives business decisions. Employees must remain productive and adaptable. Employers must recognize that flexibility can strengthen performance and retention. What stands out most is the tone between father and son. There is respect, pride, and mutual recognition that hard work and character matter more than job titles. Different personalities. Different journeys. Same foundation. If you are navigating your own career crossroads, here are the takeaways: Build real relationships and maintain them. Choose paths that align with your values and energy. Accept that change is part of growth. Understand that success is rarely linear. Remember that satisfaction sustains performance. Careers evolve. Industries shift. Opportunities appear in unexpected places. The key is staying open, staying connected, and staying committed to doing good work wherever you land. Leaving a review of this podcast is encouraged and greatly appreciated.  Check out Beverly Williams book: Your GPS to Employment Success Learn more about your ad choices. Visit megaphone.fm/adchoices

On today's show we are talking about a parallel between present day circumstances and 1973. The mid 1970's were characterized by the simultaneous surge in inflation and economic contraction. These were events that were up until that point considered to be mutually exclusive. The embargo didn't just cause a temporary blip; it changed the structural behavior of the U.S. economy. Even after the embargo ended in 1974, inflation expectations remained high. As prices rose, workers demanded higher wages to keep up. Employers then raised prices again to cover the higher wages, creating a self-reinforcing loop of inflation.If the oil supply remains constricted for more than a few weeks, I predict that stagflation will be upon us. It's a remake of the same movie with different actors. 

In this episode, William Scott Hurst, MBA, FACHE, CEO and President of PPNHCo Patient Physician Network Holding Co., L.L.C., shares how his 600 provider IPA is confronting payer disparities, scaling operations, and launching a multiple employer welfare arrangement to lower costs for practices and employers. He discusses the future of independent medicine, the need for operational alignment, and why thoughtful leadership must guide AI adoption in healthcare.

In this podcast episode, Dr. Jonathan H. Westover talks with Matthew Dietly about the hidden tensions between U.S. employers and employees.Throughout a career spanning management consulting, agency strategy, and digital strategy at a major tech firm, Matthew Dietly has developed a multifaceted approach to helping brands achieve profitable growth through innovative products, services, and experiences. This diverse background has equipped him with expertise across digital transformation, product innovation, customer experience, and growth strategy. Dietly's methodology centers on human-centricity and mutual value creation, consistently asking: Who is the target audience? How can we create value for them? How do we ensure profitability and sustainability? This philosophy has proven effective across varied industries, geographies, and contexts. Beyond professional pursuits, Dietly thrives on collaborative problem-solving with passionate teams. Personal time is spent playing games and exploring parks with his young daughter, hitting the golf course and ski slopes, and following baseball.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode 503 of Relentless Health Value features Stacey Richter with Adam Stavisky, Dr. Leo Spector (OrthoCarolina), and Ryan Wells (Health Here) discussing how self-insured employers and specialists rarely connect directly due to intermediaries and fee-for-service "rails."  They outline three common pitfalls when bridging this gap: defining and measuring quality and appropriateness (limits of claims data and missing patient-reported outcomes), achieving scale across geographies and specialties, and ensuring benefit design and incentives so members actually use direct-contracting programs. The conversation frames the evolution of Centers of Excellence from 1.0 (travel to brand-name hospitals) to 2.0 (more local but administratively manual) to 3.0 (new infrastructure enabling direct, efficient contracting).  Health Here is described as a digital bridge to support payment and communication pathways and reduce administrative waste. === LINKS ===

In Episode 239 of The Workplace podcast, CalChamber Associate General Counsel for Labor and Employment Matthew Roberts, CalChamber General Counsel for Labor and Employment Bianca Saad, and CalChamber Employment Law Counsel Vanessa Greene help guide employers through managing paid sick leave and applying its legal requirements to their everyday operations and policies.   Read more at https://advocacy.calchamber.com/2026/03/12/frequent-employer-questions-about-californias-paid-sick-leave/ .

In episode 243, Coffey talks with Dan Dalton about using personality profiles to improve hiring, onboarding, team dynamics, and organizational effectiveness.  They discuss the evolution of personality assessments from paper-based tools to data-driven platforms; appropriate and inappropriate uses of DISC and Predictive Index in hiring decisions; leveraging behavioral data to ask better interview questions; customizing onboarding to match communication preferences and learning styles; aligning managers and employees through mutual self-awareness; using profiles to strengthen team composition and collaboration; applying personality insights to performance coaching conversations; reducing turnover by adapting leadership styles to employee needs; helping young people gain early self-awareness for career decisions; and identifying the “personality” of an organization through mission statements and customer feedback.  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/EP243  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:  Since 1995 Dan Dalton has worked in various HR roles as Trainer, Recruiter, HR Generalist, Manager, Director and Employee Relations Consultant.  Dan has worked in the Banking industry with JP Morgan Chase and Southwest Bank, the retail industry with Neiman Marcus and the health care industry with, Texas Health Resources, Voyager Hospice Care, McKesson Specialty Health, Texas Oncology, EVP Eye Care and in manufacturing with Oil States Industries. Most recently, Dan has founded P3:14 Consulting focusing on helping organizations and individuals strive to reach their potential. Dan has held a Human Resources professional certification since 2005 and presently holds a HRCI Senior HR Professional (SPHR) certification as well as a SHRM-SCP certification.  Dan earned a BBA in Marketing with a minor in Economics from Southwestern University and an MS in HR Management from University of Texas at Arlington (UTA). Dan has served with Fort Worth HR (local SHRM chapter) as board member and Past President and has served as a member of the Board of Directors of the Christian Women's Job Corp of Greater Arlington where he facilitates workshops on resume writing and interview preparation. Dan has been married to Brandi since 1987 and has a son, Calvin James (CJ), daughter-in-law Caiti and two grandchildren Cannon and Charlie. Dan also enjoys binge watching Netflix and Prime shows, ski vacations and any time spent in the mountains. He is an avid baseball fan and has played softball and golf most of his life. Dan and his family are active members at First Baptist Church of Arlington, where he is a member of the choir and contemporary praise team and a Sunday School teacher.  Dan Dalton can be reached at https://p314consulting.com  https://www.linkedin.com/in/dandaltonsphr    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 appropriate uses of personality assessments in hiring and performance management. Apply behavioral profile insights to improve onboarding and manager-employee communication. Evaluate team composition and organizational alignment using personality data.  

Thursday March 12, 2026 Twenty Largest Low Wage Employers

A new $100,000 H-1B filing fee is changing how U.S. employers hire foreign workers in 2026 and it could affect who gets sponsored, who gets selected, and who moves forward in the H-1B process. With new immigration rules and enforcement under the Trump administration, both employers and visa applicants need to understand how this fee fits into the bigger immigration picture. If you are planning to apply for an H-1B visa, sponsor an employee, or transition from F-1, OPT, or L-1 status, this update is critical.  

This episode of The Employment Law Counselor podcast in collaboration with PLUS, is hosted by Victoria Fuller, Partner, and Laura Corvo, Counsel, and features guest James Baffa, Assistant Vice President – Claims at Berkley Select. Together, they discuss the risks created by the changing legal landscape around majority‑group discrimination claims. The conversation explores recent Supreme Court case decisions, the EEOC's shift in enforcement priorities, and offers tips for employers to minimize their legal risk.

In this episode, Ben is joined by Kelly and Hester Grainger, the married co-founders of Perfectly Autistic.Together they work with major organisations to build workplaces that actually work for neurodivergent people but as Kelly (AuDHD) and Hester (ADHD) explain, inclusion isn't about a single training session or a handful of adjustments.They reflect on careers shaped by masking, burnout and trying to fit systems that weren't designed with neurodivergent people in mind. Together they unpack why so many workplaces unintentionally exclude ND employees, what genuinely neuroinclusive organisations do differently, and why awareness has to go beyond a one-off training session.They also share the more personal side: exploring their own careers, why Hester once had over 30 jobs, and what it's like running a business together as a neurodivergent couple.If you've ever felt exhausted by work environments that don't quite fit your brain, this episode will help you see why - and what could change.Join us at hidden20.org/donate.________Host: Ben BransonProduction Manager: Phoebe De LeiburnéVideo Editor: James ScrivenSocial Media Manager: Charlie YoungMusic: Jackson GreenbergHead of Marketing: Kristen Fuller00:00 Introduction1:26 Neurodiversity at Work | Hester & Kelly Grainger on ADHD, Autism & Corporate Consulting2:19 The #1 Thing Employers Need to Understand About Neurodiversity in the Workplace3:50 Supporting Neurodivergent Employees at Scale: What Actually Works7:26 Which Companies Are Asking for Neurodiversity Support at Work?8:31 ADHD & Autism at Work: Common Challenges and Simple Workplace Adjustments19:15 Who Is Responsible for Neurodiversity in the Workplace?23:37 Why Neurodiversity Training Can't Be a One-Off Session & The Power Of Listening & Curiosity at Work26:38 Neurodiversity Labels at Work: Why Language Around Autism & ADHD Matters33:16 Undiagnosed ADHD or Autism at Work: Your Rights as an Employee37:40 What Does The Dream Neuroinclusive Employer Look Like?42:30 Neurodiversity & Recruitment49:34 Running a Business Together as a Neurodivergent Couple50:40 Kelly's AuDHD Diagnosis: Telling Employers About ADHD & Autism53:48 Creating Safe Conversations About Neurodivergence & Advocating For Yourself57:43 Neurodivergent Workers Are Everywhere: Why Companies Need to Adapt59:30 What Do “Best in Class” Neuroinclusive Companies Do Differently?1:06:06 What Neurodivergent Candidates Should Look for in an Employer1:08:22 Practical Ways Employers Can Create Neuroinclusive Workplaces1:09:50 If Hester & Kelly Had a Magic Wand: The One Thing They'd Change About Workplaces1:19:26 Kelly & Hester's Green Dot BadgeThe Hidden 20% is a charity founded by AuDHD entrepreneur, Ben Branson.Our mission is simple: To change how the world sees neurodivergence.No more stigma. No more shame. No more silence.1 in 5 people are neurodivergent. That's 1.6 billion of us - yet too many are still excluded, misunderstood, or left without support.To break the cycle, we amplify voices, challenge myths, and keep showing up. Spotlighting stories, stats and hard truths. Smashing stereotypes through honest voices, creative campaigns and research that can't be ignored.Every month, over 50,000 people turn to The Hidden 20% to feel safe, seen and to learn about brilliant brains.With your support, we can reach further, grow louder, and keep fighting for the 1 in 5 who deserve more.Join us at hidden20.org/donate.Become a monthly donor.Be part of our community where great minds think differently.Brought to you by charity The Hidden 20% #1203348______________Follow & subscribe…Website: www.hidden20.orgInstagram / TikTok / Youtube / X: @Hidden20charityBen Branson @seedlip_benHester Grainger @hestersvibe linkedin.com/in/hestergrainger Kelly Grainger linkedin.com/in/kelly-grainger-9601b43www.perfectlyautistic.co.ukIf you'd like to support The Hidden 20%, you can buy a "green dot" badge at https://www.hidden20.org/thegreendot/p/badge. All proceeds go to the charity. Hosted on Acast. See acast.com/privacy for more information.

What employers should know about key developments this week: NLRB Reinstates 2020 Joint Employer Rule: Under the National Labor Relations Board's (NLRB's) rule, a company is a joint employer only if it exercises substantial, direct, and immediate control over at least one of an employee's key employment terms. Employer Liability Outlook: The risk of joint-employer liability is lower without direct involvement in core employment decisions. DOL Proposes New Independent Contractor Rule: The U.S. Department of Labor's (DOL's) new proposal revives the 2021 standard, emphasizing economic realities and the actual practices of the parties rather than just the contractual agreements. In this episode of Employment Law This Week®, Epstein Becker Green attorneys Erin E. Schaefer and Jeffrey H. Ruzal provide insights on the NLRB and DOL regulations, examining what these developments mean for employers. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw425 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm that focuses its resources on health care, life sciences, and workforce management solutions, coupled with powerful litigation strategies. This video is for informational purposes only and does not constitute legal advice. Viewing this video does not create an attorney-client relationship. EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. © Epstein Becker & Green, P.C. All Rights Reserved. Attorney Advertising.

Symptoms and sniffles are starting to keep people away from work - and employers are being warned to take care with the rules around sick leave. Hesketh Henry Employment Lawyer Jim Roberts spoke to Corin Dann.

Ministers meet to discuss New Zealand's fuel reserves and supply chain risks; Air New Zealand's CEO responds to rising fuel costs and possible fare surcharges; Legal action filed after pay rises offered only to non-union staff; Vegetable growers say they were blindsided by a proposal from Wattie's; Employers warned to manage sick leave pressures as a new COVID wave spreads

Episode 10 NLRB Updates: Bargaining Remedies, Captive Audience Meetings, Joint Employer and More Hosted by Mark G. Eskenazi and Ian Meklinsky Two pro-employer steps taken by the new NLRB. The views expressed in this podcast are those of the participants and should not be considered the views of Fox Rothschild LLP or its attorneys. This podcast is for informational purposes only, is not legal advice, and does not create an attorney-client relationship.

What if employers just stopped offering healthcare benefits to their employees? Could that happen? If the astronomical cost of healthcare keeps expanding, some employers will have no choice. That's where our guest this week comes in. Shawn Gremminger is the President and CEO of the National Alliance of Healthcare Purchaser Coalitions. His organization works with regional coalitions of employers to help them advance health policy, leverage their collective power, and drive market change. In this episode, we talk about some examples of what that looks like in real time and how things like direct contracting may help employers continue to offer benefits while staying in business.  Known for his wide-ranging policy expertise, and government relations experience, Shawn brings to the National Alliance a successful record of working with coalitions, employers and other healthcare purchasers, policymakers, and industry stakeholders toward the mission of achieving high-quality, affordable, equitable healthcare. He began his career as a lobbyist for the Children's Hospital Association and has since held senior leadership roles at Families USA and America's Essential Hospitals.

Show SummaryOn this episode, we have a conversation with Keith Hotle, the Chief Executive Officer of Stop Soldier Suicide, a nonprofit with the goal of reducing service member and veteran suicide by using enhanced data insights, focused client acquisition, and suicide-specific intervention services.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 GuestIn his previous role as Chief Program Officer at Stop Soldier Suicide, Keith was responsible for all programmatic activities and strategic efforts. During his six years with the organization, he has developed, implemented and evaluated a best-in-class clinical service model to deliver suicide prevention and early intervention treatment and support services to veterans and service members. Keith directly oversees our operations for the ROGER wellness service, research and evaluation activities, and community-based suicide prevention efforts including the development of veteran firearm safety teams in three North Carolina counties. Prior to his tenure at Stop Soldier Suicide, Keith was a senior public health administrator at the Wyoming Department of Health for ten years, as well as CEO of the Prevention Management Organization, a statewide public health prevention agency. Keith has a Master of Public Administration degree from the University of Wyoming and a Juris Doctorate from the University of Texas Law School.Links Mentioned During the EpisodeStop Soldier Suicide Web SiteThe ROGER Wellness ProgramThe Black Box Project PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course The Basics of Veteran Suicide Prevention. This course is designed to equip you with knowledge to make a difference, providing you with essential insights and practical abilities to positively impact your community by nurturing hope, healing, and resilience  You can find the resource here:  https://learn.psycharmor.org/courses/basics-of-veteran-suicide-prevention 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  

Comment on the Show by Sending Mark a Text Message.A single checkbox on day one can set a legal time bomb you never see coming. We trace how a standard 180‑day lawsuit clause in employment onboarding ran straight into the guardrails Congress built for workplace civil rights—and why the Fourth Circuit said you can't squeeze a 270‑day federal process into a 180‑day corporate box. Using Thomas v. EOTech, decided just days ago, we walk through the timeline math, the EEOC's role, and the reason conciliation is supposed to come before courtroom battle.We break down the two‑step structure at the core of Title VII and the ADEA: a 180–300 day charging window that flexes under cooperative federalism, followed by a 90‑day right‑to‑sue period. Then we show how a private countdown collides with that sequence, pressuring employees to “lawyer up” during conciliation and nudging the EEOC to chase the wrong cases just to beat a clock. Along the way, we dismantle the precedents EOTech leaned on, explaining why arbitration policy under the FAA and bargaining frameworks under the Railway Labor Act do not translate to the individual protections and nationwide uniformity of federal civil rights enforcement.There's a sharp turn on state law too. While the federal claims are revived, Maryland's Sicone standard allowed a shortened period in principle, and a briefing misstep doomed the state claim. We talk bargaining power, public policy, and how small choices in appellate strategy can decide big outcomes. If you've ever scrolled past HR legalese, this story will change how you read every clause—from limitations periods to other boilerplate that might already be on borrowed time.Listen for practical takeaways on timelines, documentation, and when to seek help, plus a candid look at what this ruling signals for contracts across the country. If the insights land, follow the show, share this episode with a colleague, and leave a quick review so more workers and managers learn what those checkboxes really mean. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

How do you scale employer branding when multiple teams, stakeholders and regions are involved?Whether you work in a global company or a growing organisation with several departments, employer branding quickly becomes complex.In this episode, Chris Le'cand-Harwood speaks with Jane Mehringer, Global Head of Talent Attraction at ABB, about how organisations bring employer branding together across teams, stakeholders and locations.While ABB operates globally, the challenges Jane describes are familiar to any organisation trying to coordinate employer branding across different parts of the business.This conversation explores how to:- Align multiple stakeholders and departments- Maintain consistent employer branding across teams or regions- Balance global guidelines with local flexibility- Build processes that help teams collaborate- Use technology and platforms to scale employer branding- Prove the value of employer branding to the wider business- Build internal communities that drive adoption and momentumThe key lesson:Scaling employer branding is about aligning people, processes and technology across the organisation.This episode is part of a series supported by Cliquify - the Employer Branding Operating System for organisations - featuring conversations with in-house practitioners about how employer branding really works inside organisations.Find out more about Cliquify here: https://www.cliquify.me/Subscribe to the Employer Content Marketing Newsletter here: https://www.employercontent.marketing/Connect with Jane here: https://www.linkedin.com/in/janemehringer/

Stephen Grootes speaks to Paul Byrne, Head of Insights at Pnet, about new data showing rising global demand for South African talent. The latest job market trends indicate that a growing share of international vacancies are actively targeting professionals in South Africa, with countries like Australia, Saudi Arabia, and the Netherlands competing for skills in areas such as engineering, healthcare, and technical trades. The Money Show is a podcast hosted by well-known journalist and radio presenter, Stephen Grootes. He explores the latest economic trends, business developments, investment opportunities, and personal finance strategies. Each episode features engaging conversations with top newsmakers, industry experts, financial advisors, entrepreneurs, and politicians, offering you thought-provoking insights to navigate the ever-changing financial landscape.    Thank you for listening to a podcast from The Money Show Listen live Primedia+ weekdays from 18:00 to 20:00 (SA Time) to The Money Show with Stephen Grootes broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3Nk For more from the show, go to https://buff.ly/7QpH0jY or find all the catch-up podcasts here https://buff.ly/PlhvUVe Subscribe to The Money Show Daily Newsletter and the Weekly Business Wrap here https://buff.ly/v5mfetc The Money Show is brought to you by Absa     Follow us on social media   702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/CapeTalk 702 on YouTube: https://www.youtube.com/@radio702   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/Radio702 CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Master your salary negotiation strategies, corporate recruiter secrets, and job interview tips so you can stop leaving money on the table and land the compensation you actually deserve. In this episode of the Palm Wine Central podcast, former tech recruiter Tara Gray reveals why you should never accept a job offer right away, how to successfully ask for more money, and the ChatGPT resume mistakes that guarantee automatic rejection. We also dive deep into surviving generational differences in the workplace and how to use Index Universal Life (IUL) insurance to build tax-free wealth. TimeStamps: * Intro, Taco Tuesday, and Weekend Recaps * Women's History Month Trivia Game * Meet Tara Gray: From Law Degree to Corporate Recruiter * Stop Winging It: Why You Need to Use Your Network * Surviving Layoffs and Pivoting Your Career * The Myth of "Paying Your Dues" and Job Loyalty * Millennials vs. Baby Boomers in the Workplace * How to Negotiate Pre-Planned Vacation Time * Red Flags That Mean It Is Time to Quit Your Job * Salary Negotiation: How to Get $5K-$10K More * Dealing with Scope Creep and Asking for a Raise * A Recruiter Exposes the Wage Gap and Pay Equity * Auto-Rejections: ChatGPT Resume Mistakes and Typos* How Long Should Your Resume Be? * The Best Question to Ask at the End of an Interview * Term vs. Whole Life Insurance Explained* Using Index Universal Life (IUL) to Build Wealth Guest: Tara GrayContact: @grayt_consultingEmail: graytconsulting@gmail.comProduced by: Palm Wine Central ProductionsListen On: Spotify | Apple Podcasts | YouTube | Amazon MusicWatch more: https://www.youtube.com/@pwcpodcast

HEADLINE: The Historical Roots of High Healthcare Costs GUEST: Veronique De Rugy The high cost of American healthcare is traced back to a 1920s tax code decision that exempted employer-provided health benefits from taxation. This "accidental" policy skewed the market toward insurance provided by employers or the government rather than an individual market. Consequently, the individual insurance market remains small and expensive, contributing to the United States having the most expensive healthcare system on the planet. (10)1919

Rush Hour Podcast – Morning Edition Sponsored by Wayfair. Get organized, refreshed, and back on track this new year for WAY less. Shop all things home at Wayfair.com Go to rushhourwithdave.com for tickets to my upcoming Asheville NC, Stamford CT and Boston shows! Britney Spears pulled over on suspicion of DUI — what happened and what it means for the pop star Justin Baldoni vs. Blake Lively — the long-term fallout and how the drama is impacting everyone involved Colleen Hoover shares her story as the author of It Ends With Us The ripple effects inside the Baldoni/Lively universe War in Iran — a deeper discussion with Lee Larson on what's really happening and where things may be headed

Good morning from Pharma Daily: the podcast that brings you the most important developments in the pharmaceutical and biotech world. Today, we delve into a series of developments that highlight the dynamism and complexity of our industry. The pharmaceutical and biotech sectors continue to evolve rapidly, driven by scientific innovations, regulatory shifts, and strategic initiatives.Eli Lilly's recent move to launch "Employer Connect," a platform aimed at improving access to its obesity medications, marks a significant step in addressing the growing public health issue of obesity. This initiative reflects the increasing influence of employer-driven healthcare solutions in managing chronic conditions. By directly involving employers, Eli Lilly seeks to enhance both the accessibility and affordability of its treatments, which could lead to better patient outcomes and reduced healthcare costs associated with obesity-related complications.In dermatology, Galderma has doubled its sales projections for Nemluvio (nemolizumab), an atopic dermatitis treatment, following a successful market debut. The revised projection to over $4 billion in peak annual sales underscores Nemluvio's strong market performance against competitors like Dupixent. This success not only highlights the drug's therapeutic efficacy but also indicates robust market demand for innovative dermatological therapies.Regulatory landscapes remain pivotal in shaping the industry. Vanda Pharmaceuticals' ongoing efforts to expand Hetlioz's label for jet lag treatment have been met with regulatory challenges since 2019. The FDA's response to Vanda's request for a public hearing underscores the complexities involved in navigating approval processes for label expansions. The outcome of such hearings could have broader implications for similar drugs seeking label amendments.Geopolitical dynamics also influence biopharma investments, with Ireland emerging as a stable manufacturing hub amidst global uncertainties. Despite geopolitical tensions, U.S. investments continue to flow into Ireland, highlighting its strategic importance as a location for biopharmaceutical manufacturing and innovation.In oncology, Pfizer is advancing its research and development strategy under Jeff Legos' leadership by leveraging its $43 billion acquisition of Seagen. The aim is to build an antibody-drug conjugate empire while advancing a PD-1xVEGF bispecific drug licensed from 3SBio. This approach underscores Pfizer's commitment to expanding its oncology pipeline through innovative therapies and combination regimens that could potentially transform cancer treatment paradigms.Meanwhile, Merck KGaA faces challenges with declining U.S. sales of Mavenclad due to anticipated generic competition. This situation reflects a broader industry trend where pharmaceutical companies must navigate patent expirations and generic market entries that threaten revenue streams of established products.Leo Pharma's launch of a direct-to-consumer campaign for Anzupgo, targeting hand eczema treatment, signifies the growing role of consumer engagement in pharmaceutical marketing strategies. Such approaches are becoming increasingly important in reaching patients directly.Collaborations remain a key driver of innovation within the industry. Daiichi Sankyo's partnership with German medtech Gaia to commercialize Lipodia—a digital therapeutic for high cholesterol management—illustrates the convergence between digital health technologies and traditional pharmaceuticals.In gene therapy news, uniQure finds itself in a contentious dialogue with the FDA over its Huntington's disease therapy. The debate centers around uniQure's claim that the FDA requested a "sham trial," which the agency denies. This situation underscores regulatory complexities surrounding gene therapies targeting rare diseases.Simultaneously, PepGen faces a partial clinical hold on its muscle wasSupport the show

Episode 502 features Stacey's conversation with Brian Machut (Alliant Health) on how widespread Medicare fee-for-service fraud is inflating costs and undermining ACO shared savings in MSSP and ACO REACH. ACOs uncovered major urinary catheter fraud in 2023 tied to codes A4352/A4353, totaling about $3.5B, with some beneficiaries billed for items never received (including a case shared by Dr. Tara Lagu).  CMS created a "SAHS" (significant, anomalous, highly suspect) process to remove certain suspect costs, but benchmark effects can unevenly impact ACOs; catheter fraud is still projected at $3–$3.5B in 2025. The episode also highlights rapidly growing "skin substitute" spending projected at $13–$15B in 2025; CMS did not classify 2024 skin substitute costs as SAHS, leaving them in ACO performance calculations.  Machut explains this fraud and missed CMS trend projections can reduce provider earnings, discourage participation in value-based care, and potentially drive cost shifting into higher commercial rates—affecting plan sponsors such as self-insured employers. === LINKS ===

From DC restaurants to nationwide enforcement, today's episode dives into how the Department of Homeland Security is cracking down on illegal employment. We explore Trump's legal battles, unprecedented circuit court victories, and how employers nationwide are scrambling to verify employee status. Plus, why this is sending Democrats into a panic. Episode Summary Today's episode uncovers a multi-layered fight over immigration enforcement, legal precedent, and illegal labor in America: Trump vs. Judges: The president faces more injunctions than any in U.S. history, mostly from liberal judges trying to block immigration enforcement. With a strong AG like Pam Bondi, Trump is winning key battles and finally gaining traction to enforce existing laws. IRS Data & Enforcement Breakthrough: A landmark circuit court decision allows DHS to use IRS data to target illegal employees—something previously blocked by activist judges. This has triggered panic in liberal media and among employers. Immediate Impact: Over 130 illegal employees at five DC restaurants were terminated after DHS letters demanded proof of legal work status. Employers across the nation are now under scrutiny. This is the first major enforcement since Bill Clinton's administration. Identity Fraud & Economic Impact: Illegal employment is linked to massive identity theft and economic consequences for Americans. Social Security number fraud is rampant among illegal workers, affecting multiple states and payroll systems. Welfare & Incentives: The episode examines how illegal immigrants have accessed welfare and Medicaid programs, and the Trump administration's efforts to cut these benefits while providing incentives—like plane tickets and cash bonuses—for voluntary return to home countries. Legal & Political Stakes: The crackdown highlights the ongoing battle with Democrat-controlled states over access to food stamp rolls, voter rolls, and enforcement cooperation. Americans are urged to stay engaged in the midterms to support these enforcement efforts. This episode lays out the legal, political, and operational strategies in the fight against illegal employment, showing how new enforcement powers are changing the game. Key Topics Department of Homeland Security enforcement letters & nationwide crackdown Circuit court victories for immigration enforcement Use of IRS and Social Security databases for illegal worker verification Illegal labor & identity fraud Welfare & public assistance for illegal immigrants Implications for Trump's broader immigration strategy Political stakes in the midterms

From Iran strategy to multi-trillion-dollar tariff refunds and a nationwide crackdown on illegal employment, we break down Trump's latest moves and their massive impact on America. Plus, a surprising health tip that's going viral: bone broth as the ultimate joint booster. Episode Summary In this episode, we cover three major areas shaping today's political and economic landscape: 1. Iran & Military Approval Polling shows 76% of Americans approve of swift military action if it's short-term. Approval drops sharply if conflict drags on. Trump's team is focused on a fast, decisive strategy to realign the Middle East, leveraging next-generation technology. Gulf states are implicitly aligning with the U.S. and Israel due to Iran's missteps — a new regional coalition is forming. The lesson: extreme military action can be precise, limited, and effective without escalating into prolonged wars. 2. Trump Tariffs & Multi-Trillion-Dollar Refunds The Supreme Court ruled companies can claim refunds for Trump-era tariffs — estimated at $300–360 billion, potentially rising to $1–2 trillion including damages and interest. Law firms are already buying rights to claims, betting they can recover more than they pay out. Strategic, short-term tariffs remain a non-violent way to exert U.S. economic power, forcing trade compliance while avoiding long-term harm. 3. Immigration Enforcement & DHS Action The Department of Homeland Security is bypassing the IRS to directly enforce legal work requirements. Employers nationwide are being investigated for hiring undocumented workers; thousands of illegal employees are being removed from payrolls and welfare programs. This crackdown is the most significant seen in decades, with millions potentially self-deporting due to lost benefits and job restrictions. Red states are cooperating, while sanctuary states resist; federal action is being taken to regain control. 4. Health & Lifestyle Segment Bone broth is emerging as a viral wellness trend for joint health. Rich in protein, collagen, and nutrients, it supports joint repair and reduces stiffness. Recommended starting dose: 8 ounces per day, gradually increasing. Supplements like MSM, glucosamine, and chondroitin can also help. Bonus: bone broth cocktails, like the “bloody bowl,” are gaining popularity as a tasty way to consume this health powerhouse. This episode combines high-stakes politics, economic strategy, immigration enforcement, and practical health advice — all impacting Americans today. Key Topics U.S. military strategy and Iran polling Trump-era tariffs: refunds and law firm claims Homeland Security crackdown on illegal employment Welfare reductions and self-deportation programs Strategic use of trade and tariffs as non-violent leverage Bone broth for joint health and emerging wellness trends

From immigration enforcement to Iranian assassination plots, today's episode exposes how Trump fights both legal and political battles while Democrats redefine religion and push radical agendas. We break down DOJ victories, ICE enforcement actions, and the bizarre new ideology of “Democrat Christianity.” Episode Summary This episode dives into two massive stories shaking America today: 1. Immigration & Law Enforcement Wins Trump has faced more injunctions than any president in U.S. history, mostly from liberal judges trying to block immigration enforcement. Major victories now allow the Department of Homeland Security to cross-check IRS, Social Security, and citizen databases to identify illegal workers. Employers are reacting: at least 131 illegal immigrant employees at five D.C. restaurants were terminated after DHS letters demanded proof of work eligibility. Identity theft and illegal labor are rampant, and these new enforcement powers are already causing nationwide disruptions. Americans displaced in the workforce now have support: free plane tickets and $2,600 per person to return to their home countries. 2. Iranian Assassination Plot Against Trump Court filings confirm real attempts on Trump's life by Iranian-backed teams, including Pakistani national Asif Merchant and Afghan national Farhad Shakiri. Media and some conservatives, including Matt Walsh and Tucker Carlson, have questioned these plots, creating confusion among supporters. The DOJ prosecutions and federal court filings prove the attempts were real, highlighting the ongoing threat to Trump and other American politicians. 3. Democrats Redefining Christianity & Society Texas Senate candidate James Tallarico promotes a radical interpretation of Christianity: nonbinary heaven, abortion-friendly theology, and support for transgender ideology. Democrats are reshaping religion, claiming white Americans are a “virus” and promoting a version of faith that aligns with progressive politics. The episode exposes these efforts as part of a broader strategy to co-opt traditional institutions and indoctrinate Americans with new-age ideology. This episode connects the dots between law enforcement, national security, and cultural warfare, showing how political, legal, and ideological battles are unfolding simultaneously. Key Topics Trump's immigration enforcement victories and injunction battles DHS letters exposing illegal employment and identity fraud DOJ prosecutions of Asif Merchant & Farhad Shakiri Iranian assassination plots and media/party skepticism Democrat redefinition of Christianity, gender, and race ideology Social and cultural impacts on American institutions

In episode 242, Coffey talks with Lee Colan about rebuilding human connection in a technology-driven, hybrid workplace.  They discuss the loneliness epidemic and its impact on employee wellbeing; differences between social isolation and emotional loneliness; remote work and the rise of frictionless digital experiences; Gallup and BetterUp data on workplace friendships and retention; the decline of socializing with coworkers outside work; practical rituals like high-low check-ins during meetings; the cultural effects of hybrid work and hot desking; personalization of workspaces to reinforce belonging; AI disruption of career paths and entry-level roles; the growing value of human-centered leadership skills; and a four-step model for building meaningful professional relationships.  Lee Colan's next book “The Connection Key: How to Unlock Your Positive Impact and Enhanced Wellbeing” releases in September.  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/EP242  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:  Lee J. Colan, Ph.D. is Lee is an organizational psychologist and CEO advisor. He possesses a rare combination of skills as a corporate executive, business consultant, thought leader, prolific author, artful facilitator, and engaging presenter.   Lee applies an in-depth understanding of business, science, people, and organizations to help leaders and organizations grow. As a result, he quickly helps leaders bring order where there is chaos, clarity where there is ambiguity and growth where there is decline. Lee is a John C. Maxwell Leadership Award finalist and Thinkers50 nominee for Top Management Thinker globally.  He has authored 16 popular leadership books that have been translated into 10 languages, including the bestselling Engaging the Hearts and Minds of All Your Employees, Stick with It: Mastering the Art of Adherence and Healthy Leadership. He has also created over 50 products that equip and encourage leaders at every level. Expertise CEO advisement, executive coaching, strategy planning and execution, employee engagement, keynote speaking, leadership training.  Education Doctoral degree, Organizational Psychology, George Washington University Bachelor's degree, Psychology and Communications, Summa Cum Laude, Florida State University Background  Lee brings 25 years of hands-on industry and consulting experience to his clients. He worked in various leadership roles with American Airlines, Sandoz (Novartis) and FoxMeyer (McKesson). He also held consulting positions with two premier firms: Booz, Allen & Hamilton and Mercer. His last corporate post was as Vice President for Physician Reliance Network (U.S. Oncology), one of the fastest growing NASDAQ companies at the time.  Lee currently serves as an Independent Director and member of the Personnel Committee for Pacific Seafood Group, the largest vertically integrated seafood company in North America. He is a former director for Aztec Systems who was ultimately sold to a private equity firm. He also served on the Advisory Board for ASSET InterTech who was acquired in 2021 by Constellation Software.  Lee Colan can be reached at https://thelgroup.com https://www.linkedin.com/in/leecolan  https://www.facebook.com/TheLGroupInc  https://www.instagram.com/leecolan  https://www.youtube.com/user/LeeJColan  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 business impact of workplace loneliness and disconnection. Apply a simple four-step model to strengthen team relationships. Embed connection-building rituals into meetings and daily leadership practices. 

Tonight we strip W.E.I.R.D. down to the studs and drag your attachment style, America's shadow, and your idea of “mental health” into open court. White. European. Industrialized. Rich. Democratic. That matrix does not just sit in textbooks; it shows up in how you love, how you argue, how you brace, how you shut down. Many African Americans grow up inside a social nervous system that chronically misattunes to Blackness. Teachers misread behavior. Employers misjudge competence and emotion. Clinicians often misdiagnose or underrecognize racial stress. That repeated misattunement imprints itself into attachment patterns long before anyone says, “I love you.” Attachment theory proposes that we learn safety, worth, and trust through early bonds. So what develops when a person's largest relational field—the society around them—treats their people as problem, property, or propaganda? The body learns a brutal equation: connection carries risk, visibility attracts danger, softness can invite harm. You do not simply show anxious or avoidant tendencies with partners; you carry a global template that says, “No one reliably holds us.” Now bring in the social shadow. A nation that refuses to face its own violence, greed, terror, and guilt often projects those disowned qualities onto Black bodies, then claims the ugliness lives in you. That projection seeps into “neutral” metrics of mental health and “healthy relationship” scripts. Your vigilance gets framed as “paranoia.” Your rage gets pathologized as “instability.” Your numbness gets read as “coldness.” The culture avoids its sickness and calls your reaction the disorder. Over all of that, a voice reminds you: it makes little sense to treat full adjustment to a sick society as proof of health. So ask yourself: when you brag about how “unbothered” you feel, how “secure” you appear, how “mature” you sound, do you describe healing—or do you describe skilled adjustment to a racial reality that still injures you? Tonight's question cuts clean: if this society never formed a secure attachment to your full humanity, why treat your ability to function inside its distortion as reliable evidence of mental health or relational success?

Tonight we strip W.E.I.R.D. down to the studs and drag your attachment style, America's shadow, and your idea of “mental health” into open court. White. European. Industrialized. Rich. Democratic. That matrix does not just sit in textbooks; it shows up in how you love, how you argue, how you brace, how you shut down. Many African Americans grow up inside a social nervous system that chronically misattunes to Blackness. Teachers misread behavior. Employers misjudge competence and emotion. Clinicians often misdiagnose or underrecognize racial stress. That repeated misattunement imprints itself into attachment patterns long before anyone says, “I love you.” Attachment theory proposes that we learn safety, worth, and trust through early bonds. So what develops when a person's largest relational field—the society around them—treats their people as problem, property, or propaganda? The body learns a brutal equation: connection carries risk, visibility attracts danger, softness can invite harm. You do not simply show anxious or avoidant tendencies with partners; you carry a global template that says, “No one reliably holds us.” Now bring in the social shadow. A nation that refuses to face its own violence, greed, terror, and guilt often projects those disowned qualities onto Black bodies, then claims the ugliness lives in you. That projection seeps into “neutral” metrics of mental health and “healthy relationship” scripts. Your vigilance gets framed as “paranoia.” Your rage gets pathologized as “instability.” Your numbness gets read as “coldness.” The culture avoids its sickness and calls your reaction the disorder. Over all of that, a voice reminds you: it makes little sense to treat full adjustment to a sick society as proof of health. So ask yourself: when you brag about how “unbothered” you feel, how “secure” you appear, how “mature” you sound, do you describe healing—or do you describe skilled adjustment to a racial reality that still injures you? Tonight's question cuts clean: if this society never formed a secure attachment to your full humanity, why treat your ability to function inside its distortion as reliable evidence of mental health or relational success? 

What employers should know about key developments this week: ·        New York City's Enforcement Blitz: The city's Department of Consumer and Worker Protection is cracking down on violations of the Protected Time Off Law, issuing warnings to 56,000 employers. Non-compliance risks hefty penalties for employers. ·        California Investigates Price Manipulation: California is probing "surveillance pricing," in which companies use prospective customers' personal data to adjust prices, potentially violating the Consumer Privacy Act. The state is focusing on the retail, grocery, and hotel industries. ·        Pennsylvania Expands Background Check Law: A U.S. Court of Appeals for the Third Circuit ruling broadens Pennsylvania's Criminal History Record Information Act to include restrictions and notice requirements, even for voluntarily disclosed criminal history. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw424 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm that focuses its resources on health care, life sciences, and workforce management solutions, coupled with powerful litigation strategies. This video is for informational purposes only and does not constitute legal advice. Viewing this video does not create an attorney-client relationship. EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. © Epstein Becker & Green, P.C. All Rights Reserved. Attorney Advertising.

Show SummaryOn this episode, we have a conversation Today we're having a conversation with Vietnam Era veteran and nurse Joanne Malear, who is the coordinator of the 11th Hour Squadron. They are an all-volunteer organization that believes in taking care of dying veterans like family. They can be there at a loved one's bedside during those final nights when family members are at home getting much-needed rest.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 GuestJoanne Melear is a former U.S. Navy nurse and the founder of the 11th Hour Squadron, a volunteer initiative dedicated to ensuring that veterans in hospice care are not alone at the end of life. Drawing on her military medical experience and deep commitment to lifelong service, she created the program to bring trained veteran volunteers to sit bedside, provide companionship, and honor fellow service members in their final hours.Links Mentioned During the Episode11th Hour Squadron Website PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Caring for Veterans Through the End Of Life: Compassionate Communities. In this course, you will learn how you can provide compassionate care through the end-of-life for those who have served our country. You can find the resource here:  https://learn.psycharmor.org/courses/caring-for-veterans-through-the-end-of-life-1 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  

“Show me an incentive structure and I'll show you human behavior... until employers realize they have more power than they give themselves credit for, this can't continue."My guest this week is Norm Volsky, Managing Partner at DRI and Founder of MVP Growth Partners. Norm has spent the last decade as one of the top executive recruiters in the digital health and employer benefits space - placing the commercial teams that helped build unicorns like Livongo and Hinge Health.In this episode, Norm explains why the next wave of healthcare innovation isn't about adding more "point solutions" to an already fatigued market. Instead, smart money is betting on companies that carve out high-margin, inefficient services directly from the major insurance carriers - like radiology, fertility, and specialty infusion.We discuss how Norm built an "army" of over 500 industry executives to crowdsource due diligence, why the traditional VC model fails in healthcare, and why employers and their benefits leaders are finally at a watershed moment where they must demand true fiduciary alignment from their vendors.If you want to know where the smart money is moving in employer healthcare, and why the "BUCA" carriers should be worried, this episode is a must-listen.Thank you to our 2026 sponsors!ParetoHealth: ParetoHealth empowers midsize employers with a long-term solution to reduce volatility and lower overall health benefits costs. Visit ParetoHealth.com to learn more.Samaritan Fund: A program that connects those who need help to the support they need. We are proud to offer the Samaritan Fund Program. Visit SamaritanFundProgram.com to learn more.Vālenz Health: We're Vālenz Health, your partner in improving health literacy, reducing plan spend, and delivering high-value healthcare. Visit ValenzHealth.com to learn more.Imagine360: Imagine360 helps self-funded employers save on healthcare with smarter health plans. Cut expenses by 20-30% with custom solutions. Contact us today at Imagine360.com.Chapters:[00:00:00] Intro: Recruiting in the Early Days of Digital Health[00:04:12] The Livongo Story: Selling Healthcare Direct to Employers[00:08:44] What Makes a Great Salesperson in Healthcare?[00:11:46] Spotting the Next Unicorn: The Hinge Health Experience[00:17:28] Private Equity vs. Venture Capital[00:20:00] Using Recruitment Data to Drive VC Investments[00:23:41] The "One Imaging" Pitch & Carving Out Radiology[00:30:40] Building an Army: Crowdsourcing VC Due Diligence[00:36:26] Why MVP Growth Partners Only Invests in "At-Risk" Pricing[00:41:40] Point Solution Fatigue & Identifying the "Good Actors"[00:46:17] Why Employers Must Demand Fiduciary Responsibility[00:50:41] The Future: The Erosion of the Big 3 PBMs and CarriersKey Links for Social:@SelfFunded on YouTube for video versions of the podcast and much more - https://www.youtube.com/@SelfFundedListen/watch on Spotify - https://open.spotify.com/show/1TjmrMrkIj0qSmlwAIevKA?si=068a389925474f02Listen on Apple Podcasts - https://podcasts.apple.com/us/podcast/self-funded-with-spencer/id1566182286Follow Spencer on LinkedIn - https://www.linkedin.com/in/spencer-smith-self-funded/Follow Spencer on Instagram - https://www.instagram.com/selffundedwithspencer/

Rancho Mesa's Alyssa Burley and Client Technology Specialist, Brenda Colby sit down to talk about the Family and Medical Leave Act and share tools and resources available to clients as they navigate their cases.Show Notes: ⁠⁠⁠⁠Subscribe to Rancho Mesa's Newsletter⁠⁠⁠⁠Host: ⁠⁠⁠⁠Alyssa BurleyGuest: ⁠⁠⁠⁠Brenda ColbyEditor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2026. Rancho Mesa Insurance Services, Inc. All rights reserved.

Your benefits plan may be getting more expensive for reasons unrelated to better care. In this episode of Sharkpreneur, Seth Greene interviews Chris Hamilton, Partner at Hotchkiss Insurance and a healthcare industry expert, who explains why employer health costs keep skyrocketing. He breaks down how misaligned incentives in traditional plans drive inflation and why mid-market employers often have far more control than they realize. You'll hear practical, modern strategies such as self-funding, direct agreements, and transparency tools that can improve coverage while reducing total costs for both companies and employees. Key Takeaways:→ Traditional compensation structures can incentivize higher premiums rather than better outcomes for employers and employees.→ When insurers own PBMs and other components, pricing can become a circular profit engine that justifies ongoing rate hikes. → If you reduce the underlying cost of care, the premium required to fund the plan naturally drops.→ The same procedure can vary dramatically in price across facilities, with no reliable correlation to quality. → Employers can contract directly with hospitals and concierge physicians to simplify access, improve care, and reduce both company and employee financial burdens. Chris Hamilton is a Partner at Hotchkiss Insurance in Texas, where he leads the employee benefits consulting practice. He specializes in managing healthcare and insurance costs to improve benefits coverage, reduce expenses, and enhance employee health outcomes. With over a decade of experience in corporate finance, Chris has advised clients across various industries, including private equity and oil & gas. In his free time, he enjoys traveling, working out, attending live music events, and spending time with family. Connect With Chris:Website: https://hotchkissinsurance.com/YouTube: https://www.youtube.com/@chrishamiltonbenefitsinsiderLinkedIn: https://www.linkedin.com/in/chamilton/

This is the final episode of our special 3-part series on the business of health & wellness coaching. Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here. YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218. This is a wonderful group if you are looking for encouragement, ideas, resources and more.

In this episode, Jeff Bak, President and Chief Executive Officer of Imagine360, shares how alternative health plan models and reference based pricing can lower employer costs while improving the member experience. He discusses narrowing networks, building provider trust, correcting broker misconceptions, and delivering guaranteed savings in a high pressure cost environment.

In this episode of InSights, Brad Bialy sits down with Hailey Birkner (Account Manager with Haley Marketing) to unpack why retention is built between deliverables and how intentional account management drives deeper relationships, stronger loyalty, and more revenue from the clients you already have. About the Guest Hailey Birkner is an Account Manager at Haley Marketing, where she helps staffing firms turn strategy into sustainable momentum. With a background in automation and client experience, she lives at the intersection of service, clarity, and trust—coaching clients toward consistent, long-term success. Key Takeaways Retention is earned between the wins. Consistency beats intensity—every time. Silence is not success; feedback fuels growth. Automation supports relationships, it doesn't replace them. Authenticity is your only real competitive advantage. Timestamps [03:25] – “Retention is built between deliverables” reframed [04:12] – Why service alone is just table stakes [05:08] – Consistency over intensity in client relationships [06:25] – Scaling personalization without losing authenticity [08:09] – Coaching vs. transactional account management [09:52] – Quarterly touchpoints that create momentum [11:00] – Using automation to nurture at scale [13:42] – Plan your work, work your plan [15:05] – Why silence is not success [16:54] – Creative follow-ups that re-engage clients [18:58] – Writing emails people actually respond to [21:06] – Segmenting accounts for smarter growth   About the Host Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 200,000 downloads. Sponsors and Offers Heard InSights is presented by Haley Marketing. For a limited time, we're offer 50% off of a brand new staffing website. Just message Brad Bialy on LinkedIn and mention the Crazy Website Promo. Book a 30-minute business and marketing consultation with host, Brad Bialy: https://bit.ly/Bialy30 This episode is brought to you by FoxHire. If you're looking for an Employer of Record partner that helps recruiters confidently grow contract placements and build recurring revenue without taking on extra risk, FoxHire is perfect for you. Learn more at FoxHire.com/Haley

Sometimes an employer's seemingly harmless questions can be problematic because they may violate certain laws or get in the way of a productive and engaged workforce. Join us as we discuss the types of questions that employers and managers should avoid asking employees. [00:41] Off-the-Clock Work [01:23] Working Through Lunch [02:22] Pay Confidentiality [03:05] Handling Complaints  [03:58] Family and Pregnancy Inquiries  [05:38] Holiday Party Attendance [06:07] Sick Leave Issues 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 © 2026 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

For 26 years, Richard Edelman has measured the world's trust levels through the Edelman Trust Barometer. In this final episode of our trust series, he joins Andrew Keen to diagnose a new and troubling phase: insularity. After years of polarization, grievance, and activism, societies are hardening into self-contained camps, "turtles in shells", as Edelman puts it, trusting only those who share their values, media and worldview. Governments are faltering, media credibility is shrinking, and a widening mass class divide is fueling pessimism about the future. Yet amid AI disruption, nationalism, and economic anxiety, Edelman argues that trust can still be rebuilt, from the bottom up. Employers, local institutions, and "poly-national" businesses may hold the key. The question is whether democracies can restore optimism before insularity becomes permanent. Is trust the missing ingredient in democratic, or its final casualty?

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 1977: Isaac Morehouse dismantles the common belief that employers simply "want degrees," arguing that this question misunderstands how hiring actually works. He explains why averaging employer preferences leads people astray and shows that tailoring your skills to specific opportunities beats chasing generic credentials. By shifting the focus from pleasing a monolithic job market to creating unique value, he offers a more strategic and empowering path to building your career. Read along with the original article(s) here: https://isaacmorehouse.com/2018/03/29/what-do-employers-want-is-a-stupid-question/ Quotes to ponder: "Take the average of a giant aggregate of data from individual employers and say that's what "employers" want." "You aren't trying to impress "employers" as an abstract collective. You are trying to win an opportunity with one specific employer." "Whether degrees or anything else, don't ask "What do employers want". Focus on what specific employers want for specific opportunities, gain that, and prove it through demonstration, not empty words and statuses on a resume."  

In this episode, host Dan Karnuta welcomes Kevin Kumler, president and general manager of Levanto, to discuss how the Baylor Scott & White Health-backed platform is redefining employer-sponsored wellness. Kumler explains that Levanto brings multiple health solutions — such as weight management, musculoskeletal care, mental health support and nurse triage — into one integrated app, reducing fragmentation and personalizing care across conditions and life stages. The goal is to extend trusted health system expertise beyond hospital walls and help employees stay healthy instead of waiting until issues become acute. The conversation highlights Levanto's value to employers: lowering unnecessary costs, improving productivity and enhancing benefits offerings through a simple per-member-per-month model that works alongside existing insurance plans. Kumler also outlines how AI supports both operational efficiency and patient-facing tools, while emphasizing a blended "AI plus human" approach to care. Overall, the episode positions integrated, employer-focused wellness as a practical step toward a more sustainable healthcare system. Karnuta is an associate professor in the Naveen Jindal School of Management's Organizations, Strategy and International Management Area as well as director of its Professional Program in Healthcare Management.

Imagine you're getting ready for a job interview. What do you do to prepare? You may have your sibling do a mock interview. You might also panic-buy a professional looking workbag.Now, imagine you learn your interviewer is an artificial intelligence bot. This is becoming a more common occurrence. Employers are outsourcing not just the screening of applications to artificial intelligence, but also the interviewing.Ray Smith, workplace reporter at The Wall Street Journal, wrote about how to prepare for this experience after esting a couple job interviews with an AI. He said it was nerve-racking.

Imagine you're getting ready for a job interview. What do you do to prepare? You may have your sibling do a mock interview. You might also panic-buy a professional looking workbag.Now, imagine you learn your interviewer is an artificial intelligence bot. This is becoming a more common occurrence. Employers are outsourcing not just the screening of applications to artificial intelligence, but also the interviewing.Ray Smith, workplace reporter at The Wall Street Journal, wrote about how to prepare for this experience after esting a couple job interviews with an AI. He said it was nerve-racking.