Podcasts about employers

Okay, to review from Part 1 of this conversation, and if you didn't listen to it because you think you know how this whole skyrocketing healthcare costs thing works, let me tell you, I myself had a few revelations. So, go back and listen. For a full transcript of this episode, click here. If you enjoy this podcast, be sure to subscribe to the free weekly newsletter to be a member of the Relentless Tribe. But to be fair, if you didn't already, sure, fine. Listen to Part 2 here first and then do it backwards. It probably won't make that much difference, except you'll need to contend with me totally ruining the Part 1 suspense because here's the negative flywheel, starting with the axle. Employers and other plan sponsors have been convinced to buy discounts, including discounts or discounts by their other aliases: rebates and probably shared savings, too, I would throw in this category. This is the grease that keeps the flywheel spinning. What's the “why” there? It's a genius idea if you think about it. And if you're not fully understanding what I'm about to say, go back, for sure, and listen to Part 1 of this episode because this is a very fundamental concept that has come up over and over and over again on this podcast. Cora Opsahl (EP452) talked about it. Claire Brockbank (EP453); Eric Bricker, MD (EP472); Chris Crawford (EP465) for just four shows off the top of my head in the past, you know, eight months or so. Here's the concept: If you buy discounts, your costs will go up. Am I saying this theoretically? No, I'm not. Look at the last 20 years. Have costs gone up way higher than inflation? Yes, they have. What are we doing? We're buying discounts. So, it's hard to argue. Renewals every single year will just keep going up the longer that we buy discounts. We talk about this, Jonathan Baran and I, in Part 1, how carriers have created a really very self-serving buying framework where employers are trained to buy discounts. Discounts are the axle, and the buying of discounts becomes the top of our flywheel. And then some so inclined hospital system executives, there are certainly executives standing 10,000 feet from any bedside, so they really have zero idea how care or patients or even clinicians are impacted. But if plan sponsors buy discounts, those at health systems who are so inclined now have no real incentive to rein in prices or focus on appropriate care even. And if you are so inclined, if you're very margin focused as a healthcare executive, you know, first things first, go gut primary care. That is step one in every playbook, and we definitely talk about that in Part 1 of this episode. And also, again, in about 10 episodes from earlier this year. Another thing that you're gonna wanna do if your prime imperative is margin at a healthcare system is maximize the revenue off of every transaction. So, hey … hello, EHR systems. So now you have health system prices creeping up and up, unfettered, you know, just exacerbated by consolidation and a bunch of other different things. But you've got healthcare prices creeping up, you have volume the same or higher because we're not preventing chronic disease like you would with advanced primary care, for example. And now we're back at the “Oh wow, let me sell you another discount. And renewal is only 9% or whatever.” Thus, the flywheel spins. Alright, so let's turn this wheel around, shall we? Flip it 180. What's the fix? This is what Jonathan Baran talks about in the episode that follows, but he says, Hey, how about this? Instead of putting “get bigger discounts” in the middle of the flywheel, why don't we put “buy better member health”? That's a good start. Buy a health plan that delivers better member health at an affordable price. Buy the care, not buy a discount off of a price we can't see for net price we can't see. Is it insurance? I don't know. Right? Like, just buy the healthcare. Cutting to the chase, Jonathan Baran advocates for a paradigm shift where employers invest in primary care, adopt better benefit designs, more aligned to cost and quality so that members are incented toward better cost and quality, employee navigation services to guide employees to make more informed healthcare decisions. So again, by changing the focus from buying discounts to buying actual healthcare, Jonathan says, we can reverse the negative cycle and improve overall health outcomes. As I've said multiple times already, my guest today is Jonathan Baran. He has been, for a long time, a healthcare entrepreneur. Today he is co-founder and CEO of Self Fund Health in Wisconsin, committed to challenging the expensive healthcare system in Wisconsin. Self Fund Health, I am always so pleased to tell you, did make a really, really kind offer to help out RHV (Relentless Health Value) financially. You and the tribe here are really great folks who I truly, truly appreciate. So, please do support Self Fund Health if you are in Wisconsin. This podcast is sponsored by Self Fund Health today. Also mentioned in this episode are Self Fund Health; Cora Opsahl; Claire Brockbank; Eric Bricker, MD; Chris Crawford; Cynthia Fisher; Scott Haas; Peter Hayes; Matt McQuide; RxSaveCard; Mark Cuban; Ramy Khalil, MD; Candace Shaffer; and Tom Nash.   You can learn more at Self Fund Health and follow Jonathan on LinkedIn.   Jonathan Baran is a serial healthcare IT entrepreneur and the co-founder and CEO of Self Fund Health, a fast-growing health plan redefining how employers buy and manage healthcare. With a mission to eliminate waste and realign incentives in the healthcare system, Self Fund Health empowers employers to take control of rising costs by giving employees access to high-value providers at no cost, while replacing traditional insurance with real-time technology, dedicated nurses, and an aligned ecosystem of care. Prior to founding Self Fund Health, Jonathan was the co-founder and CEO of Healthfinch, one of the pioneering companies to build apps on top of electronic medical records. Healthfinch automated routine workflows for physicians using clinical data, significantly improving efficiency and patient care. Under Jonathan's leadership, Healthfinch raised over $15 million in venture capital and scaled to more than 50 employees. The company received national recognition, including being named a “Cool Vendor” by Gartner, a “Top Emerging Vendor” by KLAS, and one of Modern Healthcare's “Best Places to Work.” In 2020, Healthfinch was acquired by HealthCatalyst. Jonathan holds both a bachelor's and master's degree in biomedical engineering from the University of Wisconsin–Madison. He lives in Madison, Wisconsin, and continues to push the boundaries of innovation in employer-sponsored healthcare.   05:23 Where to start in reversing the flywheel. 06:57 Why investing in primary care is pivotal to containing healthcare costs. 10:02 EP453 with Claire Brockbank. 10:04 EP452 with Cora Opsahl. 10:07 EP457 with Cynthia Fisher. 10:12 EP365 with Scott Haas. 10:13 EP465 with Chris Crawford. 10:14 EP475 with Peter Hayes. 11:11 EP468 with Matt McQuide. 11:13 EP472 with Eric Bricker, MD. 12:14 “The most expensive thing in healthcare is the pen of the primary care doctor.” 13:04 How the role of the broker has to fundamentally change. 16:16 What will the single most challenging aspect of this restructuring become? 20:20 How self-funded employers can be amazing customers in containing the rising cost flywheel in healthcare. 22:56 How do EHRs and other medical record systems play into reversing the flywheel of rising healthcare costs? 23:57 Ramy Khalil, MD's post on interoperability. 24:59 Why is it important for employers to drive volume differently? 25:38 How Self Fund Health is helping in this regard.   You can learn more at Self Fund Health and follow Jonathan on LinkedIn.   @JonathanBaran discusses how to contain increasing #healthcarecosts on our #healthcarepodcast. #healthcare #podcast #financialhealth #patientoutcomes #primarycare #digitalhealth #healthcareleadership #healthcaretransformation #healthcareinnovation Recent past interviews: Click a guest's name for their latest RHV episode! Jonathan Baran (Part 1), Jonathan Baran (Bonus Episode), Dr Stan Schwartz (Summer Shorts), Preston Alexander, Dr Tom X Lee (Take Two: EP445), Dr Tom X Lee (Bonus Episode), Dr Benjamin Schwartz, Dr John Lee (Take Two: EP438), Kimberly Carleson, Ann Lewandowski (Summer Shorts), Andreas Mang and Jon Camire (EP479), Justin Leader (Take Two: EP433)  

This month marks 20 years since California implemented rules meant to protect workers from the heat amid a series of farm worker deaths. But two decades later, many employers still don't provide workers with the protections they're owed, enforcement is generally lax, climate change has brought more severe heat waves, and workers continue to die. Guest: Jessica Garrison, LA Times A federal judge in San Francisco heard final arguments Wednesday on whether President Donald Trump's deployment of troops to Los Angeles this summer violated the law. Reporter: Julie Small, KQED Ventura County supervisors are considering a package of proposals aimed at helping undocumented residents. Learn more about your ad choices. Visit megaphone.fm/adchoices

The fundamental flaw in American healthcare might be hiding in your benefits package. In this compelling conversation, host Nathan Kaufman and Common Bridge's Rich Helppie challenge the very foundation of how most Americans receive health coverage."It needs to go the route of the company car," argues Helppie about employer-sponsored health insurance. The hosts dissect how the current system creates profound inequalities – where two neighbors with similar jobs can receive drastically different coverage quality while enjoying the same tax benefits. They explore the troubling reality that when you're too sick to work or too old to remain employed, you lose your coverage precisely when you need it most.The conversation reveals disturbing truths about healthcare economics. Insurance companies refer to spending on your medical care as a "medical loss" – highlighting a system designed around shareholder returns rather than patient needs. With family coverage now averaging $25,000 annually (before copays and deductibles) and projected to double within five to seven years, the hosts argue our current trajectory is unsustainable.Kaufman and Helppie outline potential alternatives, from individual tax credits to consolidating existing government programs into universal coverage. They address the critical need to adjust reimbursement rates and eliminate the cross-subsidization where commercial plans compensate for underfunded government programs. Most importantly, they emphasize finding trustworthy healthcare insiders who can help navigate what they describe as an "asymmetrical market" where medical professionals possess far more knowledge than patients about necessary care.Subscribe to the Healthcare Bridge on Substack, YouTube, or your favorite podcast platform to join this crucial conversation about reimagining American healthcare for a more equitable and sustainable future.Support the showEngage the conversation on Substack at The Common Bridge!

In today's episode, Camille dives into real survey results about how people are feeling — and struggling — with AI skills in their careers. Spoiler: most of us aren't feeling very confident yet, but that's exactly why now is the time to start leveling up. Camille shares practical examples, including how AI can speed up time-consuming tasks, why job seekers who know AI stand out, and how even those farther along should keep growing their skills.Key Highlights:Most respondents rated their AI skills low, showing honest awareness of the gap.Learning AI is critical whether you're job searching, employed, or figuring out your next move.Cost and timing are the top barriers to AI training — but free and affordable resources exist!Combining your experience with AI makes you a “superhero candidate” in today's job market.AI can reveal insights even doctors might miss — but it's a tool, not a replacement.Takeaways:Don't wait to start learning AI — even small steps make a big difference.Use AI as a thought partner, productivity booster, and creative assistant.If you're job searching, AI skills dramatically increase your hireability.Employers may not ask for AI skills yet, but that's changing fast — be ready.Invest in your growth by exploring AI workflows and automations as your next step.Your work ethic and experience, combined with AI, give you a powerful edge.Tune in to get inspired and motivated to take action on AI skills today. Don't get left behind — the future is now!Join the AI Made EZ waitlistClick here to get the full show notes:AI Skills Survey Results RevealedHost Camille Attell is a remote work strategist, career coach, and the host of The Remote Work Retirement Show. After leaving a 20-year corporate career, she transitioned to a flexible, location-independent lifestyle and has since helped thousands of professionals do the same. Through her Remote Work School program, Camille empowers mid-career professionals and retirees to find meaningful remote work opportunities, build financial security, and design a work-life on their own terms.Take her FREE remote work training: www.camilleattell.com/remote-trainingLearn how to leverage your digital products or service:www.camilleattell.com/remoteworkschoolClick below to connect with Camille online:Instagram: @camille.attellLinkedin: Camille Attell, MARead more about the RV and Remote Work Lifestyle at https://www.morethanawheelin.com/

Show SummaryOn today's episode, we feature a conversation with conversation with Lydia Owiti -Otienoh, a Kenyan-Born lawyer, project management and international development consultant, and the Founder & CEO of the Foreign‐Born Military Spouse Network (FMSN).  Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestLydiah Owiti is a Kenyan‐born lawyer, project management and international development consultant, and the Founder & CEO of the Foreign‐Born Military Spouse Network (FMSN).Confronting the hurdles of new cultures, unrecognized credentials, and limited job opportunities as a foreign‐born military spouse, Lydiah carried out a research to understand better and learn how best to support, she launched a peer support group, now having over 6,000 foreign-born military spouses, and the Foreign‐Born Military Spouse Playbook, a comprehensive guide to navigating military life, American culture, career readiness, immigration, among other things.Drawing on her personal experience, policy expertise and immigrant‐focused work, she now leads FMSN in outreach, advocacy, and empowerment, including shaping inclusive employment solutions and resource pathways for foreign‐born spouses.She is now part of President George W. Bush's Stand to Veteran Leadership Program (2025 cohort). The program is aimed at leaders from across the nation, including civilians, veterans, military spouses, and active military, who are addressing the most challenging issues facing the military-connected community.Links Mentioned During the EpisodeForeign Born Military Spouse Network Web siteForeign Born Military Spouse Network on FacebookPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Interviewing and Telling Your Story for Military Spouses. Taking the time to recollect your own story will help you to figure out the best way to position yourself with a potential employer and be able to edit it down to your ‘elevator pitch.'You can find the resource here:  https://learn.psycharmor.org/courses/Interviewing-and-Telling-Your-Story-for-Military-Spouses 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  

Recorded at the Ascend Conference in Salt Lake City, David A. Saltzman talks with Lorenzo Amaya, Vice President of Business Development at Integrated Source One. They explore the nationwide physician shortage, the challenges of quality care and timely access, and how innovative solutions like on-site, near-site, and mobile clinics are changing healthcare delivery for employers and employees alike.Lorenzo shares his journey from banking to telemedicine, and how Integrated Source One works to remove friction from care — making it more affordable, proactive, and accessible no matter where employees are. The conversation dives into proactive healthcare strategies, the role of virtual primary care, and meeting patients where they are with flexible delivery models.

JLJ gets to talk with Francie Jain (terawatt.co) about her Marketplace business  where she matches Coaches with Employers who are open to making their workplaces a great place to work. Helping Employers empower and support their employees. 

Pain could be in the pipeline for consumers as businesses scramble to source gas supply. Employers and Manufacturers Association head of advocacy Alan McDonald spoke to Ingrid Hipkiss.

In this episode of Human Recursos: Just Ask Jacob, Jacob Monty welcomes restaurant industry veteran and consultant Chris Tripoli. With over 40 years of experience developing award-winning restaurants and advising independent operators, franchisors, and franchisees, Chris shares his insights on the unique immigration and employment challenges facing restaurant owners today. Jacob and Chris dive into the pressing legal questions that keep restaurant operators up at night—from I-9 compliance and navigating visa issues, to best practices for staying ahead of audits and protecting your business. If you're a restaurant owner or operator looking to build a compliant, thriving workforce in today's regulatory landscape, this is a conversation you don't want to miss. Host: Jacob M. Monty Guest: Chris Tripoli, Restaurant Specialist Watch the Full Episode on YouTube: https://youtu.be/o_DvsBbLovM Immigration Compliance Toolkit for Employers

In this episode of I Hate Numbers, we're diving into five powerful tax-free health and welfare benefits that employers can offer to their team. Whether you run a small business, creative agency, or a social enterprise, these perks can boost morale, reduce stress, and keep you compliant — all without adding to your tax bill.From annual health check-ups to mental health counselling, you'll learn how to implement these benefits, avoid benefit-in-kind traps, and make your workplace healthier without increasing payroll costs.Episode SummaryWe break down each of the five benefits, explaining how they work, the conditions you must follow, and why they're a win-win for you and your employees. You'll get practical examples, compliance tips, and a simple checklist to review and improve your current benefits package.Timestamps [00:00] – Introduction: Why health & welfare benefits matter and what “tax-free” really means. [00:00:39] – Benefit 1: Annual health check-ups – what's included and what's not. [00:01:40] – Benefit 2: Eye tests & glasses for screen use – how to stay compliant. [00:02:44] – Benefit 3: £500 towards recommended medical treatment – conditions & evidence needed. [00:03:41] – Benefit 4: Medical treatment while working overseas – rules & examples. [00:04:42] – Benefit 5: Mental health and welfare counselling – what's covered and what's excluded. [00:05:44] – Wrap-up: Why these benefits are more than “nice extras” and how to implement them. [00:06:49] – Closing thoughts: Support your team, save tax, and strengthen your recruitment strategy.Links Mentioned in This Episode Visit the I Hate Numbers website to book a diagnostic review session.Call to ActionIf you found value in this episode, make sure to subscribe to the I Hate Numbers podcast on Apple Podcasts and leave us a review — it helps more people find the show and benefit from these tips.You can also visit our website to explore resources, guides, and tools to help you plan, save tax, and grow your business.Plan it. Do it. Profit.

L'armée de terre française a reçu pour mission de se préparer à la guerre de haute intensité. Le conflit ukrainien a changé la donne pour les soldats français et les ordres se modifient et c'est toute une stratégie qui se durcit, avec l'ambition du commandement par l'intention. Entretien avec Pierre Schill, chef d'état-major de l'Armée de Terre. Rediffusion du 20 avril 2024 Le commandement par l'intention n'a rien d'une formule creuse, dit le général Pierre Schill, chef d'état-major de l'armée de Terre. Le commandement par l'intention est au cœur de la réforme à l'œuvre pour le modèle d'armée de terre de combat 2025 : « Mon ordre principal, c'est, penser opération, penser effets opérationnels. D'où cette injonction vers l'armée de terre d'ajuster son style de commandement, ses méthodes de commandement, vers ce commandement par l'intention. C'est-à-dire donner le sens, laisser le pari de l'intelligence et puis être au rendez-vous sur l'objectif. » Le commandement par l'intention à tous les niveaux L'intention est de dire les choses de manière claire et courte pour donner le cadre de l'action, mais chaque subordonné conserve une prise d'initiative possible pour atteindre l'effet majeur de son chef. « C'est clair que c'est une méthode qui doit s'appliquer à tous les niveaux. Cette notion de sens à donner, la façon dont on attend que tout soldat, quel que soit son niveau, puisse inscrire son action dans une action plus large, plus ample, qui est l'atteinte de l'intention de son niveau supérieur. Cela me semble primordial. C'est clairement une façon de gagner de la vitesse. C'est surtout une façon de gagner de l'adaptabilité, de prendre acte du fait que dans la complexité de la bataille, le plan peut difficilement être posé définitivement d'emblée et qu'il sera important que chaque niveau puisse exercer son intelligence, son initiative. De façon à contribuer à l'atteinte de l'objectif collectif en ayant compris l'intention, le pourquoi de l'action et de la mission qu'il a reçu. » À lire aussiL'arrivée rapide des drones de combat au sein de l'armée de terre française Un état-major ne sera jamais omniscient Les ruptures technologiques, la multiplication des capteurs ne permettront jamais aux états-majors d'être omniscient, estime Pierre Schill. Face au déluge de feu d'un conflit moderne, les troupes auront toujours l'absolue nécessité de se disperser : « Il pourrait y avoir une illusion qu'un jour, on aura des systèmes de commandement tellement puissants qu'on saura en permanence où se trouve chacun, et qu'un commandement tout à fait central pourrait donner des ordres à chacun des soldats sur le champ de bataille, un peu comme on le ferait dans une équipe cycliste. Je pense que c'est une illusion fondamentale. C'est une illusion parce que les unités militaires, et surtout dans les guerres qui sont potentiellement celles auxquelles nous aurons à faire face, appellent des unités de plus en plus nombreuses. Ce paradoxe va plus loin, le brouillard de la guerre, la rugosité du terrain, de l'adversité, de la peur, de la pluie, des tranchées font qu'on ne pourra jamais diriger et avoir la totalité de la perception des sentiments de chacun. Et donc des échelons de responsabilité de commandement intermédiaire devront continuer à exister : le régiment, la compagnie, la section, les brigades et cetera. » Pour emporter la victoire : le dernier des soldats, comme le premier des généraux, doit avoir la compréhension de la mission de l'échelon supérieur, l'initiative individuelle, insiste le général Pierre Schill, passe donc par le commandement par l'intention. À lire aussiLa révolution robotique de l'armée de Terre

Host of ‘How to Money' Joel Larsgaard joins the show to talk about Amazon jacking up prices, reigning in on spending, and whether AI will be used to set prices in the future.

Kota, the Irish-founded employee benefits platform, has launched the country's first Instant Auto Enrolment Solution following its €12.6 million Series A investment in May. Their purpose-built solution gets Irish employers Auto Enrolment ready in just a few clicks. With 1 in 4 businesses unprepared and statutory contributions set to begin on 1 January 2026, employers have just five months to get ready. Minister for Social Protection, Dara Calleary is urging businesses to "act now", describing auto-enrolment as "the biggest transformation of pension policy in the history of the State." Kota's new offering enables HR and finance teams to implement a compliant occupational pension with Irish Life within minutes. Organisations can sync employee data, set minimum contributions, and have eligible hires automatically enrolled, while staff get an easy-to-use platform to view and manage their savings. "We've spent thousands of hours working alongside Irish employers as they prepare for the upcoming changes" said Trevor Gardiner (QFA,RPA), Head of Benefits at Kota. "Auto Enrolment has been a really positive catalyst, prompting Irish employers to talk seriously about retirement benefits. But from our conversations, it's clear the State scheme won't work for everyone. That's why we've built a solution for companies that want more control over employee experience, cost, and compliance, without the complexity." While a positive step in improving retirement readiness, The Government's 'My Future Fund' offers limited flexibility, increases administrative burdens on employers and includes strict limits that many companies and higher earning staff find unattractive, such as: No Additional Voluntary Contribution (AVCs) and savings locked up until the National Retirement Age of 66. Fixed contribution rates with no room for employer discretion. €80k salary cap on contributions, and reduced tax relief for those taxed at 40%. A Government managed portal that gives employers no control over their employees' experience. However, choosing an Occupational Pension instead of Auto Enrolment presents the challenge of ensuring the scheme is correctly set up to qualify for full exemption. Failure to do so can result in businesses running two pension schemes simultaneously, an outcome both the Government and major pension providers agree causes unnecessary complexity and administrative burden. Yet many employers are receiving limited clarity or practical guidance from their existing brokers, leaving them uncertain about the right course of action and often unaware of these nuances. Kota's purpose-built technology solves this by automatically enrolling employees onto the employers' occupational pension as soon as they're added to their HR System, eliminating the manual work and, thereby, the potential for errors and delays typically involved. Already trusted by Remote.com and hundreds of EU scale-ups including Tines, Protex AI, &Open and Car Wow, Kota delivers a future-ready, robust approach to workplace pensions. This includes: Seamless setup: Sync HRIS & payroll to launch an occupational pension with Irish Life in a few clicks. Always compliant: Synced employee data and eligibility rules ensuring everyone stays covered by the company's Occupational Scheme. Employee engagement & understanding: Consumer-grade app where employees can access, understand and make in-app changes to their savings for retirement. Regulated & secure: Kota holds a Central Bank of Ireland intermediary licence and integrates directly with Irish Life for real-time enrolments and accurate reporting. Proven at scale: Powers benefits for Remote.com and hundreds of EU scale ups. "Thousands of Irish employers are telling us that auto enrolment is a growing concern, with little guidance from traditional brokers," added Luke Mackey, Co Founder & CEO of Kota. "Our goal is to make compliance effortless in just a few clicks, while giving employees the transparent, mobile first experience they e...

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

In episode 212, Coffey talks with Elisa Ellis about dress codes, personal authenticity at work, and how employee appearance impacts business performance and career advancement.They discuss research showing dressed professionals outperform casual counterparts in negotiations; Starbucks dress code changes and employee pushback; balancing authenticity with professional standards; remote work appearance challenges; “enclothed cognition” research on clothing's psychological effects; specific vs general dress code guidelines; ways employees can express personality while maintaining consistency; managing difficult dress code conversations with employees; and the business impact of first impressions.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:It takes less than seven seconds to make a first impression. Elisa is a wardrobe stylist, speaker, best-selling author, and online course creator.Elisa says what HR can't and works with businesses to help them guide and educate their teams on professional presence, revealing how upgrading your attire ignites productivity, amplifies sales, and fosters collaboration and overall success.Personal styling is more than a wardrobe haul; it's a transformation that introduces you to your inner awesomeness.For nearly a decade, Elisa has transformed the closets and lives of clients across the US and abroad. Whether you're a business owner, executive, or entrepreneur, how you show up matters.Elisa Ellis can be reached at https://www.turnkeystyle.com https://www.linkedin.com/in/elisaellis https://www.instagram.com/stylishcurvygirlAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand that employee appearance directly impacts business outcomes, with research showing significant differences in sales performance and decision-making abilities based on professional dress.2. Develop clear, specific dress code guidelines that provide examples and accommodate different roles while maintaining brand consistency across the organization.3. Frame dress code conversations around employee growth and career advancement rather than personal criticism, emphasizing the connection between professional appearance and business opportunities.

In this episode of the NPZ Law Show, Snehal Batra, Managing Attorney at NPZ's Raritan, NJ office, breaks down an important update for entrepreneurs and startup founders:Can you self-sponsor your own H-1B visa through your own company?Thanks to the H-1B Modernization Rules of January 2025, the answer is yes—with strict requirements.Snehal outlines everything you need to know about the self-sponsored H-1B, including:-What kind of business structure qualifies-Why sole proprietors are not eligible-Employer-employee relationship documentation-Performance of specialty occupation job duties majority of time -Prevailing wage obligations-The role of business plans and financial projections-How to use a concurrent part-time H-1B to transition safelyWhether you're on OPT, an H-1B holder planning a move, or an aspiring founder in the lottery process, this episode provides vital guidance on how to legally and strategically sponsor yourself.For more help, visit www.visaserve.com or call 201-670-0006.

In this powerful episode of The Jimmy Rex Show, Jimmy sits down with Kory Stevens, founder of Taft, to explore the deeply personal and professional journey behind one of the fastest-growing men's fashion brands in the world. Kory opens up about the real cost of success—sharing the toll his rapid rise in business took on his mental health and family life. From living in a small apartment with his wife and newborn to making millions within just a few years, Kory shares the behind-the-scenes reality of building a viral, bootstrapped eCommerce empire.Kory walks us through the early days of Taft, including his first viral Reddit post, how he leveraged organic social media to drive explosive growth, and what it felt like to become a self-made millionaire almost overnight. But he doesn't shy away from the struggles—revealing the emotional breakdowns, the therapy sessions, and the identity crisis that followed when he realized he no longer knew who he was outside of the business.This episode is a raw and honest look at entrepreneurship, mental health, marriage, and the power of vulnerability. Whether you're a startup founder, aspiring entrepreneur, or someone navigating your own path to self-worth, Kory's story will challenge and inspire you to rethink what success really means.

In Harrington v. Cracker Barrel Old Country Store, Inc., the Ninth Circuit ruled that, in FLSA collective actions, federal courts must evaluate personal jurisdiction before allowing notices to out-of-state employees in nationwide claims—a move that strengthens employers' ability to challenge these cases. Key Takeaways for Employers Jurisdiction matters: Courts must confirm jurisdiction before notifying out-of-state employees. Limited forum shopping: Plaintiffs face limits to filing in unrelated jurisdictions. Stronger grounds for employers: Employers can challenge out-of-state claims with no forum ties. Arbitration implications: Courts may notify employees under arbitration agreements. In this episode of Employment Law This Week®, Epstein Becker Green attorney Courtney McFate describes the Harrington ruling and shares insights to help employers adapt and minimize costly lawsuits. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw399 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

This conversation delves into the intricate world of vicarious liability, a fundamental concept in tort law that holds one party legally responsible for the tortious acts of another based on their relationship. The discussion covers key elements such as the employer-employee relationship, the scope of employment, and the distinctions between minor detours and major frolics. It also explores the implications of intentional torts, the treatment of independent contractors, and the principles of agency law. The conversation highlights various defenses against vicarious liability claims, policy justifications for the doctrine, and modern trends in the gig economy and institutional accountability.Explain the core difference between "vicarious liability" and "direct negligence" of an employer. Vicarious liability holds an employer responsible for an employee's tortious actions, even if the employer themselves did nothing wrong, based solely on the employment relationship. Direct negligence, conversely, means the employer is liable for their own wrongful conduct, such as negligent hiring or supervision, which directly contributed to the harm.What is the purpose of the "respondeat superior" doctrine, and where did the term originate? The purpose of respondeat superior is to hold employers liable for their employees' torts committed within the scope of employment, based on the idea that employers benefit from their employees' work and should bear associated risks. The term is Latin for "let the master answer" and has roots in Roman law.Provide an example that clearly illustrates the distinction between a "frolic" and a "detour" for an employee. If a delivery driver takes a slightly longer route to see a new billboard (a minor deviation), that's a detour, and the employer could still be liable for any accidents. However, if the same driver skips work for several hours to attend a baseball game and causes an accident en route to the game (a major departure for personal benefit), that's a frolic, likely absolving the employer of vicarious liability.List three factors courts consider when determining whether an employee's actions fall within the "scope of employment." Courts consider: (1) Was the act the kind of work the employee was hired to perform? (2) Did it occur within the authorized time and space limits? (3) Was it motivated, at least in part, by a purpose to serve the employer?Why are employers generally not held vicariously liable for the torts of independent contractors? Employers are generally not vicariously liable for independent contractors because they do not exercise direct control over the "manner and means" of the contractor's work. Independent contractors typically operate their own distinct business and are not economically dependent on a single hiring party in the same way an employee is.Identify two common exceptions to the general rule regarding employer non-liability for independent contractors. Two common exceptions are: (1) Non-delegable duties, where certain public safety obligations cannot be shifted to a contractor (e.g., maintaining safe premises for customers). (2) Inherently dangerous activities, where the work itself carries a significant risk of harm (e.g., demolition work).Beyond the employer-employee relationship, name two other relationships where vicarious liability principles can apply. Vicarious liability principles can also apply in principal-agent relationships (where an agent acts with authority on behalf of a principal) and partnerships (where one partner can be liable for another's torts in the ordinary course of business). Parental vicarious liability is also possible under certain circumstances.How does "negligent entrustment" differ from vicarious liability in the context of an employer's responsibility? Negligent entrustment is a form of direct negligence where an employer is liable for entrusting property (like a company vehicle) to an employee known to be unfit or reckless, and th

Have you ever called in sick and felt guilty about it? Have wondered what your working rights actually are when you're unwell? We discuss all with Donal O'Donoghue Managing Director at Sanderson | Host of Talent Matters Podcast.

As the Trump Administration ramps up mass deportations, the American Business Immigration Coalition is advocating for policy reform. Rebecca Shi leads the organization made up of 1,400 current and former CEOs, trade group leaders and more, who heavily rely on an immigrant workforce. Hear how uncertainty over immigration has disrupted daily business and hit the bottom line, as well as the carve-outs and clarity that big employers like Lowe's, Tyson Foods and others seek for the long-term.Visit the Rapid Response website here: https://www.rapidresponseshow.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

As the Trump Administration ramps up mass deportations, the American Business Immigration Coalition is advocating for policy reform. Rebecca Shi leads the organization made up of 1,400 current and former CEOs, trade group leaders and more, who heavily rely on an immigrant workforce. Hear how uncertainty over immigration has disrupted daily business and hit the bottom line, as well as the carve-outs and clarity that big employers like Lowe's, Tyson Foods and others seek for the long-term.Visit the Rapid Response website here: https://www.rapidresponseshow.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Show SummaryOn today's episode, we feature a conversation with Army combat veteran Anthnoy Larson, founder and president of MO Vets Outdoors, a nonprofit organization based in Missouri dedicated to helping veterans reconnect with nature through outdoor activities like hunting, fishing, and camping. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestAnthony Larson is a U.S. military veteran and the founder and president of MO Vets Outdoors, a nonprofit organization based in Missouri dedicated to helping veterans reconnect with nature through outdoor activities like hunting, fishing, and camping. Established in 2018, MO Vets Outdoors aims to provide veterans with opportunities to heal, build camaraderie, and find peace in the outdoors. Under Larson's leadership, MO Vets Outdoors has grown into a vital resource for Missouri veterans, offering a range of programs and events designed to support their well-being and foster a sense of community.Links Mentioned During the EpisodeMO Vets Outdoors Facebook GroupMO Vets Outdoors Web sitePsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the Behind the Mission Podcast Episode 157 with John Langford talking about Project Healing Waters. John is a Marine Corps veteran and Chief Executive Officer of Project Healing Waters. Project Healing Waters helps active military service personnel and Veterans in need through a dedicated, developed curriculum of fly fishing, fly casting, fly tying, and fly rod building. You can find the resource here:  https://psycharmor.org/podcast/john-langford 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  

Sally Wynter | The Future of Job Hunting In this episode of Jimmy's Jobs of the Future, returning guest Sally Wynter introduces Hunch, her new AI-powered platform designed to fix the graduate job market. She exposes why LinkedIn's Easy Apply is making things worse, how hundreds of applications go unseen, and why Gen Z needs to become AI-native to survive the future of work. We discuss: Why finding your first job feels like a full-time job How AI can level the playing field for graduates Why most job boards are outdated The future of work, personal branding, and AI in hiring If you're a student, graduate, or just curious about how AI is reshaping careers, this one's a must-watch. Timestamps: 00:00 Intro – Job Hunting Is Broken 00:37 Hunch: AI That Finds Jobs For You 03:00 Why LinkedIn Easy Apply Makes Things Worse 06:13 Hiring from the Employer's Side 10:00 How AI Could Fix Graduate Recruitment 16:00 Why Early Career Planning Matters More Than Ever 21:00 The Reality of Social Mobility & Hidden Job Markets 27:00 How Gen Z Can Leapfrog With AI Skills 33:00 Personal Branding & Building Career Visibility 42:00 The Future of Work & AI Coaching 50:00 Why Most People Don't Know Themselves 55:00 Rethinking “Work” & Identity ********** Follow us on socials! Instagram: https://www.instagram.com/jimmysjobs Tiktok: https://www.tiktok.com/@jimmysjobsofthefuture Twitter / X: https://www.twitter.com/JimmyM Linkedin: https://www.linkedin.com/in/jimmy-mcloughlin-obe/ Want to come on the show? hello@jobsofthefuture.co Sponsor the show or Partner with us: sunny@jobsofthefuture.co Credits: Host / Exec Producer: Jimmy McLoughlin OBE Producer: Sunny Winter https://www.linkedin.com/in/sunnywinter/ Junior Producer: Thuy Learn more about your ad choices. Visit podcastchoices.com/adchoices

Recorded live at the Ascend Conference in Salt Lake City, this episode of ShiftShapers features John Troutman, Vice President of Business Development at Mind Club America. Host David A. Saltzman and John discuss the “mutual mystification” surrounding mental health solutions—and how employers and advisors can start cutting through the noise with real access, real engagement, and real outcomes.From personal burnout to a professional mission, John shares how his experience as a former pastor helped shape his drive to help a million people get the mental health support they need. The conversation unpacks access issues, poor utilization reporting, stigma, and the vital importance of employer-led engagement.

In this episode, we speak with Tony Steuer, CLU, LA, CPFFE, an internationally recognized financial fluency advocate, award-winning author, and host of The Get Ready Money Podcast. Financial fluency and planning mirrors much of what individuals experience in their career planning and progression. Think of mindset, personal preferences, emotions, and life goals. Topics in the discussion include: How goal setting can help you choose various paths that align with what you want in life Financial fluency is something people can learn at any point in life Understanding job and financial scams, and things to be on the lookout for if they come to you As the founder of The Get Ready Movement, Tony is leading a shift in how we think about money—not just as numbers, but as a tool for living a more intentional and empowered life. Through his books, podcast, curated recommendations, and expert insights, Tony helps financial professionals, educators, and individuals ask better questions, foster meaningful money conversations, and take purposeful action. He is the Chief Evangelist at Yetworth Collaborative and serves as an advisor to Insurance Nerds and Dingo Technologies. Tony's thought leadership has earned recognition as a Finalist in ThinkAdvisor's LUMINARIES Class of 2022 for Thought Leadership & Education. He has served as a Judge for the MAIA Awards and the 2023 Finder Innovation Awards, and as a longtime member of the California Department of Insurance Curriculum Board. A trusted voice in the media, Tony contributes as an expert content reviewer for Nerdwallet, Bankrate, and Forbes Advisor, and has been featured by ABC's Seven on Your Side, CNBC, Cheddar TV, The New York Times, Washington Post, Fast Company, Chicago Tribune, and Fox Business News. Tony's website is https://www.tonysteuer.com/ The episode is moderated by Justyn Makarewycz, Deputy Director, Employer and Recruiter Relations at the GCMC (https://www.linkedin.com/in/justyndm/)

In this powerful episode of Witnesses, Amb. Elisha sits down with Donovan Pyle, CEO of Health Compass and author of the book Fixing Healthcare: How Executives Can Save Their People, Their Business, and the Economy.   Donovan reveals how employers in the U.S. are wasting over $325 billion annually on healthcare—and what can be done to stop it.   ✅ Learn the #1 source of waste in employer-sponsored healthcare ✅ Understand the difference between brokers and fiduciaries ✅ Discover how employers can reclaim thousands per employee per year ✅ Get insight into how rising healthcare costs can be reduced ✅ Hear real examples of companies saving millions and impacting communities   Whether you're a business owner, executive, or just curious about healthcare in America, this episode is full of actionable insights that could save you—and your company—a fortune.  

This special episode provides you the opportunity to be a fly on the wall during a real live coaching session with a NBHWC nationally board certified health & wellness coach.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.

As part of it's overhaul of NCEA, the government has said it plans to work with industry to develop bette vocational pathways for students. Advocacy and stakeholder engagement lead at the Employers and Manufacturers Association, Joanna Hall spoke to Lisa Owen.

Employee health insurance costs could jump in 2026. We take a look at what's going on with Shawn Gremminger, President and CEO of the National Alliance of Healthcare Purchaser Coalitions

Plus Vibe coding Takes OverLike this? Get AIDAILY, delivered to your inbox 3x a week. Subscribe to our newsletter at https://aidaily.usAI Super‑Stimulant: Big Tech Pumping Trillions into the EconomyBig Tech is dropping nearly $400 billion in 2025 on AI infrastructure—think data centers, chips, energy—to keep the U.S. economy humming. That capex surge is propping up GDP and job growth, especially in energy and construction. But critics flag bubble risks and uneven worker benefits. How ‘Vibe Coding' Is Creating a New AI EconomyVibe coding is letting founders build AI projects just by chatting with an LLM—no traditional coding needed. Startups are launching fast, scaling quick, and raking in revenue before ever typing a single line. It's sparking a whole AI economy around prompt-powered builds.San Francisco's Young AI Entrepreneurs Fuel $50B Tech BoomTwentysomething CEOs—many skipping elite schools—are sprinting into AI startups in SF, pulling in over $50 billion so far. They're shaking up healthcare, autonomy, and more. But with fame comes housing pain, ethics drama, and epic pressure. Meet the Gen Zers Who Said “Nah” to AI—And Are Calling It OutA crew of Gen Z women (ages 23–27) are swearing off AI—blocking it wherever, calling out friends who use it. Their beef? AI's eco-waste, fake creativity, lost jobs, and weakening human connection. They believe ditching the tech is the real flex. Will AI Do More Harm Than Good to the Environment?AI could cut global CO₂ by ~5.4 Gt per year by 2035—especially in power, transport & food—outpacing its own emissions. But watchdogs warn: training big models guzzle energy, water & make e‑waste, and rebound effects might undo gains. The verdict? It's a net positive only if managed smart.AI Is Running Your Job Interview—And We're All Freaking OutAI-driven interviews are taking over—bots analyze your tone, answers, even facial cues while humans get sidelined. Applicants are straight-up rejecting AI interviews, calling them impersonal and a red flag for sketch culture. Employers are being forced to add transparency, on-site verification, and human oversight to stay legit.‘The AI Job Cuts Are Accelerating'Companies are ramping up AI-led layoffs—turning to automation and restructuring roles to stay lean. Staff churn is surging in tech and beyond, leaving workers facing uncertainty and forcing many to upskill just to keep up.

Ever wonder what it takes to create employer brand content that actually wins awards? Chris and Roger have both been judges at multiple awards and have been involved in more submissions than they can remember over their careers. And they've had nominations and won some awards recently. So they got together to lift the lid on what it takes to produce nomination and award worthy work.In this episode, Chris sits down with Roger Cayless from Leap Create to dissect their award-winning DE&I campaign with CGI.And then Roger interviews Chris about award-winning work with Not Going To Uni and the RAF. Along with several nominations, these campaigns featured across multiple awards such as the Recruitment Marketing Awards, the RAD Awards, and the Lens Awards. What You'll Discover:✅ How CGI's innovative "internal voices" campaign tackled diversity & inclusion differently✅ The psychology behind using a Peep Show-style first-person perspective✅ Why Not Going Uni's RAF podcast series evolved beyond traditional formats✅ The strategy behind taking conversations from studios to sports venues for a more immersive experience✅ Key insights from judges on what makes content award-worthyFeatured Campaigns

Employers across the U.S. added 73,000 jobs in July, a slowdown from previous months. Federal Reserve Bank of Cleveland President Beth Hammack tells CBS News' Kelly O'Grady the U.S. economy remains strong on paper, but signs of a slowdown are emerging, especially among lower-income Americans. Four people were killed in a shooting at a bar in Anaconda, Montana and police say the suspect is still at large. Here are more of the top stories happening around the world. Two months after going viral for helping his coworkers at Burger King on graduation night, 18-year-old Mykale Baker is now attending Gwinnett Technical College and working toward his dream of becoming a master auto mechanic. Steve Hartman is On the Road. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In this episode of the Modern Man Podcast, host Ted Phaeton speaks with Dr. Kirk Adams, a globally recognized pioneer in disability inclusion. They discuss Dr. Adams' journey from losing his sight at a young age to becoming a leader in the nonprofit sector, advocating for the inclusion of people with disabilities in the workforce.TakeawaysDr. Adams lost his sight at the age of five, but his parents gave him high expectations.The development of a strong sense of agency is crucial for overcoming challenges.Leadership is not a linear path; it often involves unexpected turns.Technology plays a vital role in enabling accessibility for individuals with disabilities.Employers can benefit from the unique strengths of people with disabilities.Collaboration between various stakeholders is essential for successful inclusion.Understanding the difference between impairment and disability is key to creating inclusive environments.Familiarity and personal connections can help bridge gaps in understanding disabilities.The unemployment rate for people with disabilities is significantly higher than the general population.Dr. Adams aims to create a level playing field for people with disabilities in the workforce.Chapters00:00 Introduction to the Modern Man Podcast01:21 Meet Dr. Kirk Adams: A Journey of Resilience03:59 The Gifts of High Expectations and Agency08:39 Lessons in Leadership and Inclusion10:12 Navigating Challenges: The Path to Leadership17:10 Tools and Strategies for Blind Professionals22:19 Innovation and Inclusion in the Workplace23:11 The Benefits of Employing People with Disabilities24:02 Collaboration for Better Employment Outcomes25:09 Utilizing Vocational Rehabilitation Resources28:08 Impact on Company Bottom Lines32:02 Understanding and Empathy in Leadership36:49 A Vision for Equal Employment OutcomesAdams's LinksLinkedIn: kirkadamsphdYouTube: @DrKirkAdamsX: drkirkadamsFacebook:drkirkadamsFree eBook Here: Mastering Self-Development: Strategies of the New Masculine: https://rebrand.ly/m2ebook ⚔️JOIN THE NOBLE KNIGHTS MASTERMIND⚔️https://themodernmanpodcast.com/thenobleknights

AP Washington correspondent Sagar Meghani reports on a sharp slowdown in hiring.

AP Washington correspondent Sagar Meghani reports the Federal Reserve is under pressure to cut interest rates after a dismal jobs report.

Employers announced around 62,000 job cuts in July, according to a report from Challenger, Gray & Christmas. That's up nearly a third from June, and more than double the number of July 2024 layoffs. In this episode, we dissect whether this just a blip, or something to stress about. Plus: Federal data erosion comes with consequences, prices rise but stay behind wage growth, and private equity takes notice of the youth sports market.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.

Employers announced around 62,000 job cuts in July, according to a report from Challenger, Gray & Christmas. That's up nearly a third from June, and more than double the number of July 2024 layoffs. In this episode, we dissect whether this just a blip, or something to stress about. Plus: Federal data erosion comes with consequences, prices rise but stay behind wage growth, and private equity takes notice of the youth sports market.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.

In episode 211, Coffey talks with Michelle Haugh about recent HR-related news stories related to workplace romances, family members intervening in the workplace, and declining employee engagement.They discuss the Astronomer.io CEO and CPO resignation after being caught on a kiss cam at a Coldplay concert; workplace relationship policies and conflict of interest considerations; family members inappropriately intervening in workplace matters including interviews and disciplinary actions; declining employee engagement levels comparable to 2020 COVID-era lows; the impact of economic uncertainty and social pressures on workplace morale; the importance of transparent communication during difficult times; and strategies for addressing engagement issues through accountability and leadership development at all organizational levels.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:Michele Haugh is a seasoned HR expert with decades of experience across various roles, from specialist to senior leadership positions. Transitioning from corporate HR to consulting a decade ago, she co-founded EarlyHR solutions, offering strategic support to over 200 early and growth stage organizations.Recognizing the crucial link between employee engagement and organizational success, Michele introduced EarlyEngage, a subscription-based service focusing on professional development and fostering engagement.With a BS in Business and SPHR certification, she completed her Masters in HR and Organization Development in December, 2024 and was named "HR Consultant of the Year" by DallasHR in February 2025. Her passion lies in promoting inclusive practices, positive leadership, and people-first cultures.She is also the founder of CollabHRate, a thriving HR Consulting Community fostering collaboration and education for external consultants.Outside of work, Michele finds joy in her role as a wife and mother to three children. Her adventurous spirit has led her to live in Bangkok, backpack across Europe, and raft through the Grand Canyon. Yet, she equally treasures quiet moments with her pups, indulging in a good book, and hosting gatherings with loved ones.Michele Haugh can be reached athttps://www.earlyengage.comhttps://www.earlyhrsolutions.comhttps://www.linkedin.com/in/michele-haugh-shrm-scp-401722bhttps://www.instagram.com/earlyengageAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish clear policies regarding workplace relationships and family member involvement in employment matters to maintain professional boundaries and prevent conflicts of interest.2. Address declining employee engagement proactively by gathering honest feedback, communicating transparently about organizational challenges, and avoiding defensive responses to criticism.3. Develop leadership behaviors and accountability standards at all organizational levels rather than viewing engagement as solely a management responsibility.

On today's episode, we will be diving into a timely and sensitive topic — the Executive Order signed by President Trump in January 2025 to terminate the DEI programs in the U.S. federal government workforce and in federal contracting and spending.While this marks a significant shift domestically, we want to examine how this policy change may affect U.S. companies operating abroad — particularly in Angola, Mozambique, and Gabon. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Nuno Gouveia (email) (Miranda Alliance)Guest Speakers: Patrícia Carril (email) (Miranda Alliance - Fátima Freitas Associados / Angola), Silvia Mota Carvalho (email) (Miranda Alliance – Cabinet Nguia / Gabon) & João Pires Teixeira (email) (Miranda Alliance – Pimenta & Associados / Mozambique)Support the showRegister on the ELA website here to receive email invitations to future programs.

Are PBMs stealing your profits? In this

You might be wondering what employers actually want — and whether an online master's degree can help you build the skills they're looking for. SNHU Career Services staff explain which skills are most valuable in today's workforce and how online students are developing them throughout their programs. Featuring insights from:

“As Samuel grew up, the Lord was with him, and everything Samuel said proved to be reliable.” (1 Samuel 3:19 NLT) In certain jobs, workers designate their hours of availability. That is, the times they can be scheduled to work. Employers consult these hours of availability to draw up weekly shifts and to determine whom to call to cover shifts for workers who are sick or on vacation or to lend support during times of heavy demand. Needless to say, workers who have a lot of availability are usually popular with their managers. The same principle applies to the Christian life, with a few important distinctions. First, the Christian life is more than a job; it’s an identity. It’s the single most important priority in our lives. If you’re new to the Christian faith, or if you’ve neglected your faith in the past, you need to understand that, as your faith goes, so goes your life. And that brings us to the second important distinction. If you’re a disciple of Christ, you don’t get to choose your hours of availability. Committing your life to the Lord means always being available to be used by Him. Our prayer should be, “Lord, You can use me whether it’s my day off or not. I may be out surfing or on the golf course or out snowboarding, but I want You to call upon me. I am available to represent You. Please call on me.” Availability pleases the Lord. The Old Testament tells the story of Samuel, a boy who served in the tabernacle. One night, the Lord called to him, “Samuel! Samuel!” Samuel replied, “Speak, your servant is listening” (1 Samuel 3:10 NLT). Samuel was ready to do anything the Lord instructed. He made it clear that he was available to serve. Nine verses later, we see the result of Samuel’s availability. “As Samuel grew up, the Lord was with him, and everything Samuel said proved to be reliable” (1 Samuel 3:19 NLT). God does amazing things in the lives of those who make themselves available to Him. God doesn’t choose spiritual giants; He makes spiritual giants of people who give themselves to His service. David was a shepherd whose own father couldn’t picture him as a king. Gideon thought so little of himself that he asked God to perform two different miracles just to prove that there was no mistake. But they made themselves available to God. And God took it from there. It’s been said that ninety percent of success in life is showing up. In the Christian life, the percentage is one hundred percent. If you’re a Christian, the Holy Spirit dwells within you, guiding and directing you. So “showing up” in the Christian life is a matter of following His prompting, prioritizing God’s will, obeying the commands of Scripture, and living in a way that honors Christ. If you make yourself available to God in those ways, He will use you in ways you can’t imagine. Are you available to be used by God? If so, let Him know. And then listen for His call. Reflection question: How can you make yourself available to the Lord? Discuss Today's Devo in Harvest Discipleship! — The audio production of the podcast "Daily Devotions from Greg Laurie" utilizes Generative AI technology. This allows us to deliver consistent, high-quality content while preserving Harvest's mission to "know God and make Him known."All devotional content is written and owned by Pastor Greg Laurie. Listen to the Greg Laurie Podcast Become a Harvest PartnerSupport the show: https://harvest.org/supportSee omnystudio.com/listener for privacy information.

UCLA is the latest college to settle an antisemitism case, and it will give several million to Jewish organizations. A lawsuit by pro-Palestinian activists remains pending.   6.6% of college-educated 20 to 24-year-olds are unemployed and actively job-hunting, according to the Labor Department. Why are they struggling to launch? Employers in coveted fields are turning to AI instead of hiring recent college graduates. The white-collar sector is threatened.  ‘It's Always Sunny in Philadelphia’ is the defining American sitcom because it satirizes the dark side of human nature, argues M.H. Miller.

This week, we look at the potential restoration of a quorum at the National Labor Relations Board (“NLRB” or “Board”), the U.S. Department of Labor's (DOL's) deregulatory initiatives, and lessons from a high-profile workplace incident at a Coldplay concert. NLRB May Regain Quorum Lacking a quorum, the NLRB is currently unable to issue decisions affecting workplace policies and disputes. On July 17, 2025, President Trump nominated two Republicans to fill vacant seats on the Board. Senate confirmation of the nominees is required to restore the Board's authority and ensure continued guidance for employers. DOL Begins Deregulation Push The DOL's deregulatory agenda could reshape compliance priorities for employers. Plans include 63 actions to roll back regulations and align with federal mandates. Coldplay Concert Exposes Workplace Romance  A viral “kiss cam” moment at a recent Coldplay concert led to the resignations of a CEO and a Chief People Officer and heightened legal exposure for their company. This is a reminder that employers must implement and consistently enforce relationship policies to prevent risk and uphold workplace credibility. --  Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw398 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

UCLA is the latest college to settle an antisemitism case, and it will give several million to Jewish organizations. A lawsuit by pro-Palestinian activists remains pending.   6.6% of college-educated 20 to 24-year-olds are unemployed and actively job-hunting, according to the Labor Department. Why are they struggling to launch? Employers in coveted fields are turning to AI instead of hiring recent college graduates. The white-collar sector is threatened.  ‘It's Always Sunny in Philadelphia' is the defining American sitcom because it satirizes the dark side of human nature, argues M.H. Miller.

“Train up a child in the way he should go; even when he is old he will not depart from it.” - Proverbs 22:6As parents, we often wonder when to begin teaching our kids about money. The simple answer? It's never too early. In fact, a study by Purdue University found that most of our lifelong money habits are formed by the age of seven. That's a sobering realization—but also a hopeful one. Because with intentionality and biblical wisdom, we can help our children become faithful stewards from an early age.Here's how to begin—step by step.Ages 3–5: Needs, Wants, and WorshipEven toddlers can begin to understand the basics of money. Start by teaching the difference between needs and wants. A home, food, and clothing? Those are needs. But that cereal with a cartoon character? That's a want—and a perfect conversation starter.As you shop, ask your child to name which items fall into which category. Then take the opportunity to remind them: God provides all our needs and blesses us with more than we deserve.Begin using the three-jar method—one for spending, one for saving, and one for giving. When your child receives birthday money or a small allowance, help them divide it equally. Let them drop their “giving” portion into the offering plate each week. It's a simple but powerful way to connect generosity with worship.Ages 6–10: Responsibility and Short-Term GoalsAt this stage, kids are ready to take on more responsibility. Assign small chores tied to a modest allowance. If they complete the job, they earn the money. If not, the allowance waits. It's a simple lesson in accountability and work ethic.If they want something beyond their current funds, help them create a short-term savings plan. Use sticker charts or visual trackers to make progress fun and tangible.Give your child a few dollars and let them plan how to spend it on snacks for the week. This is a great way to teach a foundational principle from financial teacher Ron Blue:“You always have more choices than money.”Encourage your child to give regularly to causes they care about. Ask why they want to give—and help them understand how giving reflects God's heart.Ages 11–15: Bigger Goals, Delayed GratificationNow your child may be babysitting, mowing lawns, or doing small jobs for neighbors. It's the perfect time to talk about larger savings goals—maybe a new bike or a camp trip.Consider opening a custodial savings account or using a kid-friendly money app. Walk through monthly statements together and celebrate milestones. Let them make decisions (and occasional mistakes) while you're close by to guide them.If they want to buy something online, encourage them to wait a few days, compare options, and pray before making a purchase. The lesson is clear: patience often leads to better decisions.Ages 16–18: Real-World Practice and Investing BasicsTeenagers who are working part-time jobs are ready for more advanced money management.Help them set up a formal budget with real income and categories for saving, spending, and giving. This is also a good time to introduce matching incentives: If they save $500, you match it, just like an employer's 401(k) might.Let them research a company and buy a fractional share through a custodial brokerage account. If they have earned income, consider opening a Roth IRA to model long-term investing.Remind them: Markets go up and down, but faithful stewardship builds wealth over time.The Ultimate Goal: A Faithful StewardReinforce this truth: Their worth isn't tied to their net worth. All we have is a gift from God to be managed for His glory, not our own.No matter your child's age, the goal remains the same: to raise someone who knows how to earn, manage, give, and grow what God has entrusted to them. You don't have to be a financial expert—you just have to be present and intentional.Keep the conversation going. Keep pointing them to biblical truth. And remember—this isn't just a financial lesson. It's a spiritual one.For more resources on biblical money management and to start budgeting as a family, check out the FaithFi app.On Today's Program, Rob Answers Listener Questions:I'm 58, single, and plan to keep working until I'm 70. I live frugally and want to ensure that my assets are managed wisely and passed on to my four children, especially my youngest. I'm considering setting up a trust, but the $2,000 cost seems steep. Is that the best option for someone like me who wants to ensure everything is protected and appropriately distributed?I'm looking to understand how reverse mortgages work. What kind of interest rates do they typically charge? Do they accrue interest like a traditional mortgage over time? Are there any upfront fees to get started?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Movement MortgageWisdom Over Wealth: 12 Lessons from Ecclesiastes on MoneyLook At The Sparrows: A 21-Day Devotional on Financial Fear and AnxietyRich Toward God: A Study on the Parable of the Rich FoolFind a Certified Kingdom Advisor (CKA) or Certified Christian Financial Counselor (CertCFC)FaithFi App Remember, you can call in to ask your questions most days at (800) 525-7000. Faith & Finance is also available on the Moody Radio Network and American Family Radio. Visit our website at FaithFi.com where you can join the FaithFi Community and give as we expand our outreach.

Since the mid-'90s, employers have been using an online system to verify the legal right of employees to work in the U.S. That system often falls short, and now employers have been encouraged to recheck workers' legal status as the Trump administration has canceled work authorizations for hundreds of thousands of immigrants. But first: Universal Music Group is closer to selling shares on a U.S. stock exchange. And, how long will the housing market remain stagnant?

Since the mid-'90s, employers have been using an online system to verify the legal right of employees to work in the U.S. That system often falls short, and now employers have been encouraged to recheck workers' legal status as the Trump administration has canceled work authorizations for hundreds of thousands of immigrants. But first: Universal Music Group is closer to selling shares on a U.S. stock exchange. And, how long will the housing market remain stagnant?