Podcasts about employers

Money is never just about money, and work is never just about a paycheck. Scripture teaches that God owns everything, gives us the ability to earn, and calls us to work with integrity because ultimately, we serve Christ. Howard Dayton, Founder of Compass Financial Ministry and author of Business God's Way, says those truths should shape not only how Christians manage money, but how we earn it in the first place. Remember Who You're Really Working For The foundation of biblical earning begins with recognizing that God owns everything and that He is ultimately the One we serve. Colossians 3:23-24 says: “Whatever you do, work heartily, as for the Lord and not for men… You are serving the Lord Christ.” That applies whether you own a business, work for a large company, serve in ministry, or earn a paycheck somewhere in between. Your employer may sign the check, but your work is ultimately an act of service to Christ. Even the ability to earn is a gift from God. Deuteronomy 8:18 reminds us: “You shall remember the Lord your God, for it is he who gives you power to get wealth.” That perspective guards against pride when things go well. Our abilities, opportunities, creativity, and strength are all resources God has entrusted to us. Let Integrity Define Your Work If we represent Christ in the workplace, honesty should characterize everything we do. For business owners, that means treating customers, employees, vendors, and even competitors with integrity. For employees, it means giving an honest day's work, using company resources responsibly, and refusing to take what does not belong to us—even when no one would notice. Jesus said in Matthew 5:16: “Let your light shine before others, so that they may see your good works and give glory to your Father who is in heaven.” Our conduct at work can either reinforce or undermine the faith we profess. Biblical integrity means doing what is right because we belong to Christ, not simply because honesty is good for business. Plan Wisely Without Presuming on Tomorrow Running a business or managing a career requires planning. Scripture affirms the value of order and thoughtful preparation. 1 Corinthians 14:40 says, “All things should be done decently and in order.” While the immediate context concerns worship in the church, the broader principle reminds us that order and intentionality have value. At the same time, good planning should never become confidence that we control the future. James 4:13-14 warns those who say, “Today or tomorrow we will go into such and such a town and spend a year there and trade and make a profit,” reminding them, “You do not know what tomorrow will bring.” Christians should plan carefully while holding those plans with open hands. We prepare responsibly, but we remain dependent on God. Make Generosity Part of the Business Plan Many biblical principles such as honesty, diligence, and planning are also recognized as sound business practices. Generosity, however, can run against the world's instinct to accumulate and protect as much as possible. Proverbs 11:24-25 says: “One gives freely, yet grows all the richer; another withholds what he should give, and only suffers want. Whoever brings blessing will be enriched, and one who waters will himself be watered.” This is not a promise that generous people will always become materially wealthy. Scripture does not teach us to give in order to get more. Instead, generosity reflects trust in God and loosens money's grip on our hearts. For a business owner, generosity might mean giving a portion of profits, caring intentionally for employees, supporting ministry, or finding creative ways to use the company's resources to serve others. Some Christian business leaders have gone even further. Entrepreneurs such as Alan Barnhart and Stanley Tam structured their businesses around extraordinary generosity, viewing their companies not simply as vehicles for personal wealth but as resources entrusted to them for God's purposes. The form generosity takes will look different for every person and every business. The important question is whether we are willing to ask God how the resources He has entrusted to us can bless others. Work as a Steward Earning money God's way begins with a different definition of success. The goal is not merely to maximize income or grow a business. It is to faithfully steward the abilities, opportunities, relationships, and resources God provides. We work diligently because we serve Christ. We act honestly because we represent Him. We plan wisely while remembering that tomorrow belongs to God. And we hold what we earn with open hands so that generosity can become a natural expression of faithful stewardship. When we understand that God is both the Owner and our ultimate Employer, work becomes more than a way to make a living. It becomes another opportunity to honor Him with what He has entrusted to us. On Today's Program, Rob Answers Listener Questions: I'd like to help my daughter buy a home by financing part of the purchase myself. Can we structure a private family mortgage using the applicable federal rate, and how should we handle the interest, paperwork, and tax reporting? I'm behind on filing my taxes and have been quoted more than $600 for preparation. I also run a nonprofit ministry and would like to keep costs down. Where can I find affordable or free tax-preparation help, and could a Certified Kingdom Advisor® (CKA®) assist? I received a Schedule K-1 from an investment held inside my IRA. How should I handle that for tax purposes? My husband and I are dairy farmers with operating and capital lines of credit around 8.5%. We're considering using money from his Roth IRA to pay down the debt. At age 60, would there be taxes or penalties, and is that a wise move? Resources Mentioned: Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner) Business God's Way by Howard Dayton IRS Free File | AARP Foundation Tax-Aide | IRS Volunteer Income Tax Assistance (VITA) Program FaithFi Field Guide: How Much Money is Enough?  Our Ultimate Treasure: A 21-Day Journey to Faithful Stewardship by Rob West Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money Look At The Sparrows: A 21-Day Devotional on Financial Fear and Anxiety Rich Toward God: A Study on the Parable of the Rich Fool Find a Certified Kingdom Advisor® (CKA) FaithFi App Remember, you can call in to ask your questions every weekday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Employer messaging has a sameness problem. Candidates researching potential employers find the same values, the same mission statements, and the same well-meaning phrases wherever they look, which makes choosing between companies harder than it should be. The upside is a genuine opportunity. Standing out is no longer about outspending the competition; it comes from understanding what your organization offers that others don't, and the work of finding and proving that difference is now within reach of employers of any size. So how do you uncover what genuinely makes you different? My guest this week is James Ellis, founder of Employer Brand Labs and author of several books on employer branding. James has spent his career arguing that every company, whatever its size, can compete for talent by leaning into what makes it different. In our conversation, he shares why difference matters more than ever, why real proof beats nice-sounding claims, and where employers should start. In the interview, we discuss: Why so many employers sound identical What scraping every Fortune 500 career site reveals Why playing it safe has become the riskiest strategy The opportunity for employers outside the Fortune 500 The chicken soup story and the power of proof How AI changes the economics of employer brand work Finding evidence in the material you already have Why differentiation takes courage as well as insight What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

How Discount Theater and Generic Compliance Ratios Quietly Overcharge Patients and Employers. Episode 526. Mark Cuban, co-founder of Mark Cuban Cost Plus Drug Company, and Cora Opsahl, managing director of Peterson Health Analytics and former director of the 32BJ Health Fund, join Stacey Richter for an outtake from their conversation last fall (EP488) on the operational mechanics of the pharmacy supply chain. They trace how a generic compliance ratio—typically requiring pharmacies to buy at least 92% of their generics from a single primary wholesaler—pushes independent pharmacies into paying a premium that gets passed straight to patients, and how so-called pass-through PBM contracts can pay pharmacies using one pricing formula while billing employers using an entirely different one. Along the way, they walk through the classic generic imatinib example—a drug Cost Plus Drugs sells for $25 a month that a traditional PBM channel has billed at $9,000—to show why a discount off an inflated reference price is, as Cuban puts it, discount theater. WHAT YOU'LL LEARN ✅ Why pharmacies get locked into overpaying: wholesalers set a Generic Compliance Ratio requiring pharmacies to buy at least 92% of their generics from them or face chargebacks and fees that wipe out their margin ✅ The classic generic imatinib example: Cost Plus Drugs sells it for $25 a month, while the same drug billed through a traditional PBM channel has run $9,000 a month—a "discount" off a $27,000 branded Gleevec price that Mark Cuban calls discount theater ✅ How specialty tiers compound the problem: because generic imatinib gets classified on a specialty tier, patients can owe 25% coinsurance calculated off the inflated WAC price rather than the drug's real cost ✅ Why a "pass-through" PBM contract isn't simple math: Cora Opsahl explains that PBMs often reimburse pharmacies on an acquisition-cost-plus formula while billing employers a completely different AWP-minus formula for the same claim ✅ Why claims audits keep finding money owed back to the plan—and why employers are often restricted to auditing only a pre-approved sample of 250 claims ✅ Mark Cuban's advice for the next RFP: simply requiring that Cost Plus Drugs be included in the network is often enough on its own to get PBMs to offer better rebates and terms WHY THIS MATTERS As Stacey Richter puts it, where there's mystery, there's margin—and pharmacy pricing is thick with both. Generic compliance ratios, WAC-based specialty tiers, and pass-through contracts that pay pharmacies one number while billing employers another all point to the same underlying reality: so much of what gets called an expense in medicine is simply pricing failure. For plan sponsors and brokers heading into their next RFP, understanding these mechanics—rather than accepting a discount off an inflated reference price—is what it takes to move from passive price taker to informed decision maker. MENTIONED IN THIS EPISODE EP429 with Luke Slindee, PharmD: Apple Podcasts | Spotify | Other Apps EP488 with Mark Cuban and Cora Opsahl: Apple Podcasts | Spotify | Other Apps EP422 with Benjamin Jolley, PharmD: Apple Podcasts | Spotify | Other Apps EP465 with Chris Crawford: Apple Podcasts | Spotify | Other Apps EP486 with Stan Schwartz, MD: Apple Podcasts | Spotify | Other Apps === LINKS ===

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 Everett Swain.

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 Everett Swain.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This episode is brought to you by our friends at Dalia. Who's ready for a cold hard fact? Indeed's pricing model -- and all programmatic job advertising -- is based on driving volume. Not outcomes. Job boards get paid on clicks and applies, not hires. Their incentive is to send you more volume. That's what happens with volume-based pricing models. And all that volume creates exactly what you'd expect: mass inefficiency, mountains of unqualified applications, and wasted spend.  Meanwhile, TA teams know their career site is already their best source of quality applicants who get hired. TA teams invest in their career sites and employer brand, but the outdated technology makes it too hard for people to connect and apply.  Dalia fixes that. Millions of job seekers use Dalia every month to seamlessly connect to employer career sites and apply to jobs using their universal candidate profile. No re-entering information over and over. It's like the ShopPay button, but for jobs. It's secure, it integrates directly into your ATS, and it works instantly on any career site.  Employers using Dalia can double their conversion of career site visitors into qualified applicants and hires. Double the hires from traffic you already have. That's how you start cutting your dependence on Indeed. To learn more, please visit: https://www.dalia.co/audit?utm_source=pos   Key Topics: - AI as a leadership challenge, not just a technology - The importance of mindset shift for AI adoption - Reimagining workflows and organizational structures - The role of human-AI collaboration in future work - Strategies for leaders to become AI-forward - The danger of a finite mindset in AI implementation - The concept of shifting from org charts to work charts - The importance of outcome-driven AI strategies - The role of leadership in fostering innovation with AI - Practical steps for organizations to start their AI journey Chapters: 00:00 Introduction to Disruption and Leadership 02:18 Career Reflections and Lessons Learned 05:03 The Genesis of the Book on AI Leadership 08:18 AI as a Leadership Challenge 12:44 The Finite vs. Infinite Mindset in Organizations 15:40 Identifying Warning Signs of a Finite Mindset 17:52 The Balance of Speed and Strategy in AI Implementation 20:18 Rewriting the Playbook for AI 23:17 The Evolving Role of Human Capital in an AI World 25:43 AI for Humanity: IKEA's Success Story 26:20 Human-Machine Collaboration: The Future of Work 28:02 Evolving Leadership in the Age of AI 30:41 Practical Steps for AI-Forward Organizations 32:18 Understanding AI's Impact on Jobs and Tasks 34:51 Future-Proofing Organizations: Lessons from the Past 39:02 The Uncomfortable Questions for CEOs 43:03 Optimism in AI: Augmentation and New Possibilities      

Expanded "unfair dismissal" protections that could significantly increase potential liability for multinational employers with operations in the United Kingdom are coming. In this We Get Work episode, Jackson Lewis Principal John Sander and Rob Hill, head of employment at Clyde & Co London, discuss how organizations can strengthen recruitment, performance and related practices to prepare for upcoming UK employment law reforms. 

In this second episode of our Labor Law Solutions podcast, shareholders Tom Davis (Nashville), Tom Stanek (Phoenix), and Brian Hayes (Washington), who co-chair the firm's Traditional Labor Relations Practice Group, examine the confirmation of James Macy to the National Labor Relations Board (NLRB). Brian, who is a former NLRB member, offers his insights on what a third management-minded member means for reversing several pro-union precedents, including the bargaining order standard, the captive audience rule, and McLaren Macomb. The speakers also discuss the Supreme Court's decision in Trump v. Slaughter, its implications for the constitutionality of removal protections applicable to board members, administrative law judges, and regional directors, and how the ruling affects pending constitutional challenges to NLRB proceedings.

In episode 266, Coffey talks with Brandon Sammut about how Zapier built its AI transformation from the inside out — and what HR leaders can learn from a fully remote, AI-native company that decided people and AI strategy belong in the same hands.  They discuss the evolution of the Chief People Officer role into a Chief People and AI Transformation Officer and why HR is uniquely positioned to lead organizational transformation; AI transformation as one instance of organizational transformation, and why culture health and clarity of mission matter more than tool selection; Zapier's March 2023 "AI code red" as a high-contrast leadership communication strategy that didn't wait for perfect clarity before naming urgency; the importance of keeping accountability for business outcomes where it belongs while using a cross-functional Center of Excellence to provide enablement and remove friction; individual contributor identity and energy management challenges when AI eliminates tasks that provided meaning or cognitive reprieve; Zapier's customer support transformation — 50% faster resolution, higher satisfaction scores, 30-point employee engagement gains, and two entirely new types of work created from recovered human time; why AI-inflated application volume and homogenized resumes are making recruiting harder even as AI automates more of the process; Zapier's reference-heavy hiring model, which targets 50% of candidate signal from references including back-channel outreach, to counter AI-generated application fraud; the AI Fluency Framework — four competencies including strategy, growth mindset, builder skills, and accountability — used for both hiring and internal development; and why cross-person coordination is declining as individuals become more empowered, while human skills like psychological safety, feedback, and clarity become more important, not less.  More information about Zapier's AI fluency framework is available at: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/  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/EP266  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:  brandon is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital. Brandon Sammut is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital.  Brandon can be reached at   LinkedIn https://www.linkedin.com/in/brandon-sammut-8147b76/  Website https://zapier.com/blog/author/brandon-sammut/   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:Explain why organizational culture health and mission clarity are more predictive of AI transformation success than tool selection or governance framework design. Apply the lesson of Zapier's customer support transformation to identify how recovered human time from AI automation can be reinvested in higher-value work rather than defaulting to headcount reduction. Evaluate the four competencies of Zapier's AI Fluency Framework — strategy, growth mindset, builder skills, and accountability — and assess how each applies to building an AI-ready workforce. 

HOUR 1: Inflation is still outpacing raises. Gen Zers are dropping out of the workforce. Employers can't find workers. What gives? full 2173 Wed, 19 Aug 2026 19:00:00 +0000 np7FcxHUbi2EpC77prg4scxR4UUkoMu0 news The Dana & Parks Podcast news HOUR 1: Inflation is still outpacing raises. Gen Zers are dropping out of the workforce. Employers can't find workers. What gives? You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc.

Employers have a duty to engage with employees when they know a workplace requirement conflicts with an employee's religious practice. Constitutional expert, lawyer, author, pastor, and founder of Liberty Counsel Mat Staver discusses the important topics of the day with co-hosts and guests that impact life, liberty, and family. To stay informed and get involved, visit LC.org 

Show SummaryOn today's episode, we're having a conversation with Military Intelligence and Civil Affairs Veteran Rebecca Monaco, co-founder of Next Mission, an organization dedicated to empowering and supporting resettled Afghan women veterans who served alongside U.S. Special Operations forcesEpisode Partner:Our sponsor this week is Aetna, a trusted health care company, committed to serving Veterans, military families, and caregivers through meaningful, community-centered care. 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 GuestRebecca Monaco, MPH, is a public health leader, researcher, and program strategist with more than ten years of experience leading complex initiatives across healthcare, nonprofit, government, and military organizations. She earned her Master of Public Health from Dartmouth College, where she developed a passion for behavioral health research, implementation science, and innovative approaches to improving care. Her current interests focus on psychedelic-assisted therapy, women's health, and translating emerging research into real-world impact.A former U.S. Army Civil Affairs and Intelligence Officer, Rebecca deployed to Afghanistan as a Cultural Support Team (CST) member with Joint Special Operations Command, where she served alongside Afghan Female Tactical Platoon (FTP) members. Following the fall of Afghanistan, her team coordinated the evacuation of 42 Afghan female Special Operations personnel, an experience that continues to shape her commitment to service, leadership, and advancing opportunities for vulnerable communities.Rebecca currently serves as the volunteer Project Manager and Board Secretary for NXT Mission, where she leads initiatives supporting refugee resettlement, education, workforce development, and long-term integration for displaced Afghan women and families across the United States.Links Mentioned During the EpisodeNext Mission WebsiteNext Mission on LinkedInPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is a previous episode of the Behind The Mission podcast, episode 184 with Kari McDonough. Kari is Vice President of Welcome.US and Senior Advisor to the Welcome Fund, a program of Welcome.us that provides a source for grantmaking to organizations as they involve community members to welcoming coalition allies coming to the US as part of resettlement efforts. You can find the resource here: https://psycharmor.org/podcast/kari-mcdonough 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  

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What happens when the toolkit that built your success stops working for the life you actually want to live? In this episode, Brad Cooper sits down with Kathy Robinson — former Wall Street veteran and chief audit executive turned author and coach — for a wide-ranging, rabbit-trail conversation about reinventing the next phase of life.After 33 years in corporate (18 on Wall Street, 15 at a Fortune 250 company), Kathy walked away at 55 — a full decade before she'd planned. Here she unpacks the messy, unmapped "liminal space" between chapters and why high achievers can't think their way through it: they have to feel their way forward.Along the way, Brad and Kathy dig into doing "the wrong work the right way" versus "the right work the wrong way," why success can be the very thing that traps us, how longevity has quietly rewritten the entire retirement playbook, and why the smartest move isn't burning the ships — it's running parallel until you're certain. Whether you're 37 or 72, dreaming of "someday" or standing at the edge of a leap, this conversation offers a grounded, honest map for finding purpose in the years you didn't used to count on.Kathy's advice for anyone feeling the pull but held back by responsibility: stay until you're certain, don't do anything reckless, and remember — it's not binary.Website:  https://athenawellness.comFree PDF: The Sage Discovery Kit: A Field Guide to Your Future SelfBook:  Walking with the Sage, A Story of Leaving Everything to Find MoreInfo re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here.YouTube Coaching Channel https://www.youtube.com/c/CoachingChannelContact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218.  This is a wonderful group if you are looking for encouragement, ideas, resources and more. 

Independent pharmacies need partners they can trust—and patients need a prescription-drug system that puts access ahead of profits. In this episode of This Week in Pharmacy, Todd Eury welcomes Rick Seipp, PharmD, President of Value Drug Company, to discuss the importance of choosing a dependable wholesale distribution partner. Following Smith Drug Company's announced operational transition, Value Drug Company is prepared to help affected independent pharmacy owners evaluate their purchasing, distribution and operational needs while developing an orderly transition that protects continuity of service. For more than 90 years, pharmacist-led Value Drug Company has supported community pharmacies through transparent pricing, dependable distribution, collective purchasing power and programs designed to improve efficiency, growth and profitability. Rick explains how the company will provide transition assistance and regional gatherings where pharmacy owners can speak directly with Value Drug Company leadership. The episode also features a follow-up conversation with patient advocate Bil Schmidtknecht about the continuing fight for Cole's Act. Named in memory of Bil's son, Cole, the proposed reforms seek to protect patients from unexpected formulary and coverage changes that can suddenly make essential medications unaffordable. “Patients can't afford more delays, and lives should never be collateral damage in a profit-driven system,” Bil says. The discussion examines PBM accountability, medication affordability and why families must receive meaningful notice before coverage changes place lifesaving treatments beyond their reach. TWIRx News: Week Ending August 14, 2026 Employers Are Moving Away from the “Big Three” PBMs A new employer survey points to growing disruption in the PBM marketplace. Forty-six percent of surveyed employers reported using a PBM outside CVS Caremark, Express Scripts and Optum Rx—up from 37% the previous year. Employers are increasingly seeking transparent pricing, access to claims data and greater control over prescription-drug spending. Read the Axios report FDA Delays Major iPLEDGE Changes Until November The FDA has postponed implementation of updated iPLEDGE REMS requirements from August 8 to November 15, 2026, to allow additional system testing. The forthcoming changes are intended to reduce burdens on patients, pharmacists and prescribers while maintaining safeguards surrounding isotretinoin. Read the FDA iPLEDGE update   Episode Resources Value Drug Company transition-support announcement Value Drug Company transition assistance: 1-866-226-1772 Patient Protector Modern Medical Mafia: PBM Reform Pharmacy Podcast Network About the Guests Rick Seipp, PharmD President, Value Drug Company Bil Schmidtknecht Patient advocate and father of Cole Schmidtknecht  

Show SummaryAs military-connected students head back to school, we're revisiting a conversation with Mary Bier, MBA, President and CEO of the Military Child Education Coalition (MCEC). Mary joins host Duane France to discuss the unique educational experiences of military-connected children, the challenges families can face navigating school transitions, and how MCEC helps families, educators, and communities support military students throughout their educational journey.Episode Partner:Our sponsor this week is Aetna, a trusted health care company, committed to serving Veterans, military families, and caregivers through meaningful, community-centered care. 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 GuestMary Bier, MBA, is the President and Chief Executive Officer of the Military Child Education Coalition (MCEC). A seasoned leader with more than 20 years of experience in business strategy, organizational leadership, and community engagement, she brings a dynamic vision to MCEC's mission of ensuring every military-connected child has access to quality educational opportunities.As a military spouse and parent, Bier has firsthand insight into the unique challenges and strengths of military families. This lived experience fuels her passion for advocating for military-connected students, ensuring they receive the educational support and opportunities they deserve.Bier's professional background spans both the corporate and nonprofit sectors, where she has successfully led high-impact initiatives, built collaborative partnerships, and served as a subject matter expert on veteran and military family issues. She has been invited to the White House to share insights on military-connected programs, testified before the New York City Department of Veteran Affairs, and facilitated expert panels on military family well-being.Prior to joining MCEC, Bier held leadership roles in business strategy, customer success, and military initiatives, where she was instrumental in scaling operations, optimizing talent development, and fostering inclusive organizational cultures. Her ability to translate strategic goals into actionable outcomes has driven mission impact across multiple organizations.At MCEC, Bier is committed to expanding the organization's reach, deepening partnerships, and championing the needs of military-connected children. Under her leadership, MCEC will continue to be a trusted resource for families, educators, and policymakers dedicated to supporting military students on their educational journey.Bier holds a Master of Business Administration (MBA) with a focus on Management and Organizational Behavior and a Bachelor of Arts in Spanish from California Lutheran University.She resides with her family in Madison, Wisconsin.Links Mentioned During the EpisodeMilitary Child Education Coalition Website Heroic Hearts ScholarshipCall for the Arts ScholarshipMonth of the Military Child ToolkitPurple Star National AdvocateStudent to Student ProgramPsychArmor Resource of the WeekThis week's resource of the week is the PsychArmor course, Supporting Children Who Support Veterans. Although your children may be small now, we hope this course gives you some building blocks to address any parenting challenges you may encounter as your children mature.You can find the resource here: https://learn.psycharmor.org/courses/Supporting-Children-Who-Support-Veterans  Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

In episode 265, Coffey talks with John Singleton about HR's long-standing identity crisis, the strategic skills the profession must develop to stay relevant, and how AI is reshaping both the work of HR and the way work itself gets done.  They discuss HR's decades-long reputation as a bureaucratic gatekeeper — from the 1996 Fortune critique through the 2025 revisit of "Why We Hate HR" — and what it means to function instead as a strategic confidant and ethical agent; the DEI whiplash as a case study in HR failing to provide compliant, data-grounded counsel when it mattered most; using PESTEL and SWOT analysis to advise on business expansion decisions including workforce availability and market fit; financial literacy as a critical and underdeveloped skill for HR professionals, including reading P&L statements and linking people decisions to EBITDA; the dangers of AI-powered auto-application tools flooding recruiting pipelines with unvetted, uninterested candidates; why AI should not replace human judgment in interviewing, candidate evaluation, and culture-fit assessment; the growing requirement for HR practitioners to understand AI governance, prompt literacy, output verification, and state-level AI employment legislation; the individual responsibility of HR professionals to own their own continuous learning when employers won't fund it; HR's emerging role as architect of human-AI workflow integration in partnership with IT and operations; and HR's internal identity crisis as the profession's biggest obstacle to earning the strategic credibility it seeks.  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/EP265  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:  John Singleton, SHRM-CP, is a fractional HR partner based in the Dallas-Fort Worth area, working 1-on-1 with Texas founders, business owners, and leadership teams on the people side of building and scaling. With 16+ years of HR leadership experience — including senior roles at Tata Consultancy Services, Coforge, and Mastek — John brings pattern recognition, strategic judgment, and a trusted vendor network to every engagement. His approach goes beyond handbooks and compliance. He serves as a confidante and strategic sounding board for the harder conversations founders face — the ones that don't fit neatly into an HR playbook. Whether it's navigating the compliance cliff at 50 employees, coaching a leadership team through a difficult hire, or being the calm voice on the phone when something unexpected lands, John's role is to be the person in the room when it matters most. Based in Waxahachie, TX, John founded Quick HR Solutions to give small and mid-sized Texas businesses access to senior-level HR partnership without the cost of a full-time hire.  John Singleton can be reached at   Your Website: www.quickhrtx.com  LinkedIn: https://www.linkedin.com/in/johnsingleton720   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: Distinguish between HR as compliance gatekeeper and HR as strategic business partner, and identify the advisory behaviors — including data-driven counsel, financial fluency, and risk-option framing — that define the latter. Evaluate the compliance and reputational risks of AI-assisted recruiting tools, including auto-application platforms and resume-scanning systems, and articulate the human judgment elements those tools cannot replicate. Identify the technical, financial, and interpersonal skill sets HR practitioners must proactively develop to remain relevant as AI eliminates transactional HR work and expands the profession's strategic scope. 

Your employer sponsored your H-1B — but are they actually guiding you toward a green card? Most aren't. In this episode, we pull back the curtain on the H-1B to green card process in 2026 and walk you through every step your employer may be skipping, hiding, or simply doesn't know. From PERM labor certification to I-140 filing, priority dates, and what to do if your employer won't sponsor your permanent residence, this is the insider roadmap H-1B workers desperately need. Don't leave your future in your employer's hands — watch this now and take control of your own immigration journey.

What employers should know about key developments this week: DOL Opinion Letter FLSA2026-9: The U.S. Department of Labor's (DOL's) Wage and Hour Division (WHD) evaluated several real-world scenarios—such as an employee working from home in the morning to avoid traffic before commuting in later—and concluded that voluntary midday travel between home and the office qualifies as "normal" or "ordinary" commuting, and need not be compensated, even where the employee performs work at both locations. DOL Opinion Letter FLSA2026-10: In a second letter, the WHD distinguished between commute-related tasks that are merely incidental to travel and those that are integral to job duties. Specifically, the WHD found that time spent by the employee in question receiving pages or assignments was not compensable, while time spent calling clients or scheduling appointments was compensable. Why These Letters Matter: Work increasingly happens in noncontinuous blocks across different locations, raising new questions about when travel time is compensable. While WHD opinion letters aren't binding on courts, they provide guidance for employers; the agency has issued 12 so far in 2026, with more expected. In this episode of Employment Law This Week®, Epstein Becker Green attorneys Paul DeCamp and Eduardo J. Quiroga discuss the two opinion letters and their implications for compensable travel time. - Visit our site for this week's video edition and more news: https://www.ebglaw.com/eltw444 Sign up for notifications: https://www.ebglaw.com/eltw-subscribe Visit https://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm focused on health care and life sciences; employment, labor, and workforce management; and litigation and business disputes. 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.

Katy Talento ran healthcare at the White House Domestic Policy Council and helped push through the price transparency executive order. Now she runs health plans for a living, including for the convent where she once lived as a nun.She spends this episode on why a post-network world keeps hitting the same wall: the three-way contracts between carrier, TPA, and provider that make the network Plan A by force. She explains why she thinks those provisions violate the Sherman Act, what DOJ has started doing about it, and why the workarounds employers use today amount to an underground railroad rather than a functioning market.We also cover the 2026 CAA and the DOL rule that together make PBMs fiduciaries and may do the same to TPAs, her four-part "school choice for healthcare" plan to scale cash pay nationally, and the AI upcoding wave she thinks is breaking stop-loss actuarial models right now.If you've ever wondered why the obvious fix isn't available to you, this is the episode. Tune in."Nobody in the entire town understands employer-sponsored care. All the oxygen is on 20 million people on the ACA. But 180 million people over here, we're not doing any policy for." - Katy TalentoThank 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 https://www.paretohealth.com/fully-insured-vs-self-funding-with-paretohealth-spencer-podcast/?utm_source=youtube&utm_medium=referral&utm_campaign=SelfFundedwSpencer 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(00:01:05) From Epidemiologist to Capitol Hill(00:05:37) The Nun Years and Her First Client(00:10:50) Inside the Price Transparency Executive Order(00:16:58) Why Washington Ignores 180 Million People(00:20:33) What Transparency Data Can Actually Do Now(00:25:55) The Plantation Contracts(00:29:01) DOJ, the Sherman Act, and Anti-Competitive Provisions(00:33:04) The CAA and the DOL Rule That Reset Fiduciary Duty(00:39:16) Why the Big Three PBM Model Is Now Illegal(00:46:53) RBP's Access Problem: The Nuns at NYU Langone(00:54:54) The Holy Grail: One Cash Price(00:57:46) School Choice for Healthcare(01:13:43) AI Upcoding and Why Stop-Loss Models Broke(01:21:15) Closing Thoughts: Tell Your StoryKey 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/

“The way the law is working — the Workday case is exhibit A here — is that vendors are going to be on the hook if their systems are producing biased outcomes. Period.”— Marc WeinsteinEpisode OverviewIn this episode I'm joined by Marc Weinstein, an attorney with 27+ years of practice focused on organizations that use tests to make high-stakes decisions about people — licensure, certification, admissions, and employment selection. His work centers on the legal rights of people impacted by AI systems and the organizations that use them.The legal ground under AI hiring is moving fast. In the past few months a state AI law got sued into a rewrite, a court handed down a ruling that shields bias audit data from view, and a new lawsuit opened a line of attack nobody was watching. If you buy, sell, or use AI hiring tools, this episode helps you stay on top of the shifting sands.Topics Discussed & Key Insights1. First, how to roll: governance before headlines.Marc's advice starts above the regulations. Your own governance is the key to successful risk mitigation. Get this part right and the rest gets much easier.* Before you track any law, ask why you want to use AI in the first place. If you have good answers, then ask how* Set principles for your organization — not for the whole world, for your organization. Let them drive your use cases, your vendor selection, and your evaluation criteria* Operate by them for real. A policy that lives on paper is worth nothing* Do this and you're already in compliance with most of the laws that could touch you. Everything below is what's shifting underneath that foundation2. Vendor liability is shifting fast — get ready now.For a long time, vendors selling hiring tools got a pass. How the customer used the tool was the customer's problem. That arrangement is breaking down.* In Mobley v. Workday, the court is letting claims proceed on the theory that the platform acts as an agent of its employer customers — which puts the same federal anti-discrimination laws that apply to employers on the platform* Plaintiffs go where the deep pockets are. Mega vendors like Workday and 8fold are the deep pockets* Employers are still independently on the hook. Vendor liability adds to yours, it doesn't replace it* Newer legislation points the same direction, and California's new regulations make bias testing itself evidence in court — more on that below* Since we recorded: the court refused to dismiss most of the remaining claims against Workday. The case keeps moving, and the core theory keeps surviving3. Bias audit data can be withheld — and that says a lot.A discovery ruling in the Workday case protected the company's bias testing data from the plaintiffs. Worth sitting with what that means.* The court held the data was privileged because lawyers curated it and the testing was done to provide legal advice — not for business use* Publicly advertising that you conduct bias testing did not waive the privilege* So the people alleging harm from the system may never see the data that would show whether the system harmed them* The bigger question: if the most important evidence about how these tools perform can be shielded, what does accountability actually look like? Proof may have to come from other directions4. There are new ways to hold these tools accountable.The Eightfold case shows creative lawyering finding routes into AI hiring that didn't exist a year ago.* The claim is built on the Fair Credit Reporting Act and privacy law — the argument is that AI-generated candidate scores are consumer reports, compiled without the required disclosures and consent* These theories don't require proving discrimination as a legal element, which makes them easier cases to bring* The target hasn't changed. It's still about how these tools treat people. There are just more ways to get there now5. Colorado is the cautionary tale: get aggressive, get crushed.Colorado passed the most rigorous state AI law in the country — mandatory risk management, impact assessments, a real duty of care. Then it got taken apart.* xAI sued to block the law. The DOJ intervened on xAI's side — the first time the federal government moved to invalidate a state AI law* The legislature rewrote the law under pressure. The replacement is a notice-and-transparency framework, delayed to January 2027* The lesson for everyone else: states that regulate AI aggressively are going to get sued by the federal government and the private sector. Plan around that reality6. Meanwhile, California quietly became the strictest.While everyone watched Colorado, California put real requirements on the books — and nobody has sued to stop them.* Under the FEHA regulations, conducting a documented bias test supports an employer's defense in discrimination litigation. Not conducting one supports the plaintiff. Records must be kept four years* The privacy agency's automated decision-making rules take effect January 2027: pre-use notice to applicants and employees, opt-out rights, and the right to demand how a system reached a decision about you* That last one matters. Can anyone actually explain how a frontier AI model reached its decision? For most of these tools, the honest answer is noFinal TakeawayThe laws will keep shifting. Colorado got rewritten, California's deadlines are coming, and the courts are redrawing vendor liability case by case. You can't chase all of it. Build the governance foundation, make vendors show you their evidence — your data, not just their study — and treat every recommendation a machine makes as the decision it really is. Good governance gets you more than 90% of the way there, as long as it's not just lip service. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

While most Americans are rightly concerned about government surveillance — license plate readers, Flock cameras, the deep state — a quieter and more intimate surveillance culture has taken root at home and at work. Employers are deploying AI to scan employee Slack messages, monitor productivity keystroke by keystroke, and flag tone and sentiment across billions of internal messages. At the same time, parents are tracking their teenagers' every move through apps like Life360 and Apple's Find My, often without stopping to ask whether they're solving a real threat or just following social pressure. Host John Odermatt argues that we've begun replacing trust with tracking — and the most unsettling part is that most people don't realize they're actively participating in building that culture. This episode is a call to examine your own role in the surveillance ecosystem, take ownership of your choices, and start having the harder, more honest conversations that actually build trust. Video Chapters 0:00 – Intro: The Surveillance We're Not Talking About 1:03 – Welcome & Solo Show Setup 1:34 – Government Surveillance vs. Private Surveillance 4:48 – Salesforce, Slack, and AI Monitoring at Work 8:36 – Revisiting the David Deane Interview: AI as a Mirror? 9:40 – Family Surveillance: Life360, Find My & Tracking Your Kids 10:37 – The Research: What Constant Tracking Does to Teenagers 16:57 – Flock Cameras & the Government Surveillance Fight 20:19 – The Collapse of Trust: Edelman Trust Barometer Data 22:01 – What You Can Actually Do About It Schedule a 15 minute Gut Health Audit with John: https://calendar.app.google/B9fcGdSFjC5caTVu5 SUPPORT LIONS OF LIBERTY: Help keep this podcast going! We rely on listener support to continue bringing you content on freedom, political reform, and personal empowerment.  Support us on Patreon: https://patreon.com/lionsofliberty Support us on Locals: https://lionsofliberty.locals.com/ Subscribe, rate, and review wherever you listen – it makes a huge difference! Learn more about your ad choices. Visit megaphone.fm/adchoices

While most Americans are rightly concerned about government surveillance — license plate readers, Flock cameras, the deep state — a quieter and more intimate surveillance culture has taken root at home and at work. Employers are deploying AI to scan employee Slack messages, monitor productivity keystroke by keystroke, and flag tone and sentiment across billions of internal messages. At the same time, parents are tracking their teenagers' every move through apps like Life360 and Apple's Find My, often without stopping to ask whether they're solving a real threat or just following social pressure. Host John Odermatt argues that we've begun replacing trust with tracking — and the most unsettling part is that most people don't realize they're actively participating in building that culture. This episode is a call to examine your own role in the surveillance ecosystem, take ownership of your choices, and start having the harder, more honest conversations that actually build trust. Video Chapters 0:00 – Intro: The Surveillance We're Not Talking About 1:03 – Welcome & Solo Show Setup 1:34 – Government Surveillance vs. Private Surveillance 4:48 – Salesforce, Slack, and AI Monitoring at Work 8:36 – Revisiting the David Deane Interview: AI as a Mirror? 9:40 – Family Surveillance: Life360, Find My & Tracking Your Kids 10:37 – The Research: What Constant Tracking Does to Teenagers 16:57 – Flock Cameras & the Government Surveillance Fight 20:19 – The Collapse of Trust: Edelman Trust Barometer Data 22:01 – What You Can Actually Do About It Schedule a 15 minute Gut Health Audit with John: https://calendar.app.google/B9fcGdSFjC5caTVu5 SUPPORT LIONS OF LIBERTY: Help keep this podcast going! We rely on listener support to continue bringing you content on freedom, political reform, and personal empowerment.  Support us on Patreon: https://patreon.com/lionsofliberty Support us on Locals: https://lionsofliberty.locals.com/ Subscribe, rate, and review wherever you listen – it makes a huge difference! Learn more about your ad choices. Visit megaphone.fm/adchoices

Some employers hire someone in the Philippines and it changes their business. They get loyal, hardworking, amazing people who become a real part of the team.And whenever they run into a problem, they say, “Okay, what can I do better here?”Other employers hire someone, something goes wrong, and immediately it's the worker's fault. The platform's fault. The country's fault. Everybody else's fault.I can usually tell pretty quickly which employers are going to succeed with outsourcing because I see the same patterns over and over again.That's what this episode is really about: why hiring in the Philippines works for some employers, why it falls apart for others, and what good employers do differently.Here's what I break down in this episode:⚠️ Why the employer's attitude often decides whether outsourcing works

Dr. Kyle Rickner heard about Direct Primary Care in a side room at the AAFP National Conference in October 2014 and committed to it 50 minutes later. Today Primary Health Partners cares for employee lives in 30 states, and it started with a patient named Jason who owned a 22 person company and handed Dr. Rickner a check covering every employee for a full year, six weeks after opening.In this episode, Dr. Rickner talks with Dr. Maryal Concepcion about what it takes to build a DPC practice that serves employers without giving up autonomy. He opened with 198 members on day one after a 15 month runway, a $1,000 equipment haul from a shuttered nursing program, and a lot of honest conversations with patients he wanted to bring with him.He also gets direct about the mistakes he sees. Enrollment is not engagement. A 375 employee contract can gut a 600 patient panel overnight if that company sells or closes. And overpromising to an employer poisons the well for the next DPC doctor who walks through that door.What you will hear:Why commitment and enthusiasm persuade patients faster than any marketing budgetThe three pillars Primary Health Partners built on before opening the doorsHow to identify a good employer partner, and when to say noUtilization differences between retail members and employee members, and why adoption rates range from 10% to 92%How he built a 28 doctor affiliate network in three weeks using DPC MapperWhat he thinks about private equity and venture capital money entering DPC, and the two non-negotiables that protect your practiceWhy passive customer acquisition channels may be how DPC reaches the next tens of thousands of patientsLessons on autonomy from practicing inside the Army health systemFind resources and your next step at mydpcstory.com, including the free startup checklist and the Physician Owner's Planner built for the business side of practice ownership.Leave a voice message at mydpcstory.com/contact and your question could be featured on a future episode.Follow My DPC Story on socials @mydpcstory.Stand With Dr. Nyasha Spears and the Future of Patient-Centered Healthcare. Get your copy of the Physician Owner's Planner today at mydpcstory.com/librarySupport the showGET your FREE MONTHLY BUSINESS TOOL DOWNLOADBecome A My DPC Story PATREON MEMBER! SPONSOR THE PODMy DPC Story VOICEMAIL! DPC SWAG!FACEBOOK * INSTAGRAM * LinkedIn * TWITTER * TIKTOK * YouTube

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

A Poorly Received Joke Of The Week | How Do You Get In The Car? | IAQT | When You Were Dumb | A Scam Of A World Record | What Is Handspun | Would You Like To Be Traded By Your Work? Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

AI is changing the way that we approach employer branding content. In this episode, we talk to Bryan Chaney about what matters most, and why it's OK to say that you're not for everyone. Bryan Chaney is the Founder of People Brand Collective. Bryan Chaney on LinkedIn: https://www.linkedin.com/in/talentbrand/ People Brand Collective: https://www.peoplebrandcollective.org/ Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

US employers unexpectedly cut jobs in July and hiring in the prior two months was revised lower, suggesting the labor market is weaker than previously thought after surprising strength earlier this year.Nonfarm payrolls decreased 23,000 last month following a combined 103,000 downward revision to the May and June figures, Bureau of Labor Statistics data showed Friday. The unemployment rate fell to 4.1% as labor force participation continued to slide, and wage growth slowed. Bloomberg's Tom Keene and Damian Sassower break down the numbers with: Claudia Sahm, Chief Economist at New Century Advisors Constance Hunter, Chief Economist at EIU Kristina Campmany, Senior Portfolio Manager at Invesco Andrew Hollenhorst, Chief US Economist at CitiStephanie Roth, Wolfe Research Chief Economist See omnystudio.com/listener for privacy information.

When was the last time you took a day off? Went on vacation? Gave yourself an extra-long weekend? If it's been a while, well, you're not alone.  A recent survey showed that 4 in 10 Canadians aren't using all the personal time off they're allowed from their job. And in doing so, essentially giving themselves a pay-cut, otherwise known as paying the "time-off tax." It's certainly not that people don't like vacations, so why aren't people taking full advantage of all the time they can get?   Host Catherine Jette is speaking with Emily Durham, author and host of the careers podcast "Clock In", about time-off tax, the workplace cultures that can cultivate it, how employers can actually lose out too, and more.  "Clock In" with Emily Durham can be found here: https://podcasts.apple.com/ca/podcast/clock-in-with-emily-durham/id1505520809 We love feedback at The Big Story, as well as suggestions for future episodes. You can find us:Through email at hello@thebigstorypodcast.ca Or @thebigstory.bsky.social on Bluesky Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

AP's Lisa Dwyer reports on the latest job numbers.

Stocks rise over interest rate possibilities.

U.S. stocks are rising after a softer jobs report raises hopes the Fed can wait a bit before raising interest rates.

We welcomed Nash Albadarin, PharmD, Associate Director of Clinical Programs at Judi Health™, back to the studio to talk about the evolution of clinical programs and clinical consulting for Episode 114 of Astonishing Healthcare! What happens when a proactive clinical consulting strategy is employed? What questions should employers ask to evaluate clinical programs? What sorts of results are we seeing with high-touch programs for low-cost alternatives or risk mitigation? Nash discusses his new role at Judi Health and answers these questions, and many more. A pharmacist by training with over 10 years of experience in the PBM industry, Nash describes what a consultative, data-driven approach to clinical programs looks like in practice, and he backs it up with data and real-world examples that show hundreds of thousands of dollars in savings and meaningful reductions in opioid exposure for employers. He also describes a new site-of-care optimization program that's turning heads.HighlightsProactive clinical strategies drive meaningful results and help build trust. For years, PBMs waited for clients to flag a spending problem before responding. Judi Health™ is flipping that model, scrutinizing claims data so the team can bring vetted solutions to the table or contact plan members before red flags appear.The results are concrete and substantial. Recent biosimilar conversions drove $130,000 in annualized member savings and $850,000 in annualized plan savings, while Rx Ally cut short-acting opioid day supply by 14.3 days for enrolled members.Shifting care from medical to pharmacy - and the site-of-care - yields surprising savings. A newer clinical program, CareShift Health, optimizes site-of-care and shifts select medical drugs to the pharmacy benefit, resulting in a lower net cost.Unified data unlocks hidden savings. Medical and pharmacy spend have traditionally lived in separate silos. When you compare them side by side, the excess billing and administration costs tied to provider-administered drugs become clear, and clients are often "blown away" by what they find.Related ContentAH043 - Pharmacy Benefits 101: DMP & MTM, Explained, with Nash Albadarin, PharmDHealth Benefits 101: The Importance of Clinical ProgramsReplay - Improving Metabolic Health in a GLP-1 WorldPoster: The Impact of Text Messaging and Pharmacist Outreach Interventions on Medication Adherence Rates in a Commercial PBM PopulationHow PBMs are tackling behavioral health (Managed HC Executive)For more information about this episode and content from Judi Health, visit www.judi.health/insights.

Storytelling might be the most overused word in employer branding. Every company claims to tell stories, yet most of the content being produced sounds the same from one company to the next, and AI is about to make the problem significantly worse by flooding every channel with even more identikit messaging. At the same time, the science behind how stories work on the human brain is well established, comprehensive, and much harder to apply than most people realise. The employers who understand it are creating content that connects on an emotional level, while everyone else is just adding to the noise. So what separates real storytelling from content that just claims to be a story? My guest this week is Susanna Rantanen, founder of Employer Branding Agency Emine and author of the book Story-Driven Employer Branding. In our conversation, she shares why so much storytelling isn't storytelling at all, what the science tells us about how stories persuade, and how employers can use them to attract and retain the right people. In the interview, we discuss: The biggest current challenges in Employer Branding Why branding is a long-term play, not a short-term campaign The internal audience employers overlook Attracting the right people via meaning, relevance, and emotion Why most Employer Brand storytelling isn't storytelling at all The science of how stories work on the human brain How does proper storytelling work in practice The current and future impact of AI What does the future of employer branding look like?

In episode 264, Coffey talks with Timothy State about the science of workforce wellbeing, why middle managers are the most at-risk population right now, and how AI-powered life quality companions are transforming the way organizations understand and support thriving at scale.  They discuss the five core dimensions of human wellbeing — physical and mental health, relationships, security, and meaning and purpose — and why employer influence on all of them is both a business and social responsibility; EAP underutilization and the limits of traditional point-solution approaches to employee wellness investment; the predictive power of the question "does my leader care about my wellbeing?" on retention and workforce outcomes; team-level wellbeing contagion and how one individual's improvement reliably lifts the whole team over time; middle managers as the most burned-out and at-risk population in today's workforce; the perverse hiring incentives created when leaders are held accountable for individual wellbeing outcomes rather than demonstrated care behaviors; the difference between using AI to extract efficiency from existing work versus using AI to elevate the human system itself and generate human-centered value; cognitive overload as an unintended consequence of AI-driven task elimination, including the loss of low-complexity recovery work; Altius's AI life quality companion "Alti" — its nine wellbeing dimensions, 750-plus KPIs, perpetual memory, and 96% user satisfaction rate across 26 countries; and the radical privacy architecture required for employer-sponsored AI wellbeing tools to earn employee trust and avoid discriminatory misuse of health data.  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/EP264  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:  Timothy State is a people strategist, business leader, and human wellbeing innovator with 25 years' experience leading large-scale workforce transformation. He led Humana to global recognition for improving workforce well-being.  Tim is an active advisor to Harvard Human Flourishing / SHINE, a founding member of Center for Positive Organization, chaired the Wellbeing and Workforce Strategy Institute and several other leading bodies.  In 2025, Tim founded Altius, an AI-native human optimization company helping businesses and healthcare systems thrive via regenerative AI technologies and advanced human advising. He institutionalizes human well-being through data, social infrastructure, and leadership transformation.  Tim can be reached at:  Your website: https://www.altiusco.com/  LinkedIn: https://www.linkedin.com/company/altiuswellbeing/  Instagram: https://www.instagram.com/altiuswellbeing/  Twitter/X: https://x.com/AltiusWellbeing    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 five dimensions of employee wellbeing and explain how each one is influenced by organizational culture, leadership behavior, and employer-provided resources. Distinguish between holding leaders accountable for demonstrating care versus for employees' actual wellbeing outcomes, and describe why that distinction protects against perverse hiring incentives. Evaluate the design principles — human-centered AI, radical data privacy, proactive personalization, and clinical grounding — that determine whether an AI wellbeing tool will drive adoption or be ignored like traditional EAPs.  

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16887&preview=true) If the statistics are true, recruiters and hiring managers spend less than 5 minutes looking at each resume they receive; even less if it doesn't grab their attention immediately. In order to get past the first round of screening, Find Your Dream Job guest Agnes Zach says you need to use the language of the job description in your cover letter and resume. In addition, she suggests preparing specific, 3-5 minute answers to the most commonly asked interview questions. Agnes also shares the most common reasons you aren't making it to the final round of interviews.About Our Guest:Agnes Zach is the CEO at Nonprofit Professionals Now and A to Z Staffing. Her organizations offer executive search, temporary staffing, and talent evaluation services.Resources in This Episode:If you're a professional or job seeker in the nonprofit sector, Agnes offers services to help you. Find out more on her websites, Nonprofit Professionals Now (NPN) and A to Z Staffing, Inc.Connect with Agnes on LinkedInSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Why Self-Insured Employers and Clinicians Keep Missing Each Other, With Suhas Gondi, MD. The Sleeping Giants of Healthcare: Why Employers and Clinicians Keep Missing Each Other. Episode 523. Dr. Suhas Gondi, MD, MBA, chief medical officer at Health Strategy and an attending physician at Massachusetts General Hospital, co-wrote a New England Journal of Medicine article — "A Sleeping Giant of Health Care Affordability—Self-Insured Employers" — because most clinicians, he found, have little idea a self-insured employer, not an insurance carrier, is the one actually paying for their patients' care. Talking with Stacey Richter, Dr. Gondi argues that self-insured employers and clinicians are both "sleeping giants," each holding real power over cost and access, who rarely communicate directly — leaving patients caught in the gap. WHAT YOU'LL LEARN ✅ Why Dr. Suhas Gondi and his NEJM co-author, Zirui Song, MD, PhD, wrote for clinicians who, they found, have little sense that a self-insured employer — not the carrier name on the card — actually pays for a patient's care ✅ How a GLP-1 prescription can get denied at the pharmacy counter even after a clinician verifies coverage, because the employer has quietly moved GLP-1 coverage exclusively through a single third-party prescribing and coaching vendor ✅ Why GLP-1 spending alone can push a self-insured employer's pharmacy costs up 9% to 20% in a year, and why the roughly eight-year payback period employers are counting on assumes patients stay adherent far longer than most actually do ✅ How oncology site-of-care steering — an employer declining to pay a roughly 40% premium for infusion at a hospital-owned center instead of a physician's office — can look to the patient and oncologist like a denied cancer drug ✅ Why Dr. Gondi says EHRs like Epic are built to optimize revenue for hospital-system customers, not to surface a lower-cost site of care for patients or plan sponsors ✅ Dr. Gondi's advice for closing the gap: clinicians and employers should communicate directly, especially before a coverage change lands on patients, rather than assuming direct contracting is the only fix WHY THIS MATTERS Roughly half to 60% of the US population has commercial insurance, and nearly three-quarters of large employers self-insure that coverage — yet most clinicians have no visibility into the plan-level decisions those employers make, and most employers have no channel to explain those decisions to the doctors whose patients are affected. Both sides, Dr. Gondi says, usually believe they're doing the right thing — covering the GLP-1, covering the cancer drug — and the patient still gets lost in between. Closing that gap doesn't require full direct contracting, he argues, just employers and local provider groups actually talking to each other before a coverage change lands on a patient, not after. MENTIONED IN THIS EPISODE Study: New England Journal of Medicine article, "A Sleeping Giant of Health Care Affordability—Self-Insured Employers," by Suhas Gondi, MD, MBA, and Zirui Song, MD, PhD EP406 with Lauren Vela: Apple Podcasts | Spotify | Other Apps EP519 with Lisa Rosenbaum, MD: Apple Podcasts | Spotify | Other Apps EP509 with Patrick Nelli: Apple Podcasts | Spotify | Other Apps EP494 with Sarah Emond: Apple Podcasts | Spotify | Other Apps EP501 with Ivana Krajcinovic, PhD: Apple Podcasts | Spotify | Other Apps EP468 with Matt McQuide: Apple Podcasts | Spotify | Other Apps Article: Acquired's episode on how Epic quietly powers American healthcare === LINKS ===

Gliding into retirement raises dozens of questions - some about numbers, many about feelings. And listeners like you have many questions about that transition. Today's "Ask Me Anything" episode is dedicated to your retirement transition questions.  Looking for a financial planner?  → PlanWithJesse.com In this Ask Me Anything episode, Jesse answers listener questions about the financial and emotional challenges of preparing for retirement. He begins by discussing the transition from saver to spender, explaining why loss aversion and identity shifts often make spending in retirement more difficult than expected, and outlines a practical framework for building a retirement income plan through cash flow analysis, tax-efficient withdrawals, and thoughtful portfolio positioning. He also clarifies several common Medicare questions, including when workers can delay enrollment, how employer coverage affects eligibility, and when the Medigap enrollment window begins. Jesse then explores sequence of returns risk by comparing historical retirement outcomes during the "Lost Decade," showing why the order of market returns can matter more than average returns, and shares strategies for staying financially and emotionally resilient during prolonged market downturns. Finally, drawing on the behavioral economics of Kahneman, Tversky, and Thaler, he explains why many people work longer than necessary due to loss aversion, regret, and inertia, encouraging listeners to intentionally reframe retirement as a decision about making the most of their remaining healthy years rather than simply accumulating more wealth. Key Takeaways: • The transition from saver to spender is as much a psychological challenge as it is a financial one. • Rather than viewing retirement as becoming a "spender," retirees should see themselves as lifelong responsible planners. • Portfolio withdrawal strategies should be coordinated across taxable, tax-deferred, and Roth accounts. • Employer size determines whether Medicare or employer insurance serves as the primary payer after age 65. • A diversified 60/40 portfolio may outperform an all-stock portfolio for retirees making withdrawals despite producing lower average returns. • Healthy years are a finite resource, and delaying retirement should be weighed against the experiences and time that can never be recovered. Key Timestamps: (01:44) – Q1: How to Transition from Saver to Spender (10:24) – Q2: Medical Coverage in Retirement (18:35) – Q3: When the Market Stagnates (28:33) – The Psychological Impact of the Lost Decade (35:43) – Q4: Retiring with the Fewest Regrets Key Topics Discussed: The Best Interest, Jesse Cramer, Wealth Management Rochester NY, Financial Planning for Families, Fiduciary Financial Advisor, Comprehensive Financial Planning, Retirement Planning Advice, Tax-Efficient Investing, Risk Management for Investors, Generational Wealth Transfer Planning, Financial Strategies for High Earners, Personal Finance for Entrepreneurs, Behavioral Finance Insights, Asset Allocation Strategies, Advanced Estate Planning Techniques Mentions: https://bestinterest.blog/sequence/ https://bestinterest.blog/e115/ https://bestinterest.blog/e121/ https://bestinterest.blog/e137/ https://bestinterest.blog/e142/ https://bestinterest.blog/e143/  More of The Best Interest: Check out the Best Interest Blog at https://bestinterest.blog/ Contact me at jesse@bestinterest.blog Need a financial planner?  → PlanWithJesse.com  The Best Interest Podcast is a personal podcast meant for education and entertainment. It should not be taken as financial advice, and is not prescriptive of your financial situation.

In this episode of The Business of Alignment Podcast, Anthony Vaughan sits down with Natalie, Account Executive at WorkMotion, to explore how Employer of Record (EOR) solutions are transforming the way organizations build global teams. WorkMotion enables companies to hire, onboard, and manage employees compliantly in more than 160 countries without establishing local entities, helping businesses scale internationally with speed and confidence. Together, they discuss the rise of remote work, the evolving global talent market, why compliance has become a competitive advantage, and how HR leaders can rethink hiring beyond borders. They also explore AI's impact on workforce strategy, the future of global mobility, and why organizations willing to embrace international talent will be better positioned for long-term growth.

On the show this week, I answer a listener question about restricted stock units, or RSUs—what they are, how they're taxed, and the best strategies for managing them as they vest. I'll take an in-depth look at different types of vesting schedules, tax implications, and the practical choices you have when your RSUs become available. This episode is all about giving you clear guidance to help you make informed decisions about RSUs and making sure your retirement strategy is on the right financial track.   You will want to hear this episode if you are interested in... 00:00 Explanation of Restricted Stock Units (RSUs) 04:19 How stock vesting works 05:14 RSUs are treated as ordinary income when they vest  06:52 Understanding RSU Tax Withholding 11:36 Investing in Index Funds 12:58 Matching investment decisions to risk tolerance and goals    Restricted Stock Units (RSUs) RSUs represent a promise from your employer to deliver company stock or a cash equivalent in the future once certain conditions, called vesting requirements, are met. These conditions are designed to incentivize and retain employees, ensuring that you benefit as the company grows and performs well.   RSUs usually vest in one of three ways:   Time-Based Vesting: The most common approach, where shares vest gradually over a specified period. For instance, a 4-year vesting schedule for 1,000 RSUs would typically see 250 shares vest each year. At ESPN and Disney, a 3-year vesting schedule is standard, with shares vesting twice annually—in the summer and fall.   Performance-Based Vesting: Shares vest only if certain targets are met, such as revenue goals or profit margins. Some grants only vest if multiple targets are reached.   Liquidity Event-Based Vesting: Common in private companies, where shares vest after events like an IPO or a company merger. If you leave your employer before shares vest, you lose any unvested RSUs—a strong incentive to stay.   How Are RSUs Taxed? When RSUs vest, the value of the vested shares is treated as ordinary income, just like your regular salary. This income is reported on your W-2 and is subject to federal, state, and payroll (FICA) taxes. Social Security taxes apply up to a certain annual earnings cap ($184,500 in 2026), but Medicare taxes continue regardless of income. To cover your tax liability, employers usually sell enough shares on your behalf (a "sell-to-cover" transaction). For example, if 100 shares vest and 20 need to be sold to cover taxes, you'd end up with 80 shares. Employers typically withhold taxes at a 22% rate; if your annual compensation exceeds $1 million, the withholding rises to 37%. Many employees find themselves under-withheld, especially if they move into higher tax brackets, and may need to adjust their W-4 or set aside additional funds to avoid owing at tax time. What Are Your Options When RSUs Vest? Once RSUs vest, you have several paths forward:   1. Hold the Shares Some employees hold their RSU shares, believing in the long-term prospects of their company. This approach can create significant wealth if the stock outperforms, but it also concentrates risk—especially if your job and sizable net worth are tied to the same company.   2. Sell Immediately Selling your shares right away locks in your gains, minimizes risk, and frees up cash to fund other goals, like buying a house or paying for college. Just be cautious about spending it all; ensure you're saving enough for long-term needs.   3. Sell and Reinvest Sell your RSU shares and reinvest the proceeds in diversified assets, such as index funds (e.g., S&P 500 or total market funds), or bonds if you have a lower risk tolerance. This strategy provides broader market exposure and can reduce the risk inherent in holding too much of a single company's stock. Resources Mentioned Retirement Readiness Review Subscribe to the Retire with Ryan YouTube Channel Download my entire book for FREE  State Street S&P 500 Index Fund (SPYM) State Street Aggregate Bond Fund (SPAB)   Connect With Morrissey Wealth Management  www.MorrisseyWealthManagement.com/contact Subscribe to Retire With Ryan  

Show SummaryOn today's episode, we're having a conversation with Military and Veteran Spouse Stephanie Rundle, founder of Bridge and Banner, an organization that provides support for learning continuity for children who move frequently, which includes active duty military families. Episode Partner:Our sponsor this week is Aetna, a trusted health care company, committed to serving Veterans, military families, and caregivers through meaningful, community-centered care. 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 GuestStephanie Rundle is an educator, military spouse, and military child advocate whose experience was built in classrooms across the country, serving as a teacher, instructional coach, and leader. Stephanie began her role in education upon earning her degree in Birth through Kindergarten Education from Western Carolina University. Within the walls of formal education, she created unique learning experiences that embraced the diverse learning needs of her students, preschool through fourth grade. While teaching, she earned a Master of Curriculum and Instruction from Grand Canyon University, after which she became an Instructional Coach and Professional Development Coordinator. Outside the classroom, Stephanie continues to actively serve her community by volunteering in schools, with military-focused nonprofits, and on military installations. Stephanie's engagement across settings enabled her to build relationships with military-connected families as they navigated the impact of frequent military relocations on their children's academic continuity. In 2024, she was committed to mitigating those impacts and applied to the George W. Bush Stand-To Veteran Leadership Program. As a scholar, Stephanie launched The Continuing Education Plan, now known as Bridge & Banner™, a fiscally sponsored project of the nonprofit Veterans Collaborative™. Bridge and Banner™ provides tools to strengthen partnerships between teachers and parents, amplifying the parents' ability to advocate for their child's academic needs during military transitions. Stephanie is committed to advancing her research on academic continuity as a 2026 Tillman Scholar attending Mississippi State University's Doctor of Educational Policy and Organizational Design program. Stephanie aims to advance educational policy by providing a clear path for action across academic and community programs, ensuring transparency and addressing academic continuity for all vulnerable student populations.Links Mentioned During the EpisodeBridge and Banner WebsiteBridge and Banner on FacebookPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor Course Introduction to Public School Interstate Compact for Military Children. Identifying who qualifies for the Interstate Compact, understanding the five key policy areas the Interstate Compact addresses, and discussing the schools and grades to which the Interstate Compact applies are the learning objectives of this course You can find the resource here: https://learn.psycharmor.org/courses/introduction-to-public-school-interstate-compact-for-military-children 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  

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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! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class.

Many coaches will back away the moment a client's voice cracks. Dr. Michael Arloski thinks that instinct — however well-intentioned — is quietly undermining the behavior change we're hired to create.Michael has been in the wellness field since 1979. He's a licensed psychologist, a National Board-Certified Health & Wellness Coach, an ICF Professional Certified Coach, CEO of Real Balance Global Wellness Services, author of one of the foundational texts in our field (Wellness Coaching for Lasting Lifestyle Change), and the creator of the Wellness Mapping 360 model. Few people alive have watched this profession grow up the way he has.In this conversation we get specific about the line between coaching and therapy — where it actually sits, versus where anxious coaches imagine it sits. Michael unpacks what happens to lasting change when a coach sidesteps emotional content entirely, what it looks like to tap into a client's emotion without drifting into therapy, and the go-to move he uses when a client is clearly sitting on something they haven't named. We also get into the part nobody talks about: how much of this depends on the coach's own emotional regulation and self-awareness rather than technique.If you've ever felt under-qualified to sit with a client's emotion, this one's for you.Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here.YouTube Coaching Channel https://www.youtube.com/c/CoachingChannelContact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218.  This is a wonderful group if you are looking for encouragement, ideas, resources and more. 

Most people think influencing someone means making a stronger argument. It doesn't. It means understanding what the other person wants.  Whether you're interviewing, negotiating a job offer, or trying to move an important conversation forward, the fastest way to change someone's mind isn't by pushing harder. It's by helping them achieve their goal. Today's lesson shows you exactly how using a common salary negotiation situation many job candidates face. If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings: 1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums. 2. I have hundreds of educational and inspirational videos on my YouTube Channel. 3. Grab any of my four books related to career development, interviewing, hiring, and goal setting. All can be found on my Amazon Author Page. 4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook. 5. Stay in touch with me in your email inbox by joining my newsletter here! --Andy

Austin shares his thoughts on how to make your value crystal clear to your dream companies by creating a portfolio!Time Stamped Show Notes:[0:25] - How to make your value crystal clear[1:12] - What a portfolio can do for you[2:12] - You can create your own experience[4:11] - Choose your focus with intention[5:24] - Create a portfolio blog post & sell your ideas[6:36] - Play the long gameResources Mentioned In Today's Episode:VVP GuideWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

A BBC News article about an ADHD employment tribunal sparks a wider conversation about what it means to be neurodivergent at work.Jordan and Simon discuss reasonable adjustments, why communication differences are often misunderstood, and whether employers are keeping up with growing awareness of ADHD and autism. They also explore the difficult question many neurodivergent people now face: should you disclose your diagnosis during the hiring process, or could honesty work against you?BBC News Article: ADHD has rewired the workplace. This is what it means for bosses and workersOur Sponsors:

Check out this episode of Leadership Now with Dr. Aaron Rock as he continues the "10 Things" series. In this episode, Aaron discusses things that employers want their employees to know. More Resources: More resources at beachheadmedia.ca Beachhead Media YouTube

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! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.