Podcasts about employers

How do you let your humanity shine in the job interview when your interviewer isn't human? Employers have gone beyond tasking AI to scan for buzzwords in resumes and cover letters—agentic AI now conducts screening interviews, too!If video chatting with a black screen makes you nervous—or prompts outright panic—you aren't alone. But if you implement the interview prep process I outline in this short and sweet episode, you'll be ready to take on that artificial interrogator with all the personality, warmth, and expertise you bring to your in-person conversations, too.Here's what you need to know to feel confident in your AI interview:Why you should mimic the incoming interview style when you rehearse;How to more naturally exude the human traits the bots are looking for;Top AI tools to help you tackle the job-seeking process.Related Links:HIRED: a job search accelerator video course - https://www.bossedup.org/hired/The New York Times, “Welcome to Your Job Interview. Your Interviewer Is A.I.” - https://www.nytimes.com/2025/07/07/technology/ai-job-interviews.htmlHarvard Business Review, “Are You Prepared to Be Interviewed by an AI?” - https://hbr.org/2023/02/are-you-prepared-to-be-interviewed-by-an-aiWorkday, “Workday Signs Definitive Agreement to Acquire Paradox, the AI Company Redefining the Frontline Candidate Experience” - https://investor.workday.com/2025-08-21-Workday-Signs-Definitive-Agreement-to-Acquire-Paradox,-the-AI-Company-Redefining-the-Frontline-Candidate-ExperienceJosh Bersin, “LinkedIn Enters AI Agent Race With LinkedIn Hiring Assistant” - https://joshbersin.com/2024/10/linkedin-enters-ai-agent-race-with-linkedin-hiring-assistant/CBS News, “Your next job interview might be with AI. Here's how to ace it.” - https://www.cbsnews.com/news/ai-job-interview-tips-to-prepare-artificial-intelligence/Episode 361, Top Tips to Get Your Resume Past Applicant Tracking Systems - https://www.bossedup.org/podcast/episode361Google's Interview Warmup - https://grow.google/certificates/interview-warmup/Final Round AI Mock Interview - https://www.finalroundai.com/ai-mock-interviewBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/

What makes a workplace truly stand out to job seekers? It's not just the perks or the pay. It's the story you tell and the experience you deliver.In this episode, Vanessa Brulotte sits down with Nancy Boyce, Senior Employer Brand Manager at BambooHR. They discuss what it takes to create an authentic employer brand that connects with the right candidates and reflects the real employee experience.You'll learn the difference between corporate and employer branding, the role of employee reviews, and why alignment between brand and experience matters more than ever. Plus, Nancy shares actionable tips for tracking brand impact and creating a solid brand even with an HR team of one.Key takeaways:How to align your employer brand with real employee experiencesWhy employee reviews matter more than you thinkSimple ways to build an employer brand without a big budgetKey topics:(00:00) Introducing Nancy Boyce(02:09) What employer branding means (03:30) The shift in candidate expectations post-pandemic(07:22) Why recruiting and marketing must work together(11:49) How Glassdoor reviews shape first impressions(13:02) Brands that are innovating in employer branding(18:19) Metrics that show if your brand is working(25:07) Inside BambooHR's new employer value propositionKey links:Read BambooHR's blog, “Why Customers Care About Your Employer Brand (And Why You Should, Too)”: https://www.bamboohr.com/blog/why-employer-brand-mattersRead BambooHR's blog, “How to Create Great Candidate Experiences”: https://www.bamboohr.com/blog/how-to-create-great-candidate-experiences Read BambooHR's blog, “Want to Improve Employee Experience? Follow These 4 Steps”: https://www.bamboohr.com/blog/how-to-define-measure-and-improve-your-employee-experienceSubscribe to HR Unplugged Series:https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage:https://www.bamboohr.com/Connect with Nancy on LinkedIn:https://www.linkedin.com/in/nancy-boyce616/

What if the research indicated there was an inexpensive breathing exercise device that, if utilized about 5 minutes/day, could significantly reduce blood pressure and improve exercise performance? Resisted breathing – or what the science refers to as “inspiratory muscle strength training” – or IMST - isn't new. I remember reading about it, but at the time it appeared to be all fluff as our intercostal breathing muscles were almost never utilized at capacity, so who cares if we strengthen them? Fast forward a decade or so and it turns out we might all care. Whether you or a loved one has high blood pressure and would like to access options beyond just medications, or you're a runner, triathlete, swimmer or cyclist looking to optimize your performance – IMST may be worth a closer look. Today we'll take that closer look with Dr. Daniel Craighead, who's groundbreaking work in this area is both fascinating and eye-opening. Dr. Craighead is a leading exercise physiologist and cardiovascular health researcher at the University of Minnesota, where he focuses on innovative, time-efficient interventions to combat age-related declines in cardiovascular and metabolic health. His research on high-resistance inspiratory muscle strength training has shown that just five minutes a day of targeted breathing exercise can significantly lower blood pressure, enhance vascular function, and improve exercise tolerance — all without traditional aerobic training. Today, he joins The Coaching Lab to unpack how this simple, science-backed technique is reshaping approaches to both peak performance and everyday health.The Powerbreathe unit Dr. Cooper has been using available here.You can stay up to date on Dr. Craighead's latest research via his lab website and if you'd like to tune into another interview he provided for NPR, it is available here.Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here. YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218. This is a wonderful group if you are looking for encouragement, ideas, resources and more.

In this episode, Dr. Grajdek examines how publishing pay ranges reshapes trust, motivation, and team dynamics, separating true fairness (process) from perceived fairness (outcomes). She unpacks real risks such as pay compression, rumor spirals, and anxious managers. Moreover, Dr. Grajdek shares a clear transparency rollout – audit and correct inequities, publish ranges with context, and coach leaders on respectful compensation conversations. Tune in to learn more.   Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l 

In this episode of What the Heck is Happening in HR?, Kelley breaks down the return—and expansion—of Department of Labor opinion letters, a critical yet often overlooked resource for HR professionals, business owners, and legal teams.What exactly is an opinion letter? How do they differ from administrator interpretations? And why does it matter that they're back under the current administration—with new platforms and expanded coverage across wage and hour, OSHA, benefits, and more?Kelley explains how opinion letters provide valuable insights into how the DOL interprets the law in real-world scenarios, and how you can use them as a tool for compliance and smarter decision-making. Whether you're an HR pro trying to classify workers or a business owner sorting through federal guidance, this episode gives you a solid starting point—and a cautionary note on when to consult legal counsel.⁠Learn more about CTPE⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Podcast Disclaimer⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#WhatTheHeckIsHappeningInHR #HRPodcast #OpinionLetters #DOLGuidance #EmploymentLaw #HRCompliance #WorkforceStrategy #HRLeadership #HRBestPractices #WageAndHour #LegalUpdates

As technology and talent expectations transform what skills matter most, employees expect resources that push their careers forward. Employers who prioritize upskilling and reskilling have a distinct advantage over their competition and better position themselves for long-term success. Plus, with skill gaps emerging as one of the biggest challenges in HR, reskilling and upskilling has the power to spread operational knowledge, boost employee engagement and truly align your employees — no matter when they started with your organization. Join Dr. Michelle Weise, an award-winning author and Chief Impact Officer of the Kern Family Foundation, on this episode of the HR Break Room® as she discusses: common workforce skill gaps upskilling and reskilling priorities building talent development programs ·

In this episode of Clearing the Hayes podcast, host Chuck Marting dives into the critical issue of rescheduling marijuana from a Schedule One to a Schedule Three drug under federal law. Chuck, an experienced leader in impairment recognition and workplace safety, dissects the nuances and far-reaching consequences this change could bring. The episode explores the potential impacts on company risk management, employee testing, and public safety.Chuck emphasizes the importance of evolving beyond outdated zero-tolerance policies towards a 'zero blind spots' approach, encouraging leaders to recognize impairment proactively and protect their companies, employees, and communities. Real-life case examples and legal changes across various states are discussed to illustrate the complex landscape. Ultimately, the episode calls for immediate action and training to prepare leaders for the shifting legal and workplace environment.00:00 Introduction to the Podcast00:46 The Impact of Rescheduling Marijuana02:28 Legal and Business Implications05:19 Workplace Policies and State Laws08:39 Challenges in Detecting Impairment14:34 Real-Life Cases and Consequences26:37 The Zero Blind Spots Leadership Model36:27 Conclusion and Call to Action

Right up front here, let me just state loudly that there are some amazing independent TPAs (third-party administrators) out there who have the expertise, the scrappy willfulness, and the deep desire to do right by their clients, their self-insured employer clients. For a full transcript of this episode, click here. If you enjoy this podcast, be sure to subscribe to the free weekly newsletter to be a member of the Relentless Tribe. And look, they may be facing some of the same headwinds that plan sponsors themselves face, like anticompetitive contracts, brokers who are up to no good, etc. So, just keep that in mind as you listen. And the main point of all of this if you are a plan sponsor is, find a good TPA partner, which, as Bryce Platt has said about consultants but same rules apply about TPAs here, the difficulty is being informed enough to tell the difference. So, the goal of this show is to help with that, the “be informed enough to tell the difference.” All of this being said, this is technically a Take Two; but we trimmed it down and welcome to a whole new intro. So, call this a refresher and an update about a really, really important topic from last year that is becoming extremely (maybe even more) relevant this year. Really relevant. Consider, for example, the show with Claire Brockbank (EP453) about carrier/TPA RFPs (requests for proposal) and all of the landmines that are really expensive, that are buried in some of these contracts. Then there was the Cynthia Fisher show (EP457) from last year about the millions, maybe billions of dollars in aggregate going missing in medical (ie, TPA or ASO [administrative services only]) spread pricing. We had “The Mystery of the Weekly Claims Wire” show with Justin Leader (EP433), again, revealing money that's being disappeared when the TPA is withdrawing dollars from plan sponsor checking accounts. And then there's the payment integrity episode with Kimberly Carleson (EP480) from a few weeks ago with just another wrinkle on this, namely TPAs or ASOs who insist on auditing themselves and how that turns out for members and plan sponsors. Oh, and last, but certainly not least, is the whistleblower show with Ann Lewandowski (EP476) on how a TPA arm of an EBC (employee benefit consultant) allegedly pocketed $20 million—$20 million of their client's pharma rebates—and used that $20 million to fund their executive bonus pool. What a time to be alive! All of this just highlights the huge stakes for plan sponsors to really understand what their TPA is all about. And when I say high stakes, I mean from both a legal standpoint and also just vast dollars in play here. But this episode with Elizabeth Mitchell is also, I'm gonna say, extremely relevant given just a few ripped from the headlines and news articles such as these. I'm gonna start actually with a post from Kimberly Carleson, and I like the comment by Jeff Evans, who wrote, “How does $8,710 equal $104,266?” Spoiler alert, it doesn't. Lots of missing dollars there. Someone's hands are in the cookie jar. Oh, look, the TPA has entered the chat. In a nutshell, and I'm quoting something Peter Hayes wrote, he wrote, “TPAs have received relatively little public attention. [There's an article in Health Affairs] that describes how TPAs impose hidden fees, benefit from their own form of spread pricing, and otherwise prioritize their own financial interests over those of their plan clients.” Also, here's a totally other issue. Let me quote Luke Prettol highlighting something Jason Shafrin had written about a paper by Jeff Marr, Daniel Polsky, and Mark Meiselbach. Let me slightly rephrase what Luke said. He wrote, “Employers pay, on average, a 4.7% [so almost 5%] price markup when hospitals are in their TPA's [Medicare Advantage] network.” Right? Dr. Eric Bricker talked about this in that episode (EP472) just how TPAs with MA (Medicare Advantage) business negotiate their commercial clients to pay higher rates so that then they can pay lower rates for their own MA members. As Luke wrote, “On its face, this overpayment does not appear to be solely in the interest of participants.” No kidding. Now, let's spin the wheel here. There are barriers for TPAs themselves, even the ones who have a deep desire to do the right thing. As Patrick Moore wrote, “Most TPAs still can't do [many of the things that employers might want because there are] PPO contracts.” So, is it a rock in a hard place situation? I mean, if the TPA has no other options than using a carrier's PPO (preferred provider organization) network with all its attendant contractual issues, then yeah, that is one definite challenge. Along these lines, let me read a post by Rina Tikia, because I think she sums up this really well. “When independent TPAs … push for transparency, they're blocked under the banner of ‘fiduciary risk.' “Meanwhile, the largest carriers and PBMs, with Cayman shell subsidiaries, DOJ kickback probes, [huge] hedge fund ties, [$10 million-plus] lobbying budgets, and antitrust violations continue unchecked. They are not only allowed to operate but celebrated as mainstream options. “Why the double standard? Political donations? Foundation smokescreens? Nonprofit status as a PR shield?” These are excellent questions. And here's another challenge: brokers. Ramesh Kumar Budhani wrote about this one, just how hard it is sometimes to find—for TPA, an independent TPA, trying to do the right thing—to find brokers who prioritize doing the right thing for employers and helping their clients save money. The summary of all of this: There are TPAs and there are ASOs who aren't even trying. They are going to ride the flywheel, the gravy train, and catch all of the dollars flying off of it for as long as they can manage to cling to it with all 10 of their fingers. Then there are TPAs, mostly indies, trying super hard to do the right thing. But how successful they are is going to depend on how boxed in they are by the PPO networks or the carriers that the brokers or even plan sponsors may insist on. Just how courageous they are and just how smart they are and experienced they are about the market and how it actually operates. So, the show that follows is about all of this, including how we can inspire TPAs, which, in the show that follows, subsumes ASOs kind of into it. But in the show that follows, I hope it's inspiring to create an environment so that the market demands TPAs that do all of the things, and we make inertia not a viable business strategy. Elizabeth Mitchell, my guest today, currently serves as the president and CEO of the Purchaser Business Group on Health. Also mentioned in this episode are Purchaser Business Group on Health; Bryce Platt; Claire Brockbank; Cynthia Fisher; Justin Leader; Kimberly Carleson; Ann Lewandowski; Jeff Evans; Peter Hayes; Luke Prettol; Jason Shafrin; Jeff Marr; Daniel Polsky; Mark Meiselbach; Eric Bricker, MD; Tom Nash; Patrick Moore; Rina Tikia; Ramesh Kumar Budhani; Mark Cuban; Harold Miller; Chris Deacon; Moby Parsons, MD; Benjamin Schwartz, MD, MBA; Mishe Health; Rik Renard; and Cora Opsahl. You can learn more at PBGH and by connecting with Elizabeth on LinkedIn.   Elizabeth Mitchell, president and CEO of the Purchaser Business Group on Health (PBGH), advances its strategic focus areas of advanced primary care, functional markets, and purchasing value. She leads PBGH in mobilizing health care purchasers, elevating the role and impact of primary care, and creating functional healthcare markets to support high-quality affordable care, achieving measurable impacts on outcomes and affordability. At PBGH, Elizabeth leverages her extensive experience in working with healthcare purchasers, providers, policymakers, and payers to improve healthcare quality and cost. She previously served as senior vice president for healthcare and community health transformation at Blue Shield of California, during which time she designed Blue Shield's strategy for transforming practice, payment, and community health. Elizabeth served as the president and CEO of the Network for Regional Healthcare Improvement (NRHI), a network of regional quality improvement and measurement organizations. She also served as CEO of Maine's business coalition on health (the Maine Health Management Coalition), worked within an integrated delivery system (MaineHealth), and was elected to the Maine State Legislature, serving as a State Representative. Elizabeth served as vice chairperson of the U.S. Department of Health and Human Services Physician-Focused Payment Model Technical Advisory Committee, board and executive committee member of the National Quality Forum (NQF), member of the National Academy of Medicine's “Vital Signs” Study Committee on core metrics, and a guiding committee member for the Health Care Payment Learning & Action Network. Elizabeth holds a degree in religion from Reed College and studied social policy at the London School of Economics.   08:06 What is the overarching context for health plans in healthcare purchasing? 11:31 Why is it important to reestablish a connection between the people paying for care and people providing care? 13:47 What are the needs of a self-insured employer when managing employee benefits? 19:00 Is it doable for employers to set their own contracts? 21:24 Is transparency presumed? 22:39 Will the new transparency upon us actually expose wasted expense? 24:23 EP408 with Chris Deacon. 25:58 “This is not about individual bad actors. … The systems … that is not aligned.” 27:39 Are there providers who want to work directly with employers? 30:53 Why is it important that incentives need to be aligned? 32:42 EP427 with Rik Renard. 33:51 What's missing from the conversation on changing health plans?   You can learn more at PBGH and by connecting with Elizabeth on LinkedIn.   @lizzymitch2 of @PBGHealth discusses #TPA and #healthplan vs. #jumboemployer inertia on our #healthcarepodcast. #healthcare #podcast #financialhealth #patientoutcomes #primarycare #digitalhealth #healthcareleadership #healthcaretransformation #healthcareinnovation   Recent past interviews: Click a guest's name for their latest RHV episode! Dave Chase, Jonathan Baran (Part 2), Jonathan Baran (Part 1), Jonathan Baran (Bonus Episode), Dr Stan Schwartz (Summer Shorts), Preston Alexander, Dr Tom X Lee (Take Two: EP445), Dr Tom X Lee (Bonus Episode), Dr Benjamin Schwartz, Dr John Lee (Take Two: EP438), Kimberly Carleson, Ann Lewandowski (Summer Shorts)  

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood 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 three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

A recent report from Matri found that 1/4 of new mothers either never come back to work or leave work within a year of returning. Worse, the vast majority cite "unsupportive work environments" and "inflexible working conditions" in their decision to leave. We sit down with the report's author, adland veteran Sophie Maunder, and Allison Beattie, and ad exec turned fertility-rights-at-work advocate to track the scale of the problem and what needs to be done. Hosted on Acast. See acast.com/privacy for more information.

Haley Glover, Senior Director of UpSkill America at the Aspen Institute, is on a mission to build a world where skills—not degrees or pedigrees—are the primary currency of career opportunity.In this expansive conversation, she challenges organizations to think bigger, arguing that investing in frontline workers isn't just a corporate responsibility but a societal imperative that strengthens communities and economies alike.Glover shares her vision for a future where "all learning counts," and individuals own their skills data, freeing it from the silos of employers and academic institutions.Listen in for a dose of realistic optimism on one of the most complex—and human—challenges in the world of work today.You will want to hear this episode if you are interested in...[00:00] Intro.[03:34] Why skills are a societal issue, not just a corporate one.[13:31] Building a realistic ROI case for skills investments.[19:32] The "All Learning Counts" vision for skills recognition.[24:01] Why the next decade of skills innovation will be "messy."[27:56] The cultural blockades preventing a skills-first hiring revolution.[36:11] The evolving role and responsibility of the employer.[42:25] A real-world example of a company getting it right.Resources & People MentionedUpSkill America at the Aspen InstituteJames By Percival EverettThe Brothers K by David James DuncanConnect with Haley GloverHaley Glover on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

This week, we're covering four key employer-focused developments: a ruling from the U.S. Court of Appeals for the Fifth Circuit challenging the National Labor Relations Board's (NLRB's) authority, another Fifth Circuit decision restoring pregnant worker protections, the White House's reversal of a key non-compete executive order, and a court ruling against the Equal Employment Opportunity Commission's (EEOC's) early right-to-sue policy. NLRB Authority in Jeopardy The Fifth Circuit has ruled that the structure of the NLRB is likely unconstitutional, setting the stage for a potential U.S. Supreme Court review. Epstein Becker Green attorney Erin E. Schaefer tells us more. Fifth Circuit Restores Pregnant Worker Protections The Fifth Circuit also upheld the Pregnant Workers Fairness Act (PWFA), reversing a lower court's preliminary injunction. Employers must now ensure reasonable accommodations for pregnancy-related conditions under the PWFA. White House Rescinds Non-Compete Order The current administration has reversed President Biden's 2021 executive order on expansive antitrust enforcement, signaling a return to a more traditional approach to competition reviews. Court Strikes Down EEOC Right-to-Sue Policy A federal court has ruled against the EEOC's policy of automatically issuing early right-to-sue notices in discrimination cases, limiting the practice and its impact on claimants. - Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw402 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Older workers may be losing thousands of dollars with employers opting to stop their KiwiSaver contributions when they turn 65. Money correspondent Susan Edmunds spoke to Ingrid Hipkiss.

Employers are increasingly faced with requests from employees to work abroad for a short period for personal reasons. These arrangements present complex legal issues.  

Meg Bear is the Co-Host of The Meg and Amy Show. In this episode of The Edge of Work, Meg joins Al Dea to unpack the biggest workplace and technology headlines shaping the future of work. Together, they explore the implications of AI Pilots failing to deliver results, what automation and AI could mean for consulting firms, the potential for a “white collar gig economy” and the evolving nature of the employer-employee contract. From AI pilots failing to deliver results, to what automation means for consulting firms, and the growing conversation around the white-collar gig economy, Meg offers candid insights grounded in her experience as a tech executive, and now Co-Host of The Meg and Amy Show. Article Links:https://www.google.com/url?q=https://fortune.com/2025/08/18/mit-report-95-percent-generative-ai-pilots-at-companies-failing-cfohttps://www.forbes.com/sites/stevenwolfepereira/2025/07/03/ceos-said-youre-replaceable-prepare-for-the-white-collar-gig-economy/https://www.msn.com/en-ca/money/career/at-t-just-made-it-official-workplace-loyalty-is-dead/ar-AA1K4ro4? Other LinksLinkedIn: https://www.linkedin.com/in/megbear/YouTube: https://www.youtube.com/@TheMegandAmyShow

In this episode of Just Ask Jacob, Jacob Monty is joined by Lilly Rocha, CEO of the Latino Restaurant Association and a nationally recognized food industry leader, speaker, writer, and advocate. Together, they dive into the pressing challenges facing restaurant employers today and the bipartisan reality that America needs both workers and work permits to sustain the hospitality industry. Jacob shares his work with the American Business Immigration Coalition and the James Beard Foundation, while Lilly spotlights the Latino Restaurant Association's involvement in the “Seat at the Table” joint movement. Together, they tackle I-9 compliance, employer responsibilities, and the biggest concerns looming over restaurant employers nationwide—a must-listen for anyone invested in the future of food, business, and immigration policy. Send in Your Own Questions to Jacob: jmonty@montyramirezlaw.com Immigration Compliance Toolkit for Employers: https://montyramirezlaw.com/resources/ Learn more about the Latino Restaurant Association: https://www.latinorestaurantassociation.org/ Sign the "Seat the Table" Open Letter: https://seatthetable.org/sign-our-open-letter/ Watch on YouTube: https://youtu.be/LFoPz_0UFDU 

 Show SummaryOn today's episode, we feature a conversation with Dr. Qwynn Galloway – Salazar, Senior Vice President of Engagement and Transformation at PsychArmor and founder and CEO of In Their Honor, an organization that supports veterans and those who care for them through the end of life.  Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestDr. Qwynn Galloway-Salazar is a veteran of the United States Army (01-06) and spouse to a retired combat Veteran. Her work has spanned the last 20 years, supporting our Nation's Military and Veteran communities. As the founder of In Their Honor, LLC, Qwynn serves as an End-of-Life Doula and Trainer. This Spring, she is slated to roll out state-specific training for End-of-Life Professionals supporting Veterans and their Caregivers; and training specifically geared towards the Veteran Caregiver community. In addition, serving as the Co-Principal Investigator of the Brooklyn College Veterans History Project, Qwynn conducts oral history interviews of Veterans, listening to how Veterans make meaning of their experiences and sharing with larger audiences. She believes, as a society, the way we make sense of the Veteran experience shapes the care and support future generations of Veterans receive.While blending her heart work with her head work, her doctoral dissertation entitled “Post-9/11 Women Veterans' Experiences Transitioning Into the Civilian Workforce” landed her the opportunity to serve as a qualitative researcher for the FY21 National Defense Authorization Act (NDAA), § 9104, Study on Unemployment Rate of Women Veterans Who Served on Active Duty in the Armed Forces after September 11, 2001. Along with co-authoring a chapter on “Vicarious Trauma and Compassion Fatigue” in Veteran care providers.Qwynn earned her Ph.D. from Walden University, specializing in Industrial and Organizational Psychology. She holds a Master of Arts degree in Professional Counseling and a Bachelor of Science degree in Criminal Justice. She serves on the Board of Directors for the American Association of Suicidology and the Advisory Board of the Veterans Studies Association.Links Mentioned During the EpisodeDr. Qwynn Galloway – Salazar on LinkedInIn Their Honor web site PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor Course Library. Whether you're a health care provider, educator, employer, caregiver, or simply someone who wants to make a difference — PsychArmor courses are designed for you.  You can find the resource here:  https://learn.psycharmor.org/collections Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on 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  

Forget waiting until 65 to enjoy life — what if you could “retire” for a month every single year? In this episode of THRIVE, we dive into the concept of mini-retirement with Jillian Johnsrud, author of Retire Often and host of the Retire Often podcast. Think you can't afford it? Think your business would crumble without you? Jillian breaks down exactly how to make mini-retirement work — whether you're an employee dreaming of adventure or a business owner ready to build a company that succeeds without your constant presence. From cross-training benefits to succession planning secrets, this episode reveals why companies are embracing mini-retirements as the ultimate employee perk.   Check out this comprehensive article to learn more about mini-retirements and their benefits: https://bit.ly/41lXWYP   Have a question for upcoming episodes or a topic you want covered? Let us know: https://payx.me/thrivetopics   Topics include: 00:00 – Episode preview and welcome 02:31 – Defining mini-retirement 05:05 – Balancing work and leisure during mini-retirement 09:01 – How to communicate your mini-retirement 13:06 – Mini-retirement as an employee benefit 16:19 – Identifying high performers through absence 20:40 – Building and communicating your mini-retirement policy 25:26 – Employer tax benefits of mini-retirement 26:28 – Mini-retirements as succession planning 28:12 – Preparing for mini-retirements and retirement 31:31 – Wrap up and thank you   DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

Marc Cox and Dan Buck talk with Brandy Shade about a new survey showing 1 in 4 employers will eliminate degree requirements by year's end. They discuss the rise of technical education and trade jobs paying $80–100k within a few years, the growth of certification paths in industries like cybersecurity, and the shift toward on-the-job training as companies invest directly in their workforce. Brandy also highlights the student debt crisis, the stigma around non-college career paths, and the need for better career counseling to guide students into fields that match their skills and interests.

Lisa Marzolino and Danica Stover join Sarah to talk about ICHRA (Individual Coverage Health Reimbursement Arrangements) and the partnership between Nexben and Ritter Insurance Marketing. Listen to learn more about this exciting opportunity for agents!   Questions about ICHRA? Ready to get started? Reach out to Nexben at RitterICHRA@nexben.com or call 1-888-613-6461.   Resources: 5 Things About ICHRA How an ICHRA Partnership Can Support ACA Sales ICHRA vs. QSEHRA vs. Group Health Plans: Sales Opportunities for Insurance Agents Questions to Ask Clients Shopping for an ACA Plan   References: “A Broker's Guide to ICHRA Defined Contributions: Strategies, Affordability, and Examples.” Nexben.Com, Nexben, 31 July 2025, www.nexben.com/blog/a-brokers-guide-to-ichra-defined-contributions-strategies-affordability-and-examples. “ICHRA Guide for Individual Coverage HRAS 2025.” Takecommandhealth.Com, Take Command Health, 10 June 2025, www.takecommandhealth.com/ichra-guide. “ICHRA Reporting Requirements: Details to Know & How Nexben Helps.” Nexben.Com, Nexben, 18 June 2025, www.nexben.com/blog/ichra-reporting-requirements-details-to-know-how-nexben-helps. “The Power of an ICHRA: ICHRA Benefits for Employees, Employers, and Brokers.” Nexben.Com, Nexben, 17 Apr. 2025, www.nexben.com/blog/the-power-of-an-ichra-ichra-benefits-for-employees-employers-and-brokers.   Follow Us on Social! Ritter on Facebook, https://www.facebook.com/RitterIM Instagram, https://www.instagram.com/ritter.insurance.marketing/ LinkedIn, https://www.linkedin.com/company/ritter-insurance-marketing TikTok, https://www.tiktok.com/@ritterim X, https://x.com/RitterIM and YouTube, https://www.youtube.com/user/RitterInsurance       Sarah on LinkedIn, https://www.linkedin.com/in/sjrueppel/ Instagram, https://www.instagram.com/thesarahjrueppel/ and Threads, https://www.threads.net/@thesarahjrueppel    Tina on LinkedIn, https://www.linkedin.com/in/tina-lamoreux-6384b7199/    Not affiliated with or endorsed by Medicare or any government agency.  Contact the Agent Survival Guide Podcast! Email us ASGPodcast@Ritterim.com or call 1-717-562-7211 and leave a voicemail. 

Have you ever found yourself torn between who you were before becoming a parent and the new identity that emerges after welcoming a child? In this episode we explore the deeply personal and transformative journey of maternity coaching. Becoming a parent is one of the biggest life transitions anyone can go through. We reflect on our own experience of having children while holding onto a strong ambition for our careers and the inner conflict that came with trying to reconcile those two worlds. We talk about the identity shifts that many parents face, the emotional complexities that can arise during maternity leave, and the challenges of returning to work in environments that may have changed significantly in your absence. Throughout the conversation, we reflect on how valuable maternity coaching would have been for us at that time. Having a confidential space to explore emotions, rebuild confidence, and navigate new responsibilities can be life-changing. We also expand the conversation to include parental coaching more broadly, recognising that transitions affect all caregivers, whether through adoption, shared parenting, or new family dynamics. Coaching can support individuals in building resilience, having courageous conversations with line managers, and re-establishing confidence in their professional and personal identities. This discussion highlighted for me how powerful coaching can be in safeguarding against burnout, improving employee engagement, and strengthening relationships at work. It left me appreciating maternity coaching not only as a personal lifeline but also as an organisational strategy that demonstrates care for people beyond their job role. Timestamps: 00:51 – Why maternity coaching matters 01:21 – Identity conflict after becoming a parent 03:39 – What maternity coaching looks like in practice 05:06 – Emotional and cognitive changes during maternity leave 06:28 – Rebuilding confidence when returning to work 07:48 – Benefits for organisations and leaders 09:13 – Extending to parental coaching more broadly 11:56 – Productivity shifts after becoming a parent 13:21 – Exploring systemic challenges 15:39 – Why maternity coaching signals organisational care 16:35 – Do we need to label it “maternity coaching”? 18:02 – Emotions coaching and life transitions 21:46 – Invitation to learn more through our Emotions Coaching Practitioner Training Key Lessons Learned Identity transformation is one of the most significant challenges during maternity leave. Maternity coaching offers a safe space to explore emotions without judgement. Coaching supports smoother transitions back to work, reducing overwhelm and burnout. Employers benefit through stronger engagement, productivity, and loyalty. Parental coaching is not limited to mothers, it extends to fathers, adoptive parents, and anyone navigating caregiving transitions. Coaching helps differentiate between personal beliefs and systemic realities in the workplace. Productivity often increases when parents return to work due to sharper focus and time management. Emotional coaching skills are essential for supporting clients during major life milestones. Keywords: maternity coaching, parental coaching, coaching for parents, identity shift after parenthood, return to work coaching, emotional coaching, workplace transitions, coaching for new parents, confidence after maternity leave, coaching in organisations,   Links & Resources: Emotions Coaching Practitioner Training: igcompany.co.uk/emotionscoaching

This episode, Dr. Grajdek explores the often-overlooked role of workplace rituals – the intentional practices that go beyond routine to create connection, stability, and shared identity. From onboarding ceremonies to end-of-week reflections, rituals can improve team cohesion, reduce stress, and reinforce company culture. Listeners will learn how to design meaningful rituals that energize rather than exhaust. Tune in to learn more.   Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l 

On Friday, Director of National Intelligence Tulsi Gabbard declassified documents revealing "overwhelming evidence" that demonstrates how, after President Donald Trump won the 2016 election against Hillary Clinton, then-President Barack Obama and his national security team laid the groundwork for what would be the years-long Trump–Russia collusion probe; CBS just pulled the plug on The Late Show with Stephen Colbert—and the liberal media is in full meltdown mode. Hispanic lawmakers looking for amnesty for illegals in "Dignity" bill 2.0. #trump #obama #tulsigabbard #russiahoax #russia #stephencolbert #thelateshowwithstephencolbert

Brother Nick continues in the book of Colossians looking at God's order for husbands, wives, children, and employer/employees.

Our show on the Air Canada strike generated hundreds of comments at cbc.ca/aircheck, including stories about the unpaid hours you're working. It appears many of you are rethinking your own relationship with "unpaid work". A study by the Institute for Work & Health in Toronto found that about half of the study participants reported working either moderate or excessive unpaid overtime.Our question: Are you rethinking how much unpaid work you're doing for your employer? What questions do you have?

All of this week's episodes of It Could Happen Here put together in one large file. - The Federalization of DC Police feat. Bridget Todd - Elon Musk and the Rebirth of Company Towns feat. Steven Monacelli & Dr. Michael Phillips - Alienation and AI feat. Andrew - Objectivity in Journalism - Executive Disorder: White House Weekly #30 You can now listen to all Cool Zone Media shows, 100% ad-free through the Cooler Zone Media subscription, available exclusively on Apple Podcasts. So, open your Apple Podcasts app, search for “Cooler Zone Media” and subscribe today! http://apple.co/coolerzone Sources/Links: Elon Musk and the Rebirth of Company Towns feat. Steven Monacelli & Dr. Michael Phillips Margaret Crawford, Building the Workingman's Paradise: The Design of American Company Towns Alan Dawley, Struggles for Justice: Social Responsibility and the Liberal State Hardy Green, The Company Town: The Industrial Edens and Satanic Mills That Shaped the American Economy Chad Pearson, Capitalism’s Terrorists: Klansmen, Lawmen, and Employers in the Long Nineteenth Century Objectivity in Journalism https://www.poynter.org/ethics-trust/2021/a-widely-shared-video-shows-a-deputy-overdosing-on-fentanyl-experts-say-its-impossible/ https://www.nytimes.com/2020/06/23/opinion/objectivity-black-journalists-coronavirus.html Executive Disorder: White House Weekly #30 https://www.972mag.com/israel-gaza-journalists-hamas-hasbara/ https://x.com/IDF/status/1954652255199887516 https://www.idf.il/en/mini-sites/idf-press-releases-israel-at-war/august-24-pr/eliminated-ismail-al-ghoul-a-hamas-military-wing-operative-and-nukhba-terrorist/ https://cpj.org/2025/07/cpj-calls-for-anas-al-sharifs-protection-in-face-of-israeli-smears/ https://www.facebook.com/share/r/16tQckcrui/ https://www.icrc.org/en/article/international-humanitarian-law-protect-journalists-armed-conflict https://www.uscis.gov/sites/default/files/document/policy-manual-updates/20250819-DiscretionaryFactors.pdf https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title8-section1424&num=0&edition=prelim https://www.uscis.gov/sites/default/files/document/policy-alerts/08.15.2025-Restoring_a_Good_Moral_Character_Evaluation_Standard_for_Aliens_Applying_for_Naturalization-Policy_Memorandum_FINAL.pdf https://www.documentcloud.org/documents/26054451-20-1/#document/p17/a2667744 https://www.wmtw.com/article/old-orchard-beach-maine-officer-voluntary-departure/65807962?utm_campaign=snd-autopilot https://edsource.org/updates/immigration-agents-alleged-to-have-boasted-of-1500-for-l-a-student-arrest https://www.nytimes.com/2025/08/05/us/politics/ice-bonuses-immigrants-deportations.htmlSee omnystudio.com/listener for privacy information.

The controversy over working from home continues to swirl around the nation's workplaces. Employers want their workers back in the office; workers ask why as they get more work done at home. So what do the facts tell us about working from home? Dr. Mark Benden is the chair for the Department of Environmental and Occupational Health at Texas A&M University in the US, and he's been carrying out exhaustive research in to the way people work. In this edition of Weekend One on One, he talks about working from home - and also which days of the week are least productive.

The American Academy of Pediatrics releases a new childhood vaccination schedule and diverges from federal guidelines. Employers prepare for rising healthcare costs in the year ahead. And Elevance Health faces a legal setback in its Medicare Advantage star ratings dispute. Catch these stories on today's episode of the Gist Healthcare Podcast. Hosted on Acast. See acast.com/privacy for more information.

The job market in 2025 is tougher than it has been in years. Why?   For partnership inquiries, please reach out to info@newmoneynate.com   Job seekers are discovering that job hopping, once seen as the fastest path to higher salaries and career advancement, no longer guarantees the same results. Companies are cutting back on hiring, salaries are under pressure, and the premium for switching jobs has shrunk dramatically. For anyone thinking about quitting their job, finding a new job, or negotiating a raise, understanding what's really happening in today's job market in 2025 is essential.   For decades, job hopping was considered one of the best career growth strategies. Moving every few years allowed professionals to increase their income faster than staying with the same employer. Salary growth for job switchers consistently outpaced job stayers, promotions came faster, and external hires were often given higher pay bands than internal employees. In hot job markets, workers who switched jobs could see 7–10% raises compared to 3–5% for those who stayed put. This trend made job switching a core career strategy for ambitious professionals across industries, and it shaped how entire job markets operated for years.   But in 2025, the job market has shifted. Wage growth is slowing, inflation has cooled, and AI / automation are changing how companies hire. Employers are cautious, budgets are tight, and the salary premium for switching jobs has nearly vanished. Professionals who once relied on job hopping for quick promotions and higher pay are now facing a new reality: the gap between job switchers and job stayers has collapsed to one of the smallest differences in a decade. For many, this raises the question of whether job hopping is still worth it in the 2025 job market, or if it's better to stay put and focus on internal advancement.   The conversation around job hopping, salary negotiation, career mobility, and promotions is more important than ever. The job market in 2025 is filled with challenges: fewer openings, smaller salary bumps, and slower promotion cycles. Job seekers are asking whether quitting their job is still a smart move, whether finding a new role in this economy will deliver the same salary growth it once did, and whether career advancement now depends more on staying than moving. Questions about job hopping, career growth, wage gaps, and long-term income potential are driving a new debate about how to navigate the 2025 job market.   Whether you're thinking about quitting your job, planning your next move, or trying to understand why job offers feel smaller in 2025, the big picture is clear: the job market is evolving, but career mobility still matters. Job hopping, salary negotiation, career advancement, and promotions are all connected to how companies value talent in a changing job market. Knowing when to stay, when to leave, and how to navigate the realities of the 2025 job market can make the difference between stagnation and long-term success.

If in fact Singh's case isn't isolated, this situation will hopefully prove to be a turning point in the unlawful practices of non-compliant states. The federal investigation can help ensure that's the case.  

Universal Basic Income(UBI) works. Employer insurance fails when most needed. CEOs rake in obscene pay while workers struggle to survive.Subscribe to our Newsletter:https://politicsdoneright.com/newsletterPurchase our Books: As I See It: https://amzn.to/3XpvW5o How To Make AmericaUtopia: https://amzn.to/3VKVFnG It's Worth It: https://amzn.to/3VFByXP Lose Weight And BeFit Now: https://amzn.to/3xiQK3K Tribulations of anAfro-Latino Caribbean man: https://amzn.to/4c09rbE

Millions of Americans believe their job's health plan is equivalent to traditional insurance. Still, self-funded corporate plans are exempt from state protections and ACA rules, leaving workers vulnerable when care is needed most.Subscribe to our Newsletter:https://politicsdoneright.com/newsletterPurchase our Books: As I See It: https://amzn.to/3XpvW5o How To Make AmericaUtopia: https://amzn.to/3VKVFnG It's Worth It: https://amzn.to/3VFByXP Lose Weight And BeFit Now: https://amzn.to/3xiQK3K Tribulations of anAfro-Latino Caribbean man: https://amzn.to/4c09rbE

Employer health plans hide behind loopholes. Michelle Whittaker explains redistricting, while workers fight back against Wall Street's job-killing schemes.Subscribe to our Newsletter:https://politicsdoneright.com/newsletterPurchase our Books: As I See It: https://amzn.to/3XpvW5o How To Make AmericaUtopia: https://amzn.to/3VKVFnG It's Worth It: https://amzn.to/3VFByXP Lose Weight And BeFit Now: https://amzn.to/3xiQK3K Tribulations of anAfro-Latino Caribbean man: https://amzn.to/4c09rbE

Thank you Sandra Dingler, Mary B, Charles White, Catherine Tata, and many others for tuning into my live video! Join me for my next live video in the app.* Think You're Covered? The Truth About Employer Health ‘Insurance': Millions of Americans think their job's health plan is real insurance, but self-funded corporate plans are exempt from state protections and ACA rules, leaving workers vulnerable wh… To hear more, visit egberto.substack.com

The Labor Department has a leading role in shaping and leading a wide range of the Trump Administration's policies and initiatives affecting the workplace.  Join David Fortney, Nita Beecher, and Adriana Joens as they discuss the significant changes DOL is undergoing in Trump 2.0, including updates on significant regulatory changes, enforcement, new voluntary compliance programs, and the expansive focus on Artificial Intelligence.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

In episode 214, Coffey talks with Joe Frodsham about CMP's fourth annual national pulse check on C-Suite mental health, wellbeing, and leadership challenges.   They discuss executive mental health normalization since COVID; executive well being; clinical support and performance psychology for executives; individual vs one-size-fits-all wellness approaches; ROI metrics including career health indicators and management reviews; improved communication and engagement trends; remote work impacts on introverts vs extroverts; executive job security varying by ownership structure with private equity creating highest stress; and the importance of clear cultural decisions during mergers and acquisitions. CMP's C-Suite State of Mind Pulse Check 2025 is available at https://www.careermp.com/csuite-pulse-check-2025.  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. Business Credit for SPHRs. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Joe Frodsham is President of CMP, the largest minority- and woman-owned talent solutions firm in the nation. CMP supports thousands of professionals in career transition annually while deploying contemporary assessment, coaching, and training solutions for targeted succession and development. Joe has extensive experience across Fortune 500 companies in leading human resource functions and building cutting-edge talent management systems. Joe is a regular contributor to Forbes, co-hosts the American Narratives podcast, and has co-authored two seminal books on careers—Make it Work and Don't Dread Monday. Joe will be presenting at the Fort Worth HR Strategic Mindset Conference on September 12th. And you can learn more about that conference at fwhr.org. Joe Frodsham can be reached at https://www.careermp.com https://www.linkedin.com/in/jfrodsham About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Recognize that executive mental health directly impacts business outcomes and implement clinical support resources and individualized wellness strategies rather than generic programs. Develop better metrics for measuring engagement including career health indicators, management reviews with upward feedback, and individual assessment tools that drive real-time conversations. Understand that job security and stress levels vary significantly by ownership structure (private equity vs public vs privately held) and tailor retention strategies accordingly. 

Send us a textIn this eye-opening episode of Dear HR Diary, I sit down with attorney Brian Williams ⚖️ to unpack a growing workplace concern: bullying and the liability employers face when it goes unchecked

In this episode, host Leisa Fox tackles one of Iowa's most urgent challenges: the looming workforce gap. With hundreds of thousands of jobs set to open in the next five years, the solution isn't abstract—it's work-based learning. Leaders from iJAG, ABI, MidAmerican Energy, and Kuder share how their collaboration is creating a clear pathway for students while giving businesses direct access to the skilled workforce they need. Through firsthand stories and practical strategies, the discussion underscores a critical truth: work-based learning isn't optional. It's a mandate. Employers who want their share of tomorrow's workforce must act now by engaging with students, educators, and solution providers. The payoff is a stronger workforce, a stronger economy, and a future-ready Iowa. Find this show on your favorite app: https://iowapodcast.com/manufacturing-workforce-solution   

In this episode of Longevity by Design, Dr. Gil Blander sits down with Dr. Keith Diaz, Associate Professor of Behavioral Medicine at Columbia University Irving Medical Center, to unpack the hidden health risks of prolonged sitting.Keith explains why even daily exercise isn't enough to counteract the effects of sedentary behavior. Drawing on his lab's findings, he shares a simple but powerful prescription: five minutes of light walking every hour. That small change can lower blood pressure, improve mood, and reduce fatigue, without needing to break a sweat.The conversation also explores how modern work and home environments are built around sitting, and what it takes to build smarter habits. From treadmill desks to family walks, Keith offers practical strategies that make movement part of everyday life. Whether you're an employer, a clinician, or just desk-bound, this episode helps you rethink how you move through your day. Guest-at-a-Glance

Unlike any other state, California effectively deputizes employees to act as “Private Attorney Generals” to sue employers for PAGA claims—both for themselves, and for their co-workers. But since the individual claims can get compelled to arbitration, employees started to file claims only on behalf of the “body” of co-workers, asserting no claim on behalf of themselves as the “head” of the case.Employer litigator Monte Grix explains how PAGA evolved into their “headless” form. Monte, Tim, and Jeff discuss the four cases currently on review before the California Supreme Court, including Leeper v. Shipt. Monte offers an inside view from the defense side, explaining why employers see these actions as a threat to arbitration agreements and the subject of growing appellate friction.Also in this episode:How Viking River Cruises and Adolph v. Uber set the stage for today's headless-PAGA storm.Strategic pleading: why some plaintiffs drop their individual claims to avoid arbitration.The standing trap: can a plaintiff assert representative PAGA claims without showing personal harm?The stakes in the four pending California Supreme Court cases: if a plaintiff can skip arbitration by asserting only representative claims, is PAGA immunity from arbitration complete?Turrieta v. Lyft: why copycat plaintiffs can't intervene in pending PAGA settlements.Rodriguez v. Packer Sanitation and the Fifth District's lesson in reading "and" as "and/or".Plus: a side quest into unconscious bias, tenure-track discrimination, and why arbitration clauses remain a sore spot for appellate lawyers.Then: the California Supreme Court's recent ruling in Hohenshelt eases the "30-day rule" for arbitration payments. Employers who pay a day late haven't necessarily waived their rights—and Monte predicts the U.S. Supreme Court may eventually weigh in.Tune in for appellate nuance, strategic pleading, and the headless claims keeping California employers (and the courts) up at night.

This week, we dig into the U.S. Court of Appeals for the Seventh Circuit's new Fair Labor Standards Act (FLSA) collective action notice standard, the U.S. Department of Labor's (DOL's) relaunched Payroll Audit Independent Determination (PAID) program, and the DOL's scaled-back approach to wage and hour investigation penalties. Seventh Circuit's New Standard for FLSA Notice  The Seventh Circuit has introduced the Richards framework, a middle-ground standard for FLSA collective actions. This decision deepens the circuit split over notices to potential plaintiffs and could lead to Supreme Court involvement. Learn how this could impact your compliance strategies. DOL Relaunches PAID Program  The DOL has relaunched the PAID program, letting employers self-report FLSA violations to avoid litigation or liquidated damages. The program now covers select Family and Medical Leave Act corrections. Discover how this voluntary option supports compliance. Wage and Hour Investigation Penalties Scaled Back A new DOL directive reduces penalties during wage and hour audits. Liquidated damages won't apply in pre-litigation investigations but may still be pursued in litigation. See how this change could affect your risk management strategies.  -- Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw401 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Send us a textWhy are U.S. health care costs so high—and what does that mean for you and your family? In this episode, I dive into the real reasons behind America's staggering health care bills.We start with a story that hits close to home—a $189,000 outpatient cancer surgery bill followed by $12,000-a-month immunotherapy—and I unpack how even with Medicare coverage, the pricing dynamics can feel shocking. Using my experience as a physician and health policy researcher, I explain why these massive charges happen and where the system is breaking down.At the national level, we now spend over $5 trillion a year on health care—roughly 18% of our GDP—and this number is growing far faster than inflation. This growth threatens the solvency of key programs like Medicare, which is projected to run out of funds by 2033 (Health Affairs). Employers are also feeling the pinch, with average family coverage costs now topping $25,500 annually (WSJ). Individuals, especially those using ACA exchanges, face rising premiums—some increasing by 20–30% next year (Axios)—and deductibles between $3,000 and $5,000 are now typical.Despite all this spending, our health outcomes are among the worst in the developed world. The U.S. ranks 33rd in infant mortality and 32nd in life expectancy out of 38 OECD countries, even though we spend about $12,000 per person annually—nearly three times the OECD average (America's Health Rankings).So, what drives these costs? It boils down to three factors: high prices, high utilization, and high administrative overhead. Prices for common procedures are far above international norms—a CT scan in the U.S. costs around $900 compared to $279 in the Netherlands and just $97 in Canada (Health Imaging). U.S. physicians, nurses, and hospital executives also earn significantly more, contributing to overall spending (Medscape; JAMA).On the utilization front, studies estimate that around 25% of all care may be unnecessary, driven by defensive medicine, patient expectations, and incentive structures that reward more procedures—not necessarily better outcomes (PGPF; Choosing Wisely).Even administrative overhead plays a massive role: nearly 25% of U.S. health care spending goes to bureaucracy—four times what's typical in simpler, single-payer systems (Health System Tracker; Health Affairs%20of%20US%20GDP)).If you're wondering why your doctor spends just 17 minutes with you or why your premiums feel like a second mortgage, this episode offers the context—and data—to help you understand what's really going on.Takeaways: Start asking about cash prices—especially if you're still in your deductible phase. Preventive steps like regular exercise may offer the highest return on investment when compared to costly downstream care. And above all, consider your plan carefully during open enrollment.For deeper insights, links to all the studies mentioned, and access to my newslet

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Host, Jacob M. Monty welcomes Justin Bragiel, General Counsel and Legislative Director for the Texas Hotels & Lodging Association, for an in-depth conversation about the legal landscape of the hospitality industry. They explore how hotel owners and operators can implement arbitration policies to resolve disputes efficiently, stay ahead with immigration compliance strategies, and protect their businesses in a complex regulatory environment. This episode offers practical guidance tailored specifically for hospitality professionals navigating today's challenges. Send in Your Own Questions to Jacob: jmonty@montyramirezlaw.com  Watch the Full Episode on Youtube: https://youtu.be/LiE-jVBW3Cs  Immigration Compliance Toolkit for Employers: https://montyramirezlaw.com/resources/ 

Show SummaryOn today's episode, we feature a conversation with Dr. Tara Galovski, Director of the Women's Health Sciences Division of the National Center for PTSD. We talk about the diagnosis and treatment of Posttraumatic Stress Disorder in veterans.  Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestTara Galovski, PhD, is the Director of the Women's Health Sciences Division of the National Center for PTSD at the VA Boston Healthcare System. Dr. Galovski is a researcher in the field of trauma recovery. She focuses on the development and testing of Cognitive Processing Therapy for survivors of interpersonal assault, combat, community violence and motor vehicle accidents suffering from Posttraumatic Stress Disorder (PTSD). In her work with civilians, veterans and law enforcement, she has investigated the impact of gender differences, chronicity of trauma, type of trauma and the presence of comorbid psychiatric disorders on the development and maintenance of PTSD as well as the recovery from PTSD. Her research interests also include studying the presentation and expression of anger and health-related consequences of stress and anxiety.Dr. Galovski received her undergraduate degree from University of Rochester and received her doctorate in clinical psychology from SUNY-Albany. Her residency was completed at the University of Mississippi Medical Center. She joined the faculty of the University of Missouri- St. Louis before coming to BUSM. She holds numerous roles on journal editorial boards and professional societies.Links Mentioned During the EpisodeNational Center for PTSD Web site PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Posttraumatic Stress Disorder (PTSD). Narrated by Dr. Heidi Kraft, clinical psychologist and Navy combat Veteran, this course explains the difference between posttraumatic stress disorder (PTSD) and posttraumatic stress (PTS). You can find the resource here:  https://learn.psycharmor.org/courses/Post-Traumatic-Stress-Disorder Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on TwitterPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

Layoffs are often treated like a dirty secret—a rushed, impersonal process designed to move people out the door with as little friction as possible. But the way you offboard employees says just as much about your company culture as the way you welcome them in. In this episode, I sit down with Jena Dunay, founder of Recruit the Employer and host of Culture Uncovered, to talk about how organizations can approach layoffs, exits, and alumni relations with dignity—and why that matters more than ever.We dig into the bad habits that keep companies scrambling at the eleventh hour, the power of communication over cash, and why alumni networks and boomerang employees should be a core part of your talent strategy. Offboarding isn't just the end of the employee lifecycle—it's the part that makes the circle whole.Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Jena on LinkedInCheck out Recruit the Employer and Culture Uncovered PodcastSupport the show

There are a lot of voices out there in the world of health, wellness & performance. Some – probably most of what we see on Instagram and Youtube – involve more show than go, more staged than engaged. Too often, it involves charismatic individuals who talk a very good talk but provide little insight into their actual walk. Or worse yet, we discover the healthy lifestyle claims made to sell supplements, exercise equipment or coaching resources turn out to be the result of performance enhancing drugs that never quite get mentioned in their script.Does those things matter? I hope so. We ALL have plenty of room for growth – and some things are, frankly, none of our business. But what if you could pull back the curtain, learn about the daily details of life beyond the sound bites? Would it make a difference? Provide some additional encouragement? In this special episode, Dr. Cooper shares his recent bloodwork results, biometrics and the daily routines he's implemented as he approaches turning 60. If you'd like to learn more about the annual physical assessment Brad mentions (pushups/pullups/plank/5K combo), you can access that here.Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here. YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218. This is a wonderful group if you are looking for encouragement, ideas, resources and more.

Why are so many employers struggling to manage Gen Z in the workplace? For partnership inquiries, please reach out to info@newmoneynate.com In this video, we talk about the widening gap between Gen Z professionals and their Boomer bosses, diving into everything from communication breakdowns and management styles to evolving expectations around leadership, career development, and remote work. We explore both sides of the debate, squash some silly misconceptions, but also acknowledge where employer frustrations may be grounded in valid concerns. Is Gen Z really lazy, entitled, and unprepared, or are they simply adapting to a workplace that's shifting faster than ever before? This video explores: • Why employers and managers often find Gen Z employees difficult to manage • How generational bias influences hiring decisions and company culture • The Gen Z stare, quiet quitting, and how viral workplace trends reflect deeper issues • Major differences in communication styles across generations • Remote work preferences, productivity norms, and hybrid work expectations • Whether the backlash against Gen Z is justified or just history repeating itself Follow this channel for more content on Gen Z in the workforce, career tips for young professionals, navigating conflict at work, modern hiring strategies, employer-employee dynamics, remote work trends, workplace communication skills, the future of jobs, and how Gen Z, Millennials, and Boomers are redefining success in today's evolving career landscape.

It's … Indicators of the Week! Our rapid run through the numbers you need to know.  On today's episode: John Legend croons; CPI inflation soothes; Same job as mom? You'll earn more, dude; Apple vs. Apple, a courtroom feud. Related episodes: Why every A-lister also has a side hustle The DOJ's case against Apple The Intergenerational Transmission of Employers and the Earnings of Young WorkersGenerational Wealth: How High Earners Help Their Children's CareersFor sponsor-free episodes of The Indicator from Planet Money, subscribe to Planet Money+ via Apple Podcasts or at plus.npr.org. Fact-checking by Sierra Juarez. Music by Drop Electric. Find us: TikTok, Instagram, Facebook, Newsletter.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

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