Podcasts about employers

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

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

Menopause is something millions of women experience, but it’s still rarely talked about in the workplace. A new report from LiveCareer suggests the impact may be bigger than many employers realize, with nearly seven in ten women saying menopause symptoms affect their productivity, and almost all saying they feel pressure to hide what they’re going through at work. The topic has also been getting attention here in Quebec after Liberal MNA Jennifer Maccarone openly acknowledged having a hot flash during a committee hearing at the National Assembly, a moment that quickly went viral and drew praise for helping normalize the conversation. Career expert Dr. Jasmine Escalera, who helped author the report, spoke to Andrew Carter.

How to Move to Mexico: Visas, Costs, Taxes, and the Best Places to Live Mexico is one of the most popular countries in the world for Americans who want a lower cost of living, a warmer climate, and a richer day to day culture without moving halfway across the planet. Many expats are retirees, remote workers, or entrepreneurs who find that their money goes further while they gain a more relaxed lifestyle. For someone in the southwestern U.S. (like Arizona), Mexico is especially appealing because you can often drive instead of fly, keep close ties with friends and family, and still feel like you've made a big lifestyle upgrade. This guide walks through why and where to move, what it really costs, how visas work, how Mexican taxes function, when you might owe them, and other real world considerations that don't always show up in glossy travel articles. ________________________________________ Why move to Mexico? People move to Mexico for a mix of financial, personal, and lifestyle reasons. You can open this section with a simple story: for example, a couple selling a house in the U.S., paying cash for a home or condo in Mexico, and cutting their monthly expenses nearly in half while eating better and traveling more. Key motivations to highlight: Lower cost of living Mexico's overall cost of living is significantly lower than in the U.S. Rents in many Mexican cities are substantially cheaper than comparable U.S. cities, groceries and fresh produce are affordable, and services like cleaning, childcare, and home repairs cost far less. A couple who spends 5,000 USD per month in the U.S. can often live comfortably in Mexico on 2,000–3,500 USD per month, depending on city and lifestyle. Proximity and connectivity Unlike moving to Europe or Asia, living in Mexico means you're usually one flight away from your U.S. hometown. Major cities like Mexico City, Guadalajara, Monterrey, Cancún, and Mérida have robust air connections. Internet infrastructure has improved a lot; mid size cities now often have fiber optic service, making remote work highly feasible. Lifestyle and climate variety Mexico is huge and geographically diverse. You can choose from: • Coastal beach towns with surf culture and sunsets • High altitude colonial cities with spring like weather • Mega cities with world class dining, museums, and nightlife • Smaller, artsy towns with vibrant local traditions You get to decide whether you want small town community, cosmopolitan buzz, or something in between. Culture, food, and community You'll never run out of festivals, markets, and regional dishes. For many expats, the biggest upgrade isn't just cheaper rent, but living in a place where there's always music in the plazas, food in the streets, and a sense of community. In many popular locations, there is also an established expat network to help you orient. Healthcare Private healthcare in Mexico is dramatically more affordable than in the U.S. Many expats pay out of pocket for routine care and buy local or international health insurance for major events. In larger cities you'll find modern hospitals and specialists, and in some cases doctors who trained abroad. ________________________________________ Where to move in Mexico Mexico isn't a single experience. Moving to Oaxaca is very different from moving to Mazatlán or Guadalajara. This section should help you “try on” a few places in your imagination. Mexico City Vibe: Big city, cosmopolitan, urban energy. Pros: World class restaurants, museums, art, music, and nightlife; excellent air connections; plenty of coworking spaces and job opportunities with international companies. Cons: Higher rents than many other Mexican cities, traffic and air pollution, security can vary by neighborhood. Mexico City suits people who want an urban life and don't mind density. It works well for younger professionals or creatives, and for remote workers who want big city culture at a lower price than New York, LA, or San Francisco. Guadalajara Vibe: Large city with a strong tech scene and traditional Jalisco culture (mariachi, tequila). Pros: Big city services without quite the chaos of Mexico City, growing startup and tech ecosystem, nearby towns and lakes for weekend escapes. Cons: Some neighborhoods can feel sprawling; traffic is very real; summers can be hot. Guadalajara is a good fit for remote workers and entrepreneurs who want a mix of modern infrastructure and traditional Mexican character. Lake Chapala (Ajijic/Chapala) Vibe: Classic retiree and snowbird destination near a large lake. Pros: Mild climate, large English speaking expat community, social clubs and activities, walkable village feel in places like Ajijic. Cons: Heavy expat presence can make it feel less “Mexican” to some; limited big city amenities compared to Guadalajara. This area is ideal for retirees who want community, comfort, and a gentle pace of life within reach of a major city. San Miguel de Allende Vibe: Picturesque colonial city, artsy, charming, and heavily international. Pros: Beautiful historic center, strong arts and cultural scene, plenty of restaurants and galleries. Cons: One of the more expensive inland cities; tourism and expat presence drive up housing costs. San Miguel appeals to people who prioritize aesthetics, architecture, and culture and are willing to pay a premium. Querétaro Vibe: Clean, orderly, fast growing city with industry and a large middle class. Pros: Safe reputation, good infrastructure, beautiful colonial center, strong job market in manufacturing and services. Cons: Less “touristy charm” in some newer suburbs; housing prices have been rising with growth. Querétaro works well for families and professionals who want a modern, organized city with good schools and services. Puebla Vibe: Historic, livable city with serious food culture and nearby nature. Pros: Gorgeous colonial architecture, famous cuisine (like mole poblano), access to mountains and smaller towns, a mix of traditional markets and modern malls. Cons: Higher altitude and cooler winters than coastal areas; still under the radar for many expats, so less English support than in Lake Chapala or San Miguel. Puebla suits people who love culture, gastronomy, and city life but don't need a huge expat bubble. Oaxaca City Vibe: Cultural and culinary capital with strong Indigenous traditions and arts. Pros: Outstanding food, vibrant markets, year round festivals, access to mountains and rural communities, often lower rents than more famous expat hubs. Cons: Smaller airport and fewer direct international flights; infrastructure can be a bit more rustic compared to megacities. Oaxaca is great for people who want deep culture, don't mind a bit of grit, and prefer authenticity over polish. Mérida and the Yucatán Vibe: Colonial city, family friendly, often cited for safety. Pros: Strong sense of community, rich history, cenotes and beaches nearby, growing expat scene. Cons: Hot and humid much of the year; air conditioning can be essential. Mérida appeals to families, retirees, and anyone who wants a mix of culture and relative safety in a warm climate. Puerto Vallarta / Riviera Nayarit Vibe: Beach town/medium city with a strong expat and LGBTQ+ community. Pros: Ocean, sunsets, whale watching, strong tourism economy, many English speaking services, international airport. Cons: Housing and dining in tourist zones are more expensive; high season crowds; summer humidity. This is an easy landing spot if you want a beach lifestyle and community support from day one. Mazatlán Vibe: Working port city with long beaches and a growing expat presence. Pros: Ocean side living, more “local” feel than some resort towns, improving infrastructure, cost of living that can be lower than in ultra commercial tourist areas. Cons: Humid climate; parts of the city feel industrial; some areas are still rough around the edges. Mazatlán is appealing if you want the Pacific coast without the heavy commercialization and highest prices of places like Los Cabos or Cancún. Place Vibe Big Pros Main Tradeoffs Mexico City Mega‑city Culture, jobs, flights Cost, traffic, pollution Guadalajara Big, traditional Tech scene, culture Sprawl, traffic Lake Chapala Retiree village Mild climate, expat community Fewer urban amenities San Miguel Artsy colonial Beauty, culture Higher housing costs Querétaro Modern, orderly Safety, infrastructure Rising prices Puebla Historic, foodie Cuisine, architecture, nature nearby Less expat support Oaxaca City Cultural hub Food, festivals, affordability Smaller airport, rustic edges Mérida Warm, family‑oriented Safety, history Heat and humidity Puerto Vallarta Beach city Ocean, expat support Tourist prices in key areas Mazatlán Port/beach city More local feel, coast Humidity, some gritty areas ________________________________________ Cost of living in Mexico Readers want numbers, but it's better to provide realistic ranges and examples than a single “magic” figure. Basic cost structure Housing Rents vary wildly by location. A modest one bedroom in a non touristy city might rent for the equivalent of a few hundred dollars per month. In upscale neighborhoods of Mexico City or popular beach towns, modern apartments can cost as much or more than many mid tier U.S. cities. Utilities and internet Electricity is affordable unless you run heavy air conditioning all year, which you might need on the coasts and in the lowlands. Internet and mobile service are reasonably priced, with fiber available in many urban areas. Food and groceries Fresh fruits, vegetables, and staples are cheap, especially if you shop in local markets. Imported items (certain cheeses, specialty products) are more expensive. Eating at local restaurants and street food stalls is inexpensive; high end dining in major cities is still far cheaper than equivalent places in the U.S. Transportation Public transit, taxis, and app based rides are affordable. Owning a car involves fuel, insurance, and maintenance costs, but these are usually lower than in the U.S. You can often live car free in dense cities like Mexico City, Guadalajara, or Puebla. Example monthly budgets (rough, per household) Frugal single in a non touristy city • Rent (studio/1 bed): 400–600 USD equivalent • Utilities and internet: 70–120 • Groceries and local dining: 250–350 • Local transport and misc.: 100–150 • Total: roughly 800–1,200 USD per month Comfortable couple in a mid range city • Rent (nice 2 bed apartment): 700–1,200 USD • Utilities, internet, mobile: 120–200 • Groceries and eating out several times a week: 400–600 • Health insurance (local or international): 200–400 • Transport, entertainment, gyms, etc.: 200–400 • Total: roughly 1,600–2,800 USD per month Beach town or premium neighborhood living In high demand areas (like parts of Puerto Vallarta, San Miguel de Allende, or prime zones in Mexico City), you can easily spend 2,500–4,000 USD per month or more for a couple if you choose modern housing, eat out frequently, and live a more upscale lifestyle. Startup costs Don't forget one time or irregular costs: • Visa fees for temporary or permanent residency • International flights or moving your belongings • First month's rent plus deposit (sometimes more for furnished places) • Basic furniture and household goods if you're not renting furnished • Car purchase or import (if you choose to have one) Encourage readers to arrive with a cash cushion: at least 3–6 months of living expenses plus relocation costs. ________________________________________ Visa options and residency paths Mexico's visa system offers several ways to stay, depending on your plans and finances. Tourist stay Many foreigners enter Mexico as tourists without a visa and receive permission to stay up to a certain number of days (often up to 180 days, but it is not guaranteed). A tourist stay: • Does not allow you to work for Mexican employers • Does not let you access local residency benefits • Is not meant as a long term “back to back” solution Tourist entries are good for exploration trips but not for a full time move. Temporary resident (Residente Temporal) Temporary residency is the most common path for people who want to live in Mexico for more than six months without immediately going permanent. General characteristics: • Usually granted initially for 1 year, with the possibility to renew up to 4 years • Allows you to live in Mexico full time, open local bank accounts, and sometimes get local health coverage • Does not automatically grant permission to work; if you plan to work in Mexico you need work authorization attached to your residency Most temporary residents qualify via financial solvency (proof of income or savings). Typical recent numbers: • Monthly income requirement: roughly in the low to mid 4,000 USD range for the last 6–12 months, depending on the consulate • Savings/investment requirement: often in the high five figures to low six figures in USD equivalent, again varying by consulate Each Mexican consulate sets its own exact thresholds and evidence rules, so readers must always check with the specific consulate where they'll apply. Permanent resident (Residente Permanente) Permanent residency is ideal if you plan to live in Mexico indefinitely. Characteristics: • No need for frequent renewals • Lets you live in Mexico as long as you like • Often used by retirees or those with strong ties to Mexico (like family connections) You can qualify either: • Directly from abroad if you meet higher income or savings requirements, often thousands of dollars more per month than temporary residency; or • By first holding temporary residency for several years (for many, 4 years), then converting to permanent status inside Mexico. Again, the exact thresholds and documentation depend on the consulate and can change year to year. Work visas and business If you plan to work for a Mexican employer or run a Mexican company that needs your presence, you need proper work authorization. Basic ideas: • A Mexican employer can sponsor you for a temporary resident visa with permission to work if they are registered with the immigration authorities. • You cannot legally work in Mexico for a Mexican entity on a tourist visa. • If you intend to start a business (for example, a hotel, restaurant, or tourism operation), you'll need legal and tax advice to structure it correctly and secure the right visa. ________________________________________ Visa process: step by step overview You can treat this as a checklist. 1. Clarify your plan Decide how long you want to stay and whether you'll work, retire, or just live on savings or remote income. That determines whether you need temporary or permanent residency, and whether you need work authorization. 2. Choose a consulate and check requirements Review the website of the Mexican consulate you'll use (near your U.S. residence, for example). Requirements vary: one might emphasize income, another savings; some want 12 months of bank statements, others 6. 3. Gather documents Typical documents include: passport, completed application form, passport photos, bank and/or investment statements, pension or Social Security award letters, marriage or birth certificates if applying with family members. 4. Book and attend the consulate appointment You'll have a short interview, submit your documents, and pay a fee. If approved, the consulate places a visa sticker in your passport, usually valid for a limited period to enter Mexico and “activate” your residency. 5. Enter Mexico and finalize at immigration (INM) Within a set number of days after entering Mexico on your new visa (often 30 days), you must go to your local immigration office, complete forms, pay fees, and provide biometrics to receive your residency card. 6. Renew or convert (for temporary residents) Temporary residents must renew before their card expires, often annually at first. After the allowed number of years, many can convert to permanent residency. Many applicants use a local immigration facilitator or attorney, especially if their Spanish is limited or if they have a more complex case. ________________________________________ How Mexican taxes work This is where readers start wondering, “How much are Mexican taxes, and what do they tax?” Income tax (ISR) Mexico has a progressive income tax called ISR (Impuesto Sobre la Renta) that applies to individuals. For tax residents (people who are considered resident in Mexico for tax purposes): • The system uses progressive tax brackets. • Rates start at low single digits on small incomes (around 1.9%) and rise stepwise. • The top marginal rate is around 35% on high incomes (at several million pesos per year). • Most employment income is taxed through withholding by the employer, with an annual true up in a tax return. For non residents (people who are not tax resident in Mexico but have Mexican source income): • There is usually an exemption for a small initial amount of income. • Above that, one common pattern is 15% tax on mid range income and 30% on higher income, depending on the type and level of income. You don't need to quote exact peso thresholds to readers; it's enough to say that most ordinary incomes are taxed at moderate rates, while high incomes pay up to about 35%. What income do they tax? For Mexican tax residents, Mexico generally taxes worldwide income: • Wages and salaries from Mexican or foreign employers • Self employment and business income • Rental income from property in Mexico or abroad • Interest, dividends, and capital gains • Some pensions and retirement income, depending on the source and treaties For non residents, Mexico usually taxes only Mexican source income: • Income from work physically performed in Mexico • Rental income from Mexican real estate • Business profits from a Mexican business or permanent establishment • Some Mexican source interest and dividends If your readers are U.S. citizens, remind them: they must still file a U.S. tax return even if they also become Mexican tax residents, and they may be able to offset Mexican taxes through tax credits or exclusions. Value added tax (IVA) Mexico's sales tax is a value added tax called IVA. • The standard IVA rate is 16%, applied to most goods and services, including many consumer purchases and professional services. • There is a reduced rate (often around 8%) in certain border regions to promote competitiveness. • Some items are zero rated or exempt: many basic foods, some medicines, exports, certain types of housing, and some education and health services. As a consumer, you see IVA embedded in most prices, much like sales tax in the U.S. For businesses (like a hotel or restaurant), you collect IVA on sales and remit it to the government. Other common taxes and contributions Depending on what you do in Mexico, you might also encounter: • Social security contributions for employees (if you work for a Mexican employer) • Property taxes (predial), which are generally much lower than typical U.S. property taxes on a comparable property • Vehicle registration fees if you own a car You don't need to go into detail here, but it's worth flagging that these exist and are part of the overall tax picture. ________________________________________ Tax examples: retiree, remote worker, and Mexican employed American These simplified examples assume the person has become a Mexican tax resident (over 183 days per year in Mexico and/or center of vital interests in Mexico). Real world outcomes depend on exact numbers, deductions, the current year's brackets, and treaty interpretation, so they are for illustration only and not tax advice. Example 1: Retiree getting 30,000 USD/year in U.S. Social Security Assumptions: • 30,000 USD/year in U.S. Social Security, no other income. • Exchange rate of 18 MXN per USD → 540,000 MXN/year. • Lives in Mexico full time and is treated as a tax resident. Key points: • Foreign pensions, including U.S. Social Security, may need to be reported to the Mexican tax authority (SAT) once you are a Mexican tax resident. • In practice, some advisors and expats find that U.S. Social Security and U.S. retirement distributions are primarily taxed in the U.S., with Mexico focusing more on Mexican source income, but the safest assumption is that Mexico can tax worldwide income and may expect you to declare it. How you might explain it to readers: • If you are a retiree with 30,000 USD/year in Social Security and no other income, you will still deal with U.S. tax rules on that income. • Once you become a Mexican tax resident, Mexico may require you to report that income, but whether they actually tax it depends on treaty rules and how your situation is interpreted. • A cross border tax professional can tell you whether you'll see any Mexican tax on that Social Security or whether your liabilities remain mostly on the U.S. side. Plain English takeaway: retirees living on moderate U.S. Social Security often don't get hammered by Mexican income tax, but they should plan on at least reporting their income and coordinating U.S. and Mexican filings. Example 2: Remote American worker living in Mexico, making 80,000 USD/year from a U.S. employer Assumptions: • 80,000 USD/year salary from a U.S. company, work performed remotely while living in Mexico. • Exchange rate 18 MXN/USD → 1,440,000 MXN per year. • Spends more than 183 days/year in Mexico, so is a Mexican tax resident. Key points: • Mexico taxes its residents on worldwide income, which includes your U.S. salary. • If you are effectively working from Mexico, Mexico views that as Mexican taxable employment or self employment income, even if your employer is in the U.S. Approximate effect: • At around 1.44 million MXN/year, you'll be in higher ISR brackets, facing a top marginal rate of 35% on the upper slice of your income and a blended effective rate likely in the low to mid 20% range, after standard calculations. • You still file a U.S. return every year. • You may use the Foreign Earned Income Exclusion and/or foreign tax credits to prevent being fully taxed twice. If you're a U.S. citizen working remotely from Mexico and earning 80,000 USD/year from a U.S. employer, expect to owe Mexican income tax as a resident and still file a U.S. return. The good news is that, with proper planning, Mexican tax you pay can usually be credited against your U.S. tax so you're not double taxed on the same income. Example 3: American earning 60,000 USD/year from a Mexican employer Assumptions: • American citizen employed by a Mexican company, working in Mexico. • 60,000 USD/year salary → 1,080,000 MXN/year at 18 MXN/USD. • Treated as a Mexican tax resident. Key points: • This is clearly Mexican source employment income. • Your Mexican employer will withhold ISR from your paycheck based on the progressive tables, plus social security and other payroll contributions. • At roughly 1.08 million MXN/year, you're again in higher brackets, with an effective tax rate that can land roughly in the low to mid 20% range, depending on deductions and credits. • As a U.S. citizen, you still file a U.S. tax return but can typically use foreign tax credits and, possibly, the Foreign Earned Income Exclusion to avoid paying full tax twice. If you're an American making about 60,000 USD/year working for a Mexican employer, you'll see Mexican taxes withheld from every paycheck and you'll still file in the U.S., but in many cases the Mexican tax you pay will substantially offset what you owe the IRS. ________________________________________ When do you have to file Mexican taxes? Taxes depend on tax residency, not just on immigration status (visa type). When do you become a Mexican tax resident? Mexico may treat you as a tax resident when: • You spend more than 183 days in Mexico in a calendar year; or • Mexico is the “center of your vital interests,” meaning your main economic or family ties are there (for example, your spouse and minor children live in Mexico and you earn most of your income from Mexican sources). Residency for tax purposes is a legal determination, not just a personal choice, so it's wise to consult a tax professional if you're unsure. Filing and paying For Mexican tax residents: • Individuals generally file an annual income tax return, often in the spring of the following year (recent years use April 30 as a common deadline). • Some types of income require monthly provisional payments. • Employers withhold tax on salary, and banks or brokers may withhold on interest and other income. For non residents: • Mexican tax is often withheld at source by the payer (for example, a Mexican employer or tenant), at the applicable non resident rates. A simple rule of thumb for your readers: • If you spend less than 183 days in Mexico per year and don't earn Mexican source income, you usually don't file a Mexican tax return (but you still file in your home country). • If you live in Mexico most of the year, own a business there, or earn income from Mexican property or employment, expect to deal with Mexican tax returns and possibly to be treated as a tax resident. Always encourage readers to get cross border tax advice, especially U.S. citizens who may need to coordinate U.S. and Mexican returns. ________________________________________ Other important considerations Rounding out the blog with practical and cultural issues makes it feel grounded. Healthcare and insurance • Many expats use a combination of local private healthcare and insurance (either Mexican private plans or international expat policies). • Some long term residents enroll in Mexico's public healthcare system, but quality and access can vary by region. • Before moving, review how your current health insurance will work abroad and plan for major emergencies. Banking and money • Most people keep at least one bank account in their home country and open a Mexican account after they get residency, making it easier to pay rent and utilities. • Money transfer services and online banks can offer better exchange rates and lower fees than traditional bank wires. • U.S. citizens must also be mindful of foreign account reporting requirements (like FBAR and FATCA). Renting vs buying property • Renting first is usually smart. It gives you time to test neighborhoods, understand noise patterns, get a feel for the climate, and decide if you really like the city. • Buying property in Mexico can be attractive, especially in less expensive markets, but there are legal nuances, including special structures (like fideicomisos) for coastal and border properties. • Using a reputable notario (a specialized legal official) and real estate professionals is critical. Safety • Safety in Mexico is highly regional and neighborhood specific. Some places are very comfortable for day to day life, while others have serious security issues. • Research specific cities and neighborhoods, use recent data, and talk to locals and expats on the ground, not just headline news. • As in any country, common sense precautions (knowing where not to go at night, avoiding displays of wealth, learning local norms) go a long way. Language and integration • Learning Spanish is one of the best investments an expat can make. Even basic Spanish opens doors: cheaper local services, smoother dealings with bureaucracy, better relationships with neighbors. • Integration means respecting local customs, supporting local businesses, and avoiding “little bubble” lifestyles where expats only interact with each other. Working or running a business • Anyone planning to run a hotel, restaurant, tour company, or other business in Mexico needs clarity on immigration status, work authorization, and tax obligations. • A business that employs locals (for example, a hotel/restaurant concept in Puebla or a tourism operation in Oaxaca or Mazatlán) can be both profitable and socially impactful, but it requires upfront planning with local lawyers, accountants, and immigration professionals. • Operating “informally” or on a tourist visa can create serious immigration and tax problems.

Perché si lascia un lavoro appena trovato?Il mercato del lavoro vive una contraddizione crescente: trovare un'occupazione può richiedere mesi, ma sempre più spesso i nuovi assunti lasciano l'azienda dopo poche settimane.Nell'episodio 55 di Digital HR, Primo Bonacina analizza le cause di questo fenomeno: processi di selezione accelerati, aspettative poco realistiche, ruoli accettati come “lavori ponte” e strategie aziendali troppo tattiche.Una riflessione su trasparenza, recruiting e pianificazione del capitale umano, per capire come costruire relazioni professionali più solide in un mercato sempre più instabileBuon ascolto!

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

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

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

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

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

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

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

In episode 242, Coffey talks with Lee Colan about rebuilding human connection in a technology-driven, hybrid workplace.  They discuss the loneliness epidemic and its impact on employee wellbeing; differences between social isolation and emotional loneliness; remote work and the rise of frictionless digital experiences; Gallup and BetterUp data on workplace friendships and retention; the decline of socializing with coworkers outside work; practical rituals like high-low check-ins during meetings; the cultural effects of hybrid work and hot desking; personalization of workspaces to reinforce belonging; AI disruption of career paths and entry-level roles; the growing value of human-centered leadership skills; and a four-step model for building meaningful professional relationships.  Lee Colan's next book “The Connection Key: How to Unlock Your Positive Impact and Enhanced Wellbeing” releases in September.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP242  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Lee J. Colan, Ph.D. is Lee is an organizational psychologist and CEO advisor. He possesses a rare combination of skills as a corporate executive, business consultant, thought leader, prolific author, artful facilitator, and engaging presenter.   Lee applies an in-depth understanding of business, science, people, and organizations to help leaders and organizations grow. As a result, he quickly helps leaders bring order where there is chaos, clarity where there is ambiguity and growth where there is decline. Lee is a John C. Maxwell Leadership Award finalist and Thinkers50 nominee for Top Management Thinker globally.  He has authored 16 popular leadership books that have been translated into 10 languages, including the bestselling Engaging the Hearts and Minds of All Your Employees, Stick with It: Mastering the Art of Adherence and Healthy Leadership. He has also created over 50 products that equip and encourage leaders at every level. Expertise CEO advisement, executive coaching, strategy planning and execution, employee engagement, keynote speaking, leadership training.  Education Doctoral degree, Organizational Psychology, George Washington University Bachelor's degree, Psychology and Communications, Summa Cum Laude, Florida State University Background  Lee brings 25 years of hands-on industry and consulting experience to his clients. He worked in various leadership roles with American Airlines, Sandoz (Novartis) and FoxMeyer (McKesson). He also held consulting positions with two premier firms: Booz, Allen & Hamilton and Mercer. His last corporate post was as Vice President for Physician Reliance Network (U.S. Oncology), one of the fastest growing NASDAQ companies at the time.  Lee currently serves as an Independent Director and member of the Personnel Committee for Pacific Seafood Group, the largest vertically integrated seafood company in North America. He is a former director for Aztec Systems who was ultimately sold to a private equity firm. He also served on the Advisory Board for ASSET InterTech who was acquired in 2021 by Constellation Software.  Lee Colan can be reached at https://thelgroup.com https://www.linkedin.com/in/leecolan  https://www.facebook.com/TheLGroupInc  https://www.instagram.com/leecolan  https://www.youtube.com/user/LeeJColan  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify the business impact of workplace loneliness and disconnection. Apply a simple four-step model to strengthen team relationships. Embed connection-building rituals into meetings and daily leadership practices. 

Good day ladies and gentlemen, this is IRC news, I am Joy Stephen, a certified Canadian Immigration practitioner, and I bring to you this Territorial News Bulletin from the Territory of North West Ter. This recording originates from the Polinsys studios in Cambridge, Ontario. NWT Nominee Program opens with updated selection processThe Northwest Territories (NWT) Nominee Program's Employer-Driven and Francophone streams will open on March 9, 2026, at 9 a.m. MST.For 2026, Immigration, Refugees and Citizenship Canada allocated 197 nominations to the NWT for the Nominee Program. Additionally, the Government of the Northwest Territories (GNWT) has introduced a new application selection process, specifically for the Employer-Driven Stream.A key change for 2026 is the introduction of an Expression of Interest system for the Employer-Driven Stream, designed to make the program fairer, more transparent and better aligned with territorial workforce and economic needs.Under this model, employers submit an Expression of Interest on behalf of a foreign national they wish to nominate and that meet the eligibility criteria. Employers register, create an online account, and select the Employer-Driven stream. The foreign national then completes an Expression of Interest survey, which provides the GNWT with a profile of the foreign national applicant. The GNWT will then review profiles and assign a score using a points-based system that considers factors such as work experience and the NWT's labour market needs, education, language skills and connection to the NWT.Profiles will be ranked based on their scores, and employers of the highest-ranking candidates will be invited through scheduled Expression of Interest draws to submit an application, which will be assessed in order of work permit expiry date. Only employers who receive an invitation to apply may proceed to the application stage. This approach will allow the program to remain open year-round.This new approach to screening applicants will allow the GNWT to more effectively manage demand for the program and prioritize Nominees who are most likely to settle and contribute long-term to communities in the NWT, particularly as interest in the program continues to exceed available nomination spaces. Expression of Interest systems are used by many provinces and territories across Canada.The Expression of Interest system is the result of feedback gathered during public engagement in September 2025. Employers, prospective immigrants, and community members emphasized the need for clearer intake processes, greater transparency, and stronger alignment between the Nominee Program and territorial labour market needs.The GNWT expects to conduct several Expression of Interest draws throughout the year, beginning on March 25, 2026. For the first draw, up to 65 eligible applicants will be selected and invited to submit an application. Information on the number of applicants selected as well as the range of scores for selected applicants will be shared online.Both the Francophone and Business streams will continue to operate separately and remain open on a first-come, first-served basis, as these streams are not oversubscribed and would not benefit from an Expression of Interest process.To immigrate through the NWT Nominee Program, you must have a valid full-time and permanent job offer from an NWT employer or be prepared to open, purchase, or invest in a business in the NWT. The program offers three streams: Employer-Driven, Francophone, and Business. You can always access past news from the Territory of North West Ter by visiting this link: https://myar.me/tag/nt/.Furthermore, if you are interested in gaining comprehensive insights into the Provincial Express Entry Federal pool Canadian Permanent Residence Program or other Canadian Federal or Provincial Immigration programs, or if you require guidance after yoSupport the show

We often talk about progress on International Women's Day, but real progress in our organisations means taking a hard look at what still isn't working, especially where workplace harassment is concerned. Throwing a policy on the shelf or holding a one-off session misses the point. The reality - which far too many women live, often in silence - should make us all uncomfortable.As leaders and managers, we set the tone. When we treat workplace harassment as just a legal issue, we fail our people. It is a leadership issue, a cultural issue, and for too many, a daily experience that chips away at well-being, confidence, and trust. The recent statistics stagger me: 80% of women on average do not report harassment, many don't even recognise it at the time, and this is happening in every sector. Power dynamics, exhaustion, and a lack of confidence all play roles - so does a work culture where open conversation isn't normalised.I'm joined by Prisca Bradley, whose expertise in employment law and discrimination practice is one thing, but it's her straight-talking focus on actionable responsibility that I value most. Together we get specific - what does meaningful responsibility look like for leaders and managers? How does proactive, ongoing education replace reactive, box-ticking behaviour? What tangible steps can you take, not only to comply, but to ensure your people are supported, seen, and able to thrive?You'll hear stories, concrete examples, and practical advice on everything from risk assessments to opening up conversations that matter. This is about more than compliance. It's about leadership that actively builds a culture where employees are safe, engaged, and able to contribute at their best.If you care about high-performing teams and your reputation as an employer, knowing your part in this is essential.More about PriscaHaving been a solicitor and partner in private practice for several law firms, Prisca Bradley decided to set up her own consultancy in 2019 focussing on providing a blend of employment law advice and support and training to organisations and businesses primarily within the education, charity, technology and start-up sectors. She particularly enjoys supporting leaders and managers to develop their skills and working with organisations to create healthy working environments.Get in touch with Prisca: www.bradleyemploymentconsulting.co.ukResources & ReferencesInsight to Action: Tackling Workplace Harassment: Leadership Responsibility in ActionWatch this episode on YouTube7 Superpowers of Women in the Workplace Part 1 - Dr Shawn Andrews (itstimeforchange.co.uk)7 Superpowers of Women in the Workplace Part 2 - Dr Shawn Andrews (itstimeforchange.co.uk)Women's Equality 50 Years On: Actions for Employers – Prisca Bradley (itstimeforchange.co.uk)3 Inspirational Female Leaders (itstimeforchange.co.uk)Employer 8 Step Guide Preventing Sexual Harassment Work (equalityhumanrights.com)Employers' Initiative on Domestic Abuse (eida.org.uk)Developing a combined measure of domestic abuse, sexual assault and stalking, England and Wales - Office for National StatisticsRetained Partnership InfoContact details for LisaLinkedIn: lisapsychologySign up to be kept in the loop: itstimeforchange.co.uk/jointheclubEmail me for a friendly chat: lisa@itstimeforchange.co.uk

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

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

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

Still working or covered by an employer health plan? In this episode, we break down how Medicare coordinates with employer coverage, including who pays first, when Medicare becomes the primary or secondary payer, and the key enrollment timelines you need to know. Learn how understanding these rules, and considering a Medicare Supplement plan, can help protect your healthcare access and your retirement savings. 

Show SummaryOn this episode, we have a conversation Today we're having a conversation with Vietnam Era veteran and nurse Joanne Malear, who is the coordinator of the 11th Hour Squadron. They are an all-volunteer organization that believes in taking care of dying veterans like family. They can be there at a loved one's bedside during those final nights when family members are at home getting much-needed rest.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestJoanne Melear is a former U.S. Navy nurse and the founder of the 11th Hour Squadron, a volunteer initiative dedicated to ensuring that veterans in hospice care are not alone at the end of life. Drawing on her military medical experience and deep commitment to lifelong service, she created the program to bring trained veteran volunteers to sit bedside, provide companionship, and honor fellow service members in their final hours.Links Mentioned During the Episode11th Hour Squadron Website PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Caring for Veterans Through the End Of Life: Compassionate Communities. In this course, you will learn how you can provide compassionate care through the end-of-life for those who have served our country. You can find the resource here:  https://learn.psycharmor.org/courses/caring-for-veterans-through-the-end-of-life-1 Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

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

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

It's YOUR time to #EdUpPCO In this episode, YOUR guest is Art Thomas, Executive Director of the Office of Microcredentials at Syracuse University's College of Professional Studies. YOUR host is Amrit Ahluwalia⁠⁠.Some key topics we tackle:·      How universities can leverage customized microcredentailing as a mechanism to engage industry and employer partners·      What it takes for university PCO leaders to build and maintain strong relationships with industry·      How this customized approach to program design can drive enhancements across open-enrollment curriculaListen in to #EdUp! Thank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠ & ⁠⁠⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠Join YOUR EdUp community at ⁠⁠⁠⁠The EdUp Experience⁠⁠⁠⁠!We make education YOUR business!

Hundreds of jobseekers have descended on Shannon today, to explore career possibilities with more than fifty employers in the region. Shannon Chamber has been hosting a recruitment fair at the Westpark Innovation Campus, in collaboration with the Department of Social Protection and the Local Authority Integration Team. The event is part of the Department's annual Work and Skills Campaign, giving local employers a chance to connect with people seeking employment and to showcase opportunities within their companies. One company taking part is Ireland SK Tes, the world's largest IT lifecycle management and solutions company. The firm, which opened in the Shannon Free Zone in January, is aiming to recruit later this year and General Manager Sean Sheehan says they're looking for people who are eager to grow and develop their careers with the company.

Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important. In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world's leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026. From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment. Whether you're hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape. Guest Alice Heron – Manager, Fragomen Topics include: • The difference between permission to work and permission to reside • What HR needs to know about right-to-work checks • Understanding Critical Skills, General, and Intra-Company Transfer permits • The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026 • Changes under the Employment Permits Act 2024 • The Eligible and Ineligible Occupations Lists – and why they matter • Family reunification rules and dependent considerations • Visa timelines and workforce planning • Hiring and retaining international graduates in Ireland • Stamp 1G and Stamp 2 permissions explained • Common compliance pitfalls HR teams should avoid • Why immigration should be part of long-term workforce strategy — not an afterthought Key Takeaways for HR Leaders • Permission to work and permission to reside are separate systems — always verify both. • The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements. • Immigration compliance is a lifecycle process — not a “file it and forget it” task. • Expiry date tracking for permits and IRP cards is critical to avoid operational disruption. • Graduate hiring presents a major opportunity, but early permit planning is essential. • Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention. • Promotions, salary changes, and role updates must be formally notified to the Department. • Strong record-keeping is essential in the event of a Workplace Relations Commission audit. • Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent. Resources Eligibility and requirements for an employent permit Critical Skills Occupations List Ineligible List of Occupations for employment permits Types of Employment Permits Get in Touch If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support

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

Tensions flare in Newcastle as business leaders condemn an alleged politically driven “inspection” at a major employer. Parliamentarians, police, and officials reportedly stormed the premises of a prominent mineral water producer, sparking claims of intimidation and abuse of power. With thousands of jobs at stake, the incident raises urgent questions about investor confidence, governance, and respect for lawful business operations in South Africa.

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

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

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

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

Sometimes an employer's seemingly harmless questions can be problematic because they may violate certain laws or get in the way of a productive and engaged workforce. Join us as we discuss the types of questions that employers and managers should avoid asking employees. [00:41] Off-the-Clock Work [01:23] Working Through Lunch [02:22] Pay Confidentiality [03:05] Handling Complaints  [03:58] Family and Pregnancy Inquiries  [05:38] Holiday Party Attendance [06:07] Sick Leave Issues This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2026 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

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

In this episode 260 of the employment law and HR podcast, I bring you a run down of the new law coming in October 2026 which provides a legal duty on employers to prevent harassment of employees by third parties and provides for employer liability for the actions of third parties towards their employees. In this episode we cover: The background to third party harassment law including the case that started it all, the 'Bernard Manning' case. The law on harassment currently. What the new law says about third party harassment. When third party harassment may arise. What steps employers need to take. Why you need to take action now. Legal liability for employers. Why you need to start considering who your 'Finchy' from the Office is! Key takeaway: Employers need to start taking action now to assess and identify the risks of third party harassment.  In order to take the necessary steps and ensure everything is in place by October 2026 you need to act now.  Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Send a textMarisa Toldo on LinkedInMarisa Toldo websiteMarisa's email: hallo@marisatoldo.comSupport the Alzheimer's & Dementia Resource Center

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

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

Chris Holman welcomes back Kevin M. Guskiewicz, Ph.D., President, Michigan State University, East Lansing, MI. Tell us about the recently developed MSU Green and White Council? How did the Council determine its three recommended initiatives? Why is "AI-Ready Spartans" on that list? How important is experiential learning (i.e. internship, study abroad, etc.) in helping to prepare graduates for the workforce? Why is MSU uniquely positioned to drive these initiatives forward? » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ Green and White Council Michigan State University's specially appointed Green and White Council includes some of Michigan's foremost business, industry and civic leaders. In April 2025, President Guskiewicz launched the Council to champion bold initiatives that will amplify MSU's role as Michigan's state university and address the state's biggest challenges. Harnessing MSU's distinctive assets and the unparalleled expertise of its members while focusing on what matters most for Michigan, the Council guides initiatives designed to: Develop talent for in-demand jobs across the state and equip Spartans with the skills of the future. Connect Spartans to great companies and careers in Michigan. Leverage MSU's cutting-edge research and intellectual property to propel Michigan's economy. Co-chaired by university alumnus Matt Elliott and Eli Broad College of Business Dean Emeritus and Professor Sanjay Gupta, the council's partnership with MSU helps align education, research, and industry to current workforce needs, identification of future skills, and guidance toward initiatives that prepare Spartans for a rapidly evolving economy. The Council has designed three transformational initiatives that drive this work: AI-Ready Spartans: Builds digital competencies across the undergraduate experience by prioritizing AI through an industry-backed, employer-informed approach, ensuring every graduate can use AI effectively and responsibly. Career-Connected Spartans: Ensures every undergraduate gains access to career exploration and real-world experiences, building the skills, confidence, and clarity needed to launch successfully into the workforce. Spartan Catalyst: Accelerates collaboration between MSU researchers and industry to translate discovery into innovation and economic impact by tackling their most pressing challenges. Looking Ahead University leadership, in coordination with the Green and White Council, is currently working to integrate the initiatives across colleges and units at MSU. The university invites companies and industry leaders to partner on applied AI and digital competency curriculum, career exploration and experiential learning opportunities, and applied research collaborations. Employers play a pivotal role in preparing the future workforce, and MSU welcomes partners ready to build alongside and help power the innovation economy. More information and the opportunity to engage with the council's initiatives is available here. A $5 million seed gift from an Eli Broad College of Business alumnus will help launch the council's initiatives and advance the university's continued incorporation of artificial intelligence, experiential learning and applied research as part of the undergraduate experience at MSU. The council anticipates additional philanthropic investments to expand opportunities for students and partners nationwide.

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

On this episode of Voices of Self Funding, host Tom Testa sits down with Matt Ohrt, National Executive Director of the Free Market Medical Association (FMMA), to explore how employers can take back control of healthcare costs and quality through free market principles. Matt shares his personal journey – from a 25-year HR career and near-fatal accident to leading national reform movements like Self Fund Health, Rise Up Health, and Healthcare Best Practice Group. Together, they explore how self-funded employers can drive meaningful change by demanding transparency and value, the rise of direct primary and specialty care as cost-saving, patient-centered alternatives, and why breaking healthcare's “monopoly mindset” is key to restoring competition, affordability, and trust – all while looking ahead to what's next for self-funding and free market reform in 2026 and beyond. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen

In episode 241, Coffey talks with Neil Katz news and media items from the past month, including who HR is “for”, managing AI agents, and mental-health-related gaps in employment.  They discuss HR's responsibility to conduct impartial workplace investigations based on evidence; the misconception that HR exists primarily as employee advocates; aligning HR strategy with revenue, margin, and organizational mission; the decline of transactional HR through automation and outsourcing; fractional HR leadership for small and midsize businesses; managing autonomous AI agents within organizational structures; developing AI operational literacy and new leadership competencies; redefining KPIs in an AI-enabled workplace; and best practices for addressing employment gaps during 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/EP241  Media mentioned in this podcast:   If HR Isn't There to Help You, Who Is HR For? — Dallas Employment Lawyer Blog — February 9, 2026 To Thrive in the AI Era, Companies Need Agent Managers How do explain a gap year taken for mental health. : r/jobsearchhacks  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:  Neil Katz is the founder and CEO of Exceptional HR Solutions, a leading provider of fractional HR leadership for small and mid-sized businesses across the U.S. With over 25 years of experience at the intersection of people and business strategy, Neil leads a national team of 20+ seasoned HR partners dedicated to helping companies scale, evolve, and thrive. His firm delivers end-to-end HR solutions—from talent acquisition and organizational development to compliance, culture, and leadership alignment.  Under Neil's leadership, Exceptional HR Solutions has become a go-to resource for growth-focused companies in industries ranging from retail and healthcare to manufacturing, technology, and professional services. He is widely recognized for building agile, scalable HR infrastructures that empower leadership, strengthen teams, and deliver measurable business impact. While his primary focus is on growing Exceptional HR Solutions, Neil also serves selectively as an executive advisor, helping founders, CEOs, and leadership teams navigate strategic and organizational change. He holds an MBA from Amberton University, a BA in Business Administration from Texas Lutheran University, and advanced training in executive coaching from the University of Texas at Dallas. He is SHRM-certified and respected for his strategic insight and people-first leadership style. Neil is a frequent guest on industry podcasts and a sought-after speaker at conferences and webinars, where he shares practical insights on fractional leadership, scalable HR strategies, and the evolving role of human resources in high-growth environments.  Outside of his professional work, Neil serves on the board of Hope International, a Dallas-based adoption agency, and previously served on the board of directors at Halo Senior Care, a for-profit business focused on elder care. He has also served with nonprofit organizations such as Gift of Adoption, reflecting his deep commitment to service and community.  Neil Katz can be reached at  https://exceptionalhrsolutions.com https://www.linkedin.com/company/exceptional-hr-solutions https://www.facebook.com/exceptionalhrS https://www.instagram.com/exceptional_hr_solutions_ https://twitter.com/exceptional_hrs https://www.youtube.com/@ExceptionalHRSolutions  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: Understand how HR can balance legal compliance with business performance and employee trust. Identify emerging le...

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Laura Ullrich of Indeed notes the seasonal job-seeking surge in January, while job openings themselves stayed flat. She describes a surge in the first weeks of January before a fall off through the rest of the month. She also saw more white collar roles being posted while retail pulled back. Leverage has returned to employers and they're being more cautious about filling roles, she argues. Laura also covers how AI is changing the game.======== Schwab Network ========Empowering every investor and trader, every market day.Options involve risks and are not suitable for all investors. Before trading, read the Options Disclosure Document. http://bit.ly/2v9tH6DSubscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/About Schwab Network - https://schwabnetwork.com/about

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

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

If you're a physician with at least 5 years of experience looking for a flexible, non-clinical, part-time medical-legal consulting role… ...Dr. Armin Feldman's Medical Legal Coaching program will guarantee to add $100K in additional income within 12 months without doing any expert witness work. Any doctor in any specialty can do this work. And if you don't reach that number, he'll work with you for free until you do, guaranteed. How can he make such a bold claim? It's simple, he gets results…  Dr. David exceeded his clinical income without sacrificing time in his full-time position. Dr. Anke retired from her practice while generating the same monthly consulting income.  And Dr. Elliott added meaningful consulting work without lowering his clinical income or job satisfaction. So, if you're a physician with 5+ years of experience and you want to find out exactly how to add $100K in additional consulting income in just 12 months, go to arminfeldman.com.                                                          =============== Get the FREE GUIDE to 10 Nonclinical Careers at nonclinicalphysicians.com/freeguide. Get a list of 70 nontraditional jobs at nonclinicalphysicians.com/70jobs.                                                                                                 =============== Pediatrician and former Navy physician Dr. Laura Clapper shares how a lifelong interest in data, AI, and systems thinking led her from clinical practice into senior leadership roles at major health plans and large self-insured employers. In this classic replay from 2022, she pulls back the curtain on the "black box" of payers and national accounts, explaining what medical directors and CMOs actually do inside insurers, employer health benefits teams, ACOs, and value-based care organizations. She walks through day-to-day work in utilization management, quality, pharmacy, innovation, and employer-facing roles, as well as the credentials and experience you need to be considered for these positions. Dr. Clapper also looks ahead to emerging opportunities in telehealth, data and EHR optimization, startups, women's health, and executive coaching. You'll find links mentioned in the episode at nonclinicalphysicians.com/health-plans-need-a-cmo/

At Pfizer, the employer brand is an experiment in progress where hypotheses are constantly tested to improve activation. We learn how they measure their progress as they go and weave employer brand concepts into the recruitment process. Anne Kennedy Dotson is the Global Head of Employer Brand, Recruitment Marketing & University Relations at Pfizer. Anne Kennedy Dotson on LinkedIn: https://www.linkedin.com/in/anne-kennedy-dotson-8362128/ Careers at Pfizer: https://www.pfizer.com/about/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Forget flashy career sites and catchy slogans—if you want to win the talent war in 2026, you need to stop being "attractive" and start being "choosable." In this episode, the boys sit down with employer branding heavyweight James Ellis, founder of Employer Brand Labs, to deconstruct the shallow misconceptions plaguing the industry. Fresh off the release of his new book, Becoming Choosable, Ellis dives deep into why most companies fail by prioritizing aesthetics over substance. From a scathing critique of superficial Super Bowl ads to a masterclass on the NFL's global expansion strategy, the conversation bridges the gap between high-level marketing and the gritty reality of talent acquisition. Whether you're a mid-sized firm or a global powerhouse, tune in to learn how to define your company's unique core identity and build a talent strategy that actually drives business growth. Ready to find out if your brand is actually "choosable" or just wearing a fresh coat of paint? Give the episode a listen on the Chad and Cheese Podcast official site or your favorite streaming platform. Chapters 00:00 - Introduction to Employer Branding and the Podcast 02:17 - Super Bowl Insights and Branding Implications 05:18 - The Catalyst for Writing 'Becoming Choosable' 09:28 - Understanding Employer Branding and Business Growth 13:23 - The Future of Talent Acquisition and Branding Challenges 15:00 - The Importance of Brand in Recruitment 18:53 - Navigating the ATS Landscape 22:00 - The Role of Social Media in Employer Branding 29:58 - Targeting and Brand Messaging in a Holistic World