Podcasts about employers

Businesses across Minnesota are feeling the strain as the Trump administration's immigration crackdown moves into its seventh week.Immigrant-owned businesses — and companies that rely on immigrant workers — have been hit especially hard. Employers say many workers are staying home, worried about being stopped or detained by immigration officers. At the same time, customers are also staying away, as fear and tension ripple through communities following the recent killings of two U.S. citizens, Alex Pretti and Renee Good. The result? Short-staffing, reduced hours, lost revenue — and a lot of uncertainty about what comes next. MPR News guest host Chris Farrell looks at how this surge in enforcement is disrupting business as usual and what people can do to support their local shops and restaurants.Guests: R.T. Rybak is the president and CEO of the Minneapolis Foundation, which just announced plans to distribute $3.5 million to businesses hurt by the immigration enforcement surge. He is also a former mayor of Minneapolis. Miguel Hernandez is the owner of Lito's Burritos, with locations on Lake Street in Minneapolis and Richfield. He grew up working in his parents' Richfield restaurant, El Tejaban Mexican Grill. Subscribe to the MPR News with Angela Davis podcast on: Apple Podcasts, Spotify or RSS.Use the audio player above to listen to the full conversation.      

Subscribe to C-Speak so you never miss an episode. Listen on Apple Podcasts, Spotify, YouTube or wherever you get your podcasts.In this episode of PNC C-Speak, Stephen Kramer, CEO of Bright Horizons Family Solutions, discusses the mission and growth of Bright Horizons as the largest provider of employer-sponsored childcare. He shares insights into the challenges employers face with childcare, the impact of COVID-19 on early childhood education and his journey with entrepreneurship. Powered by PNC Bank.Download a transcript of this podcast.

Something New!  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/EP237  In episode 237, Coffey and DeDe Church discuss recent news items about how shifting economic conditions, technology, and leadership gaps are reshaping the employment landscape.  They discuss the realities of a “low-hire, low-fire” labor market; dehumanizing hiring processes and AI-driven recruiting tools; challenges facing early-career workers and liberal arts graduates; emerging roles created by artificial intelligence; the growing importance of soft skills like problem solving and communication; workforce restructuring, layoffs, and job hugging; employee disengagement and the great detachment; why strong frontline workers often struggle as supervisors; the risks of promoting without leadership training; transparency, feedback, and promotion decisions; and how kindness, accountability, and continuous feedback drive engagement.  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 three quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   Media mentioned in this podcast:  From AI bubble fears to the job market's ‘Great Freeze': Economists answer your biggest questions about 2026  Private-Sector Hiring Turned Positive in December After November Losses   Private Hiring Sank in November, ADP Says  US Bureau of Labor Statistics Occupational Outlook Handbook: Fastest Growing Occupations  The 2026 Job Market Outlook: Where the Jobs Are  Economists Are Studying the Slowing Job Market—and Feeling It Themselves  When Good Frontline Workers Make Bad Supervisors  Is Your Leadership Style Too Nice? The Friendship Recession: The Lost Art of Connecting Use Situation-Behavior-Impact (SBI)™ to Understand Intent  About our Guest:  DeDe Church is an attorney, employee relations counselor, workplace and University investigator, and nationally recognized trainer with more than 30 years of experience. She has trained thousands of employees and managers on how to create a productive, respectful culture for clients ranging from Fortune 50 companies to her favorite local pizza shop. Known for her humor and practicality, DeDe is often invited and then re-invited to deliver her high-energy workshops at distinguished conferences and to create videos for employee onboarding and annual training.  As an expert investigator, DeDe relies upon a depth of knowledge to find the facts without causing unnecessary disturbances. Witnesses often say they feel at ease when talking with her because of her approachable nature. In addition, DeDe is often retained to review investigation procedures and to train in-house HR and University professionals on investigation best practices. In recognition of her skills, DeDe has been retained to testify as an expert witness in employment cases more than 20 times by organizations including Uber, BP, and MD Anderson Cancer Center.  DeDe is a former Senior Assistant Attorney General for the State of Texas in the Civil Rights/General Litigation Division. During almost seven years there, she advised dozens of state agencies on the proper response to employee complaints, represented the State in over 30 trials involving discrimination in the workplace, and successfully argued before the Fifth Circuit Court of Appeals and the Texas Supreme Court. DeDe received the prestigious Presidential Citation from the President of the Texas State Bar in recognition of outstanding service to the citizens of Texas. Her Bachelor of Arts degree is from Louisiana State University, magna cum laude, and she received a Doctorate of Jurisprudence with Honors from the University of North Carolina School of Law in Chapel Hill, North Carolina.  DeDe Church can be reached at www.dedechurch.com https://www.linkedin.com/in/dede-wilburn-church-a71b748/  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 rec...

Employer branding is one of the most misunderstood strategic levers inside modern organizations.Done well, it mirrors great marketing, sharp copywriting, thoughtful design, and aligned talent strategy. It shapes recruiting outcomes. It influences pipeline quality. It changes who raises their hand.But here's the part leaders rarely talk about.Strong employer branding can accidentally attract the wrong stage of talent.In this episode, Anthony Vaughan breaks down a pattern he's seeing everywhere: companies launching brand-new motions — partnerships, ecosystems, community, content — while simultaneously pulling in deeply seasoned operators who are wired to scale, not build.Starting a new segment isn't a role.It's a startup inside your business.That requires emotional stamina. Long hours. Undefined playbooks. Constant iteration. And a willingness to live inside ambiguity.For many senior leaders, that season has already passed.The result? Misalignment. Frustration. Unrealized potential on both sides.This conversation explores:• Why employer branding often over-indexes on excitement instead of reality• How great branding can create hiring mismatches• The difference between building and scaling energy• Why timing matters more than title• What leaders and candidates alike need to ask before saying yesA grounded reflection on alignment, career seasonality, and the real work behind “building something from scratch.”

What should employers know about DOJ enforcement? In this episode, Miller Johnson employment attorney Rebecca Strauss sits down with her colleague, Jennifer McManus, a former federal prosecutor, to discuss what businesses need to know about internal investigations, criminal liability, and civil enforcement trends. Jennifer shares insights from her time with the Department of Justice and explains how private employers—from large corporations to local businesses—can stay compliant and avoid legal pitfalls. Tune in to explore: Current DOJ priorities (immigration, trade, health care fraud) What intent means in government investigations The importance of a strong compliance culture What to do when your team makes an honest mistake Whether you're an HR professional, legal counsel, or business owner, this episode offers practical guidance and peace of mind for navigating government investigations with confidence.

Clement Manyathela connects jobseekers to potential employers in the first instalment of the unemployment hour for 2026. The Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live on Primedia+ weekdays from 09:00 and 12:00 (SA Time) to The Clement Manyathela Show broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/XijPLtJ or find all the catch-up podcasts here https://buff.ly/p0gWuPE Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc 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/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

It's YOUR time to #EdUp with Pierre Dubuc, Co-Founder & CEO, OpenClassroomsIn this episode, President Series #440, powered by ⁠⁠⁠Ellucian⁠⁠⁠, & sponsored by the 2026 InsightsEDU Conference in Fort Lauderdale, Florida, February 17-19,YOUR cohost is Darius Goldman, Founder & CEO, Career-BondYOUR host is Elvin FreytesHow does OpenClassrooms, a public benefit corporation, train & place 43,000 students annually through competency based education, industry mentorship, & employer aligned degrees in high demand fields like cyber, AI, & healthcare?How does the apprenticeship model solve student debt & employer staffing shortages by leveraging state & workforce board funding to make training costless for employers while students learn on the job?Why is AI requiring every student to learn AI skills regardless of field, enabling real time curriculum personalization, & why are apprenticeship degrees eating market share from traditional higher education like in France where 25% of graduate students are now apprentices?Listen in to #EdUpThank 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 Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp ExperienceWe make education YOUR business!P.S. Want to get early, ad-free access & exclusive leadership content to help support the show? Become an #EdUp Premium Member today! 

In this episode of the Grownlearn Podcast, host Zorina Dimitrova speaks with Bryan Adams, CEO and founder of Happydance and a leading voice in employer branding, talent attraction, and candidate experience. As AI tools like ChatGPT transform how candidates apply for jobs, organizations are facing a new challenge: too many applications, inflated credentials, and weaker cultural alignment. Bryan explains why traditional employer branding tactics are now backfiring and how leading companies are shifting from “attraction” to filtering, self-selection, and truth-based storytelling. In this conversation, we explore: How AI and LLMs are changing recruitment at scale Why applicant volumes have exploded and what it breaks The limits of ATS and AI screening from a legal and compliance perspective How authentic storytelling helps candidates self-select out Why employer branding is moving from marketing to executive strategy How culture, leadership messaging, and transparency directly impact company value This episode is essential for founders, executives, investors, and HR leaders who want to understand how talent strategy, culture, and technology influence long-term performance and valuation. Bryan Adam's Business' Website: https://www.happydance.love/ ---------------------------------------------------------------------------------------------------------------------------------------------

Employer retirement plans can be one of the most powerful wealth-building tools available, yet they are also among the most confusing. In this episode of the Women's Money Wisdom podcast, Melissa Joy, CFP®, breaks down how to make the most of your workplace retirement benefits in 2026.Melissa walks through the key retirement plans many employees have access to, including 401(k), 403(b), and 457 plans, and explains why 2026 is a pivotal year for retirement planning. With multiple legislative changes now in effect, including SECURE Act 1 and 2 and new tax rules impacting catch-up contributions, understanding your options has never been more important, especially for high earners.This episode covers updated contribution limits, new catch-up contribution rules for those over age 50, and the temporary super catch-up opportunity for individuals ages 60 to 63. Melissa also explains the new Roth mandate for high earners, what it means for your tax strategy, and how it may change the way you approach retirement savings going forward.Beyond contribution limits, Melissa explores advanced planning opportunities such as after-tax contributions, mega backdoor Roth strategies, and how different employer plan designs can dramatically affect how much you are able to save. She also highlights commonly overlooked strategies for dual-income households, spousal IRAs, and the growing role of Health Savings Accounts as an extension of retirement planning.If retirement planning feels overwhelming, this episode offers clarity, structure, and actionable guidance to help you confidently use your employer benefits to support your long-term goals.Key topics discussed include:2026 retirement contribution limits and what's changedCatch-up and super catch-up contribution rulesThe new Roth requirement for high earners over age 50Coordinating retirement savings for couplesUsing HSAs as a long-term retirement strategyMega backdoor Roth opportunities and plan design considerationsCommon mistakes that can reduce employer matchingFor personalized guidance, Melissa encourages listeners to review their options with a financial planner to ensure their retirement strategy aligns with both current tax laws and long-term goals.The previous presentation by PEARL PLANNING was intended for general information purposes only. No portion of the presentation serves as the receipt of, or as a substitute for, personalized investment advice from PEARL PLANNING or any other investment professional of your choosing. Different types of investments involve varying degrees of risk, and it should not be assumed that future performance of any specific investment or investment strategy, or any non-investment related or planning services, discussion or content, will be profitable, be suitable for your portfolio or individual situation, or prove successful. Neither PEARL PLANNING's investment adviser registration status, nor any amount of prior experience or success, should be construed that a certain level of results or satisfaction will be achieved if PEARL PLANNING is engaged, or continues to be engaged, to provide investment advisory services. PEARL PLANNING is neither a law firm nor accounting firm, and no portion of its services should be construed as legal or accounting advice. No portion of the video content should be construed by a client or prospective client as a guarantee that he/she will experience a certain level of results if PEARL PLANNING is engaged, or continues to be engaged, to provide investment advisory services. A copy of PEARL PLANNING's current written disclosure Brochure discussing our advisory services and fees is available upon request or at https:...

Navigate 2026's biggest regulatory changes with confidence! Gene Marks sits down with Paychex experts to tackle your pressing questions on no tax on tips and overtime, multi-state paid leave requirements, worker classification rules, and mandatory Roth catch-up contributions under SECURE 2.0. From understanding R&D deductions to managing retirement plan updates, this episode breaks down complex regulations into actionable insights. Whether you're an HR leader, payroll professional, or business owner, discover what you need to know to keep your company compliant and your employees informed in the year ahead. Watch the full webinar: https://bit.ly/4afnAD9 Have a topic idea? Share it at https://payx.me/thrivetopics Topics include: 00:00 – Episode preview 01:16 – Meet the tax expert 01:51 – No tax on tips and overtime 11:40 – Research and development tax credits 16:09 – Work Opportunity Tax Credit (WOTC) updates 18:45 – Tax segment wrap-up 20:13 – Meet the HR expert 20:52 – Paid family and medical leave changes 30:11 – Paid sick leave requirements 37:06 – Worker classification rules 42:03 – Overtime overview 46:00 – HR segment wrap-up 47:32 – Meet the retirement expert 48:05 – What is a Roth 401(k)? 51:01 – SECURE 2.0 and “Rothification” 57:01 – Retirement and employer responsibilities 66:50 – Tax credits under SECURE 2.0 69:20 – Wrap up and thank you DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

Welcome to Pastor's Chat.Today we continue in Ephesians 6:1-3, as the Apostle Paul continues histeaching on harmony in the Christian home. In these verses, Paul turnshis attention to the children. Wherever we look in society today, we seedivision and rebellion. Husbands and wives separate. Children resist authority.Employers and employees struggle against one another. We've tried education,legislation, and social reform, yet the problem remains. Paul's solution is fardeeper: regeneration—a new heart through Christ and a new submission toHis lordship. God's great purpose, as Paulsaid earlier in Ephesians, is to gather all things together in Christ. Thatharmony begins in the home, and it begins when believers submit themselves tothe Lord and to one another. Paul now addresses children directly, which tellsus something important. Children were present when this letter was read in thechurch. Christian families worshiped together, and parents taught God's Word athome. Paul gives children four reasons why they should obey theirparents. First, they are Christians.Paul writes, “Children, obey your parents in the Lord.” Becoming aChristian does not remove our everyday responsibilities—it deepens them. Faithin Christ should make a child more loving, respectful, and obedient in thehome, not less. This fits the theme of the entire section: “Submittingyourselves one to another in the fear of God.” The wife submits to herhusband as unto Christ. The husband loves his wife as Christ loved the church.And children obey their parents in the Lord. When each family memberlives under Christ's lordship, harmony becomes possible. Second, obedience is right.Paul simply says, “for this is right.” God has built order intocreation. Parents brought children into the world. Parents have greaterexperience, wisdom, and responsibility. Even in nature, young animals aretaught to follow and obey. Modern culture often reverses this order. Theunspoken rule today seems to be, “Parents, obey your children so everyone stayshappy.” But that is not God's design. When God's order is ignored, confusionand conflict follow. Third, obedience iscommanded. Paul quotes the fifth commandment: “Honor your father andmother.” This commandment did not disappear in the New Testament. WhileChristians are no longer under the Law as a system of salvation, therighteousness of God's Law still reveals His holy standards. To honor parentsmeans far more than simple obedience. It means respect, gratitude, care, and adesire to bring honor to them by how we live. Even when parents areimperfect—or even unbelieving—children are still called to honor them.Honoring parents also protectsour Christian testimony. How we treat our parents speaks loudly to the watchingworld. Respect builds bridges; disrespect destroys them. Fourth, obedience bringsblessing. Paul reminds us that this is the first commandment with apromise: “that it may be well with you and that you may live long on theearth.” This is not a guarantee that every obedient child will live a longlife, but it is a principle. Obedience keeps children from much danger,heartache, and destructive sin. But life is measured not only by length—it ismeasured by quality. God enriches the life of the obedient child. Sinalways robs us; obedience always blesses us. Learning obedience earlyprepares a child for a lifetime of submission to God. Disobedience to parentsis ultimately rebellion against God. Scripture tells us that one of the marksof a society that rejects God is disobedient children. The breakdown of thehome always follows the rejection of God's Word. By nature, children areselfish—just like adults. But through the power of the Holy Spirit, childrencan learn obedience, honor their parents, and glorify God. May God help our homes reflectHis design, His order, and His peace—so that obedience becomes a pathway toblessing, not a burden.

"Use AI to review your work, not to replace it." Notable Moments [02:34] AI arms race explained [03:53] Resume exaggeration risks [04:49] Employers using AI checkers [08:58] Editing vs writing with AI [09:55] Missing measurable accomplishments [12:08] Attention to detail example [14:21] Where to draw the line AI is changing how resumes are written and how they're evaluated. It can help your resume or quietly sink it. More employers are spotting AI-generated content and questioning its accuracy. In this episode, Tim Dyck breaks down common red flags recruiters and employers find in AI-generated resumes. He shares why employers are becoming more skeptical and how candidates can use AI responsibly without sacrificing credibility or accuracy. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca Connect with Katie: Katie@onesparksolutions.com    

In this episode, Jack Hooper, CEO and Co-founder of Take Command, explains how individual coverage HRAs are reshaping employer sponsored benefits and why adoption is accelerating. He discusses cost control, employee choice, and what early success stories signal for the future of health insurance.

In this episode of the Real Estate Pros podcast, host Micah Johnson interviews Michael Clark, an expert in payroll tax strategies. They discuss the Preventative Care Management Plan (PCMP), a program designed to help employers recover overpaid payroll taxes and provide additional benefits to employees without incurring extra costs. Michael explains how the program works, its benefits for both employers and employees, and the implementation process for businesses. The conversation also touches on the historical context of the PCMP and its relevance in today's financial landscape.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

In this episode:  IRS electronic filing systems are closed until January 26, delaying returns and refunds. Some state tax forms won't be ready for filing until late February. IRS staffing shortages are causing longer response times across the board. Paper filing and paper checks are being phased out in favor of electronic methods. New deductions and credits under recent legislation may increase refund amounts. Employers must follow updated guidance when reporting 2025 overtime on W-2s. Identity theft during tax season is increasing; IRS Identity Protection PINs can help. New rules impact charitable donations of non-cash items and vehicle contributions. A proposed bill could increase the capital gains exclusion on home sales. E-filing and online payments are now required for many taxpayers and businesses. Extensions are common and often necessary when waiting on corrected or delayed tax documents. Form 1099 filing must be completed by January 31, with e-filing required if over 10 forms are issued.

Before the WNBA existed, women were already playing.Competing. Traveling. Winning.In this episode of the WNBA Card Podcast, Katelyn sits down with Cindy Dick (@giantlegends_, founder of On Her Mark and one of the most respected voices in vintage women's sports cards.They explore women's basketball cards from the 1920s through the early 1990s. Chocolate cards. Employer league teams. College sets. International releases. Cards that existed when opportunity was limited and visibility was rare.This conversation connects the dots between history, representation, and collecting.Why these cards matter.What they tell us about the game before the league.And why understanding this era changes how you look at modern WNBA cards.If you collect women's basketball, this episode gives you context you cannot skip.Check out Card Ladder the official data partner of The WNBA Card PodcastFollow the WNBA Card Podcast on Instagram Get your free copy of Collecting For Keeps: Finding Meaning In A Hobby Built On HypeGet exclusive content, promote your cards, and connect with other collectors who listen to the pod today by joining the Patreon: Join Stacking Slabs Podcast Patreon[Distributed on Sunday] Sign up for the Stacking Slabs Weekly Rip Newsletter using this linkFollow Stacking Slabs: | Twitter | Instagram | Facebook | TiktokFollow Katelyn: | Instagram ★ Support this podcast on Patreon ★

Jan. 23, 2026 - Business Council of New York State President & CEO Heather Mulligan provides an employer perspective on Gov. Kathy Hochul's budget, including extending a corporate tax surcharge, taking a swing a environmental regulations, and increasing spending on child care subsidies without raising taxes.

This episode of Astonishing Healthcare features three members of The Judi Group's leadership team: Jeff Hogan (Co-Founder & Managing Director), Chris Deacon (Director, Growth & Strategy), and Julie Selesnick (Director, Legal & Compliance). The Judi Group is a new venture - a premier advisory firm in healthcare on a mission to help companies evaluate the totality of their health vendors and contracts, deliver insights that lead to more responsible action, and ultimately improve the overall cost picture and health outcomes for their health plans and plan members, respectively. But why now? What steps can employer plan sponsors take to improve their contracting and access data? How do you set up a sustainable fiduciary process? For the answers to these and many more questions, like our guests' personal reasons for embarking on this journey, you'll have to listen in!HighlightsWe've reached a boiling point - everyone is tired of how the US healthcare system operates,, the misaligned incentives throughout the supply chain, and the unnecessary complexity of it all.There's a growing willingness among employers to challenge the status quo, embrace transparency, and create customized benefit plans that better serve their unique populations.Jeff is driven - in part - by his experience as a public servant, Julie tends to fight for the underdog, and Chris is inspired by the opportunity to make a tangible difference in healthcare.The RFP process must be redesigned for each employer, with their unique needs in mind.Access to claim-level data is critical if employers are to fulfill their fiduciary duties, make informed decisions, and ensure prudent use of employees' healthcare dollars.Related Content AH041 - ERISA Litigation Outlook and Meeting CAA Requirements: What Can Plan Fiduciaries Do?Health Benefits 101: The Importance of a Transparent PBM ModelReplay - Unifying Medical and Pharmacy Benefits: The Blueprint for Better Employee Health and WellnessJudi Health Policy Pulse: 2025 Regulatory Roundup, the Push for PBM ReformTo learn more about the Judi Group, the team, and its mission and services, please visit www.judi.group.For more information about Judi Health and this episode, please visit Judi Health - Insights.

This episode is part of the "Inches Are All Around Us" series looking for all the little pockets—inches, if you will—that comprise the greater than $1 trillion in healthcare waste in this country annually. For a full transcript of this episode, click here. If you enjoy this podcast, be sure to subscribe to the free weekly newsletter to be a member of the Relentless Tribe. Many of these inches, if we hack them out, will actually improve patient care because these inches are just like the friction that's in the middle. To this end, I started thinking about FQHCs (Federally Qualified Health Centers), which are (these FQHCs in this context, if you think about it) kind of a great laboratory for scrappy and amazing case studies about finding and cutting out waste with some serious fiscal discipline. The thing with FQHCs and why they are great places to I spy inches of waste is really because if an FQHC has a budget shortfall, they cannot solve it by cost shifting to commercial patients, commercial members, commercial plans. They have no commercial patients.  Also, they have a patient population that many would consider challenging, and they cannot restrict access. They gotta make do with what they have. They must have actually true fiscal discipline. They either figure out how to be efficient, or their patient population does not get care. But what tipped me over the edge to revisit this episode from 2021 with Gary Campbell—who is the CEO of an FQHC, by the way—I picked the show to revisit because of my conversation with Nikki King, DHA, that I had earlier this year (EP470). Nikki and I caught up, and she is now the CEO of an FQHC in Indiana. I had interviewed Nikki, by the way, about rural health a few years ago (EP338). So, go back and listen to that if anything I say today you find intriguing for other reasons. Tribe, this is interesting to think about what I'm about to tell you. Really. I've been thinking about it for six months. I wanna start out here recapping my aforementioned catch-up conversation with Nikki King as the lead-in to my conversation with Gary Campbell to follow. And to be specific here, Gary Campbell is the CEO of an FQHC in Virginia called Johnson Health Center; and Nikki King is CEO at Alliance Health Centers in Indiana. Let me tell you one thing that Nikki King did. There are many things that she did, but here's one that she told me about. Nikki realized after talking and listening to their patients that one of the biggest barriers to getting care at her FQHC for patients was no transportation. Also, as most FQHCs, they were short on funds. So, doing things like free Ubers or something like that was not an option. So, you know what Nikki did? She thought about where her patients are. For example, most referrals to their addiction treatment services came from the courthouse—a judge remanding, if that's the right word, someone to treatment. So, two birds with one stone style, Nikki marched over to the courthouse facilities person and asked if they had any open office space at the courthouse, you know, work from home and all of that. Maybe there were some open offices. Well, the courthouse did. They had some open offices. So, now rent-free or almost rent-free, I don't, I'm not sure, when a judge says to somebody, "Go get addiction treatment," that judge can also point down the hall and the patient can just walk over. Nikki did the same thing, setting up a clinic in a day care center. She set up a clinic in a homeless shelter and right by a big basketball court. You compare and contrast this, I don't know, "just get it done" approach to all of the times that you hear about "some cash-strapped entity" who decides the best thing to do immediately is new construction. Pay to build brick and mortar and then in perpetuity, of course, pay all the costs and the snow removal and the security and the utilities and repair for that new construction. And they could be an FQHC building new buildings—one of the less scrappy ones—but it also could be a big, consolidated health system or anybody in between. It's amazing how many times you hear "razor-thin margins," and then you hear "new construction" in the same sentence. I'm like, "Yeah … gotcha. Upsize." Call it my Pennsylvania Dutch and Bronx heritage. But yeah … head exploding. That was a tangent. Bottom line, however, I say all this to say FQHCs (the ones with great leadership, at least) are a wonderful case study to look for insights on how to operate in an environment that cannot rely on, again, raising commercial rates and cost shifting to balance the budget, right? Let's not forget, there are two very different ways to end up with no profit: One is genuine struggle. The other is simply being very good at spending every dollar that is given to you. For plan sponsors, this is a vital distinction, regardless of how loud anybody cries poor, any clinical partner who lacks fiscal discipline isn't struggling; they're inefficient. And we do not have a market in healthcare to be able to tell who's struggling versus who is inefficient. So, yeah … keep that in mind and listen to episode 490 and 492 after this one with Shane Cerone and Sam Flanders, MD, for more on the whole "there's no market" theme, as well as more on the fiscal discipline topic. But again, this is why FQHCs are such a good case study here, because there's an upper limit to how much money they have. In most circumstances—I mean, barring some big donation or something like that—but under most circumstances, they have a revenue cap that they have to be disciplined enough to work within. Okay … one last thing before we kick into the show today. I wanna be really clear here. Fiscal discipline isn't something that any individual doctor or nurse or other clinician can tackle in a vacuum. Or even any given administrator. It is a leadership imperative. Great leadership doesn't just manage the clinical side. It takes accountability for the administrative waste that keeps margins thin and prices high. So, here's actionable advice for anybody listening, regardless of what you may or may not have to do with FQHCs. If you're a plan sponsor looking for a clinical partner, consider, like, what Nikki King is doing and the thinking that Gary Campbell is gonna talk about as a benchmark. Real value comes from finding the organizations that treat fiscal discipline as kind of a mission critical strategy, because these days, with all the affordability issues, it is financial toxicity is clinical toxicity. I mean, maybe you can find an organization that actually does unit cost accounting. Listen to the show with Mick Connors, MD (EP495). Okay … as I said earlier, my guest today is Gary Campbell, who I spoke with in 2021—so this is a deep cut from the archives, but it's also a really great show. Gary, as I said earlier, is CEO of Johnson Health Center, which is an FQHC, in Lynchburg, Virginia. He's also the president of Impact2Lead. Also mentioned in this episode are Impact2Lead; Johnson Health Center; Nikki King, DHA; Alliance Health Centers; Shane Cerone; Sam Flanders, MD; Kada Health; Mick Connors, MD; Aventria Health Group; John Lee, MD; Beau Raymond, MD; Amy Scanlan, MD; Eric Gallagher; Eve Cunningham, MD, MBA; Joyce Gioia; Robert Pearl, MD; Peter Attia, MD; Jerry Durham; and Tom Nash. For a list of healthcare industry acronyms and terms that may be unfamiliar to you, click here.   You can learn more at impact2lead.com and follow Gary on LinkedIn.   Gary Campbell is the founder and owner of Impact2Lead, LLC, and the president and CEO of Johnson Health Center (JHC), where he has enjoyed a career centered on leading for/not-for-profit organizations and helping to unleash potential in others along the way. In 2011, he left Bayer and went to JHC; and in 2013, he launched Impact2Lead to provide transformation-consulting services to other firms across the United States. Since joining JHC, the center has enjoyed unprecedented success and growth by transforming the culture using his Impact Leadership model and becoming the first Federally Qualified Health Center to be recognized as an Employer of Choice by Employer of Choice International, Inc. The health center has achieved multiple workplace and community awards since that time and has enjoyed exponential growth during his years as the CEO. Gary currently speaks and consults nationally on leadership, workplace strategies, and motivational topics.   09:03 Why is there no opportunity to cost shift in an FQHC? 09:34 What happens when an FQHC is operating inefficiently? 10:00 "Have you workflowed it out? … You can overstaff yourself in a way that your cost per patient goes way up." 10:23 Why is taking a lean approach not an excuse to cut staff? 11:27 EP490 and EP492 with Shane Cerone and Sam Flanders, MD. 11:35 EP438 with John Lee, MD. 11:38 EP455 with Beau Raymond, MD. 11:40 EP402 with Amy Scanlan, MD. 11:42 EP405 with Eric Gallagher. 12:48 "The nurses are linchpins to everything." 13:44 LinkedIn post from Eve Cunningham, MD, MBA. 15:10 How does standardizing care lead to personalization of care? 16:34 "Our clinical teams see that we care." 16:53 "If you don't have a vision for where you want to be two and three years down the road, you're struggling." 17:09 "I want everybody to understand, What is their why?" 19:45 Lean & Meaningful by Roger E. Herman and Joyce L. Gioia. 24:44 "You have to project plan things out that you want." 25:51 "They don't teach leadership in most medical schools."—Dr. Robert Pearl 26:46 Outlive by Peter Attia, MD. 27:55 "Get to know these clinicians." 29:39 "From a core values perspective, you can make every single decision … on core values." 30:03 "We always start with those values. … They're embedded in everything we do." 30:20 How does an FQHC or private practices that are patient-oriented attract talent? 35:24 EP297 with Jerry Durham. 35:54 "First and foremost, be visible."   You can learn more at impact2lead.com and follow Gary on LinkedIn.   Gary Campbell discusses #provider #fiscalresponsibility on our #healthcarepodcast. #healthcare #podcast #financialhealth #patientoutcomes #primarycare #digitalhealth #healthcareleadership #healthcaretransformation #healthcareinnovation   Recent past interviews: Click a guest's name for their latest RHV episode! Zack Kanter, Mark Newman, Stacey Richter (INBW45), Stacey Richter (INBW44), Marilyn Bartlett (Encore! EP450), Dr Mick Connors, Sarah Emond (EP494), Sarah Emond (Bonus Episode), Stacey Richter (INBW43)  

To Employers - a presentation by Janet B. recorded on Thurs. 01/22/2026

Something New!  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/EP236  In episode 236, the second part of a two-part conversation, Coffey continues his discussion with Jacob Morgan about building future-ready organizations by balancing empathy, performance, and technology in the modern workplace.  They discuss misalignment between employee expectations and career outcomes; long work hours versus work-life balance tradeoffs; honesty in company culture and career paths; the eight laws for future-ready organizations; decoding the human signal in leadership; empathetic excellence as a talent framework; learning as the new job security; flexibility in career design; people-first leadership principles; the role of leaders in shaping employee experience; using AI and technology to amplify humanity; risks of over-indexing on empathy; managing performance during personal hardship; AI augmentation versus job replacement; and why organizational redesign must precede true AI transformation.  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:  Jacob Morgan is an international best-selling author, professionally trained futurist, and keynote speaker. He also runs "Future of Work Leaders," an exclusive network of the world's top CHROs shaping the future of work and employee experience. His passion and mission is to create future-ready leaders, employees, and organizations. Jacob's work has been endorsed by the CEOs of Mastercard, Best Buy, Unilever, The Ritz Carlton, Nestle, Cisco, Audi, and many others. He has a popular podcast called Future-Ready Leadership With Jacob Morgan and lives in Los Angeles with his wife, two kids, and two Yorkie rescue dogs.  Jacob Morgan can be reached at   https://thefutureorganization.com/  https://www.linkedin.com/in/jacobmorgan8/  https://x.com/jacobm https://www.youtube.com/@JacobMorgan https://www.instagram.com/jacobmorgan8/ https://www.facebook.com/JacobMorgan8/ https://greatleadership.substack.com/   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 misaligned expectations between employees and organizations undermine performance and engagement Evaluate talent using the empathetic excellence framework of competence, merit, and empathy Apply practical leadership approaches to balance empathy with accountability Explain the eight laws that define a future-ready organization Assess how AI and technology can augment human capability rather than replace it  

Use code IAM-ChrisRussell for your free pass to IAMPHENOM in Philly March 10-12. Click Here. TOP STORIES Eightfold AI, a venture capital-backed artificial intelligence hiring platform used by Microsoft, PayPal and many other Fortune 500 companies, is being sued in California for allegedly compiling ​reports used to screen job applicants without their knowledge. The lawsuit filed on Tuesday accusing Eightfold of ‌violating the Fair Credit Reporting Act  https://hrtechfeed.com/eightfold-is-being-sued-by-2-job-applicants/ Chandler, Ariz. — Vensure Employer Solutions (Vensure), a leading provider of HR/HCM technology, managed services and global business process outsourcing, serving more than 161,000 clients worldwide, recently acquired Distro, an AI-powered recruiting platform headquartered in Lehi, UT https://hrtechfeed.com/vensure-employer-solutions-acquires-ai-recruiting-platform/ NEW YORK — Payoneer (NASDAQ: PAYO), the global financial technology company powering business growth across borders, today announced it has acquired Boundless, an Ireland-based Employer of Record (EOR) platform that helps companies seamlessly and compliantly employ people around the world.  https://hrtechfeed.com/payoneer-acquires-eor-company/ Workday, Inc.  announced its plans to invest CAD $1 billion in Canada over the next five years. The multi-year investment demonstrates Workday's commitment to growing in Canada, including plans to further develop local tech talent, strengthen local customer support, and give back to Canadian communities https://hrtechfeed.com/workday-to-invest-cad-1-billion-in-canada-over-five-years/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The Fertility Podcast, I'm joined by Jen Elworthy, fertility career coach and Director of Engagement at Fertility Matters at Work, to explore how career coaching can support you while going through fertility treatment. Jen joined our team in July 2025, and since then I've had the joy of learning from her insight, empathy and real-world experience. She has lived through the impact of ectopic pregnancy and miscarriage while working in high-pressure environments, and she shares how these experiences shaped her approach to coaching. If you've ever felt stuck in your job because of your treatment, uncertain how to talk to work, or unable to see a career path that aligns with what you're going through, this episode is for you. What we discuss in this episode: Jen's personal fertility journey, including multiple losses and the emotional toll on her mental health and career How she moved from ambitious and confident to experiencing panic attacks at work The challenges of opening up to colleagues and managers during early treatment The power of having just one supportive person at work who gets it Her IVF survival kit and practical tips for managing during a workday Why “career coaching” isn't just for high-flyers or executives Examples of how she's helped clients through job changes, promotions, sabbaticals, and re-aligning their work-life balance Her approach to resilience coaching and “bounce back ability” during treatment Why therapy helped her heal, but coaching helped her move forward Misconceptions about who coaching is for, and why it can be more accessible than you think How Jen structured her coaching offers to meet people at different financial entry points Jen's support offerings include: One-to-one coaching (short-term or long-term packages) One-off coaching conversations Employer-sponsored coaching (some clients have had it covered as part of redundancy packages) Low-cost workshops (around £20–£25) Free resources and templates on her website Free newsletter + insights via LinkedIn and Instagram If you're considering career coaching but aren't sure it's “for you”, this is your reminder that it's absolutely okay to ask for help, and there are options at every level. This episode is sponsored by Access Fertility Worried about the financial pressure of treatment? Access Fertility offers funding programmes and 0% interest finance to help ease the burden of self-funding IVF. Their services include:

Chuck Zodda and Paul Lane discuss Netflix shares sliding as spending mounts amid Warner Brothers deal. United projects higher profit, boosted by bigger-spending travelers. CEOs say AI is making work more efficient. Employers tell a different story. Many retirees don't have enough cash on hand. Many Americans are going a whole month without buying anything. Why Elon Musk is racing to take SpaceX public.

Tribal leaders are among those raising concerns about the stability of local mental health and substance abuse services. That’s after a temporary major cut in federal funding last week, as Chuck Quirmbach reports. The White House announced roughly $2 billion in cuts to Substance Abuse and Mental Health Services Administration (SAMHSA). The government said the money no longer aligned with President Donald Trump’s public health agenda. Then, about 24 hours later, and without explanation, the grants were restored. The HoChunk Nation is one of about 2,000 organizations that would have lost funding. HoChunk President Jon Greendeer says last week’s cuts, had they held, would have been on top of other reductions announced a year ago, that were only partly restored. “Those never came back on line completely. Especially those who work closely with the program.” Greendeer says the Indian Health Service has also lost staff nationwide. He says the uncertainty not only harms Indigenous communities, which he calls America’s most vulnerable populations. “It is dealing with the most vulnerable populations within a vulnerable population. We are working on mental health issues, we are working with addiction, domestic abuse and all the, you know, social determinants of health.” Greendeer says overall, the HoChunk Nation is providing a good level of services, but only after greater partnering with the state of Wisconsin and some nearby counties. The question for some organizations is whether the Trump administration will try again sometime to make major cuts in federal dollars. (Courtesy Sitting Bull College) Indigenous students and families are concerned about rising costs as the U.S. Department of Education resumes wage garnishment for federal student loans in default. The Mountain West News Bureau's Daniel Spaulding has more. The Department of Education started to send notices to borrowers whose loans have gone unpaid for more than nine months. Employers can withhold up to 15% of disposable income without a court order. This policy may hit Indigenous communities especially hard. Higher education analysts say that about 40% of Native borrowers default on their federal loans, and many carry balances longer after graduation than other groups. Nez Perce tribal member Sienna Reuben, who graduated from the University of Idaho in 2021, says wage garnishment adds another financial burden to Native families already stretched thin. “I feel like student loans obviously come last because are you eating them? Are they feeding you? Are they housing you? Are they doing any of this stuff?” Reuben also says that Indigenous alumni often have the additional responsibility of supporting family members. The Ketchikan Indian Community is one of over a dozen tribal governments that have signed onto the new alliance. (Photo: Michael Fanelli/KRBD) More than a dozen tribal governments have formed the Alliance of Sovereign Tribes of Southeast Alaska. KRBD’s Hunter Morrison reports. The new partnership promotes a unified approach to addressing regional tribal concerns while acknowledging each tribe's individual differences. Gloria Burns is the president of the Ketchikan Indian Community. She says the new partnership has already improved communication between the region's tribes. “And as we communicate, we're going to partner with each other, and when we partner with each other, then we're creating real movement and change with each other.” Albert Smith is the mayor of the Metlakatla Indian Community, the only reservation in Alaska. He says there has not been an established partnership of Southeast Alaska tribes in more than 20 years. “The importance is just tribes helping tribes, working together for a common goal of the betterment of our region, and Indigenous peoples of our region.” Other tribal governments in the alliance include the Craig Tribal Association, the Organized Village of Kake, and the Central Council of the Tlingit and Haida Indian Tribes of Alaska. Get National Native News delivered to your inbox daily. Sign up for our daily newsletter today. Download our NV1 Android or iOs App for breaking news alerts. Check out the latest episode of Native America Calling Tuesday, January 20, 2026 – Tribes see increasing urgency to confront flooding threat

As a small business owner, it's important to be prepared and properly file your taxes. Staying up to date on rules and regulations will help ensure that you don't leave any money on the table, and we strongly recommend partnering with a tax professional to help you with the process. [01:04] The 2026 Tax & Compliance Landscape [01:31] “No Tax” Deductions Explained [03:40] Least Understood One Big Beautiful Bill Act Provisions [07:40] Overtime Deduction: What Qualifies [10:02] Tip Deduction: Key Rules & Limitations [11:46] Industries Affected by the New Tip Rules [12:44] New FICA Tip Credit Expansion [15:59] IRS Guidance for 2025 Reporting [18:48] Final Advice for Small Businesses 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

Show SummaryOn today's episode, we're featuring featuring a replay of a recent conversation that PsychArmor's own Carole Turner had with Jim Lindsay on the Howard's Huddle podcast. 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 GuestHoward's Huddle Podcast is a show where untold stories find their voice and unfinished missions find their ending. During the show, Jim explores the lived experiences of veterans, military spouses, and the employers who believe in second service. The show honors the legacy of Sergeant Howard Gumm, a WWII hero who gave his life in service and was awarded the Distinguished Service Cross. Now, they're on a mission to upgrade his honor to the Medal of Honor During this conversation, Jim has a conversation with Carole Turner, Senior Advisor at PsychArmor, joins Howard's Huddle to share her journey as a military spouse, advocate, and champion for military families. With over 30 years of lived experience, a background in communications and education, and leadership in both nonprofit and volunteer roles, Carole brings powerful insight into the challenges and opportunities facing military and Veteran communities.Links Mentioned During the EpisodeHoward's Huddle Podcast on YouTubePsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is The PsychArmor course 15 Reasons to Hire a Military Spouse. As an employer, you are looking for untapped talent pools. One talent pool that can be overlooked is the diverse and highly educated group of military spouses. Take this course to learn the top 15 Reasons to Hire a Military Spouse. You can find the resource here: https://learn.psycharmor.org/courses/15-Reasons-to-Hire-a-Military-Spouse 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  

In workers compensation, settlement simply means closing a claim – either naturally when an injured worker recovers, or through negotiated agreement for complex injuries. MEM Claims Operations Manager Shannon Fox explains the two settlement types, how amounts are determined, what protections exist for injured workers, and how employers can support the process without overstepping their limited role.

"Imagine getting a real-time snapshot of your health just by looking into your phone's camera for 30 seconds." - SimonMy guests this week are Simon Spurr, Founder of VivaScore, and Chris Burns, a veteran benefits advisor with over 40 years of experience at firms like Mercer and Sequoia. They join the show to demonstrate a piece of technology that feels like science fiction but is actually here today: rPPG (Remote Photoplethysmography).We discuss how this technology turns a standard smartphone camera into a diagnostic tool capable of measuring blood pressure, heart rate variability (HRV), and stress levels with medical-grade accuracy, no wearables required.In this episode, we explore whether this "digital avatar" of employee health could become the new front door to primary care. We dive into how employers are using this data to spot "silent killers" like hypertension before they become claims, why engagement rates are hitting 50%+, and how this platform connects the "worried well" to actual care pathways.Tune in to see how we can finally move from "sick care" to true preventative maintenance, all through an iPhone lens.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) Is This App the Future of Primary Care? (00:06:12) Global Healthcare: Why Costs Are Rising Everywhere (00:08:02) Chris Burns: From Mercer to Sequoia to Tech Advisor (00:12:45) Why Employers are Tired of "Point Solutions" (00:22:26) How rPPG Technology Works (The Face Scan) (00:30:18) The "What Next?" Strategy for Employers (00:39:06) Why Everyone is Talking About HRV (Heart Rate Variability) (00:44:37) Finding the "Silent Killers" in Your Population (00:51:46) Gamification: How to Get 50% EngagementKey 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 discuss important dates that employers need to know regarding new employee protection laws in California. Show Notes: ⁠⁠⁠⁠Subscribe to Rancho Mesa's Newsletter⁠⁠⁠⁠Host: ⁠⁠⁠⁠Alyssa BurleyGuest: ⁠⁠⁠⁠Brenda ColbyEditor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2025. Rancho Mesa Insurance Services, Inc. All rights reserved.

Guest: Matt BowmanOrganization: Alliance Defending FreedomPosition: Senior CounselTopic: an agreement between Christian Employers Alliance and EEOC involving the language of the Pregnancy Workers Fairness Act and Title VII protecting Christian businesses from being forced to take action that would violate their sincere religious beliefsWebsite: adflegal.org, christianemployersalliance.org

There's a lot of data showing that trust in governments, institutions, and organizations is declining worldwide. Employers were once considered the last trusted institution—and even that is eroding. As someone who has spent years working independently, I've often noticed that these conversations leave out people like us entirely. When you don't have an employer, trust shows up differently. Stability looks different. And the relationship you have with yourself matters more than most people realize. So I wanted to start there. I talk about what it actually means to trust yourself when you're self-employed, when you don't see many role models living or working the way you do, and when the noise—from well-meaning friends, family, and society—keeps asking, "Why don't you just get a job?" For me, self-trust isn't abstract. It's practical. It shows up in how I decide to work, how I communicate, and how I choose between remote, in-person, or hybrid ways of connecting. It shows up in my values—impact, meaning, and helping shape a future of work that supports people, families, and communities, not just productivity metrics. I also share the inner practices that help me stay grounded when things feel uncertain. Meditation. Walking. Swimming. Paying attention to my body. Noticing what has always been true about me—what I'm drawn to, what calms me, what fuels my curiosity. I talk about rituals, habits, and even "extreme noticing": light on water, changes in seasons, how my body reacts to people, places, and decisions. These practices help me recognize what's changing, what isn't, and where opportunity actually lives—for me. As we move through uncertainty, I believe self-trust becomes a form of leadership. When you know your own reactions, values, and rhythms, you're better equipped to make decisions, form opinions, and move forward without needing constant external validation. I close the episode with an invitation: What helps you trust yourself? What rituals, habits, or inner practices keep you grounded? I'd love to hear your stories, and I may share some of them in a future episode as we explore how self-trust shapes how we lead, work, and relate to others. Because maybe—just maybe—trusting ourselves more is the first step toward trusting each other again. Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities Follow me on LinkedIn: www.linkedin.com/in/nolasimon Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack Hire me via website: www.nolasimon.com

Discover the six things you need to do to be a good employee

One of the most common questions among both new and established coaches is how to establish your pricing. In this episode, Leigh, Suzy and Brad provide a round-table discussion on a range of pricing-related topics ranging from how the market affects your pricing to how to land on "your" number, the role of packages and much more.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.

“There's this massive imbalance between the employer side of the recruiting equation where they've got all the tech, they've got all the weapons… Candidates don't have anything.”–Doug BergIn this episode, I'm joined by Doug Berg, head matcher and big kahuna at Match2, a longtime builder and operator in the talent technology/recruitment space and the only guy I know that wears flip flops to HR Tech..Doug has lived and hacked nearly every iteration of online hiring — from fax machines and early internet job fairs to today's AI-powered recruiting chaos.Doug and I have lived parallel lives in some sense. We have both been on the scene as recruitment went on-line and have continued to wage war against the barriers that are blocking successful hiring. But Doug's unique experience building recruiting focused tech helps us take a very well rounded perspective.Doug and I trace the psychology of hiring systems, why most recruiting technology still fails both candidates and employers, and how efficiency-driven design has quietly stripped humanity out of the process.We talk about what broke, why AI is making some problems worse before it makes them better, and what a candidate-centered future could actually look like if we stop designing hiring like a transactional funnel and start designing it like a relationship.Topics Discussed & Key Insights1. Hiring Has Always Been Psychological — Ignoring That Is Why It BreaksDoug shares early recruiting stories that reveal a core truth: people don't make job decisions based solely on skills or titles. They're driven by values, aspirations, lifestyle preferences, and identity. Yet most hiring systems still treat people as static records instead of dynamic humans.Music to the ears of a psychologist like me!2. Applicant Tracking Systems Were Built for Control, Not for CandidatesWe unpack how applicant tracking systems were designed for compliance and efficiency — not engagement. The result:* One-way transactions* Forced applications* Zero room for curiosity, context, or conversationDoug explains why this original design choice still haunts modern hiring.3. AI Isn't Breaking Hiring — It is Amplifying the Broken PartsAI didn't invent hiring dysfunction — it amplified it. Candidates now apply to dozens of jobs at once using bots. Employers respond with more screening, more filters, more automation.The outcome? More noise. Less signal. Worse experiences on both sides.4. Real Hiring Happens Through Interaction, Not “Efficiency”Doug tells stories about simple interventions — like proactive chat on career sites — that led to real hires for impossible-to-fill roles. The lesson is clear: when candidates are allowed to participate instead of comply, hiring actually works.5. Hiring Will Stay Broken Until Candidates Control Their Side of the SystemOne of the central ideas in the episode: candidates have never been given real agency. Doug explains the structural imbalance:* Companies control the systems* Candidates adapt or disappearWe explore what changes when candidates control their own data, preferences, and relationships — and why that shift matters.6. The Resume Is a Dead Artifact — Identity Needs to Be PortableResumes are outdated snapshots. Doug makes the case for living profiles, portable personalization, and persistent relationships that move with the candidate across employers.AI finally makes this possible — not by enforcing rigid taxonomies, but by interpreting relevance across skills, experience, and context.7. The Future of Hiring Should Feel Like Reconnection, Not RejectionWe close by zooming out. Doug shares a simple but radical vision: if someone gets laid off on Friday, they shouldn't start from zero.They should already know:* Who wants them* What they're worth* Where they fitHiring shouldn't feel like rejection roulette. It should feel like an intelligent market reconnecting human supply and demand.Final TakeawayHiring doesn't fail because people are hard to assess.It fails because we designed systems that ignore how people actually choose, trust, and engage.AI won't fix that on its own.But used thoughtfully — with psychology, agency, and dignity baked in — it might finally help us build hiring systems that work for humans again. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode, I sit down with my husband, Zane, for a candid conversation about what employers are truly looking for and what separates good employees from excellent ones. As an experienced investment banker and entrepreneur, Zane brings years of hands-on experience hiring and evaluating talent, and he's passionate about passing these insights on to the next generation.  While this career advice is especially valuable for young adults, it's also incredibly relevant for anyone in midlife who's guiding kids/grandkids or reflecting on their own career path. Whether you're mentoring someone else or wanting to stay intellectually curious and relevant in your own career, this episode offers practical, timeless insights that apply at any stage of life.   WHERE TO LISTEN The SavvyCast is available on all podcasting platforms and YouTube. One of the best ways to support the show is by leaving a rating and review—I so appreciate you sharing your thoughts, my friends!   ENJOYED THIS EPISODE? CHECK THESE OUT! The Power of a Solo Retreat: A Year-End Reflection for Faith, Marriage, Family, & Work Listen on Apple Podcasts or Spotify Watch on YouTube How to Land a Job & Nail the Interview with Zane Tarence Listen on Apple Podcasts or Spotify Watch on YouTube

Our first guest today is Former Ambassador Thomas Shannon, Jr, a Senior International Policy Advisor bringing more than three decades of government service and diplomatic experience to his practice, providing strategic counsel to clients across a range of legislative, foreign police, and national security issues. Thomas explains why France, Italy, and Spain have been hesitant to designate the Islamic Revolutionary Guard as a terrorist organization, despite its extensive involvement in terrorist activity inside Iran and beyond. He notes that such a designation could complicate future cooperation during a potential political transition in Iran. Thomas also examines the long-standing relationship between Venezuela and Cuba. After Russia withdrew support from Cuba in 1991, Venezuela emerged as Havana's primary lifeline—providing oil and financial support in exchange for Cuban intelligence officers and social programs that helped the Chávez government maintain control over political opposition, monitor the Venezuelan military, and provide security for Chávez himself. As Cuba enters a period of slow political change, the sudden loss of Venezuelan oil, gas, and cash would have profound consequences for the island. Finally, Thomas warns that failed efforts at regime change can leave the international community worse off than before. President Trump has pursued a solution to Venezuela for more than a decade, and Thomas discusses the strategic dilemma facing Trump following plans to capture Nicolás Maduro and his wife: whether to recognize a democratic opposition that claims victory in the 2024 election, or to pursue an alternative pathway for political transition. Our in-studio guest this week is Greg Roeberg, a candidate for Arizona Attorney General. Greg is a husband, father, business leader, and cancer survivor who previously served as President Trump's campaign attorney, working to defend the integrity of our elections. During the discussion, Greg explains the role of the Attorney General and outlines how he would uphold and defend the Arizona State Constitution. He also addresses the controversial lawsuits filed by Kris Mayes and shares his priorities and plans should he be elected as Arizona's next Attorney General. We are joined by actor and director Steven Grayhm, who has just released a new film titled Sheepdog. The movie explores the challenges combat veterans face as they transition back into civilian life. Sheepdog—sheepdofthemovie.com—premieres today, January 16th. The inspiration for the film began when Steven met a tow truck driver who came to his aid after his car broke down. During their conversation, the driver shared his own struggles reintegrating into everyday life after military service. That encounter stayed with Steven. In 2011, he traveled across the country meeting with veterans and quickly realized this was not an isolated experience—many veterans face the same difficult challenges. Those stories became the foundation and inspiration for Sheepdog. Our financial expert, Gary Gygi, joins us once again to break down the state of the economy. While economic growth continues, job creation has lagged. Employers aren't laying workers off—but they also aren't hiring at significant levels. As a result, many Americans are juggling multiple jobs and working 60 to 70 hours a week just to make ends meet. Meanwhile, the U.S. trade deficit has fallen to its lowest level in years, signaling a major reduction in the trade imbalance. If this trend continues, it reflects exactly what President Trump has long emphasized: reindustrializing America and exporting more of what we produce.

Employers' Biggest Legal Mistakes Featuring Dustin Paschal, Simon Paschal PLLC | Live Podcast held at the TNLA Lone Star Hort Forum Employment law missteps can be costly. In this live podcast, attorney Dustin Paschal breaks down the most common legal mistakes employers make and how to avoid them. From hiring and termination to policies and compliance, gain practical guidance to reduce risk and protect your business in today's complex legal environment. Questions What are the most common legal mistakes employers are making right now? Where do businesses most often get into trouble with hiring or termination? How important are written policies in protecting employers from liability? What's one legal step employers can take today to reduce risk? Can employers legally terminate an employee based on posts made on their personal social media accounts, and what factors should they consider before taking action?

Matt Poepsel, PhD is author of "Expand the Circle: Enlightened Leadership for Our New World of Work", VP of Talent Optimization at The Predictive Index, and part-time faculty at Boston College. Matt discusses how leaders must prioritise human systems to adapt their approaches amid ongoing turbulence and disruption. Drawing from his military background and psychology expertise, Matt breaks down how to shift from control to connection, fostering hope, mutual trust and commitment. He offers clear guidance on managing through volatility, aligning teams in hybrid settings, exploring how to sustain motivation, rethink productivity, and embrace the opportunities.     KEY TAKEAWAYS   CHAPTER 1: Psychology, Empathy, and the Foundation of Leadership [01:19] During a Marine deployment, Matt is drawn to human behaviour and psychology. [02:49] For high performance and intense situations, military entities have psychology wired in. [03:37] Empathy and cohesion are underappreciated drivers of military agility and effectiveness. [05:15] High stakes work recognise 'softer' factors. Employers often miss the essential social glue.   CHAPTER 2: Transitioning to Human-Centred Tech-based Coaching [06:21] Matt leaves the military focused on product but is drawn to team leadership dynamics. [07:27] After a PhD on technology-assisted coaching, Matt starts a company to scale the concept. [08:05] Early coaching efforts centred on behaviour change, connection building and achievement orientation. [08:40] Millennials', and later Gen Zers, arrival highlighted need for new leadership approaches. [09:12] Even early technologies held innovation possibilities to improve human connection.   CHAPTER 3: Technology Acceleration and the Human Impact [10:45] Today's technology has increased convenience and productivity as well as disassociation.   [13:10] Mandated and mismanaged tech rollouts generate fear and resistance in employees. [13:55] Leaders can push productivity too fast, miss reactions showing people aren't yet on board. [15:37] First Principles are vital to understand actionable and effective priorities.   [16:10] Leaders need to counter employees withdrawing and reverting to self-interest. CHAPTER 4: Core Leadership Strategies for Unstable Times   [17:05] Hope acts as social gravity for leaders to bring teams back together. [18:58] Mutual understanding and trust between employers and employees needs cultivating. [20:35] Empathising with others reduces people the misjudgement of motives that increase fear. [22:40] Hierarchical org structure and career progression are outdated and block upward mobility. [24:00] Organisations need to be creative, evolve structures and upskill workers for adaptability. [25:03] Commitment to shared goals builds cohesion and counters fragmentation [28:45] Leadership training must emphasize empathy and collaboration skills [30:47] Leaders who aren't supported must proactively learn and adapt.   CHAPTER 5: Building Cohesive Teams in a Fragmented World     [31:50] Synchrony—aligned workflows—strengthens team connection and performance [32:52] Poor communication and decisions often isolate rather than unify [34:54] Redesigning how work gets done can restore belonging and efficiency [35:56] Leaders must assess cohesion and identity to guide 2026 planning [36:58] Focus on collective progress as the pace of change increases [38:00] Strong teams come from intentional connection, not just output   IMMEDIATE ACTION TIP: "To manage successfully through 2026, first take stock of your team, You need to know how things are. Then focus on cohesion because the way you're going to get through it is together."       RESOURCES   Matt Poepsel on LinkedIn Matt Poepsel's website The Predictive Index website Matt's Book "Expand the Circle: Enlightened Leadership for Our New World of Work"       QUOTES   "We can't succumb to the transactionalisation, the reductionism that's affecting the modern workplace. Because there are real economic consequences in terms of performance, but also human consequences in terms of our lived experience."   "The only way out is through."   "We have to take our people with us."   "I have to be the magnet rod that kind of draws us all back together through the way that I show up, the way that I diagnose problems, the way that I provide my coaching."   "Our human systems evolution is falling woefully behind our technology evolution."   "Let's try to get more creative… Let's emphasize those things that AI can't do and let's help our employees remain competitive and more valuable as a result."   "We have to check in with our teams and basically do that temperature check."

Something New!  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/EP235 In episode 235, the first part of a two-part conversation, Coffey talks with Jacob Morgan about building a future-ready organization by redesigning employee experience as a leadership system rather than a collection of perks. They discuss the role of futurists and foresight frameworks in business strategy; decoding human signals to anticipate workforce change; why employee experience must balance empathy, competence, and merit; failures of perk-driven engagement models; employee agency and co-creation of the workplace experience; structural work design versus superficial engagement tactics; leadership accountability in shaping culture; using technology and AI to amplify human capability rather than replace it; aligning expectations between employees and organizations in a post-pandemic workforce. 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: Jacob Morgan is an international best-selling author, professionally trained futurist, and keynote speaker. He also runs "Future of Work Leaders," an exclusive network of the world's top CHROs shaping the future of work and employee experience. His passion and mission is to create future-ready leaders, employees, and organizations. Jacob's work has been endorsed by the CEOs of Mastercard, Best Buy, Unilever, The Ritz Carlton, Nestle, Cisco, Audi, and many others. He has a popular podcast called Future-Ready Leadership With Jacob Morgan and lives in Los Angeles with his wife, two kids, and two Yorkie rescue dogs. Jacob Morgan can be reached at  https://thefutureorganization.com/  https://www.linkedin.com/in/jacobmorgan8/  https://x.com/jacobm https://www.youtube.com/@JacobMorgan https://www.instagram.com/jacobmorgan8/ https://www.facebook.com/JacobMorgan8/ https://greatleadership.substack.com/  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 foresight tools and human signals help leaders prepare for future workforce shifts Evaluate employee experience using the framework of empathetic excellence instead of perks or engagement scores Apply the eight laws of employee experience to build resilient, future-ready organizations  

Phenom, the leader in applied AI that helps organizations hire faster, develop better, and retain longer, today announced it acquired Included, an AI-native agentic people analytics platform that surfaces actionable insights for faster, smarter workforce decision-making. https://hrtechfeed.com/phenom-acquires-included-ai/ Employers.io has acquired Job-Applications.com with one clear goal: rebuild it for today's job market while keeping what made it useful in the first place.   https://hrtechfeed.com/employers-io-acquires-job-applications-com-to-rebuild-and-modernize-a-trusted-job-search-platform/ A couple of new CEo announcements Oyster®, the global employment solution to employ, pay, and care for distributed teams, today announced the appointment of Hadi Moussa as Chief Executive Officer. Moussa succeeds founder and CEO Tony Jamous, who will move into the new role of Executive Chairman with a focus on long-term vision and strategy. This founder-led transition will accelerate Oyster's growth and its mission to scale global employment equality. It will also strengthen the company's ability to support customers as they navigate AI-driven workforce transformation and expand global teams with confidence. Textio, a leader in building tools that help high-growth companies recruit and coach high-performing teams, today announced that its board has appointed Colleen Gallagher, currently Chief Operating Officer, as the company's next Chief Executive Officer. https://hrtechfeed.com/hr-tech-executive-moves/ The HRIS Manager provides strategic, functional, and technical leadership in the development, implementation, and optimization of HR systems across Henry Crown and Company (HCC), CC Industries (CCI), and portfolio companies under management agreements.  https://hrtechjob.com/jobs/196263282-hris-manager Learn more about your ad choices. Visit megaphone.fm/adchoices

Comment on the Show by Sending Mark a Text Message.Are you aware that evolving immigration policies can silently shape your workplace dynamics? In this enlightening episode of the Employee Survival Guide®, Mark Carey dives deep into the complex implications of immigration on employee rights and workplace culture. As misconceptions and biases swirl around public discourse on immigration, many organizations unknowingly foster environments where employees with foreign-sounding names or specific ethnic backgrounds face discrimination. Mark unveils the stark reality that while immigration enforcement may fluctuate, the legal principles governing workplace discrimination remain steadfast. Employers might not even realize the cautious approaches they adopt, often leading to subtle yet damaging discriminatory practices based on perceived legal instability tied to national origins. This episode is a crucial call to action for employees to recognize the signs of national origin discrimination and to arm themselves with knowledge about their rights. Remember, your citizenship status should never be equated with your job security or stability in the workplace. Mark emphasizes the importance of seeking legal counsel when navigating these intricate issues, urging employees to advocate for themselves when they feel their rights are being compromised. Join us as we explore the intersection of immigration policies, employee rights, and workplace dynamics. Discover how to empower yourself in the face of potential employment discrimination and hostile work environments. This episode is packed with insights on navigating employment law issues, understanding your employment contract, and recognizing the signs of discrimination in the workplace. With topics ranging from severance negotiation to workplace retaliation, we equip you with the tools needed for effective employee advocacy. Whether you're facing workplace challenges, dealing with discrimination, or seeking to improve your career development, this episode of Employee Survival Guide® is your essential resource. Don't let misconceptions dictate your experience at work. Tune in to learn how to stand up against discrimination, understand your rights, and foster a healthier workplace culture. Empower yourself with knowledge and become an advocate for your own employee rights. Your career survival depends on it!  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.

Am I the Genius? is the show where you get real answers to questions you've always wondered but didn't think to ask. Subscribe on YouTube - youtube.com/@amithegenius?sub_confirmation=1 Am I the Jerk? on Instagram - instagram.com/amithegenius Am I the Jerk? on Spotify - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://open.spotify.com/show/0uEkxvRMpxLuuHeyPVVioF?si=b279dadfe593432b⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ x.com/amithejerk facebook.com/amithejerk SUBMIT YOUR OWN STORIES HERE ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://amithejerk.com/submit⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Mint Mobile - Get this new customer offer and your 3-month Unlimited wireless plan for just 15 bucks a month at MINTMOBILE.com/AITJ Quince - Keep it classic and cool — with long-lasting staples from Quince. Go to Quince.com/AITJ for free shipping on your order and three hundred and sixty-five -day returns. EveryPlate - Dig into these flavor-packed meals your household will love. New customers can enjoy this special offer of only $1.99 a meal. Go to everyplate.com/podcast and use code AITG199 to get started. Green Chef - Head to Greenchef.com/50AITJ and use code 50AITJ to get fifty percent off your first month, then twenty percent off for two months with free shipping. Lola Blankets - Get 35% off your entire order at Lolablankets.com by using code AITJ at checkout. Uncommon Goods - To get 15% off your next gift, go to UncommonGoods.com/AITJ Don't miss out on this limited-time offer. Uncommon Goods. Learn more about your ad choices. Visit megaphone.fm/adchoices

Mental health challenges affect millions of American adults, costing over $210 billion annually in direct treatment costs, according to the National Institutes of Health. Employers shoulder many of those direct costs as well as losses from reduced productivity, absenteeism and turnover. April Koh, co-founder and CEO of Spring Health, joined Travelers' Greg Landmark to share how employers can play a proactive role in improving mental well-being in America. This webinar explored the compelling business case for employer mental health support, examined real-world success stories and provided actionable strategies your organization can implement to move beyond generic wellness programs to truly personalized care that meets employees where they are. Watch the original Wednesdays with Woodward® webinar: https://institute.travelers.com/webinar-series/symposia-series/employee-mental-health-investment.     --- Visit the Travelers Institute® website: http://travelersinstitute.org/. Join the Travelers Institute® email list: https://travl.rs/488XJZM. Subscribe to the Travelers Institute® Podcast newsletter on LinkedIn: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7328774828839100417.  Connect with Travelers Institute® President Joan Woodward on LinkedIn: https://www.linkedin.com/in/joan-kois-woodward/. 

While the recent DOL guidance provides long-awaited clarity on FMLA and FLSA compliance, the rapid expansion of state-level paid leave mandates is adding a new layer of regulatory risk. Key Takeaways for Employers: Business Closures: Whether a partial-week business closure can be counted as FMLA leave depends on whether the employee was on FMLA leave for the entire workweek. Travel Time: FMLA leave may be used for travel time to and from medical appointments, even if the time is not specified on the medical certification. State-Level Leave: Thirteen states and the District of Columbia now have paid leave laws that interact with the FMLA, creating a complex compliance landscape. In this episode of Employment Law This Week®, Epstein Becker Green attorney Genevieve Murphy-Bradacs discusses what these FMLA clarifications and the patchwork of state laws mean for employers. Mini-Family and Medical Leave Laws: Are You Up to Speed?  VIEW MAP - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw418 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm that focuses its resources on health care, life sciences, and workforce management solutions, coupled with powerful litigation strategies. This video is for informational purposes only and does not constitute legal advice. Viewing this video does not create an attorney-client relationship. EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. © Epstein Becker & Green, P.C. All Rights Reserved. Attorney Advertising.

Show SummaryOn today's episode, we're featuring a conversation with Navy Spouse Patty Sandoval, Founder and CEO of HomeFront Haven, an organization that provides clinically informed community support to military spouses and partners before, during and after a deployment so that no one carries the homefront alone. 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 GuestPatricia “Patty” Sandoval, is a proud military spouse and public health professional. She built HomeFront Haven™ after experiencing mental health struggles during her husband's deployment in 2023. During that period, Patty found that there was a critical need for evidence backed care focused on supporting positive mental health outcomes among military spouses and partners. During the deployment, Patty kept hearing “You knew what you signed up for” and friends would reassure her that she'd be “ok.” Instead, Patty found herself exhausted, anxious, and feeling incredibly alone.  To ensure that others wouldn't have to experience the same journey, she sought to advance a preventative approach to mental health.HomeFront Haven™'s model prioritizes community-based support as a critical strategy to reduce reliance on crisis care systems. Instead of asking spouses and partners, “Didn't you know what you signed up for?” this program asks, “How can we support you, so you don't have to carry the home front alone?”Links Mentioned During the EpisodeHomeFront Haven Web SitePsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is The PsychArmor course Accessing Health Care. This course offers service members, Veterans, and their families an overview of the available healthcare options. You can find the resource here: https://learn.psycharmor.org/courses/Accessing-Health-Care 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  

Traditional health benefits often come with uncertain premium increases and a blanket approach that ignores diverse workforce needs. Today, we'll explore a new chapter in benefits: Individual Contributor Health Reimbursement Arrangements, which offer employers predictable costs and allow employees to select benefits that fit their needs. [01:30] What's an ICHRA [02:58] How challenges finding plans inspired the Thatch solution [09:40] The changing health care landscape & employee choice [12:07] What's changing with ICHRAs as they enter public policy [15:48] How ICHRAs can help business owners with health care challenges 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

Employment law missteps can be costly. In this live podcast, attorney Dustin Paschal breaks down the most common legal mistakes employers make and how to avoid them. From hiring and termination to policies and compliance, gain practical guidance to reduce risk and protect your business in today's complex legal environment.

The U.S. economy added a modest 50,000 jobs in December. It was below expectations and capped the weakest year for job growth since the pandemic. Employers added a total of 584,000 jobs for all of 2025, a big drop from the 2 million created in 2024. The unemployment rate ticked down to 4.4%, but the jobs report points to a soft market. Economics correspondent Paul Solman reports. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

I'm gonna do a little series here called "The Inches Are All Around Us," and in this series, at least to start, all of the inches I'm gonna mention are full-on administrative waste—waste that is particularly egregious because it has nothing to do with patient care. That's why when Shane Cerone said, "The inches are all around us" in episode 492 about hospitals and hospital prices, I really perked up. Because by fixing this friction, this administrative waste, we can actually improve patient care and reduce costs simultaneously. For a full transcript of this episode, click here. If you enjoy this podcast, be sure to subscribe to the free weekly newsletter to be a member of the Relentless Tribe. Along these same lines, I have also heard Zack Cooper, PhD, talk about the 1% steps to healthcare reform project, where he's like, look, find 10 or 30 or whatever 1% problems, and you'll probably transform healthcare faster than if you're trying to find a 10% or 30% solution. So, same idea. And finding these inches, these 1 percents, even in and of themselves, it's big dollars when it comes to how much the U.S. spends on healthcare, which is, by the way, projected to reach $5.6 trillion in 2025, according to NHE (National Health Expenditure) projections from federal actuaries. So, I decided to go on a bit of a quest for these inches—you know, get a bead on where they may be nestled for anyone looking on behalf of their plan or their country or their state maybe. To this end, also recall or be aware of the episode with David Scheinker, PhD (EP363). But David Scheinker in that episode gets into how much every industry pays something like 2% to administer a transaction. But in healthcare, the provider pays something like 14%, and the payer pays another 14% to submit and get paid for a claim, which is healthcare for a transaction. Don't get me wrong, it's the plan sponsors such as self-insured employers, members, and USA taxpayers who are ultimately paying for those two 14 percents. So that 28% of full-on administrative costs—most of which, we could agree, could go away and probably be better for patients, not worse—this, too, is coming out of the pockets of the ultimate purchasers of healthcare. Those costs are getting passed along. I say all this to say, to kick off this "the inches are all around us" exploration, I wanted to dig in a little more specifically into what goes on during these aforementioned transactions (ie, what this life of a claim kind of, like, looks like on the ground). I wanted to start here because, yeah, we haven't done this before; and this exploration is gonna continue into next week because we're gonna dip heavy into clearinghouses with Zack Kanter and what they do all day. And then after that, I'm talking payment integrity programs. I'm talking prepayment review programs with Mark Noel, because you know what? Employers don't wanna be bringing a knife to a gunfight. And I realized in the course of these conversations that any self-insured plan sponsor that is not doing, for real, payment integrity programs, for real, prepayment review, post-payment review.  I'm getting ahead of myself, but when you listen to the show next week with Zack Kanter, you will so totally see what I mean. Today, as I mentioned earlier, I am speaking with Mark Newman, who is the CEO and founder of Nomi Health. Nomi aims to simplify the act of buying and paying for healthcare for self-insured employers. Look 'em up if that sounds intriguing. I also do need to thank Nomi Health for so generously offering to donate to RHV to cover the expenses of producing this episode. So, thank you so much to Nomi Health. Okay, lastly here, just to set the basic framework for this conversation that follows, Mark gets into two main revelations, reasons that kind of sit behind all a large part of the waste and friction in healthcare transactions. Again, otherwise known as a claim getting paid. And these two reasons are data isn't data isn't data. In other words, as a claim moves through the system to different stakeholders, the data starts to change and morph and come and go. Different people have different use cases for that data, so it starts to get added and subtracted, but nobody really has the universal level to tote up the difference in any organized fashion. So, we talk about that first. Then Mark Newman doubles down with another reason for the friction and waste. Here's the second revelation: A dollar isn't a dollar isn't a dollar. And same kind of rules apply here. A plan sponsor might spend a dollar and, yeah, is that dollar spent or is that dollar accrued to spend? Which is kind of wonky, but also relevant. And if you didn't understand that, we'll get to it. And then just because a dollar gets spent doesn't mean the provider gets that dollar. And by the way, I don't just mean, oh, there's spread pricing. How shocking. I mean that a plan sponsor could roll up to a hospital and say, "We spent $10 million last year," and the hospital could say, "No, you didn't. You only spent five." And spoiler alert, in this case, it's not about spread pricing, although it might be. It's also about how much was the member responsibility that the members didn't pay. So, a dollar is not a dollar for a whole bunch of different reasons. This podcast is sponsored by Aventria Health Group, and today, it's also sponsored by Nomi Health. Also mentioned in this episode are Nomi Health; Shane Cerone; Zack Cooper, PhD; David Scheinker, PhD; Zack Kanter; Mark Noel; Aventria Health Group; Preston Alexander; Eric Bricker, MD; Sam Flanders, MD; Andrew Tsang; Sandra Raup; Stan Schwartz, MD; ZERO.health; Cristin Dickerson, MD; and Matt Christensen. For a list of healthcare industry acronyms and terms that may be unfamiliar to you, click here.   You can learn more at nomihealth.com or reach out to Mark at mark@nomihealth.com. You can also follow Mark and Nomi Health on LinkedIn.   Mark Newman is the co-founder and CEO of Nomi Health, on a mission to rebuild America's healthcare system to serve all stakeholders: providers, employers, and patients. A recognized healthcare innovator and entrepreneur, Mark previously founded and built HireVue into the world's largest provider of AI-driven talent assessment solutions before its acquisition by the Carlyle Group. His commitment to improving the healthcare system stems from a desire to address systemic issues that have long plagued the industry. Under his leadership since its inception in 2019, Nomi Health has focused on creating a more direct and transparent healthcare experience: reducing an organization's spend by over 30% per patient while increasing a provider's payments. Through Nomi Health, Mark continues to advocate for a more efficient, service-centered approach to healthcare that prioritizes known costs for employers, zero out of pocket for patients, and near-real-time payments for providers.   06:48 What is actionable to know about the life of a claim? 08:14 How data can change as it moves through the claims process. 11:45 Why a dollar isn't a dollar in healthcare. 18:50 Why employers are actually paying more than a dollar to access a dollar of healthcare (the medical loss ratio). 21:54 Why cutting out the "friction" is actually better for employees and members. 22:48  EP482 with Preston Alexander. 22:50 EP472 with Eric Bricker, MD. 23:36  EP490 and EP492 with Sam Flanders, MD, and Shane Cerone. 23:53 Infographic by Andrew Tsang showing 27 streams of income. 26:53 How do we fix these issues? 28:05 LinkedIn comment from Sandra Raup. 28:59 How Nomi Health is experimenting with a no co-payment, no deductible model. 31:29 INBW42 with Stacey on moral hazard. 32:26 EP486 with Stan Schwartz, MD. 32:31  EP485 with Cristin Dickerson, MD. 32:56 The Innovator's Dilemma by Clayton M. Christensen. 34:55 How does Nomi Health work with and help employers?   You can learn more at nomihealth.com or reach out to Mark at mark@nomihealth.com. You can also follow Mark and Nomi Health on LinkedIn.   @markhirevue discusses #plansponsor #healthspend and #clinicalorg pay on our #healthcarepodcast. #podcast #financialhealth #patientoutcomes #primarycare #digitalhealth #healthcareleadership #healthcaretransformation #healthcareinnovation   Recent past interviews: Click a guest's name for their latest RHV episode! Stacey Richter (INBW45), Stacey Richter (INBW44), Marilyn Bartlett (Encore! EP450), Dr Mick Connors, Sarah Emond (EP494), Sarah Emond (Bonus Episode), Stacey Richter (INBW43), Olivia Ross (Take Two: EP240), John Quinn