Podcasts about employers

On Episode 89 of Astonishing Healthcare, we are talking about some "visual treats," as the title suggests! Our guest, Andrew Tsang, has been posting some very cool things on LinkedIn of late, including Sankey and other dynamic charts highlighting where the money flows in healthcare (from the premium dollars to the care plan members receive), and which stakeholders win or lose in different scenarios via a 5-Way Seesaw he developed using AI! If you're a [healthcare] data nerd, this episode is definitely for you, and you'll want to check out:How many layers are between your employer's healthcare dollars and care? on LinkedIn (you can see where every $100 an employer spends goes!)What would happen if power actually shifted in healthcare? on LinkedIn (5-Way Seesaw)Andrew discussed how and why:A significant portion of the healthcare premium is consumed by administrative layers and middlemen before ever funding patient care.Employers can combat wasteful spending by demanding full access to their claims data, then identifying and eliminating things that extract value from their plans (or don't work for their populations).Integrated care models (like Kaiser Permanente) and direct primary care help eliminate friction by aligning provider and payer incentives, allowing doctors to focus on practicing medicine (vs. revenue cycle management).New technologies like AI-powered prior authorizations may reduce administrative costs for payers but risk creating new burdens for providers and patients, if we're not careful.Hospitals face a fundamental conflict: core, life-saving services like ICU and emergency care are often unprofitable and must be cross-subsidized by higher-margin procedures.Related ContentHow to obtain Rx data and what to do with itAH030 - Plan Sponsors Need a Source of Truth; Get Your Data Now & Find It, with Jeff HoganCapital Rx Unveils Healthcare's First Unified Pharmacy and Medical Claims Processing PlatformPharmacy Benefits 101: Prior AuthorizationsAH048 - High-Cost Orphan Drugs, Securing Claims Data, and More, with Dr. Eric BrickerFor more content and information about this episode, including the show notes and transcript, please visit Judi Health - Insights.

Recent changes to the AEWR calculations is welcome news, but WAFLA CEO, Enrique Gastelum says that's not the program's only problem that needs to be addressed.

In Episode 491, Stacey Richter interviews Elizabeth Mitchell, CEO of the Purchaser's Business Group on Health (PBGH), about the PBGH Transparency Demonstration Project. They discuss the project's aim to provide jumbo self-insured employers with transparency in healthcare costs, quality, and safety data. Collaborating with Milliman and Embold and funded by the Peterson Center on Healthcare, PBGH's project reveals no correlation between higher prices and quality in healthcare services. The episode highlights the impacts on TPAs, consultants, and clinical organizations, and underscores the importance of employers using this new transparency data for strategic advantage and compliance with the Consolidated Appropriations Act. Richter and Mitchell delve into the broader implications for creating high-value networks and fostering market competition based on quality and affordability. === LINKS ===

What does IESE look for in MBA applicants? How do they evaluate your academic aptitude, post-MBA career goals, leadership potential and fit? In this episode, IESE MBA Admissions Director Patrik Wallen shares candid insights into what makes candidates stand out — and what makes IESE's two-year MBA unique.Program Highlights - What Makes the IESE MBA Unique?Introduction (0:00)What Makes the IESE MBA Unique? (3:30)IESE's Reputation with Employers (11:30)IESE MBA's Two-Year Course Structure (14:27) Living, Studying & Working in Barcelona, Spain (18:37)The Importance of Speaking the Local Language: Spanish (25:10)IESE MBA Admissions & Scholarships - How to Improve Your Chances? What IESE MBA Looks for When Building a Class (28:00)Patrik's Thoughts on Post-MBA Goals (37:00)GMAT/GRE Scores & GPA (41:45)Resumes (48:00)Written Essays & Video Essays (52:45)Letters of Recommendation (55:35)Interviews & IESE MBA's Assessment Day (57:45)How IESE MBA Admissions Views Scholarships & How Applicants Can Win Funding (1:03:35)Career Opportunities at IESE - What to Know & How to PrepareHas AI Affected Recruiting for Consulting? (1:10:55)IESE MBA's Grading System (1:17:30)What Applicants Need to Know about Landing Jobs in Spain & Europe (1:20:05)Structured Recruiting & Unstructured Recruiting: What Applicants Can Expect from IESE's Career Services (1:27:45)About Our GuestPatrik Wallen is the MBA Admissions Director at IESE Business School. Previously, he was Director of IESE's Career Development Center. Before joining IESE, Patrik worked as a general manager in hospitality, founded a fish importing business and worked as a software consultant. Patrik got his Masters in Science in Computer Science from KTH Royal Institute of Technology and his MBA from IESE in 2007.Show NotesIESE MBAGet feedback on your profile from IESE MBA's Admissions Team before you applyIESE MBA Scholarships and Post-Graduation Payment Aid (PPA) for MBAsMBA Application Resources⁠⁠Get free school selection help at Touch MBA⁠⁠⁠⁠Get pre-assessed by top international MBA programs⁠⁠⁠⁠Get the Admissions Edge Course: Proven Techniques for Admission to Top Business Schools⁠⁠⁠⁠Our favorite MBA application tools (after advising 4,000 applicants)

He worked in a unit with 15 other technicians and in a location with about 25-30 technicians in total. Constitutional expert, lawyer, author, pastor, and founder of Liberty Counsel Mat Staver discusses the important topics of the day with co-hosts and guests that impact life, liberty, and family. To stay informed and get involved, visit LC.org.

A clash of values has made Gen Z "hard to hire," but the deeper crisis is meaning. Materialism bred burnout; escapism bred emptiness. What works? Biblical purpose, relational mentorship, and workplaces led by love—not mere incentives. We show how families, churches, and managers can form character, steward gifts, and turn drifting teens into dependable adults who build rather than bail.

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.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 recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

A new MP3 sermon from Generations Radio is now available on SermonAudio with the following details: Title: How to Launch a Purpose-Driven Generation – Only 2% of Gen Z Matches Employer Values Speaker: Kevin Swanson Broadcaster: Generations Radio Event: Radio Broadcast Date: 10/30/2025 Length: 30 min.

Canada is tightening its Temporary Foreign Worker (TFW) compliance rules, introducing stronger enforcement measures and penalties for employers who fail to follow federal and provincial labor laws.In this episode of The NPZ Law Show, we explain:Why Canada is reducing reliance on TFWsHow employer compliance audits and penalties workWhat the $100,000 fine case means for other employersHow businesses can stay compliant while hiring foreign workersStay informed about your rights and responsibilities under the Canadian immigration system.For professional U.S. or Canadian immigration guidance, contact NPZ Law Group at 201-670-0006 or visit www.visaserve.com

A new MP3 sermon from Generations Radio is now available on SermonAudio with the following details: Title: How to Launch a Purpose-Driven Generation – Only 2% of Gen Z Matches Employer Values Speaker: Kevin Swanson Broadcaster: Generations Radio Event: Radio Broadcast Date: 10/30/2025 Length: 30 min.

S09 Trailer 04: PRAiSE - Psychosocial Risk Assessment and Integrated Solutions for Employers. The team reflect on "The best psychosocial instrument on the planet," as Trajce aludes, while Alan struggles with prosecutions of employees in Work Health Safety Legislation.

Ever since the 1930s, when American soldiers were based all around the world, people in many countries have been antsy about foreigners getting what appears to them to be special treatment or privileges. The phrase people used back in the day about the US soldiers was something along the lines of them being overdressed, overpaid, oversexed and over here. And the Government seems to be tapping into the same kind of sentiment with this crackdown on employers not following the rules when they want to hire workers from overseas. That some employers are going straight to taking-on migrant workers without even trying to find locals to do the work first. Which they're supposed to do or required to do. Immigration Minister Erica Stanford is saying today that, if employers don't follow the rules and don't prioritise hiring New Zealanders, then they can forget about being allowed to hire anyone from overseas ever again. She says, since we started giving out accredited work visas to migrant workers three years ago, there are 20,000 more unemployed New Zealanders. “We have New Zealanders who are desperate for jobs and they need to be given the first opportunity for those." Which I think will go down like a cup of the old proverbial with some employers, who will say they should be allowed to employ whoever they want from wherever they want. And that's a view I agree with. It's something they've been pushing back against for years. But where the Government's current concern stems from, is the number of employers who aren't telling Work & Income that they're on the lookout for staff. When they should be. That's because they're not even interested in hiring locals and just want migrant workers. Erica Stanford says more than one-in-six employers just want to employ migrants without considering local workers. From the perspective of someone who is unemployed and needing work, I can see how that would be frustrating. But does that mean that we should be forcing employers to give locals work over people from overseas? It's a bit rich of the Government to say that we need to turn the education system on its head so young New Zealanders can grow up and be ready to work anywhere in the world; but then, when it comes to people from other countries coming to work here, we go all protectionist on it. Employers themselves certainly think they should be free to hire whoever they want. They've been saying that since 2016, when the-then National government announced changes to “put kiwis first in line for jobs”. Anne Tolley was the social development minister at the time and she said: “The Government is committed to getting more New Zealanders into work by ensuring they are first in line for jobs.” Which is the exact same thing Erica Stanford is saying today. But I bet it won't sound any better to employers today than it did nearly 10 years ago. LISTEN ABOVESee omnystudio.com/listener for privacy information.

In this episode of Grow Your Business & Grow Your Wealth, host Gary Heldt sits down with Gary Martoccio, founder of The Martoccio Firm and one of the nation's leading employment law attorneys representing employees in disputes against their employers. With more than $50 million recovered and over 200 Federal cases handled, Gary brings firsthand insights into the legal landscape that every business owner must understand. Together, they discuss the real risks hidden in hiring, firing, and managing people—from wrongful termination and discrimination claims to misclassification and retaliation cases. Gary also shares what smart business owners can do to protect themselves legally, maintain ethical practices, and build workplaces that foster trust, compliance, and productivity. What You'll Learn → The top 3 mistakes that trigger costly employee lawsuits→ How to document workplace issues before they escalate→ The role of the EEOC and what to expect during an investigation→ Steps small business owners can take today to minimize legal exposure→ Why understanding employment law is critical to long-term business success Gary Martoccio is an employment law attorney and the founder of The Martoccio Firm, which exclusively represents employees in legal disputes against their employers. With extensive experience in both State and Federal courts, as well as before the EEOC, Gary has recovered more than $50 million for clients. His mission: to level the playing field and educate both employees and business owners on their rights and responsibilities in today's workplace. Connect with Gary on LinkedIn Learn more about your ad choices. Visit megaphone.fm/adchoices

A new law requires employers to give 60-day notice when laying off workers to help with their transition, but is it intended for seasonal farm workers?

Insurance for Crofters and Common Grazings. Welcome back to Crofting Matters! In this episode, Siobhan is joined by Jonathan Hogg, a rural insurance expert from NFU Mutual's Dingwall branch. Johnny has an agricultural background, works in a crofting area and understands the issues that crofters and grazing committees face with access, theft and weather-related incidents. We remove the ambiguity surrounding the need for Public and Employer's liability cover, and what to do if the bull can outrun humans. We discuss: Whether a small crofting business needs insurance, and what kind? The need for Public Liability insurance. Livestock – minimising the risk. Wording on signs. When to cover machinery and livestock for theft and loss. Employer's liability when you may not think of yourself as an employer! Common Grazings and Sheep Stock clubs – cover required. FAS Resources https://www.fas.scot/news/common-grazings-and-sheep-stock-clubs-liability/

Insurance for Crofters and Common Grazings. Welcome back to Crofting Matters! In this episode, Siobhan is joined by Jonathan Hogg, a rural insurance expert from NFU Mutual's Dingwall branch. Johnny has an agricultural background, works in a crofting area and understands the issues that crofters and grazing committees face with access, theft and weather-related incidents. We remove the ambiguity surrounding the need for Public and Employer's liability cover, and what to do if the bull can outrun humans. We discuss: Whether a small crofting business needs insurance, and what kind? The need for Public Liability insurance. Livestock – minimising the risk. Wording on signs. When to cover machinery and livestock for theft and loss. Employer's liability when you may not think of yourself as an employer! Common Grazings and Sheep Stock clubs – cover required. FAS Resources https://www.fas.scot/news/common-grazings-and-sheep-stock-clubs-liability/

Chelsea Ryckis is the award-winning founder and president of Ethos Benefits, a firm dedicated to advancing fiduciary-driven health insurance strategies for employers nationwide to eliminate fraud, waste, and abuse from employer healthcare plans while increasing savings for both employers and their employees. After suffering a traumatic brain injury as a Division 1 college athlete, Canadian-born Chelsea experienced the US healthcare system firsthand, inspiring her pioneering entrepreneurship in healthcare. Chelsea was awarded the industry's most prestigious award, Advisor of the Year, by Benefits Pro in 2024. She has also been named the Most Innovative Healthcare Consultant in the United States for 2024. Chelsea is the co-host of the Ethos Effect Podcast with her husband Donovan and producer of the documentary "It's Not Personal, It's Just Healthcare."

For the Good of the Public brings you daily news and weekly conversations at the intersection of faith and civic life. Monday through Thursday, The Morning Five starts your day off with scripture and prayer, as we catch up on the news of the day together. Throughout the year, we air limited series on Fridays to dive deeper into conversations with civic leaders, thinkers, and public servants reimagining public life, for the good of the public. Today's host was Michael Wear, Founder, President and CEO of the Center for Christianity and Public Life.  Thanks for listening to The Morning Five! Please subscribe to and rate The Morning Five on your favorite podcast platform. Learn more about the work of the Center for Christianity and Public Life at www.ccpubliclife.org. Scripture: Hebrews 4 Today's host was Michael Wear, Founder, President, and CEO of the Center for Christianity and Public Life.  Join the conversation and follow us at: Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@michaelwear⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, @ccpubliclife Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@MichaelRWear⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, @ccpubliclife and check out ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@tsfnetwork⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Music by: Amber Glow #politics #faith #prayer #Shutdown #Asia #Japan #NorthKorea #immigration #unions #foreignpolicy Learn more about your ad choices. Visit megaphone.fm/adchoices

Show SummaryOn today's episode, we're featuring a conversation with Army Combat Veteran Jaymes Poling and Modern Warrior LIVE — a powerful blend of personal storytelling and music that explores the emotional weight of war and the journey toward healing.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestJaymes Poling is a former infantry leader in the 82nd Airborne Division who served three years in Afghanistan. After coming home, he turned to writing to make sense of his experience, which led to the creation of Modern Warrior LIVE — a powerful blend of personal storytelling and music that explores the emotional weight of war and the journey toward healing.He's since become a speaker and mental health advocate, working with veterans, first responders, and trauma survivors across the country. Through hundreds of engagements nationwide, Jaymes brings a raw, honest voice to conversations about leadership, community, and post-traumatic growth. Links Mentioned During the EpisodeModern Warrior Live Web SitePsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Supporting Someone with Invisible Wounds. Not all wounds can be seen, and invisible wounds are just as serious as visible ones. This course introduces the four main types of invisible wounds - Posttraumatic Stress Disorder, Traumatic Brain Injury, Substance Use Disorder, and Depression.   You can find the resource here:  https://learn.psycharmor.org/courses/supporting-someone-with-invisible-wounds    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  

Guest: Ghada Alsharif, Toronto Star immigration & work reporter A new report has revealed that workers in Ontario are being shortchanged by nearly $200 million in unpaid wages. It's called wage theft and, in many cases, workers aren't getting paid even after the province officially orders their employers to do so. Less than a quarter of the money sent to Ontario's Ministry of Finance for collection has actually been recovered, leaving tens of thousands of workers still out of pocket. In this episode, we speak with Toronto Star reporter Ghada Alsharif about her latest three-part investigation into Ontario's growing wage theft crisis, and how the province's weak enforcement system is allowing employers to avoid accountability, from shell companies to disappearing franchises. This episode was mixed by Paulo Marques

The Immigration Minister is warning employers they will face consequences if they don't try hard enough to take on New Zealanders desperate for work. Gill Bonnett reports.

In this episode of From Lawyer to Employer, host Dan Schwartz sits down with Shipman partner Keegan Drenosky to unpack one of the most challenging and costly areas for employers — wage and hour compliance. From employee misclassification and overtime calculations to pay transparency and AI time tracking, they explore how evolving interpretations of the law continue to shape employer obligations in Connecticut and beyond.

IrishJobs has today published new data from its Hiring Trends Update, revealing that nearly 1 in 4 employers expect to increase hiring in 2026. The IrishJobs Hiring Trends Update is a new biannual research report on the state of the recruitment market in Ireland. The research gathered insights from 500 employers and 1,000 professionals in Ireland on the evolving hiring landscape and shifting attitudes and actions across the market. The research also includes data from OTT, an in-house tool developed by the Stepstone Group, the parent company of IrishJobs, which analyses online data on job postings and associated information. In-demand skills As employers continue to navigate a highly competitive market for demand, sourcing candidates with in-demand skills is a top challenge. Nearly 7 in 10 employers (69%) report struggling to recruit talent with the right skills. Technical skills, such as programming, data analysis and AI competencies, are the most highly sought-after skills by employers. 30% of employers are prioritising the recruitment of talent with technical skills. 28% of employers are looking to hire candidates with soft skills such as problem-solving, collaboration, and communication. 25% of employers say that recruiting candidates with leadership and people management skills is a top priority. Pace of hiring The tight talent landscape is impacting the length of time to successful hiring. The median time for successful hiring is 10 weeks, as employers continue to face challenges in sourcing the right candidates for key positions. Findings show that recruiters are increasingly using AI tools and automation to reduce administrative burdens and streamline the hiring process. Nearly half of employers (47%) surveyed are using AI to draft job adverts. 35% of employers are using AI tools to help schedule interviews with job candidates. Hiring landscape There is a positive hiring outlook for 2026, with nearly 1 in 4 employers (24%) in Ireland planning on increasing recruitment over the next six months, indicating growing confidence among employers following a period of heightened geopolitical and trade volatility. Large enterprises have the most positive outlook on future hiring, with 27% of these firms expected to increase recruitment over the coming months. Findings show that smaller firms are more cautious on potential growth, with 21% of SMEs forecasting an increase in hiring in 2026. 21% of employers plan on increasing spending on hiring for more specialist roles, while 19% expect to increase hiring for temporary roles and contractors. 33% of employers surveyed have increased their levels of recruitment since April 2025, according to the report findings. Large businesses were the most active in recruitment, with 35% of these firms hiring more staff over this period. Findings show that 31% of SMEs have increased hiring since April 2025. However, there are also signs of cooling in certain areas of the labour market. 24% of employers reported restructuring certain teams or departments within their organisation over the previous six months. Increased jobseeker activity ahead Despite elevated uncertainty, jobseeker activity has remained robust across the labour market, with 21% of candidates actively looking for a new job in September 2025. However, there are signs that greater stability may lead to increased activity in the months ahead. Findings show that 29% of candidates plan to look for a new job in 2026. Salary is the top factor candidates consider when evaluating a new job and employer. Work-life balance is the second most important factor, with 31% of candidates considering it important when considering a new job. There are also signs that international volatility is having a growing impact on the selection of employers by candidates, with 29% of candidates ranking job security as a crucial factor influencing selection. Flexibility is increasingly a baseline expectation for many job candidates. 71% of candidates woul...

This sixth episode features a conversation with Debra Ruh, CEO, Ruh Global Impact and Executive Chair of Billion Strong. Debra reveals the policies that prevent people with disabilities from seeking employment and the changes that need to happen. Debra also shares insights about the changing perception of corporations when it comes to hiring people with disabilities and how to help organizations identify qualified candidates with disabilities.

Across social media and workplace forums, opinions are split. Some older professionals argue that Gen Z, born roughly between 1995 and 2012, lacks resilience, discipline, and respect for hierarchy. Others praise their boldness, digital fluency, and strong emphasis on mental health and purpose-driven work. In South Africa, where Gen Z is expected to make up 40% of the workforce by 2030, this generational tension is impossible to ignore. Those who believe employers should adapt say Gen Z brings fresh ideas, values, and flexibility that modern workplaces need. Studies show that 86% of Gen Zs consider purpose key to job satisfaction, while 77% value work-life balance above all else.

Austin shares an important Public Service Announcement: Job boards were made to help employers, not to help you!Time Stamped Show Notes:[0:30] - On job boards, you are the product![3:36] - Where is your time best spent?[4:17] - Spend your time on networkingWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

If you're a current or future health, wellness & high performance coach, this is an absolute must hear episode! Coaches are helping change the world for the better, and yet we often find ourselves isolated from the world in the process. Experienced coaches Lindsay and Leigh (with occasional insights from Brad) discuss life as a coach, how to find - or build - community and some of their favorite options for doing so in their own lives.For details about the Coaching Retreat & Symposium Lindsay mentions, please visit https://www.catalystcoachinginstitute.com/retreat/ For any other follow-up details or questions, feel free to contact us Results@CatalystCoachingInstitute.comInfo 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.

Rising insurance premiums are crushing small businesses in your community — are you, as a DPC physician, missing the chance to help and grow your practice at the same time?In this final episode of our DPC series, I'm diving into one of the most powerful—but overlooked—growth strategies for DPC physicians: partnering with small employers. If you've been following the series, you already understand what DPC is, how to market it, how to scale it, and the legal guardrails to keep in mind. Now, it's time to wrap things up by showing you where the real leverage is—employers who are desperate for cost-effective healthcare solutions.Learn how to present your DPC practice as a smart alternative to expensive health plans.See why small employer contracts can jumpstart your membership growth almost overnight.Discover resources and platforms that help you connect with employers fast—without becoming a full-time salesperson.Hit play now and let's close out this DPC series with the strategy that could future-proof your practice and make you indispensable to your local business community.Link to Apaly - https://apaly.com/providersTEXT HERE on your Phone's Podcast App Discover how medical graduates, junior doctors, and young physicians can navigate residency training programs, surgical residency, and locum tenens to increase income, enjoy independent practice, decrease stress, achieve financial freedom, and retire early, while maintaining patient satisfaction and exploring physician side gigs to tackle medical school loans.

Employer branding je danas važniji nego ikad, ali sudećemi prema podacima, hrvatske tvrtke ne doživljavaju ga toliko ozbiljno... Novo istraživanje Privlačenje i zapošljavanje talenata: trendovi i izazovi 2025., prvo takve vrste na domaćem tržištu, otkriva zanimljive (i pomalo zabrinjavajuće) podatke.Nakon istraživanja bacili smo se na Metu koja se ponovno našla pod povećalom nakon što je interno istraživanje otkrilo povezanost između sadržaja na Instagramu i osjećaja nezadovoljstva vlastitim tijelom kod tinejdžera. Mladi koji se loše osjećaju zbog svog izgleda vide tri puta više sadržaja povezanog s poremećajima prehrane i negativnom slikom tijela._______________0:00 uvod0:40 Zapošljavanje je sve teže, a ova radna mjesta je najteže zaposliti10:00 Koje tehnološke pozicije su najtraženije?13:00 Koliko se ulaže u EB, tko je odgovara za njega i koje floskule se ponavljaju?19:00 Preporuke zaposlenika su najbolji način zapošljavanja21:20 Kako raditi s medijima i gdje HR implementira AI?24:50 Kako IBB vidi budužnost EB-a?26:30 Meta ponovno ugrožava najmlađeTOP i FLOP34:20 Wikipedia bolježi pad u posjećenosti36:35 Hoće li AI bubble pukuti?39:45 Izviđači uče o AI-u i kibernetičkoj sigurnosti40:55 Pekara traži tech inženjere_______________

Welcome to EO Radio Show – Your Nonprofit Legal Resource. As we've discussed in prior episodes, many new charities are established in the aftermath of disasters to help the victims, their families, and their communities. In EO Radio Show episodes 9 and 10, we covered the basics of forming and obtaining tax-exempt status for organizations whose purpose is to address specific disasters. Today's episode focuses on the special issues that arise when an employer wants to establish a charitable entity to provide disaster relief to its employees and their families, and sometimes to affected communities, often in areas where the employer has a substantial geographic footprint. This episode was inspired by both the recent Apple TV movie "The Lost Bus," which covers the 2018 wildfire in Paradise, California, and a recently published IRS ruling that denied exempt status to an organization formed by a company to provide disaster relief to its employees. We'll walk through the facts revealed in that letter ruling and use it as a guide for the employer that might want to navigate the rules to create a charity for disaster relief for its employees and its community. Show Notes: Farella YouTube podcast channel Starting and maintaining a charity for disaster relief | Internal Revenue Service 202534009.pdf Episode 5: Nonprofit Basics: Navigating the Complex Rules That Describe A Public Charity Episode 9: Nonprofit Basics: Charitable Support for Individuals Affected by a Disaster  Episode 10: Nonprofit Basics: Setting up a New Charity for Disaster Relief If you have suggestions for topics you would like us to discuss, please email us at eoradioshow@fbm.com. Additional episodes can be found at EORadioShowByFarella.com. DISCLAIMER: This podcast is for general informational purposes only. It is not intended to be, nor should it be interpreted as, legal advice or opinion.  

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at:⁠ OLDPodcast.com⁠. Episode 1851: Dr. Benjamin Ritter challenges the modern obsession with “meaningful work,” revealing how the search for fulfillment from employers often leads to disengagement and turnover. He argues that true meaning isn't found, it's created, through personal accountability and job crafting. Both employees and employers must shift focus: employees must own their sense of purpose, while employers should empower them to shape roles they can love. Read along with the original article(s) here:⁠ https://www.liveforyourselfconsulting.com/articles/2020/12/14/the-dangers-of-searching-for-meaningful-work-a-letter-to-employers-and-employees⁠ Quotes to ponder: “Employees are searching for meaningful work and feel that meaning is something they can find, or something an employer can give them.” “The idea that your work should ‘give' you meaning, as if it's responsible for how you feel, is incredibly misleading.” “The only thing an employer can actually give their employees is the power to craft a job they can love from a job they have.”

Peter talks with Jerry Schemmel, former KOA Voice of the Rockies! Talks on his Radio Career, Being laid off twice by the same Employer, What is next for Jerry, Working with Charlie Blackmon, and the NBA Cheating Scandal. Also, a harrowing story of Jerry Schemmel surviving a Plane Crash. Crazy! See omnystudio.com/listener for privacy information.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at:⁠ OLDPodcast.com⁠. Episode 1851: Dr. Benjamin Ritter challenges the modern obsession with “meaningful work,” revealing how the search for fulfillment from employers often leads to disengagement and turnover. He argues that true meaning isn't found, it's created, through personal accountability and job crafting. Both employees and employers must shift focus: employees must own their sense of purpose, while employers should empower them to shape roles they can love. Read along with the original article(s) here:⁠ https://www.liveforyourselfconsulting.com/articles/2020/12/14/the-dangers-of-searching-for-meaningful-work-a-letter-to-employers-and-employees⁠ Quotes to ponder: “Employees are searching for meaningful work and feel that meaning is something they can find, or something an employer can give them.” “The idea that your work should ‘give' you meaning, as if it's responsible for how you feel, is incredibly misleading.” “The only thing an employer can actually give their employees is the power to craft a job they can love from a job they have.”

Allie and Logan talk about saving for retirement when you do not have access to an employer plan (like a 401(k)). Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this inaugural episode of Ogletree's No Tax, No Problem podcast series, Scott DeLuca (of counsel, Buffalo) and Chris Hammon (shareholder, Miami)—who are the co-chairs of Ogletree Deakins' Hospitality Group, are joined by Mike Mahoney (shareholder, Morristown/New York) to discuss the “no tax on tips or overtime” provisions of the One Big Beautiful Bill Act. Mike, who is the chair of the firm's Employment Tax Practice Group, explains what qualifies as tips and tipped occupations, how withholdings would change, and when the rules would kick in. The speakers also examine potential impacts on service and hourly workers, payroll systems, and federal/state revenues, providing essential insights for employers in the hospitality industry.

Employers and entrepreneurs are reacting to President Trump declaring a change to H1B visas. In Philadelphia, City Council members are planning to strengthen the city’s plastic bag ban and impose a ten-cent fee on paper bags, but Mayor Cherelle Parker may not be on board. PennDOT and the Pennsylvania State Police observed school bus safety week with a ceremony Wednesday at the State Museum. At one Pittsburgh high school, students from all over the world speak a total of around 50 languages. About 40% of Brashear High School's student population are English Language learners. Some good news of you’re a fan of the Philadelphia Eagles…Brandon Graham has come out of retirement. Public media's federal funding has been revoked. Your support is now more vital than ever. Help power the independent journalism and trusted programming you find on WITF by making a gift of support now at witf dot org slash give nowSupport WITF: https://www.witf.org/support/give-now/See omnystudio.com/listener for privacy information.

When interviewing with companies, please remember that many previous interviewees have spewed endless lies and embellishments about their workplace capabilities. So how can you separate yourself from these other liars? Easy! Bring the receipts. Prove your capabilities during your interview. Many people claim things they cannot prove. Don't be one of those false claim artists. Prove your capabilities.Support the show

Keller and Heckman Partner Manesh Rath hosts OSHA 30/30, a webinar series that covers OSHA issues for 30 minutes every 30 days. Mr. Rath is a trial and appellate attorney with experience in general commercial litigation, wage and hour and class action litigation, occupational safety and health (OSHA) law, labor law, and employment law. This month's topic: OSHA Failed to Convince ALJ that Employer's Safety Training Program was Insufficient

Your employer messed up your taxes, so now what do you do? You need to contact the IRS and do the following...Do you have unfiled tax returns that need filing? Call us at 866-8000-TAX or fill out the form at https://choicetaxrelief.com/If you want to see more…-YouTube:    / @loganallec  -Instagram: @ChoiceTaxRelief @LoganAllec -TikTok: @loganallec-Facebook: Choice Tax Relief // Logan Allec, CPA -Reddit:   / taxrelief   

In this podcast, Roger James (partner and co-chair of Ogletree Deakins Global Reorganizations Practice Group, London) and Kate Martin (of counsel, London) present practical strategies for executing the HR side of complex cross-border restructurings such as RIFs with confidence. The speakers emphasize the importance of planning and coordination with these projects and distill essential legal and operational considerations into clear, actionable tips for upcoming reorganizations.

At the 2025 Gamma Iota Sigma (GIS) Annual Conference, GIS Board of Trustees Member and Travelers President of Personal Insurance Michael Klein sat down with GIS Executive Director Grace Grant to discuss what today's students seek in their future careers in insurance. They explored the evolving student perspective, the importance of mentorship, and strategies for attracting and retaining talent. If you're a hiring manager in the insurance industry, this episode is for you. Listen now for insights to build a strong pipeline of future professionals.---GIS is an international professional student organization that promotes, encourages and sustains student interest in insurance, risk management and actuarial science as professions. GIS has 120 collegiate chapters nationwide with 6,000+ students and 35,000 alumni from over 170 colleges and universities throughout North America.---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/newsletters/travelers-institute-podcast-7328774828839100417.Connect with Travelers Institute® President Joan Woodward on LinkedIn: https://www.linkedin.com/in/joan-kois-woodward/.

In episode 223, Coffey talks with Mike Lyons about why hiring for character and behavior often predicts success better than relying on experience or technical skills.They discuss how HR leaders can define and hire for the right character traits by first understanding business strategy (for example, Walmart vs. Nordstrom models); aligning hiring with authentic, observable core values; identifying the specific attitudes and behaviors that make top performers successful in each role; using structured behavioral interviews to identify values; conducting reference checks as investigative conversations rather than formalities; designing realistic job previews to reduce turnover; and maintaining objectivity by keeping character assessments job-related and bias-free.You can access Mike's free library of free downloads to elevate your healthcare clinic from merely OK to excellent here: https://www.seasoned-advice.com/signup-for-free-downloadsGood 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 recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mike Lyons is the Chief Consultant for Seasoned Advice HR Services, which helps highly motivated healthcare clinics with HR support. He is a frequent presenter at healthcare conferences on the topics of leadership, culture, and employee engagement. He is a graduate of LSU and the University of Illinois and resides in Austin, TX with his wife and kids.Mike Lyons can be reached at https://www.seasoned-advice.com https://www.linkedin.com/in/mikelyonshr https://www.instagram.com/seasonedadviceAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize how strategic alignment clarifies which behavioral traits drive business results.2. Define authentic organizational and role-specific values based on top-performer analysis.3. Apply structured interviews, probing, and reference checks to assess character without bias.

In this episode, Pete and Julie welcome G-P's Deputy General Counsel, Nicole Forbes, to the show to explore the controversial H-1B visa overhaul, its perceived "talent tariff” and what it means for business and HR professionals across sectors.  They discuss the angst and impacts from the new executive order, the implications of the $100K filing fee, lottery reforms favoring higher wages, and ramped-up enforcement under ‘Project Firewall'. Nicole breaks down how these changes disrupt talent acquisition, especially in tech and engineering, and explores alternatives like Employer of Record (EOR) solutions for building global teams' agility and risk avoidance.  From legal challenges and worker anxieties to strategic advice for HR leaders navigating uncertainty, this discussion equips you with insights to rethink talent strategies and safeguard agility and innovation.   Connect with Nicole & G-P:  LinkedIn: https://www.linkedin.com/in/nicoleforbes-/ G-P: https://www.globalization-partners.com/ H1B Exec Order: https://www.whitehouse.gov/presidential-actions/2025/09/restriction-on-entry-of-certain-nonimmigrant-workers/ Connect with the show:    LinkedIn:  http://linkedin.com/company/hr-payroll-2-0   X: @HRPayroll2_0 @PeteTiliakos @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social  YouTube: https://www.youtube.com/@HRPAYROLL2_0

You want better leaders in your landscaping business—but the best candidates are slipping away. And the worst part? You may have no idea why. In this episode, Chad Diller talks with Tito Caceres of Bloom Talent Solutions to dig into what's really costing green industry companies their best mid- and upper-level candidates. From outdated hiring practices to branding missteps, this conversation is a must-watch for any contractor struggling to attract and retain strong leaders. Learn how to speed up hiring, build better interview processes, and showcase your company as a place where top talent wants to work. Key Discussion Points: Why mid- and upper-level roles are harder than ever to fill The shift in how candidates research your company How slow interview processes quietly kill your recruitment What contractors must fix about their online presence How recruiters add value—and why some get a bad rap   Chapters: 0:00 Intro 0:50 Meet Tito Caceres 2:00 Why recruiting mid-level talent is so hard right now 5:30 Common mistakes companies make in hiring 8:00 How AI and slow processes are hurting your chances 11:00 Where candidates are really looking for jobs now 13:00 Why branding and digital presence matter 15:00 What a great interview process looks like 21:00 Employer branding: telling your company's story 27:00 Creating career paths that attract top talent 30:00 Understanding how recruiters fit into your hiring strategy 36:00 Red flags to watch for in bad recruiting practices 41:00 Final tips: What you can do today to improve hiring  

It's another varied mix of questions, with a couple on catching up after a late start, avoiding the 60% tax trap and lots more. Shownotes: https://meaningfulmoney.tv/QA30  01:03  Question 1 Hi, I'm curious if you have advice, best practice or tools to advise people who have a reasonable rental property portfolio on how to plan for retirement? I am 55, have taken 50k tax free cash, and 13k a year drawdown, approx 40k left.  I have 11 rental properties, but I am still remortgaging and buying more properties.  Currently have about 450k available to reinvest into a few more properties, and then probably stop buying. I'm really struggling to understand how much I can/should have available to spend each month, especially as I'm still reinvesting into properties.  I'm sure I should be spending way more than I am, but can't work out how best to put a retirement plan together to show how much I truly afford to spend each month. Love your content, and thanks for any advice you may be able to give. Thanks, Paul 09:49  Question 2 Hi Pete and Rog. Big fan of the podcast, keep up the good work. I am looking at ways to stay under 100k income each year to remain eligible for childcare benefits. I know if I were to make AVC into my work pension this would help to remain below that figure. I would prefer to put this money into a SIPP. My question is if I got paid the money and deposited it into a SIPP instead of my work pension will this reduce my income tax and prevent me from going over 100k and losing childcare benefits. Kind regards, Joshua 12:33  Question 3 Hello Pete and Roger, Firstly, thank you so much for such an informative podcast. I don't think I listen to a single episode without taking away something valuable! My question relates to what I should do to with money as I accumulate it for the next financial year's ISA and SIPP allowance. For context- I am 39, an NHS doctor with an NHS pension, have a paid off mortgage and have started making SIPP contributions to bring my adjusted net income below the 60% tax threshold. I am in the privileged position to be able to contribute maximum S&S ISA contributions at the beginning of each tax year and already have filled premium bonds allowance as my emergency fund. Should I put my accumulating savings in a high interest savings account until April, or am I missing out on growth each year and should I be using a GIA with a bed and ISA approach? I appreciate there may be tax on savings interest above £500 or CGT on anything over £3k gains. I just don't want to be missing out on the best approach for the next 20+ years as I hopefully continue to max out ISA and pension contributions. Thank you so much in advance and keep up the fantastic work! Paddy   16:36  Question 4 Dear Pete and Rodge, I am relatively young (36) and have started listening to your podcast relatively recently (in the last year). What I like about it best is the calming relaxed attitude that money matters are discussed in and the comforting belief that life is more important than money I think shines through. Comparison is the thief of joy I know but I find it hard to situate myself in relation to where I ‘should' be financially. I stayed at university a long time (10years) and so always perceived of myself as ‘in debt' and living to the brink of my means, I didn't have a credit card but I would spent all my money and save nothing. When I did eventually get a job it didn't pay much and again it was paycheck to paycheck for many years. Then came three big changes almost at once. First me and my wife had a baby daughter come along, next the company I worked for went bust and third I found your podcast! Something about the mix of these three made me sit up, take notice and want to engage with my finances where previously my head had been in the sand. I did very much feel like I was way behind the running. I managed to find a job which paid almost a third as much take home pay again and decided to set up savings for my daughter, set up an emergency fund, increase pensions contributions, open a stocks and shares ISA, all of the good stuff that you guys continually discuss. However, I still am very much of the opinion that I am way behind the game and starting late which is a shame seeing as time is such a valuable component in investing. My question to you guys is, were you in my position, where would be the first places you would look to educate yourselves on the right things to do next? I feel like I don't know what I don't know and things continually surprise me (for instance I didn't realise that having a car on finance was considered bad debt until the other day). I have this constant nagging doubt that I will be missing something because I haven't started from the beginning. I did consider going back to the start of the podcast when I found it, but Rodge wasn't even around in the first few so I didn't enjoy it as much and also felt like maybe some advice would have gone out of date? Is there a key place for me to start, non-negotiable sources I have to get to grips with in the first place that you can direct me to? What would you do? Very keen to learn your thoughts and hugely appreciative of all your efforts! Kind regards, Dan 24:16  Question 5 Hello Pete & Roger I've gained Incalculable value from listening to you so keep up the amazing work! I have a DB-DC hybrid scheme and at my target retirement age (64) my projections say I'll have £33K p.a DB income + £345K DC pot. This would give me ~ £86K TFC allowance at the pot. My plan has been not to take any TFC on the DC pot upfront and to use regular UFPLS withdrawals to reduce income tax over the long term. However, as this is a hybrid scheme, if I take both DB and DC components at the same time I can keep the DB at £33K p.a. and take £220K TFC upfront. This has made me question my slow TFC strategy as I can realise far more taking it upfront by leveraging the DB ‘value' but only at that point in time. My thoughts are to then find a way to get this £220K TFC into S&S ISAs where they would be invested in the same way as in my DC pension. This would allow me to reduce income tax massively over my lifetime. This seems too good to be true! Is it? Problem will be finding a home for such large amounts of cash Options Max mine and wifes ISA allowances (£40K p.a) £10K p.a. contribution  to mine and wifes DC pots  (MPAA limited) (£20K p.a.) Any other options? Thanks, Duncan 28:46  Question 6 Greetings Pete and Roger, Speaking as a fellow Gen X gruff Northerner (…Pete!), I'd just like to express my huge gratitude to you both for rescuing me from years of financial ineptitude, misdirection and investing ignorance. I can only blame myself, but losing a parent in my late teens, then late 20s, and subsequently finding myself on the non-receiving end of ‘Sideways disinheritance' (Dad remarried / mirrored will / sold our family home to pay second wife's debts….) didn't help with establishing good long-term financial habits. Thankfully, the financial clouds parted 21(ish) months ago when I discovered your excellent Youtube videos, first book, and podcast back catalogue, including a tour de force in ‘tough love' re: DC pension catch up.  Since then, I've been desperately trying to catch up, with a rough target of getting a DC pot to support an UFPLS annual 3.5 - 4% withdrawal of, the magic, £16,760. Starting from a very low base, I've been using direct payments from my own Limited Company into a Vanguard SIPP, approximately £3k+ per month (yes, I'm living on lentils..) combined with transferring personal contributions of £10k from money sat in a S&S ISA, thereby getting tax relief up to my small wage of £12.5k.  Using this mechanism, I've placed £48k into the pension (mindful of the £60k limit – tax relief is added on the 10k personal, but 19% corp. tax is saved on the employer contributions) in the last financial year, but won't be able to sustain this forever. My question is as follows – provided I still make a net profit after the Employer pension contributions, am I correct in assuming I'm ok re: the ‘Wholly and exclusively' HMRC test?  The employer pension payments dwarf the remaining net profit, from which I then take a small amount of dividends, and a smaller corporation tax payment is made at 19%. Also, provided I don't transgress the personal earnings limit (£12,570 for me), is that ok also re: also putting in from the employee side? Am I missing anything at all?  E.g. could you use the ‘carry-forward rule' to top up previous years with employer contributions from the Limited company?  I'm assuming the answer is ‘no', as dividends don't count as earnings / they don't exceed £60k, but thought I'd ask anyway! Apologies for the ‘War and Peace' length question, and thanks again. Stay intentional, Bill PS: Really like the ‘Catching up' section of your, also excellent, second book Pete.

Have you ever hesitated to ask your employer to pay for professional development because you thought it would make you look incapable? In this episode, I sit down with Kim Nicol, host of The New Manager Podcast, to reveal why getting your company to invest in your growth is actually one of the smartest career moves you can make.Kim shares the powerful mindset shift that transforms asking for training from feeling like begging to positioning yourself as a proactive leader. We break down the exact framework for making the pitch—identifying what you want, who to ask, when to ask, and how to equip decision-makers to advocate on your behalf. Plus, Kim tells the incredible story of a client who turned a few-hundred-dollar course request into a company-wide $500 professional development budget for everyone.Learn why "no" is just information (not failure), how asking for training is actually low-stakes practice for negotiating raises and promotions, and why the skill of self-advocacy might be the most valuable thing you develop in your career. Whether you're already employed or interviewing for your next role, this conversation will change how you think about professional development forever.Get full show notes and more information here: Have you ever hesitated to ask your employer to pay for professional development because you thought it would make you look incapable? In this episode, I sit down with Kim Nicol, host of The New Manager Podcast, to reveal why getting your company to invest in your growth is actually one of the smartest career moves you can make.Kim shares the powerful mindset shift that transforms asking for training from feeling like begging to positioning yourself as a proactive leader. We break down the exact framework for making the pitch—identifying what you want, who to ask, when to ask, and how to equip decision-makers to advocate on your behalf. Plus, Kim tells the incredible story of a client who turned a few-hundred-dollar course request into a company-wide $500 professional development budget for everyone.Learn why "no" is just information (not failure), how asking for training is actually low-stakes practice for negotiating raises and promotions, and why the skill of self-advocacy might be the most valuable thing you develop in your career. Whether you're already employed or interviewing for your next role, this conversation will change how you think about professional development forever.Get full show notes and more information here: https://www.nataliefishertraining.com/episode-255

Show SummaryOn today's episode, we're featuring a conversation with Dr Ed Tick, internationally recognized educator, author and expert on the military, veterans, PTSD, Viet Nam, and the psychology, spirituality and history of global trauma, warrior traditions, and military-related issues. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestEdward Tick, PhD is a nonfiction writer and poet. He is a transformational healer, holistic psychotherapist, educator, consultant and international journey guide. Dr. Tick has been working to heal the invisible wounds of war and violent trauma for over forty years. He is honored for his groundbreaking work in the spiritual, holistic, and community-based healing of veterans and other survivors of severe violence who suffer Post-Traumatic Stress Disorder (PTSD) and moral injury. He has published breakthrough books in this field, including the award-winning War and the Soul. His work introduced the ancient concept of soul wounding and how to heal it to our modern military, veteran and trauma studies worlds. Dr. Tick is an internationally recognized educator, author and expert on the military, veterans, PTSD, Viet Nam, and the psychology, spirituality and history of global trauma, warrior traditions, and military-related issues. For four decades he has conducted trainings, retreats and workshops across the country and overseas. He has trained staff, taught and worked with wounded warriors at major Department of Defense and Veteran Administration facilities and at colleges, universities, hospitals, health care and community centers across the country and overseas. Defense Dept. and VA facilities use his pioneering work and he has served as the US military's subject matter expert trainer on PTSD and Moral Injury for the past decade. Ed cofounded the nonprofit Soldier's Heart, Inc. with his partner Kate Dahlstedt and for 13 years served as its director from their national offices in Troy, New York. He now consults internationally on these issues. Links Mentioned During the EpisodeDr. Tick's Web SiteBooks by Dr. Tick Close Encounters in War Journal  Healing a Soldier's Heart on PBSPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is a previous podcast episode on the topic of Moral Injury, episode 188 with Dr. Shira Maguen. In this episode, we discuss the diagnosis and treatment of Moral Injury as well as how the clinical community have come to understand the concept.    You can find the resource here:  https://psycharmor.org/podcast/dr-shira-maguen 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 this episode of Your Money. Your Mission., SVP Director Retirement Plan Services, Bret Almstedt and Wealth Education Coordinator, Retirement Plan Services, Sam Kolb discuss the crucial role employer-sponsored retirement plans play in helping employees achieve their retirement goals. The episode highlighted the importance of retirement plans, education and engagement, plan review and optimization, maximizing employee benefits and plan design and fiduciary responsibilities. By understanding these factors and implementing effective strategies, employers can significantly improve their workforce's retirement readiness, while employees can maximize their retirement savings by taking advantage of employer-matching contributions and starting to save early.