Podcasts about employers

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

Sara's back on the H.Whisper words of wisdom: fuckoff@firecrotchandnormcore.comDid you think that money was heaven sent? https://www.patreon.com/THEYLIKETOWATCH Hosted on Acast. See acast.com/privacy for more information.

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

Being asked to come in for a trial shift can feel exciting…and slightly confusing. Is it a great sign? Is it free labour? And how do you actually perform well when you're being assessed in real time?In this week's episode, Sarah and Emma unpack what you can expect at a trial shift, and why it's often less about skill, and more about how you show up.We discuss what employers are actually looking for when they see you “in action,” especially in hands-on and customer-facing roles.Most importantly, we'll help you shift your mindset. Because a trial isn't just about being tested, it's your opportunity to decide whether the job is right for you too.

Host Gerry Scott sits down with Heather Sanders of Tax Junction, a cross-border personal tax specialist who helps U.S. citizens living in Canada and Canadians working for U.S. employers navigate the complexities of filing in two countries at once.With a practice built around real people in real cross-border situations, not corporations or trusts, Heather brings practical, ground-level insight into the mistakes that happen when employees move countries without thinking through the tax consequences first, and what it actually takes to get it right.Together, Gerry and Heather unpack some of the most misunderstood rules facing cross-border workers, including why "I just work from my home office" is never as simple as it sounds, and why the payroll question matters more than most people realize.In this conversation, they explore:Why the country where you physically work determines where your payroll must be registered, and the liability risk employers face when it isn'tThe Certificate of Coverage and when Canadians working for U.S. companies can still contribute to CPPHow 401(k) contributions are treated in Canada and why aligning them with your RSP room is the key to avoiding a surprise tax billWhy RSP contributions aren't deductible on a U.S. return, and why that usually matters less than people fearThe risks of large catch-up RSP contributions for U.S. citizens living in CanadaHow mid-year payroll switches between W-2 and T-4, especially when RSUs are involved, can create reporting nightmaresWhy selling U.S. real estate as a Canadian non-resident requires the right people in your corner from the startThe foreign tax credit audit that CRA triggers more often than most people expect, and what happens when no one respondsWhy "my situation is pretty straightforward" is almost never true once a border is involvedIf you're living in Canada and working for a U.S. employer, considering a cross-border move, or simply trying to understand what compliance actually looks like for internationally mobile workers, this episode offers a frank and practical look at the planning that protects you and the mistakes that are far easier to avoid than to fix.Cross-border tax doesn't have to be overwhelming. Download the Snowbirds DayTracker app today to connect with specialists like Heather and access the tools and resources you need to navigate your international life with confidence.

Als Managerin Talent Acuqisition & Employer Branding bei der Proalpha Group gestaltet Alexandra mit ihrem Team Recruiting-Strategien, stärkt ihre Arbeitgebermarke und begleitet kulturellen Wandel mit Haltung und Herz.Shownotes00:00 - Intro & Context05:01 - Strategien & Award: Aufbau des Employer Branding Teams, DEBA Award, Konzepte zur Mitarbeiterbindung und Corporate Influencing.15:01 - Diversity & Netzwerke: Frauenförderung, interne Netzwerke, Mentoring und positive Effekte auf Employer Branding.25:01 - Remote Work & Retention: Employee Journey im Remote-Setup, Touchpoints, Teamkultur, Succession Planning und Wissensweitergabe.LinksGuest Linkedin: https://www.linkedin.com/in/alexandrameierhh/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

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

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

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

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

If you worked somewhere that went through 10 managers in 12 years, made hundreds of redundancies, removed long-standing employee benefits, and had leaders publicly criticise their own team - would you consider it a toxic workplace? In this episode of The HR Room Podcast, Dave and Mary are joined by Joe Thompson, Head of HR Services at Insight HR, to examine one of the most talked-about organisations in the world - Manchester United - through an HR lens. Drawing on recent media coverage and their own professional experience, the team explore whether the challenges at Manchester United reflect the hallmarks of a toxic workplace culture, and what HR professionals can learn from it. Together, they unpack leadership behaviour, culture drift, psychological safety, employer brand damage, and the risks of reactive change - offering practical advice for HR leaders navigating similar issues in their own organisations. Guests • Joe Thompson – Head of HR Services, Insight HR Topics include: What defines a toxic workplace culture? Leadership behaviour and its ripple effect across an organisation High performer favouritism and double standards The impact of constant leadership turnover Psychological safety – what it looks like (and what it doesn't) Employer brand damage and recruitment risks Why “quick fixes” and constant restructuring can make things worse The hidden cost of blame culture and fear-based management The role of HR in diagnosing culture challenges Practical steps to rebuild trust and create a healthier workplace Key Takeaways for HR Leaders Toxic cultures rarely start with dramatic events — they begin with small tolerated behaviours that become normalised. Culture change takes years, not months — and must be consistent. Values must be lived, not laminated. Leadership alignment between words and actions is critical. HR's role is to diagnose, listen, structure feedback, and guide meaningful change — not simply label a workplace “toxic.” If any of the warning signs discussed resonate with your organisation, it may be time to step back, assess honestly, and put a structured plan in place. References How Manchester Utd became a textbook example of a toxic workplace - RTÉ Get in Touch If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support

Episode 213 with Sander de Klerk, CEO and Founder of The Good Roll, a fast growing ecosystem reshaping the global paper industry through circular production, ethical sourcing, and socially inclusive solutions rooted in Africa.Recently named EY Emerging Entrepreneur of the Year 2024, Sander is building far more than a sustainable consumer brand. What began as The Good Roll, producing tree friendly toilet paper from recycled paper, has evolved into a fully integrated value chain anchored in Ghana. At the heart of the model is bamboo pulp production, working with thousands of farmers and creating hundreds of jobs while supplying sustainable raw materials to producers across Africa and Europe.Sander explains how The Good Roll is challenging traditional extractive trade models by retaining value at source and positioning Africa as a serious player in global manufacturing. From building production capacity in Ghana to connecting African processing with European markets, he shares the realities of scaling industry across continents. We explore why sanitation must be viewed not only as a public health issue but as a foundational economic priority, and how sustainability can move from being perceived as a cost to becoming a competitive growth strategy.What We Discuss With SanderThe future of Africa in global manufacturing and how circular production models can increase value retention on the continent.The commercial case for bamboo as a scalable industrial input in sustainable packaging and paper production.How sanitation infrastructure links directly to economic participation and workforce productivity.Designing impact driven businesses that balance ESG commitments with profitability and investor confidence.New financing pathways for African industrial ventures beyond traditional bank lending.Did you miss my previous episode where I discuss How Africa Can Become a Global Remote Work Hub: AI, Employer of Record & The Future of Work? Make sure to check it out!Connect with Terser:LinkedIn - Terser AdamuInstagram - unlockingafricaTwitter (X) - @TerserAdamuConnect with Sander:LinkedIn - Sander de Klerk and Talenteum.com / The Good Roll | B CorpWebsite -  thegoodroll.co.ukMany of the businesses unlocking opportunities in Africa don't do it alone. If you'd like strategic support on entering or expanding across African markets, reach out to our partners ETK Group: www.etkgroup.co.ukinfo@etkgroup.co.uk

Religious organizations and their employees fall into a murky and often-overlooked area of labor and employment law. Guests James “Jim” Paul and Michael Subit practice in employment and labor law and are versed in the world of religious employers and their workers.  Title VII of the Civil Rights Act carves out some interesting exemptions in employment law regarding religion-based businesses, but some recent court rulings seem to conflict with each other. Paul and Subit join host Matt Greer to delve into what constitutes a “religious employer” and where religious beliefs and practices challenge existing employment laws. A recent appeals court ruling spells out nine questions regarding religion-based retailers, religious hospitals, and other businesses. Is it created for profit? Does it make a secular product? Do articles of incorporation state a religious purpose? All of these considerations may matter. This issue goes way beyond practicing a religion. Consider same sex marriage, certain behaviors, and reproductive rights. Hear how quickly employer and employee rights can conflict. Is a Supreme Court showdown on the horizon?  Mentioned in This Episode: Title VII of the Civil Rights Act of 1964, EEOC “Ninth Circuit Rules in Favor of Employers in Two Recent Religious Discrimination Cases,” New York University School of Law “LeBoon v. Lancaster Jewish Community Center Association,” U.S. Third Circuit Court “McMahon v. World Vision,” Ninth Circuit Court “Union Gospel Mission of Yakima Washington v. Brown,” U.S. Ninth Circuit Court “Conway v. Mercy Hospital St. Louis,” Justia.com The ABA Labor and Employment Law Section 2026 Annual Conference is scheduled for Nov. 4-7, 2026 in Washington, DC  ABA Labor and Employment Law Section Subscribe to ABA Labor and Employment Law Podcast: https://play.megaphone.fm/jzfpgfsst3wnyevnhvs9cq Learn more about your ad choices. Visit megaphone.fm/adchoices

Grab my free e-course, where I break down macro job titles,salary ranges, and the types of employers hiring systems-level social workers right now. Here is the link: https://macroandpaid.com/––Future-Proof Your Career Without Going Back to SchoolThe world of work is shifting.Technology is advancing. Administrative priorities are changing. Employers are restructuring roles behind the scenes.And yet most mid-career (10+ years) professionals are still operating from an early-career playbook.More degrees. More certifications. More letters behind your name.But employers are increasingly prioritizing competency over credentials.In this episode, I talk about career sustainability and what it actually means to build a future-proof strategy in your mid-career years.This conversation is not about fear. It's about positioning.Inside, I break down:• Why your value is not your degree but your outcomes.• What it means to build a value-driven professional brand.• How to stand out as one of one instead of blending into a sea of similar professionals.• The difference between early-career movement and mid-career maintenance.• Why proactive career decisions matter more than reactive ones.If you have 10+ years in your field and you're sensing that what got you here won't carry you forward, this conversation will help you rethink how you're building long-term stability.You don't need another degree.You need strategy.If you're new here and want to learn more about macro social work, systems-level roles, and how to pivot from case management into higher-paying macro positions, visit https://macroandpaid.com/ and grab my free e-course.Happy macro career planning,Marthea Pitts, MSW#CareerSustainability #FutureProofYourCareer #MidCareerStrategy#MacroSocialWork #SocialWorkCareers #CareerDevelopment #ProfessionalBranding#HelpingProfessionals

Workplace Grief: Bereavement, Loss, and How Organizations Get It Wrong Grief shows up at work in ways leaders often misunderstand. In this episode, Dr. Grajdek covers multiple forms of loss and explains why “just stay busy” or “take the time you need” without support can backfire. Additionally, she explores the need for grief-aware manager scripts, guidance on flexible expectation resets, and team practices for coverage and reintegration that respect privacy while still offering real support. Tune in to learn more.   Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

In this episode of HR Benecast, host Mike Stull welcomes back Kevin Wenceslao, director of clinical solutions at Employers Health, to discuss how a clinical-first approach strengthens pharmacy plan performance. Kevin explains how the Employers Health clinical team works with clients and PBMs to deliver meaningful clinical insights and strategies. Watch or listen to Benefits Bites and Health Care Headlines.  Register for upcoming Employers Health webinars or watch on demand at Events - Employers Health. Sign up for our monthly newsletter here. Find additional helpful benefits strategies and resources at Articles | Employers Health.

Good day ladies and gentlemen, this is IRC news, I am Joy Stephen, a certified Canadian Immigration practitioner, and I bring to you this Provincial News Bulletin from the province of Ontario. This recording originates from the Polinsys studios in Cambridge, Ontario.Ontario selected potential PNP nominees under Employer Job Offer: International Student on February 18, 2026. Additional Info and News release by province:Ontario selected potential provincial nominees under Employer Job Offer: International Student,On February 18, 2026, the province held a draw and issued 453 invitations, with a lowest provincial score of 80.You can always access past news from the Province of Ontario by visiting this link: https://myar.me/tag/on/.Furthermore, if you are interested in gaining comprehensive insights into the Provincial Express Entry Federal pool Canadian Permanent Residence Program or other Canadian Federal or Provincial Immigration programs, or if you require guidance after your selection, we cordially invite you to connect with us through https://myar.me/c.We highly recommend participating in our complimentary Zoom resource meetings, which take place every Thursday. We kindly request you to carefully review the available resources. Should any questions arise, our team of Canadian Authorized Representatives is readily available to address your concerns during the weekly AR's Q&A session held on Fridays. You can find the details for both of these meetings at https://myar.me/zoom.Our dedicated team is committed to providing you with professional assistance throughout the immigration process. Additionally, IRCNews offers valuable insights on selecting a qualified representative to advocate on your behalf with the Canadian Federal or Provincial governments, which can be accessed at https://ircnews.ca/consultant.Support the show

Good day ladies and gentlemen, this is IRC news, I am Joy Stephen, a certified Canadian Immigration practitioner, and I bring to you this Provincial News Bulletin from the province of Ontario. This recording originates from the Polinsys studios in Cambridge, Ontario.Ontario selected potential PNP nominees under Employer Job Offer: Foreign Worker on February 18, 2026. Additional Info and News release by province:Ontario selected potential provincial nominees under Employer Job Offer: Foreign Worker,On February 18, 2026, the province issued 951 invitations, with a lowest provincial score of 50.You can always access past news from the Province of Ontario by visiting this link: https://myar.me/tag/on/.Furthermore, if you are interested in gaining comprehensive insights into the Provincial Express Entry Federal pool Canadian Permanent Residence Program or other Canadian Federal or Provincial Immigration programs, or if you require guidance after your selection, we cordially invite you to connect with us through https://myar.me/c.We highly recommend participating in our complimentary Zoom resource meetings, which take place every Thursday. We kindly request you to carefully review the available resources. Should any questions arise, our team of Canadian Authorized Representatives is readily available to address your concerns during the weekly AR's Q&A session held on Fridays. You can find the details for both of these meetings at https://myar.me/zoom.Our dedicated team is committed to providing you with professional assistance throughout the immigration process. Additionally, IRCNews offers valuable insights on selecting a qualified representative to advocate on your behalf with the Canadian Federal or Provincial governments, which can be accessed at https://ircnews.ca/consultant.Support the show

Today, Randy Gunn, BULLWEALTH's VP and Portfolio Manager, sits down with Mike Werbowecki, Senior Vice President at NFP Canada, who brings more than 35 years of experience in the insurance industry, primarily within group pension plans at firms such as Clarica, Equitable Life, and Manulife. Their discussion focuses on employer-sponsored pension plans in Canada, with particular attention to Defined Benefit and Defined Contribution plans, including the current state of these plans, their limitations, the responsibilities of plan sponsors, and best practices for achieving strong outcomes for plan members. Mike also highlights the challenges both plan sponsors and members are likely to face in the years ahead, particularly as the shift from Defined Benefit to Defined Contribution plans continues. Together, Randy and Mike offer a thoughtful and insightful conversation that provides practical guidance for navigating employer-sponsored pension plans.

In this episode, Rob Andrews, Chief Executive Officer of the Health Transformation Alliance, discusses how employers and providers can work more closely to improve value, reduce middleman costs, and drive better outcomes. He shares perspectives on payer competition, transparency, GLP 1 cost pressures, and how technology and personalized medicine may reshape health plans in the years ahead.

In this episode of Crina and Kirsten Get to Work, our hosts consider the Performance Improvement Plans (“PIPs”) from the management perspective.  This is the first of two episodes on PIPs.  The second part will cover PIPs from the employee's perspective.   Our hosts unpack how and when PIPs are effective and conversely, what is just a waste of time and a cause for unnecessary tension and conflict.  Employers must trade vague critiques (“needs to be more proactive”) for measurable targets (“submit weekly reports by Friday at 3 p.m. with zero data errors”). A well-crafted PIP defines specific goals, timelines, support resources, and consequences—because fairness lives in clarity. It's not about catching someone failing; it's about giving them a fair shot at succeeding. We also explored the delicate balance between empathy and accountability. Employers walk a tightrope: offering coaching, training, and regular check-ins while holding firm on standards. A PIP isn't just a document; it's an ongoing conversation. Done right, it becomes a roadmap for growth. Done poorly, it becomes a paper trail for regret. And yes, documentation matters. Not because employers enjoy paperwork (they don't), but because consistency protects everyone. A transparent process reduces bias, reinforces culture, and ensures that performance management isn't arbitrary. It signals to the broader team that standards are real—and that support is, too. Ultimately, PIPs can be good leadership in action. They require courage to address issues directly, discipline to measure progress objectively, the generosity to offer reasonable support and humanity to recognize that behind every metric is a person. Sometimes a PIP ends in renewed performance and restored confidence. Sometimes it ends in parting ways. Either way, when approached thoughtfully, it reflects an employer's commitment to clarity, fairness, and the long-term health of the organization.

On February 3, Nevin (Adams) and Fred (Reish) met with a very special group of third-party administrators. Recorded live at the SoFi Center (home of TGL, Tomorrow's Golf League), the podcasting pair dealt with some of the most timely and critical issues confronting retirement plan professionals at the Definiti-sponsored event. In Part 1, we covered:3(16)Pooled Employer Plans (PEPs)But in Part 2, we pivot to:CrytpocurrencyArtificial IntelligenceEpisode Resources:Cybersecurity | U.S. Department of LaborTips for Hiring a Service Provider with Strong Cybersecurity Practices | U.S. Department of LaborSettlement Struck in Consulting Actuarial Firm Data HackCourt (Again) Rebuffs Amended Data Breach SuitU.S. Department of Labor. “Artificial Intelligence and Worker Well-being: Principles for Developers and Employers.” Accessed August 13, 2024. In Web Archive, archived August 13, 2024. https://web.archive.org/web/20240813173652/https:/www.dol.gov/general/ai-principles  Compass: Navigating AI in Retirement Plan AdministrationTop 10 Questions for Plan Committees - October Compass 10 Things [Vertical]Data and Security: The Current Frontier https://www.napa-net.org/news/2021/6/data-and-security-current-frontier/

Originally uploaded January 15th, reloaded January 22nd Chris Holman welcomes back Cliff Hammond, Shareholder, Foster Swift Collins & Smith PC Attorneys, Southfield and Lansing of their 5 offices across Michigan. Chris had several questions for Cliff in this conversation: You have an event coming up, tell us about that? What does the Administration's issued an Executive Order on marijuana cover? Do we know when will this Order go into effect? What impact could rescheduling marijuana from Schedule I to Schedule III have on businesses and drug testing? How does this impact employment drug testing now and how could that change if Marijuana is rescheduled? Does this Executive Order allow for both recreational and medical use of marijuana like we have under Michigan's current state laws? How should multi-state employers navigate differences between federal reclassification and varying state marijuana laws without creating compliance gaps? Originally uploaded January 15, reloaded January 22nd. What practical steps can HR leaders and executives take in the near term to update policies, train managers, and reduce risk as this legal shift unfolds?" » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ How will Marijuana Reclassification Affect Employer Reasonable Accommodation? Selective focus of dried weed and bottles with medical cannabis lettering near doctor writing prescription Employers are facing one of the most consequential shifts on workplace drug policy in recent memory. On December 18, 2025, President Trump signed an Executive Order that reclassifies marijuana from a Schedule I to a Schedule III drug. While this does not legalize marijuana federally, this change could significantly alter how courts and agencies evaluate ADA accommodation requests. With the federal directive to move marijuana to Schedule III, courts and enforcement agencies may reinterpret what constitutes a “reasonable accommodation”, especially for employees who are lawfully using state‑approved medical cannabis. Learn more with the first Second Wednesday of 2026: Check out its video: https://youtu.be/Tobdikb652c?list=PL6x18GEAq2f9Ag94Rot0PsPL8XE37Pq-r That took place January 14, from 12:00-12:30 pm The moderator was Rob Hamor, who welcomed municipal and employment law attorney Courtney Agrusa as they covered how to face emerging risks in 2026 and beyond, including: What Schedule III reclassification means under federal and state law. Why ADA accommodations may shift. How certain drug-testing cases may be upended. Other practical steps for employers to reduce risk.

In this episode, Ty Wang, Co-Founder and Chief Executive Officer at Angle Health, shares how his team is rethinking health plan infrastructure to move beyond transactional payer provider relationships. He discusses modernizing operations with AI, improving transparency for employers and brokers, and aligning incentives around outcomes, affordability, and member experience.

For information anytime, please call 1-855-821-5900 or visit pocketemploymentlawyer.ca

Former prince Andrew Mountbatten-Windsor arrested on suspicion of leaking government documents to Jeffrey Epstein. UN fact-finding mission says what happened in the Sudanese city of el-Fasher bears the hallmarks of genocide. US President Donald Trump convenes inaugural Board of Peace in Washington to oversee Gaza's reconstruction and security. A snowmobiler is dead after being fully buried in an avalanche near Fernie, B.C. Employers who break rules for Canada's temporary foreign work program are facing much bigger financial penalties. Rising global temperatures are threatening the coffee bean crop and its farmers.

In episode 240, Coffey talks with Yoram Solomon about motivating disengaged employees by building trust, increasing autonomy, and aligning intrinsic motivation with meaningful work.  They discuss quiet quitting and job hugging trends in uncertain economic times; intrinsic versus extrinsic motivation using the car engine analogy; why pay and bonuses fail as long-term engagement strategies; the critical link between trust, autonomy, and employee engagement; why trustworthiness matters more than intelligence or effort; how micromanagement destroys creativity and productivity; designing roles that fit personality and tolerance for repetitive work; diagnosing turnover caused by boring or monotonous jobs; involving employees in organizational change initiatives; rebuilding lost trust through accountability and ownership; and why leadership should be treated as a profession rather than a promotion.  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/EP240  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:  Dr. Yoram Solomon is one of the world's leading experts on trust. He's the author of The Book of Trust and The Trust Premium, host of The Trust Show podcast, and creator of the Trust Habits® process. A 3-time TEDx speaker and founder of the Innovation Culture Institute®, Dr. Solomon has worked with organizations like AT&T, Dannon, Northrop Grumman, and HR.com. His research-backed, no-BS approach challenges conventional wisdom on leadership, culture, and motivation—and replaces it with brutally honest, practical strategies that actually work. With a PhD in organization and management, and a background that spans tech, military, law, and education, he brings a rare combination of academic depth and real-world experience. Whether he's on stage, on TV, or in the boardroom, his message is simple: trust isn't fluffy—it's measurable, learnable, and the most powerful driver of performance.  Dr. Yoram Solomon can be reached at: https://www.yoramsolomon.com  https://www.linkedin.com/in/yoramsolomon  https://www.instagram.com/yoramsolomon  https://www.facebook.com/TheBookofTrust https://x.com/yoramsolomon  https://www.youtube.com/@TheTrustShow   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:  Differentiate between intrinsic and extrinsic motivation in workplace performance. Identify how trust and autonomy directly impact employee engagement and retention. Apply practical strategies to rebuild trust and increase motivation during organizational change. 

Sunstone Health CEO Joshua Resnikoff joins Chris Lustrino to explain how Sunstone uses AI on healthcare claims data to proactively identify children with developmental delay—starting with epilepsy and autism—and help families reach the right specialists and diagnostics faster.They break down what claims data is, why the healthcare system is reactive by default, and how Sunstone's approach can compress what often takes years into roughly weeks by flagging high-need cases, coordinating advanced diagnostics, and delivering actionable next steps. Joshua also shares Sunstone's go-to-market strategy (positioned as an employer-paid benefit), why the pricing model is designed to reduce “point-solution bloat,” and how expansion could move across employers, TPAs, reinsurers, and large insurers. 00:00 Needle-in-a-haystack intro03:13 What Sunstone does (AI + claims data)05:32 Flagging patients vs. diagnosing07:21 Employer benefit + privacy model15:54 GTM + sales cycle reality17:57 Outcome-based pricing model20:16 Unit economics ($10k per case)22:11 Expansion paths + other diseases26:23 Fundraise use of proceeds28:03 Investor closing

Send a textIf you've been hearing about peptides for longevity and wondering what's real vs hype, this episode breaks it down in plain language, specifically for contractors, technicians, and trades business owners who put their bodies through the wringer.You'll hear why “health” can be defined as your ability to heal, how peptide signaling works (without the jargon), and why peptides aren't a shortcut. You still need the basis: sleep, nutrition, movement, and the right lab work.We also talk about leadership: how improving your health can ripple through your team, reduce sick days, and support stronger performance on the job and at home.Time Stamps 00:00 — What is health? “Your ability to heal” and longevity00:31 — Welcome + why peptides & health matter for the trades02:35 — Matt's health wake-up call and the “legacy” motivation05:14 — Doctor Adam's background: chiropractic → regenerative medicine08:45 — Peptides explained: amino acids, signaling, and “lock and key”10:31 — Where to start: resources + educating yourself safely13:16 — Longevity vs “anti-aging” + the compounding effect of habits15:22 — GLP-1s are peptides too: lifestyle change, not a quick fix19:26 — Injury setback, mindset pivot, and sustainable goals22:20 — Prevention vs reactive “sick care” + productivity for owners26:12 — Peptides discussed: libido, sleep, and performance examples35:08 — BPC-157 and recovery: chronic injuries, tissue repair, gut health42:34 — Sourcing matters: quality, capsules vs injections, US sourcing claim46:24 — Sponsor/read: Free Agency marketing segment47:30 — Employer angle: healthier teams, fewer sick days, compounding impact51:22 — How to start with Next Level + virtual options52:41 — “Test, don't guess”: baseline labs and practical markers59:23 — Food basics, sunlight, movement; avoiding overcomplication01:07:05 — Leaders: how to talk to your team about health (lead by example)01:11:42 — Final takeaway: pick “one thing” and build momentumConnect with our Guests:Dr. Adam BoenderInstagram: @dradamboenderpeptideresearcher.comprecisionpracticemastery.comYouTube: @thepeptidepulseMatt BentonLinkedIn: Matt Bentontrenchlessmarketing.com

Leftist leadership of Colorado can't get out of its own way and just drove out Palantir, one of the state's largest employers, over a new AI law banning 'algorithmic discrimination' based on demographic status, which is hostile toward businesses like Palantir looking to compile accurate data for statistical analysis.See omnystudio.com/listener for privacy information.

Reinventing Retirement: The Future of the 401(k) w/ Ted Benna the Father of the 401k - AZ TRT S07 EP03 (285) 2-22-2026       Things We Learned This Week ·         The 401(k) Was Almost an Accident - A small 1978 tax provision turned into one of the most important financial innovations in modern history. ·         Regulation Built the Framework - The original law was only two pages. The real structure came later through Treasury rules and regulatory oversight. ·         Many Americans Still Aren't Financially Prepared - Nearly half the population lacks meaningful emergency savings — even with access to retirement plans. ·         Incentives Change Behavior - The Radish Plan ties savings to performance metrics, gamifies engagement, and may improve participation and retention. ·         Retirement Isn't Just About Growth — It's About Income - As you approach retirement, risk management and guaranteed income strategies become more important than aggressive growth.   Guests: Ted Benna, Benna 401K http://benna401k.com   Ted Benna, Father of the 401K, has worked in pension and retirement benefits industry for 60 years, and literally wrote the book on the 401K. He was a pioneer in the early 80s in designing the early 401K Plans, and then getting them approved by the IRS to be the model still used today.   Books:  401K Forty Years Later (2018) – history of the 401K 401K & IRA for Dummies Updated Version (2021)     https://radishplan.com/ An incentive-based model designed to help businesses retain top talent, increase profitability, and provide real financial security for employees.       Notes Guest: Ted Benna – Father of the 401(k) Topic: The Past, Present & Future of Retirement Savings Segment One: The Birth of the 401(k) The Accidental Revolution (1978–1980) ·         In 1978, a small two-page provision was added to the IRS tax code. ·         It allowed employees to defer compensation and receive tax advantages. ·         By 1980, Ted Benna helped launch the first 401(k) plan. ·         Designed for private companies (401k). ·         Government employees received the 457. ·         Nonprofits and schools had 403(b). ·         Individuals had IRAs. How It Changed America ·         Employees contribute directly from paychecks. ·         Employers can match contributions. ·         Pre-tax deductions reduce taxable income. ·         Created a culture of saving. ·         Today: Over $15 trillion saved in 401(k) plans. Early Challenges ·         Legal ambiguity at first. ·         Treasury had to create detailed regulations. ·         Oversight from: o    Department of Labor o    Treasury o    SEC ·         Subject to executive orders over the years. ·         New York Times coverage in early 80s accelerated adoption. ·         Ongoing class-action lawsuits and regulatory scrutiny. The Evolution Continues ·         Private equity now entering 401(k) investment menus. ·         Target-date funds continue to evolve. Segment Two: The Radish Plan – A New Model for 401(k)s The Problem Today ·         20–60% of Americans cannot access funds when needed. ·         Nearly 50% have little to no emergency savings. ·         Traditional 401(k)s are complex, costly, and burdened by red tape. ·         Many small businesses avoid offering plans. Introducing the Radish Plan ·         Employer-funded 401(k) model. ·         Incentive-based contributions tied to KPIs. ·         Similar to profit-sharing — not a flat percentage. ·         Rewards employees for hitting performance metrics. Real-World Example ·         Trucking company model: o    Custom incentives o    Performance-based rewards o    Visible progress tracked via mobile app ·         Gamified experience increases engagement. Why "Radish"? ·         The radish is one of the fastest-growing vegetables. ·         Long roots = deep savings foundation. ·         Visible incentives = motivation. Benefits to Employers ·         Helps recruit and retain employees. ·         Reduces turnover. ·         Saves on FICA taxes. ·         Tax credits available to set up plans. ·         Adoption agreement: 2½ pages (vs. traditional 20+ pages). ·         ~$1,500 setup cost. ·         SaaS platform integrates with payroll (Finch aggregation). ·         Lower software costs.

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We're sold a story every day—by schools, employers, businesses, and even “in-crowds.” They all want us to buy in completely. But here's the hard truth: if you drink the Kool-Aid and lose yourself in the hype, you risk getting hurt.Organizations—no matter how noble they look—are just groups of people with motives. Education says it will change your life. Employers say you're “family.” Businesses say their product will fix everything. None of that is true. They are selling you something.If you buy in too deeply, you stop questioning. You lose your boundaries. And that's when harm happens. I've learned to trust my skepticism—to listen to those spidey senses when something feels off. Because the real safeguard in life isn't blind trust. It's protecting your sense of self.So whatever you do: don't drink the Kool-Aid. Stay skeptical. Keep your risk meter alive.

In this episode of the HVAC Know It All Podcast, host Gary McCreadie is joined by Josh Zolin, CEO of Windy City Equipment (WCE, Inc), Founder of Blue Is The New White, and Director Board of Directors in CFESA, to talk about the power of soft skills in the trades. Josh explains why communication, body language, and first impressions matter more than appearance alone. The conversation explores how business owners can build strong team culture, coach technicians the right way, and create an environment where people feel useful and valued. Gary and Josh also discuss balancing compassion and honesty in leadership, giving clear feedback, and helping technicians stay motivated and connected to their work. In this conversation, Josh talks about why soft skills are the difference between good and great in the HVAC industry. He explains how first words, body language, and attitude often matter more than clothing or appearance. Josh and Gary discuss the importance of challenging personal bias, giving honest but respectful feedback, and coaching technicians one-on-one. They also share insights on building a strong team culture, helping employees feel useful, and creating an environment where people stay motivated and grow as leaders.   Expect to Learn: Why soft skills like communication and body language matter more than appearance alone. How first impressions are shaped by words, tone, and micro mannerisms. What business owners can do to build a strong culture and unity within their team. How coaching, leading, and managing each play a different role in employee growth. Why balancing compassion and honesty helps technicians improve and stay motivated.   Episode Highlights: [00:00] - Intro to Jason Walker in Part 1 [01:34] - Seven Years Later: Soft Skills Discussion [03:00] - Dressing for the Job: First Impressions [05:18] - Tattoos & Changing Workplace Norms [07:27] - Judging Character Over Appearance [11:17] - What "Soft Skills" Really Mean [15:36] - Employee Rut: Passion vs. Employer [19:02] - Coaching vs. Leading vs. Managing [22:42] - Compassion vs. Candor Balance [25:11] - Why "Candor is Kindness."   This Episode is Kindly Sponsored by: Cintas: https://www.cintas.com/ Cool Air Products: https://www.coolairproducts.net/ SupplyHouse: https://www.supplyhouse.com/tm Use promo code HKIA5 to get 5% off your first order at Supplyhouse!   Follow the Guest Josh Zolin on: LinkedIn: https://www.linkedin.com/in/joshzolin/ Windy City Equipment (WCE, Inc): https://www.linkedin.com/company/wcecommercial/ Blue Is The New White: https://www.linkedin.com/company/blue-is-the-new-white/ CFESA: https://www.linkedin.com/company/cfesa/    Website: Windy City Equipment (WCE, Inc): https://wcecommercial.com/ Blue Is The New White: https://www.blueisthenewwhite.com/ CFESA: https://cfesa.com/  To learn more about Josh, BITNW Academy, or Everything They Don't Tell You Podcast visit https://joshzolin.com/ Follow the Host: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/ Website: https://www.hvacknowitall.com Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/  Instagram: https://www.instagram.com/hvacknowitall1/ 

In late January, Homeland Security agents raided 15 locations of Valley sports bar Zipps after receiving a tip 11 months beforehand that they were employing undocumented immigrants. E-Verify was set up in 2008 to bar the demand for illegal workers, but in 2025, the Arizona Republic found that no state law enforcement agency is routinely looking for violations. Employers often ignored it. This week on The Gaggle, a politics podcast by The Arizona Republic and azcentral.com, we talk with someone from the Migration Policy Institute, a nonpartisan think tank that examines all layers of America's immigration system. Email us! thegaggle@arizonarepublic.com Leave us a voicemail: 602-444-0804 Follow us on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠X,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Tik Tok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Guest: ⁠⁠⁠⁠Colleen Putzel-Kavanaugh Hosts: ⁠⁠⁠⁠⁠Ron Hansen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Producer: ⁠⁠⁠⁠⁠⁠Amanda Luberto⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Federal agencies are intensifying their scrutiny of workplace DEI initiatives, creating new and complex challenges for employers. Key Takeaways for Employers: EEOC Investigations: The agency is using subpoena power to investigate large companies, alleging that certain DEI practices may amount to systemic race discrimination against white employees. FTC Involvement: The FTC is expanding its oversight into employment, issuing warning letters to law firms about their hiring practices and signaling broader scrutiny. Novel DOJ Liability: The DOJ is applying a new False Claims Act theory, framing some DEI practices by federal contractors as potential fraud against the government. Epstein Becker Green attorneys Susan Gross Sholinsky and Daniella Lee detail these developments in this episode of Employment Law This Week®. Gain the practical guidance needed to assess risk, review external communications, and remain compliant in this evolving landscape. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw422 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 this episode, we have a conversation Today we're having a conversation with Michael Witt, Community & State Outreach Manager for the DirectEmployers Association. DirectEmployers is a non-profit member association built by employers, for employers, and we talked about how they support their member employers to better serve the military and veteran population as well as how DirectEmployers has worked to become a PsychArmor Veteran Ready OrganizationProvide 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 GuestMichael Witt is the Community & State Outreach Manager for DirectEmployers Association (DE). DE is a non-profit member association built by employers, for employers. After 21 years of service with Iowa Workforce Development, including Division Administrator of Field Operations, oversight of WIOA federal programs and state workforce programs, he works closely with DE's 1k+ Member companies to implement strategies for improved recruitment and retention of skilled talent across the country.Links Mentioned During the EpisodeDirectEmployers Association WebsiteDirectEmployers VetCentral Webpage PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the Behind the Mission Podcast episode with Lori Adams, in episode 122. During this conversation, Lori and I talk about the National Association of State Workforce Agencies, the national organization representing all 50 state workforce agencies, D.C. and U.S. territories. These agencies deliver training, employment, career, business and wage and hour services, in addition to administering the unemployment insurance, veteran reemployment and labor market information programs. You can find the resource here:  https://psycharmor.org/podcast/lori-adams  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, Rob Andrews, Chief Executive Officer of the Health Transformation Alliance, discusses how employers and providers can work more closely to improve value, reduce middleman costs, and drive better outcomes. He shares perspectives on payer competition, transparency, GLP 1 cost pressures, and how technology and personalized medicine may reshape health plans in the years ahead.

Do you believe in free will? Really? Our answer to that questions influences SO much of our journey ahead. Text version available hereInfo re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here. YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218. This is a wonderful group if you are looking for encouragement, ideas, resources and more.

In this episode of Take the Stage InSights, Brad Bialy sits down to interview ChatGPT (yes...the AI-powered LLM) to unpack the real state of staffing, the rise of AI, and what firms must do now to stay relevant in a rapidly shifting talent market. About the Guest For sake of this conversation, ChatGPT was primed to be an AI strategist and staffing industry analyst specializing in the intersection of talent markets, technology, and future disruption. With a data-driven lens and objective insights, ChatGPT explores how automation, workforce trends, and evolving recruiter roles are reshaping the future of staffing. Key Takeaways Transactional recruiting is dying; consultative partnership is winning. AI will eliminate tasks, not the need for trust. Specialization builds authority; dilution breeds confusion. Data is no longer optional—it's your competitive edge. Speed matters, but humanity closes the deal. Timestamps [00:01] – Resetting the staffing narrative [01:52] – The uncomfortable truth about talent shortages [03:34] – Why recruiters must become career architects [06:32] – Specialize or slowly disappear [07:49] – Selling roles vs. solving business problems [08:22] – Designing candidate experience that actually wins [12:02] – When AI becomes a gatekeeper (and how to stop it) [14:26] – The legacy mindset killing growth [17:43] – The questions that elevate you to strategic partner [21:53] – What AI will automate first — and fast [25:48] – Fewer recruiters. Bigger results. Here's why. [29:35] – The AI blind spot redefining success About the Host Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 200,000 downloads. Sponsors InSights is presented by Haley Marketing. For a limited time, we're offer 50% off of a brand new staffing website. Just message Brad Bialy on LinkedIn and mention the Crazy Website Promo. Book a 30-minute business and marketing consultation with host, Brad Bialy: https://bit.ly/Bialy30 This episode is brought to you by FoxHire. If you're looking for an Employer of Record partner that helps recruiters confidently grow contract placements and build recurring revenue without taking on extra risk, FoxHire is perfect for you. Learn more at FoxHire.com/Haley

On today's NKY Spotlight Podcast we're joined by Debbie Smith of Easterseals Redwood! She shares how to get involved their upcoming Game to Career Employment Fair and how esports-related expertise translates into real-world jobs. The NKY Spotlight Podcast is powered by CKREU Consulting.

Episode 212 with Nicolas Goldstein, HR Tech entrepreneur and Co Founder of Breedj, an artificial intelligence powered talent marketplace transforming global hiring in Africa. With over fifteen years of experience in international recruitment, outsourcing, Employer of Record services, payroll compliance, and remote workforce management, Nicola joins the Unlocking Africa Podcast to explore how Africa can position itself at the centre of the future of work.Breedj is building the infrastructure for cross border hiring by enabling international companies to source, hire, onboard, and pay African talent in full legal compliance. Through artificial intelligence driven talent matching, Employer of Record solutions, and payroll management across more than sixty five countries, the platform makes hiring remote teams in Africa as seamless as hiring locally.In this episode, Nicolas explains why the real bottleneck in Africa's participation in the global labour market is not talent shortages, but compliance infrastructure and trust. He discusses how remote work can reduce brain drain without forced migration, how AI can enable economic inclusion rather than displace workers, and why Africa has the potential to become a global remote talent hub.He also reflects on the transition from Talenteum Group to Breedj, highlighting the shift from traditional recruitment to scalable HR tech platforms that combine technology, impact driven hiring, and local regulatory expertise.What We Discuss With NicolasAfrica as a global remote talent hub rather than just a sourcing destination.Why Employer of Record models and compliance infrastructure are critical to scaling cross border hiring in Africa.How artificial intelligence is reshaping recruitment, talent matching, and remote workforce management.Whether remote work can reverse brain drain while driving economic inclusion.What governments, corporates, and founders must do to ensure Africa captures long term value in the future of work.Did you miss my previous episode where I discuss How Diaspora Capital Can Unlock Africa's Next Generation of Scalable Businesses? Make sure to check it out!Connect with Terser:LinkedIn - Terser AdamuInstagram - unlockingafricaTwitter (X) - @TerserAdamuConnect with Nicolas:LinkedIn - Nicolas Goldstein and Talenteum.com / Breedj Website - Breedj.comMany of the businesses unlocking opportunities in Africa don't do it alone. If you'd like strategic support on entering or expanding across African markets, reach out to our partners ETK Group: www.etkgroup.co.ukinfo@etkgroup.co.uk

Forget being replaced: companies are scrambling to hire and promote workers with AI skills. I've got the list in this podcast. Learn more about your ad choices. Visit megaphone.fm/adchoices

Questions? Thoughts? Send a Text to The Optometry Money Podcast! We'll answer your question on the show.Congress created a brand new investment account for kids called Trump Accounts, and the questions from optometrists have been flowing in. In this episode, we break down exactly what these accounts are, how they work, who can contribute, and - most importantly - whether they actually add anything new to the lineup of options you already have for investing on behalf of your kids.What You'll LearnWhat Trump Accounts are and how they workWho can contribute, how much, and whenHow contributions are taxed (and why the after-tax structure matters)How employer contributions work - and potential hurdles for practice owners contributing to their own kids' accountsWhat happens when the child turns 18How Trump Accounts compare to existing options like UTMA/UGMA accounts, 529s, and custodial Roth IRAsThe best use cases for ODs, including the $1,000 federal seed money and Roth conversion planningKey TakeawayTrump Accounts aren't a game-changer, but they can definitely be a benefit for our kids. The biggest win is the $1,000 seed money for eligible kids and the renewed attention on starting retirement savings early. They don't replace anything already in your toolkit - think of them as one more option alongside 529s, custodial accounts, and Roth IRAs.Episode Chapters[00:00] Introduction[01:00] What are Trump Accounts?[02:00] When they're available and how to open one[02:30] Who can contribute and contribution limits[03:00] Why contributions are after-tax (and why that matters)[05:00] Employer contributions through your practice[06:00] Can practice owners contribute to their own kids' accounts?[07:30] Government and nonprofit contributions & the $1,000 pilot program[08:30] Investment options inside Trump Accounts[09:00] What happens when the child turns 18[10:00] Withdrawal restrictions and the ABLE account exception[10:30] How Trump Accounts compare to existing options for kids[14:30] Best use cases for optometrists[17:00] Final thoughts: The real positive of Trump AccountsResources MentionedIRS Form 4547trumpaccounts.govSubmit podcast questions: www.optometrywealth.com/podcastquestionContact: podcast@optometrywealth.comWant a more proactive approach to your planning?You can schedule a no-commitment introductory call to discuss what's on your mind financially and learn how we help optometrists navigate those same decisions nationwide.

In this episode of our Defensible Decisions podcast, Scott Kelly (shareholder, Birmingham) and Nonnie Shivers (office managing shareholder, Phoenix) discuss the EEOC's January 2026 vote to reclaim authority over most enforcement litigation from its Office of General Counsel, reversing decades of delegation. Scott, who is chair of the firm's Workforce Analytics and Compliance Practice Group, and Nonnie, who is co-chair of the firm's Diversity, Equity, and Inclusion Compliance Practice Group, analyze how this procedural shift may enable the commission to fast-track litigation aligned with administration priorities, including cases involving majority characteristic discrimination claims, DEI practices, national origin discrimination, and religious accommodation issues. They also offer practical guidance for employers on conducting privileged risk assessments and reassessing organizational risk tolerance in anticipation of heightened EEOC enforcement activity.

Employers regularly check the background of potential workers for criminal records, even though claims that such checks predict their diligence or trustworthiness are dubious. Anthropologist Melissa Burch reflects on how criminal background checks became commonplace — and what vested interests maintain their ubiquity. Afterlives of Conviction Project Melissa Burch, The Criminal Record Complex: Risk, Race, and the Struggle for Work in America Princeton University Press, 2026 The post The Long Shadow of Criminal Records appeared first on KPFA.

Gene Marks warns administrative roles face AI threats while employers prioritize AI literacy, advising businesses to update Google profiles to avoid losing significant annual revenue from outdated listings.OCTOBER 1954

Gene Marks explains that employers now prioritize AI literacy, seeking staff who can leverage technology to increase productivity and perform the work of multiple people efficiently in the modern workplace.1952

1. ICE Incident & Media Narrative A story circulated claiming ICE detained a 5‑year‑old child; the document states this was false. ICE was arresting the father, who allegedly fled and abandoned the child. The mother reportedly refused to take the child back. The argument: media outlets amplified a misleading narrative to evoke emotional reaction and sway suburban voters. 2. Narrative of Political Motivation Democrats and major media are using immigration stories to fuel a political campaign against ICE. John Kasich and others are highlighted as contributing to public perception around ICE enforcement. 3. Government Shutdown Predictions A 100% chance of a government shutdown tied to DHS and ICE funding. Chuck Schumer and other Democratic leaders are quoted as refusing to fund DHS without major ICE restrictions. A distinction is made: many agencies are already funded, so the shutdown would be more limited than the previous historical shutdown. 4. “Abolish ICE” Positioning Democrats are unified in refusing to fund ICE or DHS, framing it as similar to “abolish ICE / abolish police” rhetoric. Democrats want a prolonged and painful shutdown to signal to their base that they are fighting against ICE. 5. Trump Accounts (Economic Policy Section) Benefits include: Could lead to significant wealth accumulation due to compound growth (e.g., $300k by 18; $1M+ by 28 with max contributions). Intended to help children in poverty or lower‑income households build long‑term wealth. Employer and charitable contributions (e.g., Michael & Susan Dell, Brad Gerstner) will accelerate scale and impact. Compared in transformative potential to the creation of 401(k) plans. 6. Minneapolis Shooting & Media Coverage Media portrayed the man shot by ICE as a peaceful ICU nurse, omitting earlier confrontational behavior. Video evidence reported by BBC showed the man spitting at, confronting, and kicking an ICE vehicle days before the shooting. Media intentionally shaped the story to portray ICE as murderers. 7. MSNBC AI Image Controversy MSNBC used an AI‑enhanced image to make the man appear more attractive, which the document calls political propaganda. Commentary from Joe Rogan criticizing the altered image. MSNBC admitted to using an AI‑generated thumbnail but did not apologize or fire anyone. Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the 47 Morning Update with Ben Ferguson and The Ben Ferguson Show Podcast Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening YouTube: https://www.youtube.com/@VerdictwithTedCruz/ Facebook: https://www.facebook.com/verdictwithtedcruz X: https://x.com/tedcruz X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.