Relationship between the employee and the employer
BrandTrust Talks Weekly - der inspirierendste Wochenrückblick aus Markenperspektive Diese Woche mit folgenden Themen: - Fritz Kola mit der neuen Markenkampagne „Das Gute schläft nie“. Insgesamt bewertet Colin die Kampagne positiv, da weiterhin 2 Aspekte in der Markenkommunikation beibehalten werden: Koffeingehalt und Haltung - Leibniz Kekse: Es gab ein Redesign bzw. Änderungen auf verschiedenen Ebenen: Es werden in der Kommunikation Caregiver als Testimonials eingesetzt und das Verpackungsredesign wurde angepasst. Gute Gedanken, aber etwas zu unbalanciert ausgeführt. - Flink hat für die neue Kampagne die Testimonials Lena Gercke und Joko Winterscheidt engagiert. Aufgrund der reduzierten Codes und der Machart bewertet Colin diese Kampagne positiv, auch wenn kritisch hinterfragt werden kann, ob Joko Winterscheidt sein Gesicht für zu viele Marken hergibt. Wie reagieren wohl die anderen Marken auf die Kampagne von Flink? - Milka hat den rößten Relaunch seit 25 Jahren: Neue Rezeptur, neue Verpackung, mehr Fokus auf Nachhaltigkeit. Insgesamt alles sehr selbstähnlich weiterentwickelt. - BVG geht einen weiteren Schritt in Richtung professionelle Markenführung und hat das Sounddesign angepasst. Verlierer der Woche: Apple Fundstück der Woche: Apple
Even as policymakers discuss and debate the so-called "retirement savings gap," employers and others are starting to take part in a newly-minted coverage expansion tool: the SECURE Act of 2019 birthed the inception of the Pooled Employer Plan (PEP), which allows separate companies employers to team up and share plan administration for their collective employees. On this episode of the American Benefits Podcast, host Jason Hammersla is joined by Rick Jones, senior partner in Aon's National Retirement Practices group. Together they discuss the state of employer plan sponsorship, barriers to plan formation and how PEPs might improve the environment for plan sponsors.
Today we're going to talk about the continued importance of employer branding, and why it is so important to be intentional about documenting and codifying culture, processes and the way internal communications are handled. To help me discuss this topic, I'd like to welcome Roy Abdo, CEO, Digital Revamp.
The Ken Coleman Show is here to help answer your questions about career, passion and talent so you can maximize your potential and get closer to landing your dream job. Do you have a question for Ken? Call us live from 1-2 p.m. ET at 844-747-2577 or email email@example.com. Free Guides & Resources The Proximity Principle Facebook Community Subscribe to The Newsletter Articles by Ken
While sexual harrasment is an obvious case for workplace investigations, there are many situations that may require an investigation to be conducted to prevent employee litigation. Anthony Zaller highlights other instances where an investigation should be conducted, as employers have a duty to keep their workplace safe.
Bill Gates once said, The advance of technology is based on making it fit in so that you don't really even notice it, so it's part of everyday life. That may be true for things like computer operating systems and smartphones. But if technology eliminates your job, you'll certainly notice. We'll talk about careers at risk of being replaced by new tech today on MoneyWise. JOBS AT RISK OF BEING REPLACED If you google future, jobs and eliminate, you'll get scads of lists about jobs that technology might do away with in the years ahead. Some could be expected, like mail sorters and meter readers. But others are surprising and include air traffic controllers and even pilots. It's been said that there's no such thing as job security, but there is employment security. That means there will always be work the trick is to make yourself ready for it. It could also mean choosing a career that's less likely to be eliminated by technology. These would include things like healthcare workers, software developers, specialized repair technicians and teachers. And with today's employers desperate to find new workers, it's a great time to consider a career change. Employers are easing prerequisites and more willing to provide on the job training. They're far more likely now to consider hiring someone who's trying to switch over from another field. Making a career change is much more difficult when unemployment is high. THE FIRST STEP So, if you're thinking about a career change, what's your first step? It's making sure you actually need or want to switch careers. Your current job might not be in danger of being automated and you might enjoy what you're doing just not where you're doing it. So changing companies, not careers, might be a better move. CHANGING CAREERS But if you really don't like what you're doing , start by making a detailed assessment of your skills and interests. Take a career assessment, many of them are offered online. Your answers will generate a list of occupations where you're more likely to achieve success and satisfaction. Job satisfaction is important, but through this entire process, you also have to keep earning potential in mind. If going into a new career at entry level means temporarily less pay, you'll have to adjust your budget accordingly. Now that you have a list of new career possibilities, the next step is whittling them down. It could be a long list, but consider each possibility carefully and cross off those that aren't appealing to you. With that complete, you now have a much shorter list with maybe five possibilities or so. These are the occupations you want to start researching and try to keep an open mind. Start rounding up job descriptions for each of your remaining career possibilities. You also want to look at education requirements. Will you have to go back to school? If so, for how long? And how much will it cost? After gathering all that information, you'll probably eliminate a few more occupations. Maybe you have only a few left. Prioritize them, then take the one that best meets your needs and put an action plan in place to prepare for it. Talk to employers and workers in that field to find out what's needed. It could involve going back to school or getting the necessary training some other way. This leads us to the most difficult part of changing careers: making a commitment to landing a job there. If you have to start at a lower level, be willing to do it, just so long as you can earn enough to still meet your monthly obligations. A good verse to meditate on during this process is Proverbs 16:3, Commit your work to the Lord, and your plans will be established. On today's program, Rob also answers listener questions: ●Is silver a good investment right now with inflation in mind? ●How do you approach taxes as an independent contractor? ●How do you determine when it's time to stop paying for life insurance? ●Is it wise to take money out of a 401k to pay off credit cards? Remember, you can call in to ask your questions most days at (800) 525-7000 or email them toQuestions@MoneyWise.org. Also, visit our website atMoneyWise.orgwhere you can connect with a MoneyWise Coach, join the MoneyWise Community, and even download the free MoneyWise app. To support this ministry financially, visit: https://www.oneplace.com/donate/1085/29
Instead of weeding candidates out via academic qualification, some companies are widening the prospect pool — and we could all benefit. Learn more about your ad choices. Visit megaphone.fm/adchoices
In episode 46, Coffey and Bob Cartwright have a freewheeling hour-long conversation about compensation strategies in a time of inflation; geographic cost of living differentials; the trap of adjusting wages to match inflation; the importance of culture in retaining employees; and Americana bluegrass music.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. 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 one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Bob Cartwright, SPHR / SHRM-SCP, is founder, president, and chief executive officer of IntelligentCompensation, LLC, a compensation and business management consulting firm located in the greaterAustin, Texas area. Since 1996, Mr. Cartwright has managed assignments for a wide variety of Non-Profit and For-Profit clients including those in high technology, manufacturing, services, information technology, health care, retail, construction / facility management, telecommunications, legal, energy, media, publishing, non-profits, public entities, municipalities, financial services, oil and gas, real estate, and aerospace/defense. He has 30+ years of diversified experience in total compensation, human resources and business management strategies and design.Mr. Cartwright's professional affiliations include: Advisor to the State Director / Director BusinessDevelopment – Texas SHRM State Council; Past Board Chair, Texas Association of Business; SHRMNational volunteer - Past Member of the Total Rewards, Compensation, & Benefits National ExpertisePanel and National Volunteer Leader on Veteran Employment; Past Founder and - Committee Chair –Texas Compensation Alliance Group, member of World-At-Work, Austin Human Resources ManagementAssociation (Past Committee Co-chair for the Austin Area Pay and Benefits Survey), Williamson CountyHuman Resource Management Association (Charter Member & Past President), and the Central TexasCompensation and Benefits Association. Mr. Cartwright is also a sought-after speaker and is often quoted as a business/compensation expert in newspapers and print media around the country. Mr. Cartwright also served as a preferred provider – compensation expert - for the Credit Union Executive Society located in Madison, Wisconsin.Bob Cartwright can be reached at www.intelligentcomp.net or www.linkedin.com/in/bobcartwright.Learn more about Bob's side music project, MoPac Traffic Jam at https://www.reverbnation.com/mopactrafficjams.About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative is included in the prestigious Best Places to Work in Texas list and has been named the Texas Association of Business' small business of the year.Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives: Understand the current inflationary economic environment's impact of compensation. Understand the importance of evaluating culture as tool to attract and retain employees beyond compensation and benefits. Evaluate compensation plans that consider geographic cost of living differentials.
Data literacy involves the management, analysis and presentation of data, in turn helping companies run more efficiently. Therefore, increasing data literacy amongst employers and employees alike should be a priority. Yet, it gets overlooked by both parties a lot of the time. Ajay Advani, Vice President, Business & Partnerships, APJ, Tableau at Salesforce shares with us the importance of implementing efforts to increase data literacy in businesses. See omnystudio.com/listener for privacy information.
Welcome to #WorkforceWednesday, a quick-browse rundown featuring Employment Law This Week® and other resources. This week: California Employers Update COVID-19 Policies, NYC Mayor Signs Pay Transparency Amendment, DOL Targets Worker Retaliation. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw256. Subscribe to #WorkforceWednesday - https://www.ebglaw.com/subscribe/. Visit http://www.EmploymentLawThisWeek.com. The EMPLOYMENT LAW THIS WEEK® and DIAGNOSING HEALTH CARE podcasts are presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.
Join Isaiah as he explains why your technical skills are worthless in industry and why you need to start communicating your transferable skills right now Here's a quick rundown of this week's episode… First, Isaiah states why your technical skills won't get you hired in industry and why you should focus on your transferable skills […] The post How To Communicate Your Skills To Employers appeared first on Cheeky Scientist.
You need a job and you need it now. So it can be frustrating when you apply for positions, maybe even have interviews, and then don't hear anything back. What do you do? Find Your Dream Job guest Brenda Abdilla is here to tell us how to reach out to hiring managers in a way that shows you're on their team. Brenda shares the chaos that some companies are facing due to the labor shortage and why that delays hiring practices. She also gives specific questions to ask so that you know how long you can expect the hiring process to take. About Our Guest: Brenda Abdilla (https://www.linkedin.com/in/brendaabdilla/) is an executive and career coach. Brenda is also the author of Outsmarting Crazytown: A Business Novel About How Derailed Professionals Can Get Back on Track (https://managementmomentum.net/outsmarting-crazy-town). Resources in This Episode: Are you ready for a career change? Find out how Brenda can help you by visiting managementmomentum.net/our-services (https://managementmomentum.net/our-services). From our Sponsor: Find Your Dream Job is brought to you by TopResume.(http://macslist.org/topresume) Top Resume has helped more than 400,000 professionals land more interviews and get hired faster. Get a free review of your resume today from one of Top Resume's expert writers. (http://macslist.org/topresume)
Erectile dysfunction, or “ED” for short, is way more common than people realize. Up to 40% of men are effected by ED by the time they hit 40!Bridgeside Medical Clinic offers a non-invasive approach to treating erectile dysfunction, without having to have surgery, get injections OR take pills! Andrew Rinehart joins us to explain more.Key Takeaways from Liz's chat with Andrew:• Hear about Andrew's role at Bridgeside• Learn what exactly erectile dysfunction is, and how it effects people• Find out what some of the most common causes for ED are, and ways to prevent it• Discover how Bridgeside Medical Clinic's treatment is different than traditional ED treatments • Hear how Bridgeside's treatment helps to restore spontaneous intimacyAll of this and more, on this episode of Calm, Cool and Connected.Find more information about Bridgeside Medical Clinic: www.bridgesidemedicalclinic.com You can also reach them by phone at 1 (757) 309-5555For more information on Dr. Elizabeth Fedrick, visit her website: evolvecounselingaz.comConnect with Dr. Fedrick on Instagram: @drelizabethfedrickWatch the video interview on our Facebook PageHave a question you'd like answered on the show? Leave us a voicemail here: https://www.speakpipe.com/CalmCoolConnectedFor more great Calm, Cool and Connected content, don't forget to subscribe to the podcast on Apple Podcasts, Google Podcasts, Overcast, Spotify, and all the popular podcasting platforms. (RSS) https://3cstvshow.buzzsprout.comAlready subscribed? Please take a moment to rate and review the podcast so that we can reach as many people that need the help as we can: https://3cstvshow.buzzsprout.com DISCLAIMER: THE CONSULTATIONS OR INTERACTIONS OFFERED ARE NOT MENTAL HEALTH THERAPY. THE CONSULTATION IS FOR EDUCATIONAL PURPOSES ONLY AND NOT STRUCTURED IN A WAY TO PROVIDE MENTAL HEALTH COUNSELING/PSYCHOTHERAPY/THERAPY/ DIAGNOSING OF ANY KIND. YOU UNDERSTAND THAT CALM COOL AND CONNECTED IS NOT PROVIDING INFORMATION AS YOUR TREATING MENTAL HEALTH COUNSELOR, PHYSICIAN, ATTORNEY, LEGAL COUNSEL, EMPLOYER, MEDICAL PROFESSIONAL. We offer no guarantees or promise of results from event nor assume liability for any information provided.
Are you a law firm owner who is frustrated with hiring and training staff, or a lack of skill among your team to take your business to the next level? Are you an employee who wants to do a great job in your position but feels unclear, overworked, or ill-equipped to make it happen? Molly McGrath of Hiring & Empowering Solutions is on the show this week to address the pain points experienced on both sides, and to show all law firm owners what it takes to cultivate the kind of employer/employee relationship that has your staff connected to your vision and invested in the firm. Get full show notes and more information here: https://www.velocitywork.com/153
On the show today, I am talking to Peter Cappelli, the George W. Taylor Professor of Management and the Professor of Education and Director for The Centre for HR, at The Wharton School. Throughout the conversation Peter shares his extensive knowledge and research on the world of work, HR, and leadership and we cover a number of different topics that Peter, has unique insights on.These include:The impact of hybrid working on employees and employers and the effect this could have on people in their careers, now that we are coming out of the pandemicHow employers are approaching bringing employees back to the office and what that means for employee productivity and engagementThe rise in employee activism and how organisations should respond to this and why, in Peter's view, companies just aren't getting better at workforce planningPeter's thoughts on how HR can add business value, as we start to come out of the pandemicSupport for this podcast comes from orgvue. You can learn more by visiting https://www.orgvue.com. See acast.com/privacy for privacy and opt-out information.
In this episode, you'll discover some of the most important labour law cases from the past 50 years, including:-Iceland Frozen Foods v JonesWilson v Associated Newspapers; Wilson v UKO'Kelly v Trusthouse Forte Autoclenz v BelcherDaniel discusses the topic with Professors Alan Bogg and Anne Davies.This podcast is supported by Hunter Law and by FeMan Consulting, and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).
Get CME Here: https://earnc.me/bKDeEa Negotiating an employment agreement that is favorable to the physician can seem like a daunting task. However, if you are well prepared and understand what to expect, it doesn't have to be that way. So, in this episode, I will be sharing common negotiating tactics used by employers to get the upper hand during the negotiation period and what you can do about it. Learn more: https://apmsuccess.com/145 Watch the video: https://apmsuccess.com/145v
Millions of workers have left their jobs looking for better opportunities, and it's putting retirees in great demand. We'll discuss how that may impact you today on MoneyWise. AN UNPRECEDENTED EMPLOYEE SHORTAGE We've talked about the Great Resignation before. Due in part to the pandemic and increasing work from home opportunities, folks have been resigning in historic numbers. That's led to an employment gap at all experience levels that employers have yet to fill. A recent report by the U.S. Chamber of Commerce calls this a workforce crisis and says The most critical and widespread challenge facing businesses is the inability to hire qualified workers for open jobs they need to fill. There are now more than 11-million open jobs in the U.S. That's nearly twice as many as the number of unemployed workers. So it's not surprising that employers would look to retirees as one solution to the worker shortage, if they can get them to un-retire. There's even a name for retirees returning to the workforce:. BOOMERANG EMPLOYEES And in many cases, hiring back the boomerang employees is actually preferred over taking on younger, entry level employees. Retirees, especially recent retirees, already have the skill-set needed for the job and experience at solving problems. They also tend to have lower training costs and greater productivity. But why would retirees return to a job they've already decided to leave? Well, some do it for financial reasons. They simply need the money as today's high inflation rate eats into their buying power. Others discover that retirement isn't all it was cracked up to be and they feel unfulfilledor bored. Employment experts say the high demand for retirees gives them a definite advantage in these negotiations and they know that they can be choosy about what conditions they'll accept. And just because retirees get calls from their former companies doesn't mean that's where they end up. Less than half of retirees thinking about going back to work would consider their past workplace. Nearly two-thirds said they'd look for opportunities somewhere else. They can do it, too, because again, the pandemic has enabled millions to work from home who didn't have that opportunity before. Employers have accepted the fact that many jobs can be done anywhere there's a wifi connection. OPPORTUNITIES You don't necessarily have to be a recent retiree to benefit from this trend, either. Many employers are offering training opportunities, especially technology training, to those who've been out of the workforce for longer periods of time. The Great Resignation is giving retirees opportunities they've never had before without having to go look for them. In many cases they just need to keep their resumes and LinkedIn profiles up to date. Employers are coming to them. WHAT'S RIGHT FOR YOU? So if you're retired and thinking about going back to work, how do you decide what's best for you? Answering a few questions first can help. Do you want to work full-time or just part-time? How flexible do your hours need to be? Working from home, many people have found they can pretty much set their own hours, just as long as the job gets done on time. You also have to think about compensation. If you're receiving Social Security benefits but haven't reached full retirement age yet, your benefits will be reduced $1 for every $2 you earn above $19,560. You'll get that money back after you reach full retirement age, at which point you can earn any amount without your benefits being reduced. So the pandemic led to the Great Resignation, which led to a big increase in boomerangs. There's a sentence you never thought you'd hear. On today's program, Rob also answers listener questions: ●Does it make sense to withdraw money from a 401k early to pay off a home loan? ●How should you invest a lump sum of cash on behalf of a teenager? ●Should you prioritize paying off a mortgage or investing more for retirement? Remember, you can call in to ask your questions most days at (800) 525-7000 or email them toQuestions@MoneyWise.org. Also, visit our website atMoneyWise.orgwhere you can connect with a MoneyWise Coach, join the MoneyWise Community, and even download the free MoneyWise app. To support this ministry financially, visit: https://www.oneplace.com/donate/1085/29
At different stages of your career, you begin to formulate different expectations from your employer. With time and experience in different industries and different work environments, you start to assess what you can tolerate from management and co-workers, and what you're not willing to tolerate as well. 75% of employees quit their boss, not their job (source) Victoria Dew does not consider herself to be a great employee, but has created her business, Dewpoint Communications to help employers create better employee experiences that contribute to both a better life for their employees, and higher productivity for the business. Have you ever worked for an employer that's not supportive or invested in your growth? How has microaggressions and toxicity in the workplace affected your stress levels and productivity? Victoria reveals several ways she's making sure employers see the benefit of improving their internal communication and employee experiences. “When employees are [...] better able to do their jobs, that's better for business.” -Victoria Dew Victoria's employment experience insights and findings shared in this episode: Why a people-powered employee centric business is good business sense Opportunities that exist in this shifting employee market Employee expectations include being happy and satisfied with meaningful work Which skills are worth pursuing in a tech focused future of innovative solutions What people and businesses can expect returning to the office after Covid The employer-employee relationship doesn't have to be strained with mistrust and poor communication. No relationship can thrive in those circumstances. Employers that invest in services such as the service Victoria's company provides, speaks volumes to whether you will find value working together. As Victoria points out, it is an employee's employment market, and there are ways to leverage the shift and create better relationships and opportunities in your career. Connect with Victoria Dew: LinkedIn Website (download The New Rules of Employee Experience and Communications in 2022) Leaving a review of this podcast is encouraged and greatly appreciated. Check out Beverly Williams book: Your GPS to Employment Success Learn more about your ad choices. Visit megaphone.fm/adchoices
In this episode of Big Questions, Short Answers, we talk about the business relationships that can make or break how much we enjoy our work. Whether it's an employer, a business partner or a vendor, the people you spend time with professionally have a big impact on your experience. I think we forget that we don't have to keep working with people we don't gel with. If you don't like a vendor's communication style, that may be all the sign you need not to hire them. When a client contract is up for renewal, it's an opportunity for both parties to decide to continue working together. At the end of the episode, we'll talk about the signs to watch for to know that something's wrong. Make sure you tune in for the red flags that let you know it's time to move on. If you like this episode, check out these resources.Podcast: https://www.jackiehermes.com/podcast/why-you-must-fire-crappy-customers (Why you must fire crappy customers) Podcast: https://www.jackiehermes.com/podcast/2021/12/3/episode-34-how-you-treat-people (How you treat one person is how you treat everyone) Podcast: https://www.jackiehermes.com/podcast/other-peoples-reactions (Other people's reactions) More about the show: http://www.jackiehermes.com/podcast (www.jackiehermes.com/podcast) Hit me up! https://the-art-of-entrepreneurship.captivate.fm/linkedin (LinkedIn) https://the-art-of-entrepreneurship.captivate.fm/instagram (Instagram) https://the-art-of-entrepreneurship.captivate.fm/tiktok (TikTok) https://the-art-of-entrepreneurship.captivate.fm/website (Website)
Somatic Therapy/EncantoEncanto is the newest Disney movie that has taken the world by storm.On this episode of Calm, Cool and Connected- Dr. Liz talks to Yolanda Renteria. Yolanda is a trauma therapist who has gone viral on TikTok, for giving her (psychological) take on all of the characters from Encanto!Key Takeaways from Liz's chat with Yolanda:• Hear about Yolanda's background in the mental health field• Learn about Somatic Therapy• Find out how a typical session of Somatic Therapy goes• Discover how she decided to make her now viral videos about each of the Encanto characters• Hear how her videos have made an impactAll of this and more, on this episode of Calm, Cool and Connected.Find more information about Yolanda on her website: yolandarenteria.com Follow her on Instagram: http://www.instagram.com/thisisyolandarenteria And follow her Tik Tok Account: https://www.tiktok.com/@thisisyolandarenteriaFor more information on Dr. Elizabeth Fedrick, visit her website: evolvecounselingaz.comConnect with Dr. Fedrick on Instagram: @drelizabethfedrickWatch the video interview on our Facebook PageHave a question you'd like answered on the show? Leave us a voicemail here: https://www.speakpipe.com/CalmCoolConnectedFor more great Calm, Cool and Connected content, don't forget to subscribe to the podcast on Apple Podcasts, Google Podcasts, Overcast, Spotify, and all the popular podcasting platforms. (RSS) https://3cstvshow.buzzsprout.comAlready subscribed? Please take a moment to rate and review the podcast so that we can reach as many people that need the help as we can: https://3cstvshow.buzzsprout.com DISCLAIMER: THE CONSULTATIONS OR INTERACTIONS OFFERED ARE NOT MENTAL HEALTH THERAPY. THE CONSULTATION IS FOR EDUCATIONAL PURPOSES ONLY AND NOT STRUCTURED IN A WAY TO PROVIDE MENTAL HEALTH COUNSELING/PSYCHOTHERAPY/THERAPY/ DIAGNOSING OF ANY KIND. YOU UNDERSTAND THAT CALM COOL AND CONNECTED IS NOT PROVIDING INFORMATION AS YOUR TREATING MENTAL HEALTH COUNSELOR, PHYSICIAN, ATTORNEY, LEGAL COUNSEL, EMPLOYER, MEDICAL PROFESSIONAL. We offer no guarantees or promise of results from event nor assume liability for any information provided.
President of the Australian Bar Association, Matt Collins QC, says while the case will "depend precisely on what happened in this workplace", it's "not hopeless". See omnystudio.com/listener for privacy information.
3PM - Spike O'Neill in for Shari // Some employers finding it hard to fill positions in Washington state despite relatively few job openings // A mysterious figure is hiding cash in a Canadian city and posting clues // Man sheds 87 pounds while exercising every day for this discontinued Taco Bell menu item See omnystudio.com/listener for privacy information.
With all the news that comes out of Washington DC, it is easy to see why payments-related items might not be at the top of everyone's minds. Nonetheless, a number of recent proposals, hearings, and releases show that the industry needs to be paying attention to what is going on beyond the headlines. In this episode we take a deep dive into some of these items with Brian Tate, the CEO of the Innovation Payments Association, and Brian Axell, of Axell Law, who has worked on compliance with Fintechs, issuing banks, and a variety of companies across the value chain. We look at the Consumer Financial Protection Bureau's recent Request for Information on Fees, and their assertion of power to regulate Fintechs. We get into the Biden Administrations proposal on tax reporting for Earn Wage Access, and we even dip our toes back into the Interchange waters. To read Brian Axell's blog on the EWA tax proposal, visit: Axell Law LLC | Biden Budget Plan Would Impose Earned Wage Access Tax Withholding Mandates on Employers
A local agency is trying a new approach to retaining their employees – they're supporting them at work and at home. Plus, a local ballerina is retiring, but not before breaking some ballerina stereotypes.
Guest: Amy Mosher Berry - Visions Internships Interviewer: Jeffrey Davis - MAGE LLC The post “Internships That Give Value To Both Employer & Intern” with Amy Mosher Berry of Visions Internships appeared first on Radio Entrepreneurs.
Dear Life Warriors, "you don't hire employees and workers, you hire humans"~ Natasha Bowman. Employers, I encourage you to take the HOLISTIC APPROACH TO CORPORATE HEALTH. It's a simple approach, you are hiring a whole person and that whole person comes with a whole lot of stuff. Very well said by Natasha in this interview.You have to adjust your leadership style, you have to be humble, and you have to be empathetic. Your personal plan of reflection and inclusion begins with you. I just loved loved this conversation. BRING BACK THE "HUMAN" IN HR! That's my campaign for 2022 and I stand by it.I encourage you to consult with Natasha on your next DEI initiatives! She will whip your organization into shape with love.Purchase Char's Journal: https://www.amazon.com/30-DAYS-NEW-YOU-JOURNAL/dp/0578726572Subscribe to the show on YouTube: https://www.youtube.com/c/DearLifeWarriorsABOUT DEAR LIFE WARRIORS (DLW): Dear Life Warrior's mission is to empower people of color with unyielding tenacity to hang on until destiny is fulfilled. Our vision is that everyone that watches Dear Life Warriors will have a great understanding that the Journey of Life is a process, and if a process is to be fruitful it will take determination to reach completion.#dearlifewarriors #mentalhealthatwork #leadershipdevelopment #lifecoachingtips #lifecoach
When it comes to Restrictive Covenants, employers are fighting to keep their company safe while employees may use them to their advantage. Keep listening to find out if the Employer or the Employee wins this battle. Round 1: Trade Secrets A company's trade secrets encompass a whole range of information and are one of the most valuable assets that a company can own and protect. Trade secrets are a vulnerable form of intellectual capital, so there is a big risk for the employers. https://www.youtube.com/embed/nOmEKmdArto Round 2: Non-Competes Non-Competes are not legal in all states, but in those where they are, they can be a significant advantage for employers. Employees, on the other hand, in the states that are legal may find it difficult to find a new job. https://www.youtube.com/embed/9JkCS5RJE1w Round 3: Non-Solicitation of Clients, Suppliers & Vendors Good employees are hard to come by and employers who have them want to keep them. Non-solicitation agreements protect you from the harm that can be caused by a former employee poaching these customers or employees to a competitor. https://www.youtube.com/embed/5JQLfge4I4g Round 4: Poaching Think of service providers, engineering firms, marketing companies, staffing firms, etc. In order to prevent clients from hiring away personnel, many service contracts contain “no-poach” provisions that restrict employees from being hired by another service provider. https://www.youtube.com/embed/WGY7DPWJ1no Round 5: Confidentiality A company has little to lose and much to gain by using confidentiality agreements. Confidential information plays an important role in business competitiveness and success. It is also necessary to ensure the protection of company trade secrets under state or federal laws. https://www.youtube.com/embed/hp5MxwbxFE4 Full Podcast TranscriptThis is Legally Sound Smart Business where your hosts, Nasir Pasha and Matt Staub, cover business in the news and add their awesome legal twist. Legally Sound Smart Business is a podcast brought to you by Pasha Law PC – a law firm representing your business in California, Illinois, New York, and Texas. Here are your hosts, Nasir Pasha and Matt Staub. NASIR: All right. Welcome! Welcome! Welcome! This is our 318th episode of Legally Sound Smart Business. It's a big milestone. 318, of course, is very well known to be a pretty significant threshold. Once you pass that mark, you've made it, so we're very happy about that. MATT: I think that's because my hometown area code is 317. We've hit that. Now, we're above that, and we're past all the previous parts of my life. NASIR: That's precisely correct. Of course, 318th episode – traditionally, we cover restrictive covenants. That's something that's been established for many years. And so, 318, of course, I should say restrictive covenants in general is something that everyone is interested in. It covers everything from non-competes to trade secrets to confidentiality – you name it. Of course, at Legally Sound Smart Business, we like to take different perspectives. And so, today, we are going to split it up, Matt. One of us is going to take the employer's perspective, and the other one is going to take the employee's perspective. You'll have to decide who makes the better argument – if it is an argument, I guess. But we haven't decided which side to take yet. MATT: Yes, we have to flip a coin, right? NASIR: That's what I have here. If you're watching via video, I have my quarter. Is it a quarter? What is this? This is a quarter dollar, yes. I haven't seen one in a while, I suppose. I feel like I haven't even held a coin in six years. MATT: No. NASIR: I can't believe they still made this. MATT: Definitely not. NASIR: Definitely not true? You don't know. I mean, if someone was trying to give me change, I don't even touch it. MATT: Refuse it? Yeah. NASIR: I refuse it. Let me do a couple of practice rounds here. All right.
The cost of education has spiraled out of controle in recent decades. It's easy to get in over your head. Today on MoneyWise, Art Rainer joins us to talk about 6 misconceptions that lead to big student loan debt. Art Rainer is a MoneyWise contributor. He has written many books on biblical finance, and he is vice president of The College at Southeastern. According to theEducation Data Initiative, the average college graduate leaves school with around $40,000 in student loan debt. And themajorityof students will use debt at some point while pursuing their degree. This isn't purely a function of costs. Sometimes, students are taken in by incorrect lines of thought that lead to a lot of debt. So if you are a student, you really need to avoid these misconceptions. Art Ranier recently pennedan article at MoneyWise.orgro help you with this titled: 6 LINES OF THOUGHT THAT RESULT IN SIGNIFICANT STUDENT LOAN DEBT 1. Attending a costly school will get you a better job.Higher tuition does not always equate to higher salaries. Employers don't look at the amount you paid to get a college degree. They just look at your degree. And after your first job, where you went to school starts to take a back seat to your prior work experience. Find a school that makes financial sense for you. 2. You need the college experience.There's nothing wrong with enjoying your time in college, especially if it works with your finances.But more and more students are realizing that having the college experience is not worth having the collegedebt,so they're getting jobs to help offset tuition costs so they won't still be paying on student loans 10 years after graduation. 3. It's ok to stretch out college.Certainly, there is some leniency here, but be very careful when choosing to stretch your degree program. You may end up paying more, and you run a greater risk of not completing your degree. And don't take throwaway classes. Make your investment worth it. 4. You don't need to know what you're signing.You should educate yourself on student loans. Before you sign any papers, understand the commitment involved, what it'll take to pay off the loan and what alternatives are available. You'll need to understand your loan when you're paying it off, so you better understand itbeforeyou sign. 5. Everything will take care of itself.Student loans are stubborn things. They even survive bankruptcy. I'm less concerned with the student who feels burdened by their loans than the one who feels no burden from their debt. Unless you manage to get through the obstacle course of a debt forgiveness program, and that's not easy, your loans will have to be repaid. 6. There's no other option.Without question, the cost of higher education is a formidable challenge for many current and future college students. But this doesn't mean there aren't other options. Diligently pursue scholarships and grants. College costs today are skyhigh,much more than your parents experienced when they were in school. On today's program, Rob also answers listener questions: ●Is a Roth 403b the best investment vehicle for an educator? ●What should you do with credit card accounts of a deceased spouse? ●Should you hold off on giving behind the tithe until debt is paid off? ●How big of an emergency fund should single mother keep? ●When does it make sense to use liquid cash funds to pay off a mortgage? ●What happens to an IRA account of a deceased member when there is no beneficiary listed in a will? Remember, you can call in to ask your questions most days at (800) 525-7000 or email them toQuestions@MoneyWise.org. Also, visit our website atMoneyWise.orgwhere you can connect with a MoneyWise Coach, join the MoneyWise Community, and even download the free MoneyWise app. To support this ministry financially, visit: https://www.oneplace.com/donate/1085/29
Lots of talk about direct contracting going on these days. Many of you will be familiar with the term, but in short, direct contracting means when a self-insured employer directly contracts with a provider organization with no payer in the middle of that arrangement. And when I say “employer,” I mean the employer and all their peeps—their TPAs, repricers, other vendors, and consultants. Most of this talk, though, seems to come from the point of view of the employer. It's super easy to quantify what's in it for employers. US healthcare costs get blamed for all kinds of things: companies who have lost big global contracts because all of those fringe benefits cost way too much around here. If we're looking around for a why on that point, let me refer you to last week's episode (EP366) with Dr. Kevin Schulman entitled “An In-Depth Dissection of Our Dysfunctional Healthcare Benefits Market.” Or the show with Dr. Wayne Jenkins (EP358) about how premium and deductible financial toxicity negatively impacts plan members. Never forget that financial toxicity is clinical toxicity. So, like a knight riding in on a white horse, direct contracting with a provider organization has some interesting potential. Most obviously, when an employer contracts directly with a provider organization, they cut out the middleman. They put the direct in direct contracting. Considering the multi-billions of dollars that some of these middle people are raking in every quarter in profits and/or “margins,” cutting out the middle people could have a financial upside as big as those billions in profit. If those billions get passed on to patients in the form of lower co-pays/coinsurance or premiums, there could be some big benefits to direct contracting for pretty much all involved … except the middle people, of course. My guest in this healthcare podcast, Doug Hetherington, says that it's not uncommon to see on the low end a 10% reduction in costs to maybe up to 50% reduction in costs. It's amazing what can be accomplished when everybody starts working together for the good of the local community and patient and is held accountable for more than just revenue maximization. But there's also quality and patient outcomes upsides to these cost reductions. Here's a few we can speculate about: For example, if the middle people add layers of bureaucracy and administrative burden that make it really hard and/or upsettingly inefficient for anyone trying to serve their patients' needs to actually serve their patients' needs, then yeah, direct contracting can make getting the right care to patients faster and easier. That matters to burned-out clinicians. Also, here's another potential point to ponder: benefit designs. Listen to the show with Dr. Mark Fendrick (EP308) on this, but most benefit designs offered by middle people are really, as they call them, blunt instruments. High-value care costs as much (or more) as low-value care. Deductibles don't care if you need your diabetic foot ulcers checked urgently or you might get your foot amputated. It's a known fact that health outcomes plummet in January when, all of a sudden, cancer meds or whatever essential lifesaving medical innovation cost as much as a patient's deductible. So, patients abandon care—and outcomes go down. When an employer direct contracts with a provider, in its most sophisticated form—which my guest, Doug Hetherington, calls a “full-pay open contract”—the employer and the provider work together to construct a benefit design that helps patients get the best outcomes. Or here's another benefit, for the whole community, not just the employer: The whole community keeps the money local. Many of these middle people are big national companies. As Dave Chase and others have said often, when these Fortune whatever companies arrive on the scene, lots of money exits stage left out of the community. If local employers contract with local providers, the money stays local. So, all that I have said has been said before. What I wanted to dig into in this episode is the why and the how from the provider organization standpoint. I got curious about this after my conversation with Katy Talento (EP350). She talks about a major barrier for self-insured employers who want to work with local hospitals is that the local hospitals couldn't, frankly, get out of their own way. Maybe they couldn't see the benefit for themselves that made the juice worth the squeeze? That's what I talk about in this episode with Doug Hetherington: what's in it for providers and what a provider organization interested in direct contracting needs to actually pull it off. Doug Hetherington is CEO of Health2Business, and he has done and continues to do pioneering work with community hospitals in eastern Idaho and elsewhere. Health2Business helps facilitate direct contracting between hospitals and local employers. You can learn more at health2business.com and connect with Doug on LinkedIn. You can also learn how to engage in direct contracts from Doug's presentation, “Beyond the Direct Contract.” Doug Hetherington is a health plan visionary, innovator, and program architect who believes providers are the key to sustainable and meaningful healthcare in our communities. Midway through his 20-year tenure as a benefit advisor, Doug began innovating around self-funding, captives, reference-based pricing (RBP), and population management in search of viable solutions that gave his employer clients control over cost and plan design. His creativity and tenacity for change drove his development of several first-of-their-kind innovations, including RB EmCap, a national access captive program for RBP employers. Doug founded Health2Business (H2B) in 2019 after successful proof of concept that better healthcare results when employers, providers, and health systems work together at the local level through direct contracts. Tackling one aspect of our broken healthcare system, H2B solves for how we access and pay for care. While establishing scalable direct contracts with some of the largest flagship health systems in the country, Doug realized that in order to truly decapitalize healthcare, direct contracts need to be transparent, open, and free for employers of all sizes to access. By establishing H2B's independent, agnostic, and collaborative direct contract administrative platform infrastructure, Doug has created an entirely new vendor class known as direct contract administration. An optimist by nature, Doug truly believes that the more we work together, the faster we can restore value to our healthcare system and create a sustainable mutual benefit for provider, employer, and employee/member stakeholders. 05:38 Why are health systems interested in direct contracting? 09:43 EP308 with Mark Fendrick, MD.10:06 What are the essentials for direct contracting between a health system and an employer or payer? 11:16 What are the three categories of open direct contracting agreements? 12:44 EP350 with Katy Talento.12:59 EP363 with David Scheinker, PhD.14:43 What direction do we need to be moving to solve the cost problems in healthcare? 18:10 “What does a value-based model begin to look like?” 20:31 What is one of the inherent benefits of a direct contracting environment? 21:01 What data should we actually be capturing? 25:01 “Sometimes you really begin to wonder, why is there such a high level of misalignment?” 25:16 How much can an employer save, on average, with a direct contract? 26:33 What are healthcare costs going up by per year? 26:50 “We pay for these insurance plans … and yet what you're paying for that and how they're assessing the risk is not … in line with the actual cost of care.” 30:20 “I would say that … consolidation … is one of the reasons why we're … seeing more movement towards direct contracting.” You can learn more at health2business.com and connect with Doug on LinkedIn. You can also learn how to engage in direct contracts from Doug's presentation, “Beyond the Direct Contract.” Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth Why are health systems interested in direct contracting? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth What are the essentials for direct contracting between a health system and an employer or payer? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth What are the three categories of open direct contracting agreements? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth What direction do we need to be moving to solve the cost problems in healthcare? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth “What does a value-based model begin to look like?” Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth What is one of the inherent benefits of a direct contracting environment? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth What data should we actually be capturing? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth “Sometimes you really begin to wonder, why is there such a high level of misalignment?” Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth How much can an employer save, on average, with a direct contract? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth What are healthcare costs going up by per year? Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth “We pay for these insurance plans … and yet what you're paying for that and how they're assessing the risk is not … in line with the actual cost of care.” Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth “I would say that … consolidation … is one of the reasons why we're … seeing more movement towards direct contracting.” Doug Hetherington of @MyH2B discusses #directcontracting on our #healthcarepodcast. #healthcare #podcast #digitalhealth Recent past interviews: Click a guest's name for their latest RHV episode! Dr Kevin Schulman, Scott Haas, David Muhlestein, David Scheinker, Ali Ucar, Dr Carly Eckert, Jeb Dunkelberger (EP360), Dan O'Neill, Dr Wayne Jenkins, Liliana Petrova, Ge Bai, Nikhil Krishnan, Shawn Rhodes, Pramod John (EP353), Pramod John (EP352), Dr Eric Bricker, Katy Talento, Stacey Richter (INBW33), Stacey Richter (INBW32), Dr Steve Schutzer (Encore! EP294), Lisa Trumble, Jeb Dunkelberger, Dr Ian Tong, Mike Schneider, Peter Hayes, Paul Simms, Dr Steven Quimby, Dr David Carmouche (EP343)
Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking. So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers? My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share. In the interview, we discuss: Challenges of becoming one company with one story Evolving recruiting challenges How strong consumer brands create challenges for employer brands The importance of culture in candidate choice Why invest in a global employer brand? How employer brand strategy enables the business strategy Storytelling and linking authentic people centric stories to EVP pillars Strategically positioning podcasting as long form content. The role of data and technology Segmentation Advice to other employers on developing a global employer brand What does the future look like? Listen to this podcast on Apple Podcasts.
In episode 45, Coffey talks with Cathy DeWitt about legislative advocacy. They discuss the role of professional lobbyists; how and why businesses should be involved in politics; the importance of being involved in the legislative process even when the legislature is out of session; how to develop relationships with legislators and staff; the impact of contributing to industry PACs; whether party affiliations are dealbreakers when reaching out to lawmakers; understanding which bills are really important to legislators; and the pressure on business owners and leaders to take political stands.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. 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:For over a decade, Cathy Stoebner DeWitt served as the Vice President of Governmental Affairs for the Texas Association of Business (TAB), the largest business advocacy group in the state of Texas. Under her tenure, TAB's lobby team was named as one of the powerful lobby teams in Texas. During the 86th Session DeWitt was added to Capitol Inside's ‘Top 100 Hired Guns' ranking.DeWitt was a lobbyist and policy expert on business issues such as labor law, health care, criminal justice, privacy, immigration, non-subscription, tort reform, and workers' compensation. Well known and respected at the Capitol, she is known for her honesty and direct approach to lobbying. At TAB, she was known to stick to her guns and to not negotiate on bad bills when it would add to the cost of doing business in Texas.Her philosophy then and now is that legislation should build the economy and create more good paying jobs for all Texans, otherwise government should step out of the way and let private business thrive. DeWitt has testified on hundreds of bills and is well versed in the legislative process.In addition to overseeing the advocacy team, DeWitt served as policy writer and media spokesperson for her issue areas. DeWitt also served as the Communications Director of the Association in which she managed issue advocacy campaigns and was spokesperson for the media on all business issues. Under her tenure, she created TAB's Voting Record as well its recognition program for state lawmakers. DeWitt was published in numerous publications and oversaw a $1.5 million advocacy campaign to let the public know which legislators were making the grade for business in Texas. Prior to joining the Association, she was an associate with the public relations firm, ROSS Communications, and she also served as Deputy Campaign Manager for Senator John Cornyn's last Supreme Court Race.Besides previously working at the Texas State Senate, DeWitt has worked for several other associations such Texas Civil Justice League and the Texas Medical Association.Cathy DeWitt can be reached at https://www.schluetergroup.com.About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative is included in the prestigious Best Places to Work in Texas list and has been named the Texas Association of Business' small business of the year.Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives:1. Understand the necessity that business leaders pay attention to legislative issues. 2. Determine when and how to be involved in political issues that affect business.3. Learn how to navigate social media and public pressure on business political stands.
This week the International Longshore and Warehouse Union and the Pacific Maritime Association started negotiations on a new contract that would affect dockworkers up and down the West Coast. As the supply chain already faces major disruptions, some - including farmers in the Pacific Northwest - are concerned about a labor impasse that could create further challenges. We hear more from Peter Goodman, a global economic correspondent for The New York Times and author of "Davos Man: How the Billionaires Devoured the World."
Dr. Mark Testa has been involved in holistic and integrative musculoskeletal healthcare since the early '90s as a chiropractor and acupuncturist. He's been involved in many business areas of Regenexx for over 10 years. Mark is a natural healthcare geek, interested in fitness, fasting, and health longevity. __ Topics addressed in this episode: - The difference between PRP and bone marrow concentrate treatments and how are they used - How PRP or bone marrow concentrate treatments are driving down employer group costs - Impacts of conservative treatments on indirect labor costs - Employer group identification for benefits of PRP or bone marrow concentrate treatments - The best conditions for treatment success with intervention - The next innovations in the health and safety industry - The importance of considering non-operative procedures Links: - https://www.linkedin.com/in/marktesta-dc-mha/ - https://regenexxcorporate.com/
What's the best way to buy out your business partner when you don't have the cash? How do you convert your side-hustle to a full-time business AND recruit your current employer as your first customer? Join us for episode 379 of The Small Business Show as we tackle these questions […] The post Buying out a Partner and Turning Your Employer into a Customer – Small Business Show 379 appeared first on The Small Business Show.
In the short to medium term, many companies are choosing a hybrid work model. Hybrid really is a subset of a Remote First company. That doesn't mean the office isn't valuable...it means you need to define the value of the office.Reid Hiatt is on the frontlines of helping companies do hybrid right. As a co-founder and CEO of Tactic, his platform provides a smarter way to turn your office into a more flexible workspace. Employers get more visibility into who is coming into the office and how it's being used. Employees know who is going into the office...it's a win-win solution. In this conversation, we cover how hybrid looks across companies, assessing how the office fits into the new workplace, how Tactic can help, and what's coming next.Watch the video version of this episode.Ken's Guide to HybridFive Hybrid Workplace Strategies You Needed YesterdayTactic Tactic website Tactic on LinkedIn Reid on LinkedIn Follow free remote work guides @kenyarmosh /in/kenyarmosh kenyarmosh.com
The government has announced the border will fully open on July 31, two months earlier than signalled. The date was revealed as part of the government's immigration reset, which is aimed at building a highly skilled, high wage economy. It's created a 'green list' of about 85 sought-after occupations including surgeons, doctors, engineers and more. They can enter NZ on a work visa and basically apply for residency straight away. Jobs on a second tier list include nurses, teachers and midwives. Those migrants will have to wait two years before taking the residency path. Employers wanting to bring workers in on temporary visas must apply for accreditation, pass a good character test and pay the median hourly wage of $27.76. But the struggling hospitality and tourism sectors get a temporary exemption, with a lower wage threshold until April 2023. Immigration Minister Kris Faafoi tells Lisa Owen he is confident the department is ready for the rush.
When it comes to financial wellness for employees, it's about more than just a salary or a paycheck. Financial wellness programs are about connecting your employees to all the resources they need. In this episode of PULSE, a Paychex HR podcast, host Rob Parsons is talking with Sabina Bahtia, Chief Customer Officer at PayActiv. Hear what she has to say about the gig workforce, wellness benefits such as on-demand pay, and the need to connect to each of your employees to help their financial well-being and ensure they aren't just living but thriving financially. Topics include: 01:00 – Holistic financial wellness 01:58 – The frontline workforce 03:52 – The state of financial wellness for essential workers 06:22 – The reality of financial stress 10:42 – Employers – more than a transactional relationship 11:53 – On-demand pay 13:37 – The importance of connecting to your workforce 18:22 – Gone are the days of seasonal employees 21:25 – Taking care of your employees Learn more about the benefits of having a financial wellness program at https://www.paychex.com/articles/employee-benefits/how-employee-financial-wellness-program-benefits-small-business. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.
In a society where being busy is sometimes taken as a badge of honor, it's really easy to find it hard to say “no”! But there is a fine line between busy, burned out and exhausted- and the lines between all of the aforementioned tend to get muddy on a frequent basis.In this day and age, having a coach on your side can be really helpful! On today's episode of Calm, Cool and Connected- Dr. Fedrick is joined by Annalie Howling. She is going to help explain why having a coach on your side is so helpful!Key Takeaways from Liz's chat with Annalie:• Hear what exactly it means to be a high performance coach• Learn what people come to her for help with• Find out how an ego can hinder progress• Discover how energy management and boundaries go hand-in-hand• Hear how introducing breaks in our days can help with our energy levels throughout the dayAll of this and more, on this episode of Calm, Cool and Connected.Find more information about Annalie on her website: www.incasaconsulting.com Follow Annalie on Instagram: @annaliehowlingFor more information on Dr. Elizabeth Fedrick, visit her website: evolvecounselingaz.comConnect with Dr. Fedrick on Instagram: @drelizabethfedrickWatch the video interview on our Facebook PageHave a question you'd like answered on the show? Leave us a voicemail here: https://www.speakpipe.com/CalmCoolConnectedFor more great Calm, Cool and Connected content, don't forget to subscribe to the podcast on Apple Podcasts, Google Podcasts, Overcast, Spotify, and all the popular podcasting platforms. (RSS) https://3cstvshow.buzzsprout.comAlready subscribed? Please take a moment to rate and review the podcast so that we can reach as many people that need the help as we can: https://3cstvshow.buzzsprout.com DISCLAIMER: THE CONSULTATIONS OR INTERACTIONS OFFERED ARE NOT MENTAL HEALTH THERAPY. THE CONSULTATION IS FOR EDUCATIONAL PURPOSES ONLY AND NOT STRUCTURED IN A WAY TO PROVIDE MENTAL HEALTH COUNSELING/PSYCHOTHERAPY/THERAPY/ DIAGNOSING OF ANY KIND. YOU UNDERSTAND THAT CALM COOL AND CONNECTED IS NOT PROVIDING INFORMATION AS YOUR TREATING MENTAL HEALTH COUNSELOR, PHYSICIAN, ATTORNEY, LEGAL COUNSEL, EMPLOYER, MEDICAL PROFESSIONAL. We offer no guarantees or promise of results from event nor assume liability for any information provided.
We're back for part 2 of our discussion with a panel of thought leaders from iconic manufacturing brands to discuss how Industry 4.0 is transforming their operations, how the workforce is evolving, and how training and certifications can bridge the skills gap.Catch up on part 1 here: https://techedpodcast.com/manufacturing-leadership-panel/This week is all about Industry 4.0 Education & Training Efforts with leaders from:Sargento FoodsAshley FurnitureSC JohnsonRockwell AutomationSmart Automation Certification Alliance (SACA)3 Big Takeaways from this episode:Bridging the skills gap requires a collaborative industry-education effort: Developing the next generation of skilled talent for Industry 4.0 is going to take education and employers working on large, collaborative projects together to ensure students have the right skills and exposure to pursue careers in advanced manufacturing.The incumbent workforce needs to be reskilled: As companies invest in more automation and smart technology, incumbent workers will need to be rapidly reskilled to work with this technology. The formula for success? In-house training + technical college partnerships + SACA certifications.SACA certifications create a common language for Industry 4.0 standards: The efforts of education and employers are wasted if they aren't aligned. SACA standards are that "Rosetta Stone", the common language that can align what education teaches with what industry needs.Show NotesThe Smart Automation Certification AllianceSACA is a nonprofit organization that develops and deploys third-party credentials for advanced manufacturing and Industry 4.0 skills - both knowlege-based and hands-on.What makes them unique? These credentials are designed, built and validated by industrial employers. Employers from this week's episode all took place in technical work groups that determined SACA standards.SACA certifications are stackable, transferrable and can be utilized in education and industry. To learn more visit https://www.saca.org.Manufacturing Panel:Anne Troka - Community Engagement Manager, Sargento FoodsAnthony Ebio - Dierctor of Industry 4.0 Learning, Ashley FurnitureKen Evans - Associate Maintenance Manager, SC JohnsonMichael Cook - Director of Global Academic Partnerships, Rockwell AutomationJim Wall - Executive Director of the Smart Automation Certification Alliance More ResourcesWebinar video: https://youtu.be/6QucCDjxhMgEpisode page: https://techedpodcast.com/manufacturing-leadership-panel-part2/
Various economic factors don't seem to add up these days. Consumer spending is up year over year, but the country's gross domestic product fell during the first quarter. Home values are higher than ever in many cities across, but 401k balances are taking a hit from stock market declines. Wages are finally inching up for some workers, but inflation is taking a bite out of purchasing power. Employers continue adding jobs, but worker participation in the workforce hasn't bounced back. We dive into the contradictions in the economy and what it means for you.
Today we're hearing an incredibly inspiring story from Nitasha Mehta, a woman I met in New York who works in the CPG space for a company called Boxed. And why I wanted to share this story with you is to show you how much impact you can create in the world, even without jumping straight into starting a business. I think it's an important reminder that you can create significant impact at your place of employment; with resources and support at your fingertips.Nitasha's an experienced digital marketer with over 15 years of expertise in e-commerce, product marketing, CRM, and shopper marketing. She currently heads up CPG Brand Partnerships at Boxed, working directly with over 60 CPG brands. She's extremely passionate about technology and equal opportunity, and she launched the RethinkPink initiative at Boxed--which led to Boxed becoming the first and only US retailer to take a stand against gender pricing inequities. She has also been involved with legislation and has testified in states that have introduced bills to repeal the Tampon Tax, 3 of which went on to repeal the tax, as well as joined Congresswoman Jackie Speier in her Pink Tax Repeal Act.I'm so inspired, and I hope you are too.LINKS WE MENTION:Nitasha's Instagram Nitasha's LinkedInFemale Startup Club's InstagramDoone's InstagramDoone's TikTokIn sponsorship with Zyro, easiest to use website builder and eCommerce platformIn partnership with Klaviyo, the best email marketing tool for ecommerce businesses.Female Startup Club's YouTubeFemale Startup Club's Private Facebook GroupSay hello to Doone: firstname.lastname@example.org
The latest jobs report for April shows the U.S. capping a year of solid growth. Employers added 428,000 jobs and the unemployment rate remains steady at 3.6 percent, a pandemic-era low. But inequality continues as the economy recovers from the pandemic. Maurice Jones, former Virginia commerce secretary and HUD official, and now CEO of the organization OneTen, joins Geoff Bennet to discuss. PBS NewsHour is supported by - https://www.pbs.org/newshour/about/funders
Workers are continuing to flex their bargaining power in a tight labor market. Average hourly earnings were up 5.6% in March, compared to a year ago. Employers are giving raises and boosting starting salaries to retain and attract workers. Plus, Fidelity Investments’ plan to allow investors to invest in cryptocurrency as part of retirement accounts is facing questions from lawmakers, including Democratic Sen. Elizabeth Warren of Massachusetts. Businesses that provide medication abortions are facing new demand and challenges amid the leaked draft of the Supreme Court opinion that would overturn Roe v. Wade. Your donation powers the journalism you rely on. Give today to support Marketplace Morning Report.