Podcasts about employers

What happens when a company decides to put real food at the center of employee wellness? In this powerful episode, Rip sits down with the team at Central Garden & Pet, a 7,000-employee organization that has taken a radically forward-thinking approach to improving the health of its people. Their partnership with PLANTSTRONG by Metabite has produced clinical-level outcomes — without drugs, deprivation, or pressure to “go vegan.”Rip is joined by Dawn Hutchins, Central's Director of Plant-Based Nutrition, who shares how the program was born, what she learned from a year of research and focus groups, and why this isn't a “check-the-box” wellness initiative. She breaks down how the program works — from smart devices and at-home blood testing to weekly coaching, short video lessons, cooking demos, AI support, and a thriving alumni community.You'll also hear from two inspiring graduates, Vicky and Dan, who reveal what motivated them to join, the fears they had going in, and the surprising shifts they experienced as they added more plants to their plates. Their stories underscore a simple truth: when people feel supported, connected, and empowered with real tools, transformation follows.If you're a business leader, HR professional, or anyone curious about the future of Food as Medicine, this episode offers a clear and inspiring blueprint for what's possible when nutrition becomes the foundation of workplace wellness.Plant Strong by Metabite Program: https://liveplantstrong.com/corporate-wellness-solution/ Episode WebpageWatch the Episode on YouTubeLearn More About our 2026 Live PLANTSTRONG Events: https://plantstrong.com/pages/events Let Us Help Your PLANTSTRONG JourneyTake the Free 7-Day Challenge: https://liveplantstrong.com/free-7-day-challenge/ Learn More About Our Corporate Wellness Program: https://liveplantstrong.com/corporate-wellness/ COMPLEMENT: Use code PLANTSTRONG for 30% off at https://lovecomplement.com/pages/plantstrong-special-offer Follow PLANTSTRONG and Rip Esselstynhttps://plantstrongfoods.com/ https://www.facebook.com/GoPlantstrong https://www.instagram.com/goplantstrong/https://www.instagram.com/ripesselstyn/ Follow the PLANTSTRONG Podcast and Give the Show a 5-star RatingApple PodcastsSpotify

Join me for this episode of Leaving the Nest as I discuss how to not only be successful but to thrive when working remotely! I highlight the importance of setting up a dedicated workspace at home with as few distractions as possible, a reliable internet connection, and clear boundaries with family, roommates, and pets, and I also stress the need for a consistent daily routine - including getting dressed and ready for the workday, taking breaks, and managing time effectively! Communication is so important when working remotely, and I recommend over-communicating with your team, being responsive, and making yourself available as employers may want to have impromptu video calls. However, I also caution against taking advantage of the remote setup, such as appearing unprofessional on video calls or trying to hide unproductive behavior. Listen in as I stress the importance of using the necessary tools and software properly to stay connected with your team and also highlight the need to be on time and engaged during video meetings, as it is easy for employers to notice if someone is distracted or not paying attention. Listeners are also strongly advised against procrastination because it can undermine trust and reliability, and I suggest taking on high-priority items first and maintaining a strong work ethic, even when working from home. Remote work arrangements can vary greatly between employers, so I recommend having an open dialogue with your manager/supervisor about their specific expectations and requirements. This episode provides what I hope is a comprehensive guide on how to thrive in a remote work environment, emphasizing the importance of professionalism, time management, communication, and a dedicated workspace to ensure long-term success! Key Takeaways:  Remote work is a privilege, and early-career employees usually benefit from 6–12 months of in-office training before shifting to remote. Set yourself up before accepting a remote/hybrid job: reliable Wi-Fi, a designated low-distraction workspace, and so forth. Maintain professionalism at home by sticking to real work hours, following a routine, dressing for on-camera meetings, showing up on time, and staying engaged. Strong communication and responsiveness are so important! Employers expect visible productivity! Thanks again for listening to Leaving The Nest! To find your next job, visit us at ROCS Grad Staffing. If you are a business in need of help staffing entry-level positions in your office, please reach out to Kathleen directly at Kathleen@rocsjobs.com. If you have any comments, questions, or suggestions, please call Kathleen at 703-579-6677.   Resources: ROCS Grad Staffing Listen to Leaving The Nest Podcast    Connect with Kathleen: Kathleen@rocsjobs.com LinkedIn  Call: 703-579-6677

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP229  In episode 229, Coffey talks with Frank Davis and John Surma about navigating OSHA inspections and preventing costly workplace safety violations.  They discuss how employers misunderstand OSHA obligations; when OSHA reporting and injury-logging rules apply; the most-cited OSHA violations; triggers that prompt an OSHA inspection; why it is illegal to for OSHA to schedule an inspection with an employer; the importance of carefully limiting the scope of the inspection; OSHA's interviews managers and employees—and the impact of each on the inspection's outcome; documentation requests and timelines; citation outcomes and settlement options; and proactive strategies to prepare for inspections and avoid penalties.  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 one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Frank Davis is Board Certified in labor and employment law by the Texas Board of Legal Specialization. His clients know he is ready to use his knowledge to manage a crisis on a moment's notice. In fact, in the last year, he managed labor relations matters and workplace safety inspections and fatalities in over 35 different states.   Frank's experience managing crisis events makes him especially suited to counsel clients on strategies to avoid catastrophic litigation and other cost-savings efforts: - Evaluation of exposure to workplace health and safety hazards. - Preparation of workplace safety compliance strategies and policies. - Managing employee relations to avoid litigation and resist organizing drives by unions; and - Management of relations with unions to avoid frivolous grievances and exposure to contract liability.  Because of Frank's specialized skillset, his clients frequently retain him to handle a variety of sensitive matters: - Fatalities and other reportable injuries in the workplace; - Collective bargaining of labor contracts; - Labor arbitrations; - Union campaigns; - Contract litigation; and - Litigation before the National Labor Relations Board (NLRB) and the Occupational Safety and Health (OSHA) Review Commission.  He also represents clients in whistleblower matters under a broad range of statutes, including the OSH Act, the Surface Transportation Assistance Act, and the Clean Air Act. Frank handles all phases of these complaints, from initial investigation to final litigation before administrative law judges and appeals to federal court.  John Surma is a lawyer with 30 plus years of experience dealing with OSHA, workplace health and safety issues, and counseling employers on those issues. He deals with a variety of state and federal agencies, has responded to over 400 fatalities and 2,000 OSHA inspections.  Frank Davis and John Surma can be reached at https://ogletree.com/people/frank-d-davis/ https://www.linkedin.com/in/john-surma-75980214  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's Top Ten Red Flag Candidates, November 2025 Every month, Imperative reports hundreds of records to our clients.  While Imperative always encourages clients to review candidates' criminal history as but one factor in evaluating their fit for a role, these candidates' histories caught our attention this month. 1. Household Staff/Nanny Client Candidate: Prostitution Petit larceny 2. Nonprofit Client Candidate: Misuse of client funds by a lawyer (four counts) 3. Hospitality Client Candidate: Willful child cruelty (causing great bodily injury under the age of five years, victim was particularly vulnerable, or taking advantage of a position of trust to commit offense) Driving under the influence, 2 cases Reckless driving on a highway See the rest of the list here: https://www.imperativeinfo.com/blog/2025/12/03/top-ten-red-flag-candidates-november-2025/ Learning Objectives:  Identify when OSHA reporting and recording rules apply and what events trigger each requirement. Evaluate common OSHA violations to prioritize hazard prevention strategies. Prepare supervisors and frontline employees for OSHA interviews and onsite inspection protocols. Navigate the inspection, citation, and settlement processes to reduce organizational risk.  

In this inaugural episode of AI at Work, Greg Demers, an employment partner, is joined by Meg Bisk, head of the employment practice, and John Milani, an employment associate, to explore how employers across industries can harness artificial intelligence responsibly while mitigating legal and operational risk.They discuss the most common pitfalls of employee AI use, including inadvertent disclosure of confidential information, model “hallucinations,” and source opacity, that undermine auditability and accuracy. Turning to HR functions, they examine emerging regulatory frameworks and compliance expectations, such as bias auditing requirements for automated employment decision tools and accessibility obligations, alongside practical steps for vetting vendors, embedding human oversight, and enforcing contractual protections. Listeners will come away with pragmatic strategies to update policies, document decisions and foster a transparent culture of accountability that will position organizations to leverage AI use that is smarter, not riskier.Stay tuned for future episodes where we will explore the use of AI in human resources, privacy implications and cybersecurity issues, AI in executive compensation & employee benefits, among other topics.

In this episode of The Chad & Cheese Podcast, hosts Joel Cheesman and Chad Sowash welcome Desiree Throckmorton, senior consultant at OutSolve and former Kaiser Permanente TA manager, for a deep dive into the escalating world of I-9 compliance amid unprecedented ICE enforcement. Desiree breaks down I-9 fundamentals: a decades-old (1980s) federal mandate requiring employers to verify every new hire's identity and work authorization via Form I-9, regardless of company size. Section 1 is completed by the employee on day one; Section 2 by the employer within three business days using original documents (List A, B, or C). Remote verification via video has been allowed since 2023, but errors—missing fields, wrong dates, or accepting invalid docs—can trigger fines from $281 to $2,789 per form, with knowingly hiring unauthorized workers costing up to $27,894 per violation. The real alarm bell? A $170 billion ICE budget boost, including $30 million to hire 10,000 new agents focused on workplace audits and raids. Desiree notes 15,000 targeted I-9 inspections planned for 2026—more than double pre-COVID levels—shifting from Trump's first-term focus on arrests to systematic compliance checks. Recent raids (e.g., Hyundai's Georgia plant detaining ~500 South Korean contractors on wrong visas) highlight risks, while a Colorado case saw $8 million in fines for systemic errors and unauthorized hires. She warns employers to organize I-9s, centralize processes, and audit internally—many don't even know where forms are stored. The H-1B “genius visa” program takes a hit too: fees jumping from $2,000–$5,000 to $100,000 per sponsorship, pricing out mid-sized firms and favoring tech giants. Desiree and the hosts lament lost innovation, economic contributions ($100 billion in taxes from immigrants last year), and community diversity, especially in industries like healthcare (40%+ immigrant home health aides) and agriculture. With OFCCP effectively defanged, C-suites must redirect compliance resources to ICE readiness. Desiree's advice: map vulnerabilities, understand your workforce footprint, and treat I-9s like payroll—accurate, auditable, and non-negotiable. “ICE ICE baby could be coming for you" ... Employers ignoring this do so at their peril.

Show Summarywith Lesa Shaw, an experienced Indigenous consultant and community leader with more than 30 years of service across Tribal, federal, state, and municipal sectors. Lesa and I talk about PsychArmor's effort to develop training materials through their effort supporting Native American and Alaska Native Veterans and Service Members. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestLesa Shaw is a tribal leader, public-health consultant, and advocate dedicated to improving health outcomes for Native and Tribal communities, especially Native American veterans. She holds a Master of Public Administration degree from the University of Oklahoma. Over her career, Lesa has held multiple roles across federal, state, tribal, and local government. She has served as a contracting officer and practice manager with the Indian Health Service, worked as a health-policy analyst for tribes, and served as a municipal-level elected official in the city of Shawnee at the request of the central tribes. In tribal service, Lesa has worked to bridge cultural traditions and modern health policy — advocating for culturally respectful care that honors tribal identity and heritage while addressing systemic inequalities in access to care. More recently, she has been part of the advisory committee of PsychArmor 's Native American & Alaska Native Veterans Health & Wellness initiative — helping guide efforts to make veteran care more culturally informed and supportive of Native and Tribal peoples. Lesa remains deeply committed to amplifying the voices of Native veterans and their families, building trust between tribal communities and federal care systems, and laying the groundwork for long-term, culturally grounded health equity.Links Mentioned During the EpisodeBTM214 – Dr. Melita “Chepa” RankBTM 220 – CSM(R) Julia KellyBTM222 – Dean DauphinaisPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course course Understanding the VA for Caregivers. This course helps caregivers navigate and better utilize the services of the VA – the largest integrated healthcare system in the country. The content for this course was developed collaboratively with a working group of various VA Departments. You can find the resource here:  https://learn.psycharmor.org/courses/understanding-the-va-for-caregivers-2 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  

Pharmacy benefits shouldn't feel like a black box. We sit down with Susan Thomas, Chief Commercial Officer at Lucy Rx, to unpack why drug costs keep rising and what it takes to build a benefit that serves patients and plans—not middlemen. Susan started as an oncology nurse and moved into PBM leadership, and that dual lens shows up in everything we cover: from the real-world stress of waiting days for an oral chemo to the hidden economics of rebate chains and vertically integrated networks.We dig into the two biggest levers for change. First, formulary autonomy: instead of being locked to a single, opaque GPO, a marketplace approach lets employers compare multiple rebate contracts, see drug-level net cost, and choose the best path for categories like Humira biosimilars or GLP-1s. That shift enables utilization management that protects value without opening the floodgates. Second, network independence: when PBMs own specialty and mail, steering is inevitable. By contracting with integrated health systems for specialty and modern mail partners for home delivery, plans can speed therapy, reduce waste from 30-day auto-ships, and improve member experience at a lower overall cost.We also talk fiduciary duty, policy momentum, and technology. Employers need verifiable net-cost math—not averages—to defend decisions in a post–J&J lawsuit world. Washington's scrutiny is rising, and incumbents are signaling changes, but structural misalignments remain. On the tech front, AI-driven reporting and specialty navigation are already here, while precision medicine and pharmacogenomics promise to target high-cost drugs to the patients who will benefit most. The question is whether the industry will embrace smaller, smarter populations when volume shrinks and outcomes improve.If you care about cutting pharmacy spend without compromising care, this conversation is a practical roadmap: ask for drug-level net cost, insist on formulary choice across GPOs, require independent specialty and mail, and set utilization criteria that put patients first. Subscribe, share this episode with a colleague who manages pharmacy benefits, and leave a review with the one PBM metric you wish you'd had sooner.This episode is sponsored by Benepower, the platform of choice for a modern benefits experience. Benepower is an AI-powered benefits platform offering access to top products and services, enabling consultants and employers to create customized plans, optimize usage, and measure effectiveness. www.benepower.com

In this episode of Risky Benefits, Rick and Kyla sit down with Eleanor Joseph, VP of the Public Sector at Spring Health, to unpack why traditional EAPs often fail to meet the real needs of today's workforce—especially caregivers, frontline workers, and public sector employees. Eleanor explains how Spring Health is redefining mental health benefits with faster access to care, culturally competent support, continuous check-ins, and measurement-based outcomes that show whether people are actually getting better.The conversation explores the impact of high-exposure roles, the persistent stigma around mental health (particularly for men), and the importance of treating mental well-being as preventative care—not a crisis-only response. Employers and HR leaders will walk away with practical insights, common pitfalls to avoid, and a clearer picture of what modern, effective mental health support can look like.To listen in and subscribe to more episodes, visit our website: fbmc.com/podcast.

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In this episode, Dave and Jamison answer these questions: Hey Jamison and Dave, love your show! A question for you guys coming all the way from the Netherlands

Uncertain economic times, high volumes of layoffs, and easy access to AI tools mean many employers are dealing with an unprecedented number of applications. Recruiters are overwhelmed, candidates are getting ghosted, and trust in the recruiting process is suffering. But are TA teams doing all they can to relieve the pressure at the top of the funnel and give job seekers the clarity they need? Employers want candidates to be more intentional about applying for the right roles for them, but often post roles with unclear requirements and don't approach hiring strategically. So what should TA leaders be doing to fix the process and rebuild vital trust with job seekers? My guest this week is Catherine Wylie, Senior Talent Acquisition Business Partner at Mavericks Recruiting On Demand. Catherine has recently joined the business after a six-month job hunt. She has some incredible, valuable insights and advice to share for both employers and other TA professionals in job search mode. In the interview, we discuss: Catherine's recent job search experience Dealing with the extreme level of volume at the front of the recruiting funnel Lack of clarity, unclear requirements, and the importance of transparency Speed to delivery versus speed to quality Why the matching process is broken How employers can be intentional and hire holistically Which companies are actually doing this well Restoring trust in the hiring process Advice to TA job seekers What should the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In exactly one month on Jan. 1, Minnesota will introduce a new benefit for most workers in the state. It's a paid family and medical leave program that guarantees access to paid time off; for new parents, to recover from a medical issue, or to care for a sick family member. It's a big change for Minnesota's employers — and the workers who can take advantage of it. Evan Rowe is the deputy commissioner of workforce services at the Minnesota Department of Employment and Economic Development. He joined Minnesota Now host Nina Moini to explain what you need to know before the launch.

Employers around the metro are finding out that high school students can be capable members of their cyber security divisions. Des Moines Public Schools instructor Michael Tierney stops by the podcast to tell us how his cyber security class is working hand in hand with employers to prepare students for summer internships.  Tierney is joined by his student Lincoln Kessel who talks about his experience interning for Casey's, and how he feels it has prepared him for the future.  

Employers need a clear drug testing plan before incidents occur to make informed decisions quickly. Amy Wimer from Premier Biotech shares practical tips to implement a testing program that incorporates on-site rapid oral fluid testing.

One of the consequences of the pandemic has been the increased interest and possibility for people to work from home. For many it is a great option, but increasingly employers are worried about time theft. Time theft is a catch all term for employees being paid for being at work when they were not really working. It could be because of things like taking longer breaks than scheduled; logging off early; or using work time to do personal tasks. This has all been illustrated rather well with the case of Karlee Besse who worked remotely as an accountant. But she was fired and sued her company for unfair dismissal and was awarded compensation. What is time theft? What is TimeCamp? What is the problem with ‘bossware' ? In under 3 minutes, we answer your questions! To listen to the last episodes, you can click here: ⁠⁠Why are brownouts getting more and more common in the work world?⁠⁠ ⁠⁠Which are the dirtiest parts of our bodies?⁠⁠ ⁠⁠Why do we hiccup?⁠⁠ A podcast written and realised by Amber Minogue. First broadcast: 26/1/2023 Learn more about your ad choices. Visit megaphone.fm/adchoices

India's long awaited labour reforms have finally come into effect, five years after Parliament passed the four consolidated labour codes. These new codes aim to streamline compliance for employers while expanding formal protections for workers including gig and platform workers, fixed term employees, and those in the unorganised sector.In today's episode, The Indian Express' Aanchal Magazine breaks down for us what these changes mean for India's workforce and for businesses, and why their rollout has drawn both praise and protest.Hosted, produced, and written by Shashank BhargavaEdited and mixed by Suresh Pawar

In this episode of Thoughts Off The Stem, we break down what it's really like trying to move from the cannabis industry into the mainstream job market.We get into:Why corporate employers underestimate people with cannabis experienceThe skills you gain in an unpredictable, chaotic environmentHow running a pot shop compares to “normal” retail and customer serviceMisconceptions hiring managers still have about cannabis professionalsWhy cannabis workers are often more skilled, not lessHilarious stories from the weed industry that prove the pointIf you've worked in cannabis, are trying to switch careers, or just want to understand the stigma around legal weed jobs — this episode is packed with honesty, humour, and real-world insights.Visit Tots420.comThoughts Off The Stem, cannabis jobs, working in cannabis industry, cannabis vs corporate jobs, cannabis career stigma, employers cannabis experiences, job skills cannabis industry, legal weed jobs, high thoughts, career transitions, comedy podcast, cannabis podcast, relatable humor, unfiltered conversations

https://telehealthforless.com/Telehealth benefits are becoming a popular choice for small businesses. Learn how virtual care helps with costs, retention, productivity, and everyday employee health needs. Telehealth for Less City: Sea Girt Address: 2150 NJ-35 Website: https://telehealthforless.com Phone: +1 732 716 2233 Email: scott.hall@betteronlineinfo.com

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP228In episode 228, Coffey talks with Kelly Bubolz about the evolving drivers of workplace burnout and practical ways employers can build healthy, high-capacity teams.They discuss how rapid technological change is straining employee capacity; the shift from pandemic-era mental-health burnout to operational overload; the role of role clarity and workflow optimization in preventing exhaustion; the behavioral warning signs of advancing burnout; the hidden cost of dysfunctional meetings; the impact of remote work structure on cognitive load and productivity; proactive workforce metrics HR should track; cultural myths that drain energy and reinforce burnout; improving cross-functional collaboration and workflow design; and how organizations can align operations around true value creation.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:Burnout survivor turned business strategist, Kelly Bubolz knows what it takes to go from running on fumes to being intentional with energy that people want to follow. With 20+ years in HR leadership, she's transformed her own high stress physical collapse into a powerhouse mission. Guiding the recharge through redesigning the ways of work, cutting through chaos and into sustainable energy.Kelly Bubolz can be reached at: https://www.kbtrainingconnections.com https://www.linkedin.com/in/kelly-bubolz-73b65011 https://www.facebook.com/profile.php?id=61579197120672 https://www.instagram.com/kellybubolzAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Identify the behavioral and operational indicators of burnout before they reach crisis levels.2. Evaluate how role clarity, workflow design, and meeting structure affect employee capacity.3. Apply proactive metrics and cultural practices that reduce energy drain and strengthen productivity.

As a global company, HPE's talent challenges are at the top of the funnel. We learn how they utilize unconventional channels and smart targeting to reach people where they already are. Rachel Duran is the Head of Global Employer Brand and Recruitment Marketing at Hewlett Packard Enterprise. Rachel Duran on LinkedIn: https://www.linkedin.com/in/rachelduran/ HPE Careers: https://careers.hpe.com/us/en Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

On this episode of Voices of Self-Funding, host Ramesh Kumar welcomes Lee Lewis, Chief Strategy Officer at the Health Transformation Alliance and host of the Broken Benefits podcast. Together, they explore how some of the nation's largest employers are reshaping healthcare — and what smaller self-funded employers and TPAs can learn from their playbook. Lee introduces his “ABC” framework: Advanced Primary Care, Behavioral Health, and Centers of Excellence. They dive into why direct primary care is gaining traction, how advanced behavioral therapies like TMS and ketamine can unlock cost-effective mental health care, and why Centers of Excellence and tiered networks are becoming essential levers for better outcomes at lower cost. From strategies to supplement traditional networks to practical steps TPAs can take to differentiate and deliver value, this is a powerful conversation packed with actionable insights for anyone rethinking healthcare benefits in a self-funded world. Registration is now open for HCAA's Executive Forum 2026, where conversations like this continue live. Learn more at HCAA.org. This episode was sponsored by WLT Software. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen

Meet Kimberly Fleer, an industry veteran and mental wellness advocate. Kimberly shares her personal story of entering the hospitality world at age 15 to find financial support and a sense of family that was absent at home, rapidly excelling in roles from server to sommelier. While the industry provided valuable skills and camaraderie, it also became a means to mask and ignore childhood trauma, eventually leading to severe substance abuse. After achieving sobriety in 2020and losing a close friend to overdose, Kimberly recognized a critical gap in the industry's system of care: a lack of resources, education, and open conversation about mental health and recovery. She now works to address this through her company, Last Call, by helping employers embed preventative measures, normalize vulnerable conversations, and create recovery-friendly workplaces to save lives, improve culture, and dramatically reduce high turnover rates. 10 Takeaways Hospitality as a Double-Edged Sword: The industry offers family and community, but its high-pressure, hard-working, and "play hard" culture can easily enable substance abuse as a coping mechanism for underlying trauma. The System of Care Failure: Historically, the industry lacks onboarding or continuous resources for mental health, making it difficult for staff to seek or even know about recovery pathways (detox, inpatient, etc.). Vulnerability is Leadership Strength: Leaders who are authentic and vulnerable about their own challenges (e.g., stress, personal issues) build trust and create a safe culture, countering the pressure for staff to appear flawless. The Stigma Barrier: Normalization of excessive use makes staff fear speaking up about their struggles, as it's often incorrectly perceived as a sign of weakness or a risk to their job security. Post-Shift Decompression: Service staff are often in "fight or flight" mode after an intense shift. Employers need to provide healthy, non-alcoholic ways (e.g., group de-briefs, self-care education) to regulate the nervous systeminstead of immediately turning to alcohol/drugs. Prevention Over Reaction: Proactive measures—starting with mental health education in the onboarding processand daily pre/post-shift check-ins—are vital to prevent burnout and crisis situations. Run Towards the Storm: A core theme is the need for leaders to face difficult conversations and systemic issues head-on, rather than ignoring or running away from them. Recovery Boosts Retention: Actively hiring and supporting people in recovery leads to exceptionally high staff retention (e.g., 94% retention in one case study) and creates a more reliable, motivated workforce. Transferable Skills: The industry attracts and develops highly talented individuals with immense transferable skills, making it an excellent place to build a career, especially for those seeking a fresh start. Bring the Human Back: The ultimate goal is to "bring the human back to hospitality" by prioritizing the wellness of the people who serve, recognizing that personal health is essential to professional performance.

Summary: Book a Free Talent Strategy Call In this episode, Tyler Bloom sits down with Ryan Bain, one of the very first NYSTA Greenskeeper apprentices, and Sue VanAmburgh from the New York State Turfgrass Association to unpack how the apprenticeship program is reshaping career pathways in golf course maintenance. They walk through Ryan's non-traditional journey from business/marketing graduate and landscaper to assistant and emerging leader in turf, and how an "open-minded" superintendent at Noyac Golf Club took a chance on potential over pedigree. Sue then pulls back the curtain on what it really takes to administer a statewide apprenticeship: communication with employers and SUNY Delhi, onboarding expectations, time management, and what happens when apprentices fall behind… or move on. Together, they tackle the questions superintendents and club leaders quietly worry about: Who is actually a good fit for an apprenticeship? What kind of employer environment is necessary? What if it doesn't work out? Along the way, you'll hear how the program balances classroom learning with on-course reps and how networking, peer support, and vendor participation can turn apprenticeship into a true workforce-development engine for the industry. What You'll Learn: Non-traditional backgrounds can be high-ceiling hires. Ryan had limited turf experience but a formal business degree, landscaping background, and clear drive - exactly the kind of profile most clubs overlook but this program is built to serve. Apprenticeship is a partnership, not a recruitment gimmick. NYSTA and SUNY Delhi emphasize that employers should identify someone already on their team they want to grow, then wrap structure, education, and support around that person. Structure + communication make the program work. Clear expectations (3–5 hours of coursework per week, a dedicated apprenticeship director, check-ins between employers, SUNY Delhi, and apprentices) keep the workload manageable and progress on track. It's not for everyone - on both sides. Apprentices need motivation, self-awareness, and a long-term growth mindset. Employers need the bandwidth and desire to mentor, not just get another set of hands on a mower. The hidden ROI is networking and leadership development. Cohort connections, in-person labs at SUNY Delhi, and peer group texts help apprentices feel less isolated — and give emerging leaders like Ryan a platform to coach the next class. Links: Learn More about the NYSTA Apprenticeship Program: https://nystaapprenticeship.com/   

This week, we're covering new Internal Revenue Service (IRS) guidance on reporting tips and overtime, a widened circuit split on National Labor Relations Board (NLRB) authority, and a delayed Senate Health, Education, Labor, and Pensions (HELP) committee vote on an NLRB nominee. No Fines for Incorrect Reporting of Tips and Overtime in 2025 New guidance from the U.S. Treasury Department and the IRS states that penalties will not be assessed for employers who fail to meet the new reporting requirements for cash tips and overtime compensation in 2025. Sixth Circuit Widens Circuit Split on NLRB Authority The U.S. Court of Appeals for the Sixth Circuit has joined the Third and Fifth Circuits in ruling that the NLRB's expanded "make whole" remedies are inconsistent with the National Labor Relations Act. NLRB Nomination Stalls A Senate HELP committee vote on NLRB nominee Scott Mayer, which was scheduled for November 19, was canceled. Confirmation of the nominee would restore the Board's quorum. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw414 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.

A lot of borrowers are wondering how to get their loans forgiven without getting crushed by taxes later, especially with that 2026 tax-free forgiveness deadline creeping closer. In this episode, I walk through the lesser-known ways forgiveness can be tax-free, how timing affects whether you owe anything, and what thoughtful planning looks like if you're headed toward taxable IDR forgiveness. You'll also hear several listener questions that tie directly into PSLF quirks, marriage and income decisions, and whether refinancing really makes sense for high earners. Key moments: (01:35) Employer lump-sum PSLF mess and how to escalate when servicers contradict themselves (08:11) Acupuncturist's loans, marriage stress, and married-filing-separately trade-offs (16:57) Should high earners refinance or keep federal protections and flexibility (26:03) What happens if PSLF rules get blocked, and who should actually worry (29:11) Tax-free forgiveness strategies, tax bomb planning, and smart moves before 2026   Like the show? There are several ways you can help! Follow on Apple Podcasts, Spotify or Amazon Music Leave an honest review on Apple Podcasts  Subscribe to the newsletter Feeling helpless when it comes to your student loans? Try our free student loan calculator Check out our refinancing bonuses we negotiated Book your custom student loan plan Get profession-specific financial planning Do you have a question about student loans? Leave us a voicemail here or email us at help@studentloanplanner.com and we might feature it in an upcoming show!  

On the latest stop of Future U.'s campus tour, hosts Michael Horn and Jeff Selingo visit Bowie State University to speak with President Aminta Breaux, as well as faculty and administrators at the Maryland institution about increased enrollment at HBCUs, partnerships with employers, and student engagement. With support from Salesforce.org.

Show SummaryOn today's episode, we're featuring a conversation with Bob Delaney, a mental health advocate who has also had a full life: a college basketball player, a new jersey state trooper who went undercover in some of the biggest Mob families in new jersey, and his role as a high-profile NBA referee. Bob's insights have been sought after by senior military leadership to speak to troops about mental health and posttraumatic stress. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestBob Delaney is an NBA Cares Ambassador and the Southeastern Conference (SEC) Special Advisor for Officiating Development. He served as the NBA's Vice President of Referee Operations and Director of Officials, after 25 seasons as an NBA referee. Prior to his career in professional basketball, Delaney was a highly decorated New Jersey State Trooper who went undercover to infiltrate the mafia; causing his post-traumatic stress journey. Delaney's firsthand experiences coupled with a passion to better understand mental health make him an expert on the subject. His efforts to educate and bring attention to the topic of post-traumatic stress have entailed visits to military troops around the world, including multiple trips to Afghanistan and Iraq. Described by retired General Robert Brown, U.S. Army Four Star Commander of the Pacific, as the "person who related to soldiers better than any visitor I have seen in my 36 years in the military," Delaney authored a book on the topic, Surviving the Shadows: A Journey of Hope into Post Traumatic Stress. He is also the author of Covert: My Life Infiltrating the Mob. His most recent book - Heroes are Human...Lessons in Resilience, Courage and Wisdom from the COVID Frontlines shares the emotional toll on our healthcare community as they fought an invisible enemy. He has been the subject of numerous media articles and shows including Dr. Sanjay Gupta CNN. Delaney is with the University South Florida Corporate Training and Professional Education Office as Lead Instructor for Trauma Awareness, Resilience, Selfcare programs.Links Mentioned During the EpisodeBob Delaney's Web sitePsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course course Understanding the VA for Caregivers. This course helps caregivers navigate and better utilize the services of the VA – the largest integrated healthcare system in the country. The content for this course was developed collaboratively with a working group of various VA Departments. You can find the resource here:  https://learn.psycharmor.org/courses/understanding-the-va-for-caregivers-2 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  

What if a traumatic childhood experience could become the catalyst for a career saving thousands of lives, not through arrests, but through education and early intervention? In this episode, Chuck Marting, retired law enforcement officer with 19 years of distinguished service and founder of Colorado Mobile Drug Testing, shares his unexpected journey from almost being kidnapped as a teen in Southern California to becoming one of the nation's leading experts in workplace impairment detection. Through a pivotal moment when an officer took the extra step to check on him that same night, Chuck discovered his calling: if he could do for others what that officer did for him, his life would have meaning. From earning recognition from Mothers Against Drunk Driving to becoming a certified Drug Recognition Expert to building a mobile drug testing business from his kitchen table 14 years ago, Chuck has transformed how employers protect their teams. His philosophy is revolutionary: shift from "zero tolerance" (reactive, after the fact) to "zero blind spots" (proactive, before tragedy strikes). With workplace impairment costing US businesses $81 billion annually, Chuck's mission has never been more critical. Chuck reveals the restaurant encounter where a former client thanked him for saving his family, how one trained supervisor caught an employee vaping marijuana in plain sight, and why relationships with his father, his wife of 35 years, and mentors like Jack Canfield have shaped everything he does.   [00:04:30] The Origin Story: A Childhood Trauma That Planted a Seed As a teen in Southern California, Chuck was grabbed by someone attempting to kidnap him Broke free, ran to nearest house, called for help Police officer arrested the suspect quickly [00:06:24] Finding His Gift: Becoming a Drug Recognition Expert Got into law enforcement and discovered natural gift for detecting impairment Performed so many DUI arrests that Mothers Against Drunk Driving recognized him Sent to Drug Recognition Expert (DRE) school, one of law enforcement's hardest certifications Equivalent of college semester compressed into two weeks [00:08:20] The Kitchen Table Beginning: Starting Colorado Mobile Drug Testing 14 years ago, arrested someone who was panicking about missing pre-employment drug test Answer: "Nobody does that" Light bulb moment: started researching, found nobody in Colorado doing mobile drug testing Started business at kitchen table with his wife [00:09:40] The Problem Chuck Solves: Teaching "Zero Blind Spots" Saw supervisors missing obvious signs of impairment due to lack of training Most employers treat drug testing as afterthought until crisis hits Workplace impairment costs: $81 billion/year in US, $4 trillion/year worldwide Created training programs that go beyond textbook knowledge [00:12:20] Colorado's Marijuana Legalization: 21 Years Later Colorado and Washington legalized marijuana over 21 years ago Even after two decades, many Colorado employers still have no policies or training Chuck speaks nationally and trains companies on handling this challenge Also coaches supervisors on leadership skills learned from law enforcement Active listening, de-escalation, and other cop skills translate directly to business leadership [00:16:11] Most Impactful Result: The Restaurant Encounter Two years ago, took team to Christmas dinner at restaurant in city where he was officer Hesitant to go (officers typically avoid areas they policed) Chuck's immediate concern: arrested? positive drug test? upset? The reveal: "Four weeks ago I lost my job because I had a positive drug test" [00:26:00] Recent Impact: The Supervisor Who Caught the Vape Trained a "designated employer rep" (safety program manager) who became passionate about program Client called Chuck: "Something's off with this employee, I need confirmation" Supervisor thanked Chuck: "I don't know if I would've ever caught this before" This is Chuck's mission: protecting employers, teams, and community [00:29:20] Why This Work Matters: The 3 AM Calls As officer, had to tell families at 2-3 AM their loved one was killed by impaired driver "Very difficult situation to have to be in" Employers face same situation when workplace accidents occur Would do this work even without pay; mission to prevent tragedies "I'm only one guy doing the best I can to get it out there" [00:32:00] Chuck's Business Philosophy Runs 24/7 operation and is available anytime because problems don't wait "If I get a call at 3 AM, so be it. You might have to give me a couple minutes because it might sound like I need a drug test" Doesn't want anyone waiting or feeling like they're inconveniencing him Core message: Zero tolerance is reactionary and after the fact Zero blind spots is proactive, recognizing issues before tragedy strikes   KEY QUOTES "What made the impact on me was later on that night, that officer came to my home to make sure that I was okay. He took that added time. That made that impression on me. And I remember thinking to myself, if I can do what he just did for somebody else, then I want to do that." - Chuck Marting "It's hard to read the label when you're inside the bottle." - Chuck Marting "I'm not gonna be able to take somebody in an hour or two hours of training and turn them into a drug recognition expert, but if they listen to some of the things that I teach them, they're gonna catch those things." - Chuck Marting "Zero tolerance is reactionary, after the fact. Zero blind spots: recognizing this before something happens, is what we have to focus on." - Chuck Marting   CONNECT WITH CHUCK MARTING

Three out of every four people seeking work feel that AI could be unfairly screening out their applications, according to a new survey. And a majority feel automation is making some aspects of the recruitment process impersonal and dismissive. This lack of human interaction, according to the inaugural Collins McNicholas Workforce Insights Report, is making professionals less interested in working for particular companies. Overwhelmingly, the one piece of advice professionals would give to companies is to "keep a human touch" in the recruitment process. Of the more than 2,500 respondents to the Collins McNicholas Workforce Insights Report, some 75% agreed or strongly agreed that AI could be unfairly screening out their applications. Only five per cent strongly disagreed. Almost three out of four (74%) felt automated rejection emails were impersonal and dismissive, with only six per cent strongly disagreeing. The survey was carried out by Collins McNicholas Recruitment & HR Services Group over a two-week period (from October 7th to October 21st) among professionals on the company's database. A total of 2,541 responses were received from professionals working across a range of sectors and age profiles. Collins McNicholas is an award-winning Irish company that sources talent and provides hiring solutions across a wide variety of sectors for its client companies. Other automation-related findings included: A total of 69% felt that a lack of human interaction made them less interested in working for a company. More than half (54%) said the one piece of advice they would give employers if using AI in recruitment was to 'keep a human touch in the process'. This was followed by urging employers to only use automation at certain stages (16%) and to improve communication and feedback (14%) Almost half (46%) disagreed that automated messages made the recruitment process more efficient Collins McNicholas' Director Michelle Murphy said: "The findings of our inaugural Workforce Insights Report are extremely interesting and show that employers face a huge challenge in balancing the use of AI and automation to speed up their recruitment process while ensuring that the applicants feel like they are being treated equally and receiving that human touch that they are clearly saying they want. Employers - and recruitment companies - are under increasing pressure to keep up to date with advances in AI but this report is a warning shot that we need to be careful about how we are implementing AI and where we are inserting that into the process. "Collins McNicholas carried out this survey to capture the perspectives and priorities of professionals actively seeking new career opportunities in Ireland. All responses were collected anonymously to enable a comprehensive analysis of the trends shaping the Irish employment landscape in 2025. We plan to carry out an annual report in order to gain further insights to help employers gain real-time insights into the concerns and priorities of professionals." The survey also asked those who have been seeking work during 2025 about other issues. Here are some of those key findings: Career progression (27%) and company culture (24%) are the main non-monetary priorities for those seeking new career opportunities right now. Professionals put these items ahead of remote/work from home options (23%) and flexible working hours (19%). A majority of companies have not changed their hybrid or remote work policy in 2025. Despite much talk in the media about the increased move back to the office, some 59% said that their company had not changed their policy so far this year, with 16% saying they had. The remaining surveyed are not currently with a company full-time. Of those who made a change this year, the majority are now working in the office three days a week. Professionals also do not believe that working remotely or on a hybrid model negatively affects opportunities for career advancement. A total of 51% either stro...

Are we destined to lose our muscle mass over time? Is protein intake important? If so, what are the best forms of it? Does that amount change as we age? Is it influenced by physical activity? These – any related questions continue to dominate the world of health, wellness & peak performance, and there's no better source for providing the answers than Professor Stuart Phillips from the school of medicine at McMaster University in Canada. He has published over 600 papers and is among the most referenced experts on the subject, with 70,000 citations. Professor Phillips joined us in 2020, and I thought it was time we brought him back. I was grateful when he said yes!Info re earning your health & wellness coaching certification, annual Rocky Mountain Coaching Retreat & Symposium & more via https://www.catalystcoachinginstitute.com/ Best-in-class coaching for Employers, EAPs & wellness providers https://catalystcoaching360.com/ Tap into the home of the (freely available) Not Done Yet! articles on unlocking life's 2nd half here. YouTube Coaching Channel https://www.youtube.com/c/CoachingChannel Contact us: Results@CatalystCoaching360.comTwitter: @Catalyst2ThriveWebsite: CatalystCoaching360.comIf you are a current or future health & wellness coach, please check out our Health & Wellness Coaching Community on Facebook: https://www.facebook.com/groups/278207545599218. This is a wonderful group if you are looking for encouragement, ideas, resources and more.

Our teacher today is Julian Flannery, co-founder and CEO of Summus, a company democratizing access to the world's leading doctors to drive better health outcomes and cost savings for employers and health plans. As we explore the future of human health, we turn to specialty care, where U.S. healthcare's spiraling costs, inadequate speed, and care disparities are most acute. Yet our system's greatest strength remains the expertise of our leading doctors—a national treasure that Summus was designed to connect with patients through an ecosystem of over 5,000 of the world's best physicians.  This special session explores Julian's fascinating journey from the White House and Morgan Stanley to pioneering the expert economy at GLG, and ultimately building what we can only describe as a miracle factory that's having an extraordinary impact on humanity. Please enjoy class with Julian Flannery For the full show notes, transcript, and links to mentioned content, check out the episode page⁠ here.⁠ —-- This episode is brought to you by⁠ ⁠Portrait Analytics⁠⁠ - your centralized resource for AI-powered idea generation, thesis monitoring, and personalized report building. Built by buy-side investors, for investment professionals. We work in the background, helping surface stock ideas and thesis signposts to help you monetize every insight. In short, we help you understand the story behind the stock chart, and get to "go, or no-go" 10x faster than before. Sign-up for a free trial today at⁠ ⁠portraitresearch.com⁠⁠ —-- Joys of Compounding is a property of Pine Grove Studios in collaboration with Colossus, LLC. For more episodes of Joys of Compounding, visit⁠ joincolossus.com/episodes⁠.  Editing and post-production work for this episode was provided by The Podcast Consultant (⁠https://thepodcastconsultant.com⁠). Follow us on Twitter: ⁠@Buhrman_Rick⁠  | ⁠@PaulBuser⁠ | ⁠@JoinColossus⁠ Show Notes (00:00:00) Welcome to Joys of Compounding (00:02:09) Julian's Personal Healthcare Journey (00:02:41) Julian's Career and Leadership Insights (00:06:14) Julian's Early Life and Influences (00:13:18) Julian's College Years and Challenges (00:15:27) From the White House to Business School (00:22:03) Navigating the Business World (00:35:46) Building Summus: The Vision and Impact (00:42:51) Understanding the Healthcare System (00:49:42) Navigating Complex Healthcare Costs (00:50:44) Finding the Right Specialist (00:51:45) Building an Expert Marketplace (00:52:37) Challenges of Starting a Healthcare Startup (00:54:06) Trust and Expertise in Healthcare (00:56:02) How Summus Bridges Healthcare Gaps (00:58:32) The Role of Technology and Service (00:59:25) Creating a Doctor-First Culture (01:00:33) Summus' Impact on Employers and Employees (01:24:44) The Future of Healthcare and AI (01:29:04) Leadership and Building a Great Team (01:33:02) Personal Reflections and Gratitude

Gerry and Aaron take center stage this week in a new segment we're calling "The Dank Tank". The gruesome twosome ask each other video game trivia questions and for every wrong answer, they have to share an embarrassing story. Oh, and we talk about becoming the #1 U2 podcast, the Potato Oles from Taco John's (non-Midwesterners won't understand), and lots more garbage.

Send us a textBrandon Busteed is the CEO of Edconic and a nationally recognized leader in work-integrated learning. Formerly President of Kaplan University Partners and Head of Education & Workforce Development at Gallup, he has spent his career building bridges between higher education and industry through research, innovation, and large-scale partnerships.

URSULA'S TOP STORIES: Should your employer be able to prevent you from getting a 2nd job? // Trump admin wants to import farm workers for $5 an hour // Let's talk turkey!!! // WE NEED TO TALK. . . The Haitian Plot

Comment on the Show by Sending Mark a Text Message.The rules at work often feel invisible until they hit you in the paycheck, the bathroom break you can't take, or the termination you didn't see coming. We put a name to that operating system—employonomics—and trace how it quietly moves power, money, and risk from employees to employers through legal frameworks and everyday practices that look neutral but bite hard.We unpack how discrimination becomes profitable when arbitration buries public scrutiny, how noncompete agreements suppress wages and stall careers, and why wage theft thrives through misclassification and “exempt” titles that don't match the job. We go inside the mechanics of performance improvement plans that prepare the legal runway more than they coach, and we interrogate return-to-office pushes that serve leases over outcomes. Along the way, we connect the dots between vague HR feedback, algorithmic quotas that shrink basic dignity on the warehouse floor, and the keystone that holds it all together: at-will employment, a rule that converts managerial preference into a shield and shifts the burden to workers to prove the unprovable.There's a different path. We spotlight for-cause termination as a credible alternative that builds trust, show how Montana's model changes the incentives without freezing management, and outline practical ways organizations can trade secrecy for standards—dropping noncompetes, paying for every hour worked, and giving real due process in performance decisions. When policies stop hiding harm and start honoring fairness, engagement improves, talent sticks, and culture becomes more than a poster in the lobby.If you want a workplace that rewards merit without erasing humanity, press play, share this with someone stuck under “policy,” and add your voice. Subscribe for more straight talk on work, leave a review to boost the signal, and tell us: which policy should be the first to go? If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

The Government is being forced to bring in emergency regulations to stop companies attempting to subvert the new auto-enrolment pension. About 750,000 workers are set to be signed up to the My Future Fund auto-enrolment pension from early January. It has emerged, however, that some companies are trying to avoid having their staff signed up to My Future Fund because they do not want to handle the administrative burden and cost involved. To discuss this further, Alan Morrissey was joined by Ivan Dunne, Head of Financial Services with Campion Insurance. Picture (c) ADragan from Getty Images via Canva

Chris Luxon says National's KiwiSaver election pledge will be a bottom line in coalition negotiations. National's announced plans to lift default contributions to six percent by 2032. Employer contributions would increase by half a percent from 2029. NZ Herald political editor Thomas Coughlan says most of the policy is sound, but he raised concerns over some employers taking the increases out of their workers' pay checks. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Preacher: Pastor Keith Withrow | Series: Redeeming Relationships

A promise to increase Kiwisaver rates is being described as a fundamentally good move - even if there's more to do. National says it will lift default contributions to six percent by 2032 - matching Australia's 12-percent superannuation rate. Employer contributions would increase by half a percent each year - but not until 2029. Milford Asset Management's KiwiSaver Head Murray Harris told Mike Hosking that although he backs the idea, 'we need to see what the long-term strategic plan for KiwiSaver is.' LISTEN ABOVESee omnystudio.com/listener for privacy information.

Fast food restaurants like Wendy's are experiencing a slowdown in business The fast-food restaurant Wendy's is planning on closing hundreds of locations throughout next year because they continue to see a slowdown in spending from their customers. They said most of their low-income consumers are cutting spending and making fewer trips with smaller purchases at the restaurants. Wendy's increased prices after the pandemic at a higher rate than grocery stores and now other fast-food restaurants have begun to add value menus to keep customers coming back, but Wendy's has held firm and not created any values for their customers. Because of this they have seen their net income decline to $44.3 million from a year ago when it was $50.2 million. Over the past year the stock has declined from around $18 a share down to under $9 a share, which is a decline of 53%. With the reduction in the stock price, the dividend yield is now 6.5% and the company trades at 10 times earnings on a forward basis. This company may be worth looking into as an investment as within in the next 6 to 12 months we could see lower end consumers stabilize.   The affordability index for people buying a home is the worst in 50 years People may be excited about buying a home because mortgage rates are around the lowest they've been in over a year, but the affordability of a home is still far out of reach for many. The reason for this, and we have talked about this for the last few years, is that the increase in the price of homes has far outpaced the increase in people's income. The 50-year average for a price-to-income ratio is around four times, and it reached a low in 1999 of around 3.6 times. But with the rapid increase of homes over the last few years, the price to income ratio has climbed to slightly over five times. Also not helping are the increases in home insurance costs and property taxes. Back in the summer of 2019, when looking at households earning $75,000, nearly 50% of those people could afford to buy a home. Today, when looking at those same households earning $75,000, only 21% would be able to afford a home. Back in 2012, the home affordability index was over 200, but it has now been cut in half to just about 100 with no signs of improving any time soon. I believe it will probably take 3 to 5 years to correct itself. If you look back in history, the affordability index does not change overnight. What will happen is probably incomes will increase slightly over the next 3 to 5 years and maybe the price of homes will either stay the same or decline slightly, which would increase the affordability index. What this means for people buying a home today is you should not have any aspirations of a rapid increase in the value of your home. What caused the problem was during the pandemic mortgage rates dropped to lows not seen in 50 years and that pushed up demand and the prices for homes climbed at a rapid rate. I believe this scenario is extremely unlikely to play out again! The brokerage firm Robinhood looks more like a gambling platform than a brokerage firm Robinhood initially went public at $38 a share in 2023 and the stock then fell to under $10 a share. It has recovered nicely since then as it's now trading around $110 a share. What has caused this shift and the huge increase in the stock price? One big reason is that the company has really allowed major speculation for their investors. Starting off with crypto, they have allowed people to buy coins like BONK, Dogwifhat and Pudgy Penguins. Just when you think there's no way they could come up with anything more speculative, surprise; they have come up with an investment known as prediction markets and event trading. Somehow the regulators have let this slide or maybe since government agencies don't move that quickly, it just has not been addressed yet. It appears for investors on their app that you can predict what the outcome will be of a football game, politics, contracts over economics, even if aliens will exist on earth this year. Chief Brokerage Officer, Steve Quirk, says this is the fastest growing business we have ever had. Robinhood stock trades over 50 times projected earnings and is looking for about $4.5 billion in revenue, which is an increase of 53% over last year. The growth appears to be there for the company, but there is so much speculation and insane crazy things there is no doubt in my mind that in the future many people will lose more money than they ever thought was possible by speculating on crazy things rather than investing into good quality businesses. A fallout in those risky "investments" could hurt Robinhood's reputation, which I believe would be bad for long term growth.    Financial Planning: The Real Cost of Employer Coverage vs. Medicare When reaching age 65, sometimes there is the option to join Medicare or stay with an employer health insurance plan.  This is most common when a spouse retires after age 65 and they have the ability to join their spouse's work plan. When comparing the cost of coverage, there is a key difference in how each affects your tax bill. Premiums paid through payroll for employer-sponsored health insurance are pre-tax, meaning you avoid federal, state, and payroll taxes such as the 6.2% Social Security, 1.45% Medicare, and 1.2% CA SDI tax in California.  This is different from a 401(k) for example where contributions are only pre-tax from federal and state taxes. For someone in the 22% tax bracket, a $500 premium would be around $300 after the tax savings. Medicare premiums on the other hand are paid with after-tax dollars and are only tax-deductible for people who itemize and have total medical expenses exceeding 7.5% of AGI, which means very few retirees actually receive any tax benefit. Additionally, Medicare Part B and D premiums may be elevated due to higher levels of income because of IRMAA. Employer health insurance can vary in coverage and cost so at times Medicare may be a more comprehensive and cost-effective option, but it is necessary to compare the after-tax costs to be sure.   Companies Discussed: Cisco Systems, Inc. (CSCO), The Walt Disney Company (DIS), Spectrum Brands Holdings, Inc. (SPB), Maplebear Inc. (CART)

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Conrad Shaw “So much of the labor market is driven by desperation. UBI shifts that. People can actually hold out for what they're worth or for work that aligns with who they are.” — Conrad ShawConrad is perhaps the most unique guest I have had in the 5 year history of this show and he is on to talk about Universal Basic Income (UBI) , a very unique topic that is growing in exposure.For almost a decade Conrad has dedicated his life and career to furthering the cause of Universal Basic Income (UBI).In 2016 he and his wife started a documentary called Bootstraps which focuses on following families who lived through the experience of a basic income.Since then, he has:* Fundraised for and operated a nationwide basic income pilot* Filmed a multi-year docuseries currently in post-production* Co-founded Commingle, a mutual-aid platform enabling communities to self-fund their own grassroots basic income systems* Worked extensively on messaging, outreach, and public education around income, stability, and societal transformationI learned a lot from Conrad and our conversation debunked my own myths about UBI. So a really important part of this episode is the truth about what Universal Basic Income (UBI) actually is — and what it is not.What Universal Basic Income (UBI) Is — And What It Isn'tUBI is the idea that every person receives a recurring, unconditional, baseline income — a financial floor that ensures no one starts the month at zero. It is not meant to replace work or equalize everybody's income. Instead, it shifts the starting point so people can make decisions from stability rather than desperation.What UBI is:* A stable, universal base-level income for all* A platform for economic mobility and personal freedom* A modernized, simplified social safety net* A tool for reducing the survival-based pressure in the labor marketWhat UBI is not:* It does not eliminate jobs* It does not cap how much people can earn* It does not remove incentives to work* It is not a socialist equal-wealth systemUBI reframes the labor market so people compete for work based on interest, alignment, and ability, not raw financial need.Practical Ways UBI Could WorkConrad's work goes beyond speculation. He has spent nearly a decade building practical UBI experiments, including the national pilot documented in Bootstraps (2016) and his current role with the Income To Support All Foundation and Commingle, a new community-driven model.He explains that UBI can be implemented through several pathways—government programs, private pilots, or community-level mutual aid—but none are simple. A government-led UBI requires political will and rethinking how we allocate resources. Philanthropic pilots can demonstrate impact, but they're temporary. Community models like Commingle allow people to pool and redistribute resources now, without waiting for legislation, but scaling them is challenging.What's clear is that executing UBI at any level is difficult, requiring trust, infrastructure, and cultural acceptance. Yet the difficulty doesn't diminish the need. Instead, it underscores why experimentation and new models matter.Individual Differences: Why UBI Supports People Doing What They're Meant to DoOne of the deepest connections between Conrad's work and mine is the concept of individual differences—the idea that every person brings a unique constellation of strengths, traits, interests, and abilities that make them naturally better suited to certain kinds of work.When people are trapped in survival mode, those natural gifts often go unused. They pick jobs they can get, not jobs that reflect who they are. Freedom from this paradigm reshapes careers in ways that benefit both individuals and employers, allowing people to walk away from toxic or exploitative conditions and take jobs they genuinely care about, leading to better performance and engagement.With a secure foundation, people have the psychological and financial freedom to make career decisions based on fit, not fear. This supports:* Better alignment between person and role* Higher engagement and intrinsic motivation* Better workforce outcomes because people choose work that matches their abilities* Greater societal value, as more people apply their genuine talents instead of defaulting to whatever job pays immediatelyFrom Conrad's perspective, this alignment is one of the most compelling aspects of UBI. When people are free to choose work that resonates with their abilities, the labor market becomes more efficient and more human. Employers gain workers who actually want to be there. Individuals gain a sense of purpose rooted in their authentic strengths.In a world where AI, automation, and job volatility make career paths uncertain, helping people express their natural abilities becomes more important—not less.How AI Fits Into the UBI ConversationAI enters this conversation as both a catalyst and a complicating force. As Conrad points out, technological change is accelerating so quickly that we can no longer predict which jobs will exist, which skills will matter, or how stable any given career path will be. This uncertainty puts enormous pressure on individuals—especially those who don't have the luxury to retrain, take risks, or weather employment gaps. UBI provides a stabilizing infrastructure in that landscape, giving people the freedom to adapt as work evolves rather than being overwhelmed by it.AI serves the UBI concept well because it highlights the importance of individual differences: as routine tasks get automated, the value of uniquely human abilities—creativity, empathy, problem-solving, and deep domain expertise—rises. UBI supports people in discovering and developing those strengths, while also offering society a buffer as AI reshapes industries faster than institutions can respond. In this way, AI doesn't replace the need for UBI—it makes the case for it even stronger.Why Making UBI Work Matters in an Uncertain FutureWe must acknowledge the reality: we are entering a period defined by instability—rapid technological change, unpredictable job markets, and widening gaps between opportunity and access. In such an environment, the old assumptions about steady careers, stable industries, and predictable pathways no longer hold.UBI becomes a tool for resilience. It doesn't solve every problem, but it gives people the space to adapt, learn, and navigate a chaotic future without falling into crisis. It creates room for people to pursue what they're best suited for, rather than what pays the most simply out of need.The conversation frames UBI not as a political ideology but as a human-centered adaptation strategy—a way to strengthen psychological well-being, improve labor market alignment, and provide society with a more stable foundation as the world accelerates around us.The truth is that UBI isn't easy; it's a fight against gravity in a system not built for change, but we are entering into an unprecedented level of uncertainty in all aspects of our lives- so we need to have creative and idealistic solutions This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

 In this episode of the Trades Podcast, Danny Torres, Jeff Mudd, Taylor Bray, and Juri Peterson discuss the importance of the PHCC San Diego chapter in promoting the trades, particularly plumbing and HVAC. They provide updates on training programs, including the pre-apprenticeship and four-year apprenticeship programs, and share success stories of students who have found employment after completing these programs. The conversation also covers employer sponsorship for training, the significance of backflow certification, and the upcoming trades expo, which aims to engage the community and provide resources for those interested in the trades. TakeawaysPHCC San Diego is dedicated to promoting the trades.The pre-apprenticeship program has seen significant success.80% of students from the pre-apprenticeship program find work.Employer sponsorship is crucial for apprenticeship programs.The four-year apprenticeship program is federally accredited.HVAC training programs are expanding to meet industry needs.Backflow certification is essential for community health and safety.The trades expo offers valuable resources and networking opportunities.Interactive learning experiences are being introduced at the expo.PHCC is a valuable resource for anyone in the trades.

Cali Williams Yost, CEO and Founder of Flex+Strategy Group, has pioneered workplace flexibility since 1995. Cali shares her journey from banking to becoming a flexibility strategist. She explains why flexible work is essential for business growth and attracting and retaining top talent. Cali explains the pitfalls of hybrid and flexible model policy-only approaches and the need for full operational system-wide integration. She urges leaders to rethink outdated work constructs and outlines practical steps for embedding flexibility into organizational culture for sustainable success.       TAKEAWAYS   Chapter 1: Origins of a Flexibility Strategist   [01:19] Cali studies English and Economics appealing to her two contrasting interests. [02:08] Cali's first job at a bank gives her training and allows her to go to New York City!   [02:43] Client relationships are key to success, but rigid systems cause Cali's colleagues to quit. [03:35] Cali sees flexible work as logical and proposes it, unsuccessfully to bank leadership. [04:30] A bank client CEO explains he offers flexible working to retain his employees long-term. [05:14] Urged by his business-driven reasoning, Cali leaves to become a flexibility strategist. [05:47] Cali gets an MBA to have credibility with business leaders about workplace innovation. [06:10] Cali joins Families and Work Institute, developing strategies to operationalize flexibility. [07:35] Workplace flexibility becomes an employee benefit part of policy, not operationalised. [08:45] Making policies operational, Cali develops 'work-life fit' and publishes her first book.   Chapter 2: Workplace Flexibility Before & During COVID   [10:13] Top down approaches are not effective so Cali dives deep into change management.   [11:15] Cali starts her own firm to take an operational, integrated approach to flexible working.   [12:26] Pre-2020, most companies had flexible work policies but they weren't operationalised. [13:50] Widespread flexibility was organic and inconsistent with more men working remotely.   [13:55] When COVID hit, companies with operationalised flexibility policies adapted easily. [14:19] Executives must reassess foundational work constructs and beliefs to adapt effectively. [17:00] The work challenges presented by leaders and younger employees "clash of contexts". [18:55] The upcoming demographic cliff makes flexible work necessary to attract and retain talent.   Chapter 3: Leading in the Modern Work Era   [19:26] Finding those ready to lead the change, challenge their context and hold space.   [19:48] Three change phases—assess, align, activate—are critical for embedding flexibility. [20:10] Leadership alignment is essential; one resistant leader can derail an entire initiative. [22:45] Employers investing in defining new working parameters unlock many benefits.   [23:59] Leaders need to be aware of what is and isn't working with employees.   [25:31] Critical willingness to hold space for change being messy and looking at work differently. [27:11] Mandating in-office days without data and strategic input erodes employee confidence. [27:52] Executives co-creating with employees to achieve aligned operational flexibility.   [29:55] Trust increases when employees participate in experimenting and defining the process.   Chapter 4: Intentional Future of Work Transformation   [32:11] Senior leaders must be intentional about work transformation.   [32:50] The sustainability of 5-day/week RTO policies especially for talent attraction/retention. [34:07] The significant, essential hurdle of stepping back and rethinking the old work model.   [35:12] Younger employees successfully create an intern integration program when empowered. [37:45] Talent shortages by 2032 make flexible models essential to business continuity. [38:33] AI will supplement, not replace, human workers—talent attraction remains vital. [39:42] Rigid workspace metrics must evolve to support dynamic, flexible workforce needs. [42:16] Organizational transformation requires change management and relationships with systems thinking.   IMMEDIATE ACTION TIP: Leaders need to assess their talent reality from now through 2030 – aligning the expectations of their workforce and the needs of the business.         RESOURCES   Cali Williams Yost on LinkedIn flex+strategy group website         QUOTES   Pre-pandemic "Flexibility was happening organically. It was happening inconsistently, and it was not optimized."   "The consistent recognition is - I need to do this differently. So what does that look like?"   "You have to be willing to hold the space because change is messy."   "This [flexibility] isn't a policy. This is a way of operating."   "We're getting ready to hit a historic labour cliff demographic cliff. There aren't gonna be people. The workers who are left? They are going to dictate how they're gonna work.  So you should be working right now on being employer of choice."  

Plus: Home sales in October rise to the highest level since February. And Abbott Laboratories agrees to acquire cancer diagnostics company Exact Sciences in a deal valued at $21 billion. Zoe Kuhlkin hosts. Sign up for WSJ's free What's News newsletter. An artificial-intelligence tool assisted in the making of this episode by creating summaries that were based on Wall Street Journal reporting and reviewed and adapted by an editor. Learn more about your ad choices. Visit megaphone.fm/adchoices

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

AP correspondent Donna Warder reports on a new surprising jobs report.

In our capitalist economy, employers pay wages and set prices that together determine whether a decent life is affordable. Employers' goal is to maximize their profit. But employees – the vast majority of us – have different goals. One of them is basic affordability. In this presentation of Global Capitalism, Professor Wolff discusses the factors at play in determining our cost of living, and ways we can and should get involved in affecting them.    Presented by Democracy at Work and the Left Forum   Special messages to our audience:  Please help sponsor Global Capitalism by becoming a monthly donor to Democracy at Work. Go to our website to learn more (www.democracyatwork.info/donate). Follow Democracy at Work on X (Twitter) and YouTube.   Our four Democracy at Work books, three by Richard Wolff (Understanding Marxism, Understanding Socialism, and The Sickness is the System: When Capitalism Cannot Save Us from Pandemics or Itself) are for sale on Lulu.com.   Find direct purchase links on our website ( www.democracyatwork.info/books ), or find them directly on Lulu ( www.lulu.com/spotlight/democracyatwork )   Your support helps to produce and distribute these talks. Thank you.   Follow us on X (formally known as Twitter) at: @ProfRDWolff @DemocracyAtWrk2:13 

In this podcast episode, Dr. Jonathan H. Westover talks with Francoise Brougher about rethinking the workforce of the future. Francoise Brougher is a pioneering technology leader with more than 25 years of experience scaling category-defining companies and driving AI-first business transformation. She currently serves as the Chief Executive Officer and Board Member at Pebl (formerly Velocity Global), where she is leading the company's reinvention as an AI-first global workforce platform. Under her leadership, Pebl is reshaping the Employer of Record industry by combining 10+ years of compliance precision with AI-driven simplicity, speed, and transparency, empowering companies to hire and manage talent across 185+ countries. Francoise has a proven track record of building and scaling global organizations responsible for multi-billion-dollar revenue growth. She took both Square (2015) and Pinterest (2019) public as the executive leader of GTM strategy. Earlier at Google, she scaled SMB Global Sales and Operations into a 15B+ business, pioneering the application of machine learning to customer engagement. She currently serves on the boards of Qonto (Chair, Compensation Committee), Too Good To Go, and as a Board Observer at Alan. She started her career in Japan, working for L'Oreal in a manufacturing plant for three years, where she installed a Computer-Assisted Manufacturing System. After her MBA, she joined Booz Allen and Hamilton in Paris and San Francisco. Check out all of the podcasts in the HCI Podcast Network!

When a husband walks in on a stranger attacking his wife, he responds with lethal force. The police immediately respond to the bizarre but seemingly straightforward scene, however after some things don't add up, the investigators take a closer look at all of those who lived in the house — and the secrets they were keeping.This Week's Episode Brought To You By:BetterHelp - Convenient and affordable online therapy and counseling - https://betterhelp.com/lovemurder for 10% off your first monthShopify - $1 per month trial - http://shopify.com/lovemurderProgressive Insurance - Discover better rates at https://www.progressive.com/Sources:1. “Au Pair Killed Man on Employer's Order, Attorney Says | Wusa9.Com.” Wusa9.Com, 4 AD, https://www.wusa9.com/article/news/local/virginia/au-pair-charged-murder-shot-man-in-home-on-orders-of-her-employer/65-f26e3592-71aa-4c17-963e-b06f36946b38.2. Augenstein, Neal, and Abigail Constantino. “Fairfax Co. Au Pair Charged in Fetish Website Killing Visited Gun Range with Victim's Husband, Prosecutors Say - WTOP News.” WTOP News, WTOP News, 1 Apr. 2024, https://wtop.com/fairfax-county/2024/04/fairfax-co-au-pair-charged-in-fetish-website-killing-visited-gun-range-with-victims-husband-prosecutors-say/.3. “Banfield Double Murder Trial Set for October amid Evidence Disputes | Articles | Fairfaxtimes.Com.” Fairfax County Times , https://www.facebook.com/FairfaxCountyTimes, 1 Aug. 2025, https://www.fairfaxtimes.com/articles/banfield-double-murder-trial-set-for-october-amid-evidence-disputes/article_07534e1d-c3e9-454d-8924-652fe7c82f26.html.Big Shakeup in Cheating Husband's Nanny Murder-for-Hire Case. YouTube, 30 July 2025, https://www.youtube.com/watch?v=hIda09pZBIQ.“Christine Ann Banfield Obituary February 24, 2023 - Moloney Family Funeral Homes, Inc.” Moloney Family Funeral Homes, Inc., Moloney Family Funeral Homes, Inc., 2 Mar. 2023, https://www.moloneyfh.com/obituaries/christine-ann-banfield.“Christine Ann Benson Banfield (1985-2023) - Find a Grave Memorial.” Find a Grave - Millions of Cemetery Records, https://www.findagrave.com/memorial/250098758/christine-ann-banfield. Accessed 15 Oct. 2025.“Defense in Fetish Sex Murder Case Challenges Catfish Theory – NBC4 Washington.” NBC4 Washington, NBC4 Washington, 11 July 2025, https://www.nbcwashington.com/news/local/defense-in-virginia-fetish-sex-murder-case-challenges-catfish-theory/3954723/.Department, Fairfax County Police. FCPD Press Conference: Husband Charged in Reston Double Murder. YouTube, 16 Sept. 2024, https://www.youtube.com/watch?v=9FtB5IZ4kjM.Diaz, Olivia. “Blood-Spatter Analysis Helped Investigation into Husband Charged with Killing Wife and Another Man | AP News.” AP News, AP News, 27 Sept. 2024, https://apnews.com/article/brendan-banfield-au-pair-double-murder-virginia-f4dc3fa2ac1975587991d0d0755e8f18.“Fairfax County Prosecutor Taken off Au Pair Double Murder Case after Drinking Incident.” WJLA, https://wjla.com/news/local/fairfax-prosecutor-taken-off-au-pair-double-murder-case-after-drinking-incident-brendan-banfield-eric-clingan-commonwealths-attorney. Accessed 25 Oct. 2025.“Former IRS Agent Charged in 2023 Deaths of Wife and Other Man, Officials Say.” Https://Www.Wsaz.Com, https://www.facebook.com/wsaz3/, 17 Sept. 2024, https://www.wsaz.com/2024/09/17/former-irs-agent-charged-2023-deaths-wife-other-man-officials-say/.Grace, Nancy. GLAM AU PAIR, 23, PLOTS STAB DEATH OF LOVE-RAT-BOSS' WIFE? YouTube, 25 Apr. 2024, https://www.youtube.com/watch?v=y-Dii0e34y8.Li, David K. “Wife's Murder Connected to Elaborate Sex Fetish-Based Plot, According to Au Pair.” NBC News, NBC News, 27 Aug. 2025, https://www.nbcnews.com/news/us-news/wifes-murder-connected-sex-fetish-plot-rcna227473.Madani, Doha. “Brazilian Au Pair Takes Plea Deal, Cooperates in Virginia Double-Murder Case against Former Boss.” NBC News, NBC News, 29 Oct. 2024, https://www.nbcnews.com/news/us-news/brazilian-au-pair-takes-plea-deal-cooperates-virginia-double-murder-ca-rcna177847.Moore, Jack. “Months after 2 Killed in Shooting-Stabbing in Fairfax Co., Family's Au Pair Charged with Murder in 1 of the Slayings - WTOP News.” WTOP News, WTOP News, 19 Oct. 2023, https://wtop.com/fairfax-county/2023/10/months-after-2-killed-in-shooting-stabbing-in-fairfax-familys-au-pair-charged-with-murder-in-1-of-the-slayings/.“Nanny Arrested in Herndon Double Murder That Left Woman, Man Dead | Wusa9.Com.” Wusa9.Com, 10 AD, https://www.wusa9.com/article/news/local/virginia/herndon-virginia-double-murder-arrest-au-pair/65-0bc9e39f-ff7e-4485-88cd-d4d8f9e564b0.Reinstein, Julia. “Virginia Au Pair Juliana Peres Magalhaes Pleads Guilty to Manslaughter in Gruesome Double Murder of Christine Banfield, Joe Ryan - ABC7 New York.” ABC7 New York, 30 Oct. 2024, https://abc7ny.com/au-pair-pleads-guilty-in-gruesome-double-murder-in-virginia/15484909/.Sanchez-Cruz, Rafael. “911 Audio Introduced as Evidence in the Herndon Double Homicide | Wusa9.Com.” Wusa9.Com, WUSA, 6 AD, https://www.wusa9.com/article/news/crime/911-audio-introduced-as-evidence-in-the-herndon-double-homicide-case-brendan-banfield-juliana-peres-magalhaes/65-8a3aa334-68ef-4a16-853c-76998297a7e7.Serre, Jared. “Double Murder Trial for Herndon Man Postponed to next Year | FFXnow.” FFXnow | Fairfax County, Va. 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