Podcasts about employers

Comment on the Show by Sending Mark a Text Message.A single checkbox on day one can set a legal time bomb you never see coming. We trace how a standard 180‑day lawsuit clause in employment onboarding ran straight into the guardrails Congress built for workplace civil rights—and why the Fourth Circuit said you can't squeeze a 270‑day federal process into a 180‑day corporate box. Using Thomas v. EOTech, decided just days ago, we walk through the timeline math, the EEOC's role, and the reason conciliation is supposed to come before courtroom battle.We break down the two‑step structure at the core of Title VII and the ADEA: a 180–300 day charging window that flexes under cooperative federalism, followed by a 90‑day right‑to‑sue period. Then we show how a private countdown collides with that sequence, pressuring employees to “lawyer up” during conciliation and nudging the EEOC to chase the wrong cases just to beat a clock. Along the way, we dismantle the precedents EOTech leaned on, explaining why arbitration policy under the FAA and bargaining frameworks under the Railway Labor Act do not translate to the individual protections and nationwide uniformity of federal civil rights enforcement.There's a sharp turn on state law too. While the federal claims are revived, Maryland's Sicone standard allowed a shortened period in principle, and a briefing misstep doomed the state claim. We talk bargaining power, public policy, and how small choices in appellate strategy can decide big outcomes. If you've ever scrolled past HR legalese, this story will change how you read every clause—from limitations periods to other boilerplate that might already be on borrowed time.Listen for practical takeaways on timelines, documentation, and when to seek help, plus a candid look at what this ruling signals for contracts across the country. If the insights land, follow the show, share this episode with a colleague, and leave a quick review so more workers and managers learn what those checkboxes really mean. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Perché si lascia un lavoro appena trovato?Il mercato del lavoro vive una contraddizione crescente: trovare un'occupazione può richiedere mesi, ma sempre più spesso i nuovi assunti lasciano l'azienda dopo poche settimane.Nell'episodio 55 di Digital HR, Primo Bonacina analizza le cause di questo fenomeno: processi di selezione accelerati, aspettative poco realistiche, ruoli accettati come “lavori ponte” e strategie aziendali troppo tattiche.Una riflessione su trasparenza, recruiting e pianificazione del capitale umano, per capire come costruire relazioni professionali più solide in un mercato sempre più instabileBuon ascolto!

HEADLINE: The Historical Roots of High Healthcare Costs GUEST: Veronique De Rugy The high cost of American healthcare is traced back to a 1920s tax code decision that exempted employer-provided health benefits from taxation. This "accidental" policy skewed the market toward insurance provided by employers or the government rather than an individual market. Consequently, the individual insurance market remains small and expensive, contributing to the United States having the most expensive healthcare system on the planet. (10)1919

Rush Hour Podcast – Morning Edition Sponsored by Wayfair. Get organized, refreshed, and back on track this new year for WAY less. Shop all things home at Wayfair.com Go to rushhourwithdave.com for tickets to my upcoming Asheville NC, Stamford CT and Boston shows! Britney Spears pulled over on suspicion of DUI — what happened and what it means for the pop star Justin Baldoni vs. Blake Lively — the long-term fallout and how the drama is impacting everyone involved Colleen Hoover shares her story as the author of It Ends With Us The ripple effects inside the Baldoni/Lively universe War in Iran — a deeper discussion with Lee Larson on what's really happening and where things may be headed

Good morning from Pharma Daily: the podcast that brings you the most important developments in the pharmaceutical and biotech world. Today, we delve into a series of developments that highlight the dynamism and complexity of our industry. The pharmaceutical and biotech sectors continue to evolve rapidly, driven by scientific innovations, regulatory shifts, and strategic initiatives.Eli Lilly's recent move to launch "Employer Connect," a platform aimed at improving access to its obesity medications, marks a significant step in addressing the growing public health issue of obesity. This initiative reflects the increasing influence of employer-driven healthcare solutions in managing chronic conditions. By directly involving employers, Eli Lilly seeks to enhance both the accessibility and affordability of its treatments, which could lead to better patient outcomes and reduced healthcare costs associated with obesity-related complications.In dermatology, Galderma has doubled its sales projections for Nemluvio (nemolizumab), an atopic dermatitis treatment, following a successful market debut. The revised projection to over $4 billion in peak annual sales underscores Nemluvio's strong market performance against competitors like Dupixent. This success not only highlights the drug's therapeutic efficacy but also indicates robust market demand for innovative dermatological therapies.Regulatory landscapes remain pivotal in shaping the industry. Vanda Pharmaceuticals' ongoing efforts to expand Hetlioz's label for jet lag treatment have been met with regulatory challenges since 2019. The FDA's response to Vanda's request for a public hearing underscores the complexities involved in navigating approval processes for label expansions. The outcome of such hearings could have broader implications for similar drugs seeking label amendments.Geopolitical dynamics also influence biopharma investments, with Ireland emerging as a stable manufacturing hub amidst global uncertainties. Despite geopolitical tensions, U.S. investments continue to flow into Ireland, highlighting its strategic importance as a location for biopharmaceutical manufacturing and innovation.In oncology, Pfizer is advancing its research and development strategy under Jeff Legos' leadership by leveraging its $43 billion acquisition of Seagen. The aim is to build an antibody-drug conjugate empire while advancing a PD-1xVEGF bispecific drug licensed from 3SBio. This approach underscores Pfizer's commitment to expanding its oncology pipeline through innovative therapies and combination regimens that could potentially transform cancer treatment paradigms.Meanwhile, Merck KGaA faces challenges with declining U.S. sales of Mavenclad due to anticipated generic competition. This situation reflects a broader industry trend where pharmaceutical companies must navigate patent expirations and generic market entries that threaten revenue streams of established products.Leo Pharma's launch of a direct-to-consumer campaign for Anzupgo, targeting hand eczema treatment, signifies the growing role of consumer engagement in pharmaceutical marketing strategies. Such approaches are becoming increasingly important in reaching patients directly.Collaborations remain a key driver of innovation within the industry. Daiichi Sankyo's partnership with German medtech Gaia to commercialize Lipodia—a digital therapeutic for high cholesterol management—illustrates the convergence between digital health technologies and traditional pharmaceuticals.In gene therapy news, uniQure finds itself in a contentious dialogue with the FDA over its Huntington's disease therapy. The debate centers around uniQure's claim that the FDA requested a "sham trial," which the agency denies. This situation underscores regulatory complexities surrounding gene therapies targeting rare diseases.Simultaneously, PepGen faces a partial clinical hold on its muscle wasSupport the show

Episode 502 features Stacey's conversation with Brian Machut (Alliant Health) on how widespread Medicare fee-for-service fraud is inflating costs and undermining ACO shared savings in MSSP and ACO REACH. ACOs uncovered major urinary catheter fraud in 2023 tied to codes A4352/A4353, totaling about $3.5B, with some beneficiaries billed for items never received (including a case shared by Dr. Tara Lagu).  CMS created a "SAHS" (significant, anomalous, highly suspect) process to remove certain suspect costs, but benchmark effects can unevenly impact ACOs; catheter fraud is still projected at $3–$3.5B in 2025. The episode also highlights rapidly growing "skin substitute" spending projected at $13–$15B in 2025; CMS did not classify 2024 skin substitute costs as SAHS, leaving them in ACO performance calculations.  Machut explains this fraud and missed CMS trend projections can reduce provider earnings, discourage participation in value-based care, and potentially drive cost shifting into higher commercial rates—affecting plan sponsors such as self-insured employers. === LINKS ===

From Iran strategy to multi-trillion-dollar tariff refunds and a nationwide crackdown on illegal employment, we break down Trump's latest moves and their massive impact on America. Plus, a surprising health tip that's going viral: bone broth as the ultimate joint booster. Episode Summary In this episode, we cover three major areas shaping today's political and economic landscape: 1. Iran & Military Approval Polling shows 76% of Americans approve of swift military action if it's short-term. Approval drops sharply if conflict drags on. Trump's team is focused on a fast, decisive strategy to realign the Middle East, leveraging next-generation technology. Gulf states are implicitly aligning with the U.S. and Israel due to Iran's missteps — a new regional coalition is forming. The lesson: extreme military action can be precise, limited, and effective without escalating into prolonged wars. 2. Trump Tariffs & Multi-Trillion-Dollar Refunds The Supreme Court ruled companies can claim refunds for Trump-era tariffs — estimated at $300–360 billion, potentially rising to $1–2 trillion including damages and interest. Law firms are already buying rights to claims, betting they can recover more than they pay out. Strategic, short-term tariffs remain a non-violent way to exert U.S. economic power, forcing trade compliance while avoiding long-term harm. 3. Immigration Enforcement & DHS Action The Department of Homeland Security is bypassing the IRS to directly enforce legal work requirements. Employers nationwide are being investigated for hiring undocumented workers; thousands of illegal employees are being removed from payrolls and welfare programs. This crackdown is the most significant seen in decades, with millions potentially self-deporting due to lost benefits and job restrictions. Red states are cooperating, while sanctuary states resist; federal action is being taken to regain control. 4. Health & Lifestyle Segment Bone broth is emerging as a viral wellness trend for joint health. Rich in protein, collagen, and nutrients, it supports joint repair and reduces stiffness. Recommended starting dose: 8 ounces per day, gradually increasing. Supplements like MSM, glucosamine, and chondroitin can also help. Bonus: bone broth cocktails, like the “bloody bowl,” are gaining popularity as a tasty way to consume this health powerhouse. This episode combines high-stakes politics, economic strategy, immigration enforcement, and practical health advice — all impacting Americans today. Key Topics U.S. military strategy and Iran polling Trump-era tariffs: refunds and law firm claims Homeland Security crackdown on illegal employment Welfare reductions and self-deportation programs Strategic use of trade and tariffs as non-violent leverage Bone broth for joint health and emerging wellness trends

From immigration enforcement to Iranian assassination plots, today's episode exposes how Trump fights both legal and political battles while Democrats redefine religion and push radical agendas. We break down DOJ victories, ICE enforcement actions, and the bizarre new ideology of “Democrat Christianity.” Episode Summary This episode dives into two massive stories shaking America today: 1. Immigration & Law Enforcement Wins Trump has faced more injunctions than any president in U.S. history, mostly from liberal judges trying to block immigration enforcement. Major victories now allow the Department of Homeland Security to cross-check IRS, Social Security, and citizen databases to identify illegal workers. Employers are reacting: at least 131 illegal immigrant employees at five D.C. restaurants were terminated after DHS letters demanded proof of work eligibility. Identity theft and illegal labor are rampant, and these new enforcement powers are already causing nationwide disruptions. Americans displaced in the workforce now have support: free plane tickets and $2,600 per person to return to their home countries. 2. Iranian Assassination Plot Against Trump Court filings confirm real attempts on Trump's life by Iranian-backed teams, including Pakistani national Asif Merchant and Afghan national Farhad Shakiri. Media and some conservatives, including Matt Walsh and Tucker Carlson, have questioned these plots, creating confusion among supporters. The DOJ prosecutions and federal court filings prove the attempts were real, highlighting the ongoing threat to Trump and other American politicians. 3. Democrats Redefining Christianity & Society Texas Senate candidate James Tallarico promotes a radical interpretation of Christianity: nonbinary heaven, abortion-friendly theology, and support for transgender ideology. Democrats are reshaping religion, claiming white Americans are a “virus” and promoting a version of faith that aligns with progressive politics. The episode exposes these efforts as part of a broader strategy to co-opt traditional institutions and indoctrinate Americans with new-age ideology. This episode connects the dots between law enforcement, national security, and cultural warfare, showing how political, legal, and ideological battles are unfolding simultaneously. Key Topics Trump's immigration enforcement victories and injunction battles DHS letters exposing illegal employment and identity fraud DOJ prosecutions of Asif Merchant & Farhad Shakiri Iranian assassination plots and media/party skepticism Democrat redefinition of Christianity, gender, and race ideology Social and cultural impacts on American institutions

From DC restaurants to nationwide enforcement, today's episode dives into how the Department of Homeland Security is cracking down on illegal employment. We explore Trump's legal battles, unprecedented circuit court victories, and how employers nationwide are scrambling to verify employee status. Plus, why this is sending Democrats into a panic. Episode Summary Today's episode uncovers a multi-layered fight over immigration enforcement, legal precedent, and illegal labor in America: Trump vs. Judges: The president faces more injunctions than any in U.S. history, mostly from liberal judges trying to block immigration enforcement. With a strong AG like Pam Bondi, Trump is winning key battles and finally gaining traction to enforce existing laws. IRS Data & Enforcement Breakthrough: A landmark circuit court decision allows DHS to use IRS data to target illegal employees—something previously blocked by activist judges. This has triggered panic in liberal media and among employers. Immediate Impact: Over 130 illegal employees at five DC restaurants were terminated after DHS letters demanded proof of legal work status. Employers across the nation are now under scrutiny. This is the first major enforcement since Bill Clinton's administration. Identity Fraud & Economic Impact: Illegal employment is linked to massive identity theft and economic consequences for Americans. Social Security number fraud is rampant among illegal workers, affecting multiple states and payroll systems. Welfare & Incentives: The episode examines how illegal immigrants have accessed welfare and Medicaid programs, and the Trump administration's efforts to cut these benefits while providing incentives—like plane tickets and cash bonuses—for voluntary return to home countries. Legal & Political Stakes: The crackdown highlights the ongoing battle with Democrat-controlled states over access to food stamp rolls, voter rolls, and enforcement cooperation. Americans are urged to stay engaged in the midterms to support these enforcement efforts. This episode lays out the legal, political, and operational strategies in the fight against illegal employment, showing how new enforcement powers are changing the game. Key Topics Department of Homeland Security enforcement letters & nationwide crackdown Circuit court victories for immigration enforcement Use of IRS and Social Security databases for illegal worker verification Illegal labor & identity fraud Welfare & public assistance for illegal immigrants Implications for Trump's broader immigration strategy Political stakes in the midterms

Good day ladies and gentlemen, this is IRC news, I am Joy Stephen, a certified Canadian Immigration practitioner, and I bring to you this Territorial News Bulletin from the Territory of North West Ter. This recording originates from the Polinsys studios in Cambridge, Ontario. NWT Nominee Program opens with updated selection processThe Northwest Territories (NWT) Nominee Program's Employer-Driven and Francophone streams will open on March 9, 2026, at 9 a.m. MST.For 2026, Immigration, Refugees and Citizenship Canada allocated 197 nominations to the NWT for the Nominee Program. Additionally, the Government of the Northwest Territories (GNWT) has introduced a new application selection process, specifically for the Employer-Driven Stream.A key change for 2026 is the introduction of an Expression of Interest system for the Employer-Driven Stream, designed to make the program fairer, more transparent and better aligned with territorial workforce and economic needs.Under this model, employers submit an Expression of Interest on behalf of a foreign national they wish to nominate and that meet the eligibility criteria. Employers register, create an online account, and select the Employer-Driven stream. The foreign national then completes an Expression of Interest survey, which provides the GNWT with a profile of the foreign national applicant. The GNWT will then review profiles and assign a score using a points-based system that considers factors such as work experience and the NWT's labour market needs, education, language skills and connection to the NWT.Profiles will be ranked based on their scores, and employers of the highest-ranking candidates will be invited through scheduled Expression of Interest draws to submit an application, which will be assessed in order of work permit expiry date. Only employers who receive an invitation to apply may proceed to the application stage. This approach will allow the program to remain open year-round.This new approach to screening applicants will allow the GNWT to more effectively manage demand for the program and prioritize Nominees who are most likely to settle and contribute long-term to communities in the NWT, particularly as interest in the program continues to exceed available nomination spaces. Expression of Interest systems are used by many provinces and territories across Canada.The Expression of Interest system is the result of feedback gathered during public engagement in September 2025. Employers, prospective immigrants, and community members emphasized the need for clearer intake processes, greater transparency, and stronger alignment between the Nominee Program and territorial labour market needs.The GNWT expects to conduct several Expression of Interest draws throughout the year, beginning on March 25, 2026. For the first draw, up to 65 eligible applicants will be selected and invited to submit an application. Information on the number of applicants selected as well as the range of scores for selected applicants will be shared online.Both the Francophone and Business streams will continue to operate separately and remain open on a first-come, first-served basis, as these streams are not oversubscribed and would not benefit from an Expression of Interest process.To immigrate through the NWT Nominee Program, you must have a valid full-time and permanent job offer from an NWT employer or be prepared to open, purchase, or invest in a business in the NWT. The program offers three streams: Employer-Driven, Francophone, and Business. You can always access past news from the Territory of North West Ter by visiting this link: https://myar.me/tag/nt/.Furthermore, if you are interested in gaining comprehensive insights into the Provincial Express Entry Federal pool Canadian Permanent Residence Program or other Canadian Federal or Provincial Immigration programs, or if you require guidance after yoSupport the show

Tonight we strip W.E.I.R.D. down to the studs and drag your attachment style, America's shadow, and your idea of “mental health” into open court. White. European. Industrialized. Rich. Democratic. That matrix does not just sit in textbooks; it shows up in how you love, how you argue, how you brace, how you shut down. Many African Americans grow up inside a social nervous system that chronically misattunes to Blackness. Teachers misread behavior. Employers misjudge competence and emotion. Clinicians often misdiagnose or underrecognize racial stress. That repeated misattunement imprints itself into attachment patterns long before anyone says, “I love you.” Attachment theory proposes that we learn safety, worth, and trust through early bonds. So what develops when a person's largest relational field—the society around them—treats their people as problem, property, or propaganda? The body learns a brutal equation: connection carries risk, visibility attracts danger, softness can invite harm. You do not simply show anxious or avoidant tendencies with partners; you carry a global template that says, “No one reliably holds us.” Now bring in the social shadow. A nation that refuses to face its own violence, greed, terror, and guilt often projects those disowned qualities onto Black bodies, then claims the ugliness lives in you. That projection seeps into “neutral” metrics of mental health and “healthy relationship” scripts. Your vigilance gets framed as “paranoia.” Your rage gets pathologized as “instability.” Your numbness gets read as “coldness.” The culture avoids its sickness and calls your reaction the disorder. Over all of that, a voice reminds you: it makes little sense to treat full adjustment to a sick society as proof of health. So ask yourself: when you brag about how “unbothered” you feel, how “secure” you appear, how “mature” you sound, do you describe healing—or do you describe skilled adjustment to a racial reality that still injures you? Tonight's question cuts clean: if this society never formed a secure attachment to your full humanity, why treat your ability to function inside its distortion as reliable evidence of mental health or relational success?

Tonight we strip W.E.I.R.D. down to the studs and drag your attachment style, America's shadow, and your idea of “mental health” into open court. White. European. Industrialized. Rich. Democratic. That matrix does not just sit in textbooks; it shows up in how you love, how you argue, how you brace, how you shut down. Many African Americans grow up inside a social nervous system that chronically misattunes to Blackness. Teachers misread behavior. Employers misjudge competence and emotion. Clinicians often misdiagnose or underrecognize racial stress. That repeated misattunement imprints itself into attachment patterns long before anyone says, “I love you.” Attachment theory proposes that we learn safety, worth, and trust through early bonds. So what develops when a person's largest relational field—the society around them—treats their people as problem, property, or propaganda? The body learns a brutal equation: connection carries risk, visibility attracts danger, softness can invite harm. You do not simply show anxious or avoidant tendencies with partners; you carry a global template that says, “No one reliably holds us.” Now bring in the social shadow. A nation that refuses to face its own violence, greed, terror, and guilt often projects those disowned qualities onto Black bodies, then claims the ugliness lives in you. That projection seeps into “neutral” metrics of mental health and “healthy relationship” scripts. Your vigilance gets framed as “paranoia.” Your rage gets pathologized as “instability.” Your numbness gets read as “coldness.” The culture avoids its sickness and calls your reaction the disorder. Over all of that, a voice reminds you: it makes little sense to treat full adjustment to a sick society as proof of health. So ask yourself: when you brag about how “unbothered” you feel, how “secure” you appear, how “mature” you sound, do you describe healing—or do you describe skilled adjustment to a racial reality that still injures you? Tonight's question cuts clean: if this society never formed a secure attachment to your full humanity, why treat your ability to function inside its distortion as reliable evidence of mental health or relational success? 

What employers should know about key developments this week: ·        New York City's Enforcement Blitz: The city's Department of Consumer and Worker Protection is cracking down on violations of the Protected Time Off Law, issuing warnings to 56,000 employers. Non-compliance risks hefty penalties for employers. ·        California Investigates Price Manipulation: California is probing "surveillance pricing," in which companies use prospective customers' personal data to adjust prices, potentially violating the Consumer Privacy Act. The state is focusing on the retail, grocery, and hotel industries. ·        Pennsylvania Expands Background Check Law: A U.S. Court of Appeals for the Third Circuit ruling broadens Pennsylvania's Criminal History Record Information Act to include restrictions and notice requirements, even for voluntarily disclosed criminal history. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw424 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.

Still working or covered by an employer health plan? In this episode, we break down how Medicare coordinates with employer coverage, including who pays first, when Medicare becomes the primary or secondary payer, and the key enrollment timelines you need to know. Learn how understanding these rules, and considering a Medicare Supplement plan, can help protect your healthcare access and your retirement savings. 

Show SummaryOn this episode, we have a conversation Today we're having a conversation with Vietnam Era veteran and nurse Joanne Malear, who is the coordinator of the 11th Hour Squadron. They are an all-volunteer organization that believes in taking care of dying veterans like family. They can be there at a loved one's bedside during those final nights when family members are at home getting much-needed rest.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestJoanne Melear is a former U.S. Navy nurse and the founder of the 11th Hour Squadron, a volunteer initiative dedicated to ensuring that veterans in hospice care are not alone at the end of life. Drawing on her military medical experience and deep commitment to lifelong service, she created the program to bring trained veteran volunteers to sit bedside, provide companionship, and honor fellow service members in their final hours.Links Mentioned During the Episode11th Hour Squadron Website PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Caring for Veterans Through the End Of Life: Compassionate Communities. In this course, you will learn how you can provide compassionate care through the end-of-life for those who have served our country. You can find the resource here:  https://learn.psycharmor.org/courses/caring-for-veterans-through-the-end-of-life-1 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  

“Show me an incentive structure and I'll show you human behavior... until employers realize they have more power than they give themselves credit for, this can't continue."My guest this week is Norm Volsky, Managing Partner at DRI and Founder of MVP Growth Partners. Norm has spent the last decade as one of the top executive recruiters in the digital health and employer benefits space - placing the commercial teams that helped build unicorns like Livongo and Hinge Health.In this episode, Norm explains why the next wave of healthcare innovation isn't about adding more "point solutions" to an already fatigued market. Instead, smart money is betting on companies that carve out high-margin, inefficient services directly from the major insurance carriers - like radiology, fertility, and specialty infusion.We discuss how Norm built an "army" of over 500 industry executives to crowdsource due diligence, why the traditional VC model fails in healthcare, and why employers and their benefits leaders are finally at a watershed moment where they must demand true fiduciary alignment from their vendors.If you want to know where the smart money is moving in employer healthcare, and why the "BUCA" carriers should be worried, this episode is a must-listen.Thank you to our 2026 sponsors!ParetoHealth: ParetoHealth empowers midsize employers with a long-term solution to reduce volatility and lower overall health benefits costs. Visit ParetoHealth.com to learn more.Samaritan Fund: A program that connects those who need help to the support they need. We are proud to offer the Samaritan Fund Program. Visit SamaritanFundProgram.com to learn more.Vālenz Health: We're Vālenz Health, your partner in improving health literacy, reducing plan spend, and delivering high-value healthcare. Visit ValenzHealth.com to learn more.Imagine360: Imagine360 helps self-funded employers save on healthcare with smarter health plans. Cut expenses by 20-30% with custom solutions. Contact us today at Imagine360.com.Chapters:[00:00:00] Intro: Recruiting in the Early Days of Digital Health[00:04:12] The Livongo Story: Selling Healthcare Direct to Employers[00:08:44] What Makes a Great Salesperson in Healthcare?[00:11:46] Spotting the Next Unicorn: The Hinge Health Experience[00:17:28] Private Equity vs. Venture Capital[00:20:00] Using Recruitment Data to Drive VC Investments[00:23:41] The "One Imaging" Pitch & Carving Out Radiology[00:30:40] Building an Army: Crowdsourcing VC Due Diligence[00:36:26] Why MVP Growth Partners Only Invests in "At-Risk" Pricing[00:41:40] Point Solution Fatigue & Identifying the "Good Actors"[00:46:17] Why Employers Must Demand Fiduciary Responsibility[00:50:41] The Future: The Erosion of the Big 3 PBMs and CarriersKey Links for Social:@SelfFunded on YouTube for video versions of the podcast and much more - https://www.youtube.com/@SelfFundedListen/watch on Spotify - https://open.spotify.com/show/1TjmrMrkIj0qSmlwAIevKA?si=068a389925474f02Listen on Apple Podcasts - https://podcasts.apple.com/us/podcast/self-funded-with-spencer/id1566182286Follow Spencer on LinkedIn - https://www.linkedin.com/in/spencer-smith-self-funded/Follow Spencer on Instagram - https://www.instagram.com/selffundedwithspencer/

Rancho Mesa's Alyssa Burley and Client Technology Specialist, Brenda Colby sit down to talk about the Family and Medical Leave Act and share tools and resources available to clients as they navigate their cases.Show Notes: ⁠⁠⁠⁠Subscribe to Rancho Mesa's Newsletter⁠⁠⁠⁠Host: ⁠⁠⁠⁠Alyssa BurleyGuest: ⁠⁠⁠⁠Brenda ColbyEditor: Jadyn BrandtMusic: "Home" by JHS Pedals, “Breaking News Intro” by nem0production© Copyright 2026. Rancho Mesa Insurance Services, Inc. All rights reserved.

It's YOUR time to #EdUpPCO In this episode, YOUR guest is Art Thomas, Executive Director of the Office of Microcredentials at Syracuse University's College of Professional Studies. YOUR host is Amrit Ahluwalia⁠⁠.Some key topics we tackle:·      How universities can leverage customized microcredentailing as a mechanism to engage industry and employer partners·      What it takes for university PCO leaders to build and maintain strong relationships with industry·      How this customized approach to program design can drive enhancements across open-enrollment curriculaListen in to #EdUp! Thank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠ & ⁠⁠⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠Join YOUR EdUp community at ⁠⁠⁠⁠The EdUp Experience⁠⁠⁠⁠!We make education YOUR business!

Hundreds of jobseekers have descended on Shannon today, to explore career possibilities with more than fifty employers in the region. Shannon Chamber has been hosting a recruitment fair at the Westpark Innovation Campus, in collaboration with the Department of Social Protection and the Local Authority Integration Team. The event is part of the Department's annual Work and Skills Campaign, giving local employers a chance to connect with people seeking employment and to showcase opportunities within their companies. One company taking part is Ireland SK Tes, the world's largest IT lifecycle management and solutions company. The firm, which opened in the Shannon Free Zone in January, is aiming to recruit later this year and General Manager Sean Sheehan says they're looking for people who are eager to grow and develop their careers with the company.

“Show me an incentive structure and I'll show you human behavior... until employers realize they have more power than they give themselves credit for, this can't continue."My guest this week is Norm Volsky, Managing Partner at DRI and Founder of MVP Growth Partners. Norm has spent the last decade as one of the top executive recruiters in the digital health and employer benefits space - placing the commercial teams that helped build unicorns like Livongo and Hinge Health.In this episode, Norm explains why the next wave of healthcare innovation isn't about adding more "point solutions" to an already fatigued market. Instead, smart money is betting on companies that carve out high-margin, inefficient services directly from the major insurance carriers - like radiology, fertility, and specialty infusion.We discuss how Norm built an "army" of over 500 industry executives to crowdsource due diligence, why the traditional VC model fails in healthcare, and why employers and their benefits leaders are finally at a watershed moment where they must demand true fiduciary alignment from their vendors.If you want to know where the smart money is moving in employer healthcare, and why the "BUCA" carriers should be worried, this episode is a must-listen.Thank you to our 2026 sponsors!ParetoHealth: ParetoHealth empowers midsize employers with a long-term solution to reduce volatility and lower overall health benefits costs. Visit ParetoHealth.com to learn more.Samaritan Fund: A program that connects those who need help to the support they need. We are proud to offer the Samaritan Fund Program. Visit SamaritanFundProgram.com to learn more.Vālenz Health: We're Vālenz Health, your partner in improving health literacy, reducing plan spend, and delivering high-value healthcare. Visit ValenzHealth.com to learn more.Imagine360: Imagine360 helps self-funded employers save on healthcare with smarter health plans. Cut expenses by 20-30% with custom solutions. Contact us today at Imagine360.com.Chapters:[00:00:00] Intro: Recruiting in the Early Days of Digital Health[00:04:12] The Livongo Story: Selling Healthcare Direct to Employers[00:08:44] What Makes a Great Salesperson in Healthcare?[00:11:46] Spotting the Next Unicorn: The Hinge Health Experience[00:17:28] Private Equity vs. Venture Capital[00:20:00] Using Recruitment Data to Drive VC Investments[00:23:41] The "One Imaging" Pitch & Carving Out Radiology[00:30:40] Building an Army: Crowdsourcing VC Due Diligence[00:36:26] Why MVP Growth Partners Only Invests in "At-Risk" Pricing[00:41:40] Point Solution Fatigue & Identifying the "Good Actors"[00:46:17] Why Employers Must Demand Fiduciary Responsibility[00:50:41] The Future: The Erosion of the Big 3 PBMs and CarriersKey Links for Social:@SelfFunded on YouTube for video versions of the podcast and much more - https://www.youtube.com/@SelfFundedListen/watch on Spotify - https://open.spotify.com/show/1TjmrMrkIj0qSmlwAIevKA?si=068a389925474f02Listen on Apple Podcasts - https://podcasts.apple.com/us/podcast/self-funded-with-spencer/id1566182286Follow Spencer on LinkedIn - https://www.linkedin.com/in/spencer-smith-self-funded/Follow Spencer on Instagram - https://www.instagram.com/selffundedwithspencer/

Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important. In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world's leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026. From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment. Whether you're hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape. Guest Alice Heron – Manager, Fragomen Topics include: • The difference between permission to work and permission to reside • What HR needs to know about right-to-work checks • Understanding Critical Skills, General, and Intra-Company Transfer permits • The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026 • Changes under the Employment Permits Act 2024 • The Eligible and Ineligible Occupations Lists – and why they matter • Family reunification rules and dependent considerations • Visa timelines and workforce planning • Hiring and retaining international graduates in Ireland • Stamp 1G and Stamp 2 permissions explained • Common compliance pitfalls HR teams should avoid • Why immigration should be part of long-term workforce strategy — not an afterthought Key Takeaways for HR Leaders • Permission to work and permission to reside are separate systems — always verify both. • The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements. • Immigration compliance is a lifecycle process — not a “file it and forget it” task. • Expiry date tracking for permits and IRP cards is critical to avoid operational disruption. • Graduate hiring presents a major opportunity, but early permit planning is essential. • Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention. • Promotions, salary changes, and role updates must be formally notified to the Department. • Strong record-keeping is essential in the event of a Workplace Relations Commission audit. • Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent. Resources Eligibility and requirements for an employent permit Critical Skills Occupations List Ineligible List of Occupations for employment permits Types of Employment Permits Get in Touch If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support

Tensions flare in Newcastle as business leaders condemn an alleged politically driven “inspection” at a major employer. Parliamentarians, police, and officials reportedly stormed the premises of a prominent mineral water producer, sparking claims of intimidation and abuse of power. With thousands of jobs at stake, the incident raises urgent questions about investor confidence, governance, and respect for lawful business operations in South Africa.

Your benefits plan may be getting more expensive for reasons unrelated to better care. In this episode of Sharkpreneur, Seth Greene interviews Chris Hamilton, Partner at Hotchkiss Insurance and a healthcare industry expert, who explains why employer health costs keep skyrocketing. He breaks down how misaligned incentives in traditional plans drive inflation and why mid-market employers often have far more control than they realize. You'll hear practical, modern strategies such as self-funding, direct agreements, and transparency tools that can improve coverage while reducing total costs for both companies and employees. Key Takeaways:→ Traditional compensation structures can incentivize higher premiums rather than better outcomes for employers and employees.→ When insurers own PBMs and other components, pricing can become a circular profit engine that justifies ongoing rate hikes. → If you reduce the underlying cost of care, the premium required to fund the plan naturally drops.→ The same procedure can vary dramatically in price across facilities, with no reliable correlation to quality. → Employers can contract directly with hospitals and concierge physicians to simplify access, improve care, and reduce both company and employee financial burdens. Chris Hamilton is a Partner at Hotchkiss Insurance in Texas, where he leads the employee benefits consulting practice. He specializes in managing healthcare and insurance costs to improve benefits coverage, reduce expenses, and enhance employee health outcomes. With over a decade of experience in corporate finance, Chris has advised clients across various industries, including private equity and oil & gas. In his free time, he enjoys traveling, working out, attending live music events, and spending time with family. Connect With Chris:Website: https://hotchkissinsurance.com/YouTube: https://www.youtube.com/@chrishamiltonbenefitsinsiderLinkedIn: https://www.linkedin.com/in/chamilton/

This is the final episode of our special 3-part series on the business of health & wellness coaching. 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.

In this episode, Jeff Bak, President and Chief Executive Officer of Imagine360, shares how alternative health plan models and reference based pricing can lower employer costs while improving the member experience. He discusses narrowing networks, building provider trust, correcting broker misconceptions, and delivering guaranteed savings in a high pressure cost environment.

In this episode of InSights, Brad Bialy sits down with Hailey Birkner (Account Manager with Haley Marketing) to unpack why retention is built between deliverables and how intentional account management drives deeper relationships, stronger loyalty, and more revenue from the clients you already have. About the Guest Hailey Birkner is an Account Manager at Haley Marketing, where she helps staffing firms turn strategy into sustainable momentum. With a background in automation and client experience, she lives at the intersection of service, clarity, and trust—coaching clients toward consistent, long-term success. Key Takeaways Retention is earned between the wins. Consistency beats intensity—every time. Silence is not success; feedback fuels growth. Automation supports relationships, it doesn't replace them. Authenticity is your only real competitive advantage. Timestamps [03:25] – “Retention is built between deliverables” reframed [04:12] – Why service alone is just table stakes [05:08] – Consistency over intensity in client relationships [06:25] – Scaling personalization without losing authenticity [08:09] – Coaching vs. transactional account management [09:52] – Quarterly touchpoints that create momentum [11:00] – Using automation to nurture at scale [13:42] – Plan your work, work your plan [15:05] – Why silence is not success [16:54] – Creative follow-ups that re-engage clients [18:58] – Writing emails people actually respond to [21:06] – Segmenting accounts for smarter growth   About the Host Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 200,000 downloads. Sponsors and Offers Heard InSights is presented by Haley Marketing. For a limited time, we're offer 50% off of a brand new staffing website. Just message Brad Bialy on LinkedIn and mention the Crazy Website Promo. Book a 30-minute business and marketing consultation with host, Brad Bialy: https://bit.ly/Bialy30 This episode is brought to you by FoxHire. If you're looking for an Employer of Record partner that helps recruiters confidently grow contract placements and build recurring revenue without taking on extra risk, FoxHire is perfect for you. Learn more at FoxHire.com/Haley

Sometimes an employer's seemingly harmless questions can be problematic because they may violate certain laws or get in the way of a productive and engaged workforce. Join us as we discuss the types of questions that employers and managers should avoid asking employees. [00:41] Off-the-Clock Work [01:23] Working Through Lunch [02:22] Pay Confidentiality [03:05] Handling Complaints  [03:58] Family and Pregnancy Inquiries  [05:38] Holiday Party Attendance [06:07] Sick Leave Issues This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2026 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

For 26 years, Richard Edelman has measured the world's trust levels through the Edelman Trust Barometer. In this final episode of our trust series, he joins Andrew Keen to diagnose a new and troubling phase: insularity. After years of polarization, grievance, and activism, societies are hardening into self-contained camps, "turtles in shells", as Edelman puts it, trusting only those who share their values, media and worldview. Governments are faltering, media credibility is shrinking, and a widening mass class divide is fueling pessimism about the future. Yet amid AI disruption, nationalism, and economic anxiety, Edelman argues that trust can still be rebuilt, from the bottom up. Employers, local institutions, and "poly-national" businesses may hold the key. The question is whether democracies can restore optimism before insularity becomes permanent. Is trust the missing ingredient in democratic, or its final casualty?

In this episode 260 of the employment law and HR podcast, I bring you a run down of the new law coming in October 2026 which provides a legal duty on employers to prevent harassment of employees by third parties and provides for employer liability for the actions of third parties towards their employees. In this episode we cover: The background to third party harassment law including the case that started it all, the 'Bernard Manning' case. The law on harassment currently. What the new law says about third party harassment. When third party harassment may arise. What steps employers need to take. Why you need to take action now. Legal liability for employers. Why you need to start considering who your 'Finchy' from the Office is! Key takeaway: Employers need to start taking action now to assess and identify the risks of third party harassment.  In order to take the necessary steps and ensure everything is in place by October 2026 you need to act now.  Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Send a textMarisa Toldo on LinkedInMarisa Toldo websiteMarisa's email: hallo@marisatoldo.comSupport the Alzheimer's & Dementia Resource Center

In this episode, Jeff Bak, President and Chief Executive Officer of Imagine360, shares how alternative health plan models and reference based pricing can lower employer costs while improving the member experience. He discusses narrowing networks, building provider trust, correcting broker misconceptions, and delivering guaranteed savings in a high pressure cost environment.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1977: Isaac Morehouse dismantles the common belief that employers simply "want degrees," arguing that this question misunderstands how hiring actually works. He explains why averaging employer preferences leads people astray and shows that tailoring your skills to specific opportunities beats chasing generic credentials. By shifting the focus from pleasing a monolithic job market to creating unique value, he offers a more strategic and empowering path to building your career. Read along with the original article(s) here: https://isaacmorehouse.com/2018/03/29/what-do-employers-want-is-a-stupid-question/ Quotes to ponder: "Take the average of a giant aggregate of data from individual employers and say that's what "employers" want." "You aren't trying to impress "employers" as an abstract collective. You are trying to win an opportunity with one specific employer." "Whether degrees or anything else, don't ask "What do employers want". Focus on what specific employers want for specific opportunities, gain that, and prove it through demonstration, not empty words and statuses on a resume."  

Employers are getting their way despite legal protections for pregnant workers and new mothers. Lori Wilson reads Yes, You Can Be Fired While on Maternity Leave About AMIAMI is a not-for-profit media company that entertains, informs and empowers Canadians who are blind or partially sighted. Operating three broadcast services, AMI-tv and AMI-audio in English and AMI-télé in French, AMI's vision is to establish and support a voice for Canadians with disabilities, representing their interests, concerns and values through inclusion, representation, accessible media, reflection, representation and portrayal.Find more great AMI Original Content on AMI+Learn more at AMI.caConnect with Accessible Media Inc. online:X /Twitter @AccessibleMediaInstagram @AccessibleMediaInc / @AMI-audioFacebook at @AccessibleMediaIncTikTok @AccessibleMediaIncEmail feedback@ami.ca Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Chris Holman welcomes back Kevin M. Guskiewicz, Ph.D., President, Michigan State University, East Lansing, MI. Tell us about the recently developed MSU Green and White Council? How did the Council determine its three recommended initiatives? Why is "AI-Ready Spartans" on that list? How important is experiential learning (i.e. internship, study abroad, etc.) in helping to prepare graduates for the workforce? Why is MSU uniquely positioned to drive these initiatives forward? » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ Green and White Council Michigan State University's specially appointed Green and White Council includes some of Michigan's foremost business, industry and civic leaders. In April 2025, President Guskiewicz launched the Council to champion bold initiatives that will amplify MSU's role as Michigan's state university and address the state's biggest challenges. Harnessing MSU's distinctive assets and the unparalleled expertise of its members while focusing on what matters most for Michigan, the Council guides initiatives designed to: Develop talent for in-demand jobs across the state and equip Spartans with the skills of the future. Connect Spartans to great companies and careers in Michigan. Leverage MSU's cutting-edge research and intellectual property to propel Michigan's economy. Co-chaired by university alumnus Matt Elliott and Eli Broad College of Business Dean Emeritus and Professor Sanjay Gupta, the council's partnership with MSU helps align education, research, and industry to current workforce needs, identification of future skills, and guidance toward initiatives that prepare Spartans for a rapidly evolving economy. The Council has designed three transformational initiatives that drive this work: AI-Ready Spartans: Builds digital competencies across the undergraduate experience by prioritizing AI through an industry-backed, employer-informed approach, ensuring every graduate can use AI effectively and responsibly. Career-Connected Spartans: Ensures every undergraduate gains access to career exploration and real-world experiences, building the skills, confidence, and clarity needed to launch successfully into the workforce. Spartan Catalyst: Accelerates collaboration between MSU researchers and industry to translate discovery into innovation and economic impact by tackling their most pressing challenges. Looking Ahead University leadership, in coordination with the Green and White Council, is currently working to integrate the initiatives across colleges and units at MSU. The university invites companies and industry leaders to partner on applied AI and digital competency curriculum, career exploration and experiential learning opportunities, and applied research collaborations. Employers play a pivotal role in preparing the future workforce, and MSU welcomes partners ready to build alongside and help power the innovation economy. More information and the opportunity to engage with the council's initiatives is available here. A $5 million seed gift from an Eli Broad College of Business alumnus will help launch the council's initiatives and advance the university's continued incorporation of artificial intelligence, experiential learning and applied research as part of the undergraduate experience at MSU. The council anticipates additional philanthropic investments to expand opportunities for students and partners nationwide.

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

On this episode of Voices of Self Funding, host Tom Testa sits down with Matt Ohrt, National Executive Director of the Free Market Medical Association (FMMA), to explore how employers can take back control of healthcare costs and quality through free market principles. Matt shares his personal journey – from a 25-year HR career and near-fatal accident to leading national reform movements like Self Fund Health, Rise Up Health, and Healthcare Best Practice Group. Together, they explore how self-funded employers can drive meaningful change by demanding transparency and value, the rise of direct primary and specialty care as cost-saving, patient-centered alternatives, and why breaking healthcare's “monopoly mindset” is key to restoring competition, affordability, and trust – all while looking ahead to what's next for self-funding and free market reform in 2026 and beyond. 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

In episode 241, Coffey talks with Neil Katz news and media items from the past month, including who HR is “for”, managing AI agents, and mental-health-related gaps in employment.  They discuss HR's responsibility to conduct impartial workplace investigations based on evidence; the misconception that HR exists primarily as employee advocates; aligning HR strategy with revenue, margin, and organizational mission; the decline of transactional HR through automation and outsourcing; fractional HR leadership for small and midsize businesses; managing autonomous AI agents within organizational structures; developing AI operational literacy and new leadership competencies; redefining KPIs in an AI-enabled workplace; and best practices for addressing employment gaps during hiring.  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/EP241  Media mentioned in this podcast:   If HR Isn't There to Help You, Who Is HR For? — Dallas Employment Lawyer Blog — February 9, 2026 To Thrive in the AI Era, Companies Need Agent Managers How do explain a gap year taken for mental health. : r/jobsearchhacks  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:  Neil Katz is the founder and CEO of Exceptional HR Solutions, a leading provider of fractional HR leadership for small and mid-sized businesses across the U.S. With over 25 years of experience at the intersection of people and business strategy, Neil leads a national team of 20+ seasoned HR partners dedicated to helping companies scale, evolve, and thrive. His firm delivers end-to-end HR solutions—from talent acquisition and organizational development to compliance, culture, and leadership alignment.  Under Neil's leadership, Exceptional HR Solutions has become a go-to resource for growth-focused companies in industries ranging from retail and healthcare to manufacturing, technology, and professional services. He is widely recognized for building agile, scalable HR infrastructures that empower leadership, strengthen teams, and deliver measurable business impact. While his primary focus is on growing Exceptional HR Solutions, Neil also serves selectively as an executive advisor, helping founders, CEOs, and leadership teams navigate strategic and organizational change. He holds an MBA from Amberton University, a BA in Business Administration from Texas Lutheran University, and advanced training in executive coaching from the University of Texas at Dallas. He is SHRM-certified and respected for his strategic insight and people-first leadership style. Neil is a frequent guest on industry podcasts and a sought-after speaker at conferences and webinars, where he shares practical insights on fractional leadership, scalable HR strategies, and the evolving role of human resources in high-growth environments.  Outside of his professional work, Neil serves on the board of Hope International, a Dallas-based adoption agency, and previously served on the board of directors at Halo Senior Care, a for-profit business focused on elder care. He has also served with nonprofit organizations such as Gift of Adoption, reflecting his deep commitment to service and community.  Neil Katz can be reached at  https://exceptionalhrsolutions.com https://www.linkedin.com/company/exceptional-hr-solutions https://www.facebook.com/exceptionalhrS https://www.instagram.com/exceptional_hr_solutions_ https://twitter.com/exceptional_hrs https://www.youtube.com/@ExceptionalHRSolutions  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how HR can balance legal compliance with business performance and employee trust. Identify emerging le...

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

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

Visits from Immigration and Customs Enforcement (ICE) can have negative effects on employee morale and retention, especially if a business is unprepared. Plan for ICE investigations before they happen. Learn more in this episode of Employment Law This Week. What employers should know about recent developments: Proactive Response Planning: Establish a written response plan, seek guidance from legal counsel, and ensure employees are thoroughly trained on protocols in case U.S. Immigration and Customs Enforcement (ICE) arrives at the workplace. Consequences of Being Unprepared: Failing to plan can prolong ICE visits, harm your organization's reputation, and negatively impact employee morale and retention. Action Steps for Employers: Implement clear, actionable policies and procedures, develop checklists for staff response, and conduct I-9 audits in advance to ensure documentation is current. In this episode of Employment Law This Week®, Epstein Becker Green attorneys Melissa L. Jampol and Thomas J. Jaworski provide practical steps for employers to strengthen compliance with federal regulations, communicate confidently with staff, and mitigate risk in a rapidly evolving enforcement landscape. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw423 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.

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

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

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

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

At Pfizer, the employer brand is an experiment in progress where hypotheses are constantly tested to improve activation. We learn how they measure their progress as they go and weave employer brand concepts into the recruitment process. Anne Kennedy Dotson is the Global Head of Employer Brand, Recruitment Marketing & University Relations at Pfizer. Anne Kennedy Dotson on LinkedIn: https://www.linkedin.com/in/anne-kennedy-dotson-8362128/ Careers at Pfizer: https://www.pfizer.com/about/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

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

Show SummaryOn this episode, we have a conversation Today we're having a conversation Mark Solomon, co-founder of the Veterans Community Project. We talk about their innovative approach to ending veteran homelessness through tiny home communities, wraparound support, and a mission to ensure every veteran has both housing and connection.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestMark Solomon is a Naval Reserve Officer and co-founder of the Veterans Community Project, an organization dedicated to ending veteran homelessness through innovative housing and supportive services. Drawing on his own military experience and the challenges veterans face transitioning to civilian life, he helped launch the project in 2014, leading efforts to create a tiny-home village and comprehensive outreach center in Kansas City that connects veterans with resources such as health care referrals, employment assistance, and counseling.Links Mentioned During the EpisodeVeterans Community Project Website PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course Finding Veteran Support Programs. No matter what issue you're facing, you can use the power of the internet to reach out and get the help you deserve. You can find the resource here:  https://learn.psycharmor.org/courses/Finding-Veteran-Support-Programs  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  

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