Podcasts about employment policy

On today's episode of Uncommon Sense with Ginny Robinson, we're continuing our discussion about the controversial comments from Elon Musk and Vivek Ramaswamy about importing foreign Indian cheap labor slaves to replace hardworking Americans. But this time, we're also shining a spotlight on Elon Musk's alarming behavior on X (formerly Twitter). While touting "free speech," Musk has been banning and demonetizing voices who dare to challenge him or his globalist agenda.Why are these so-called leaders abandoning America First principles? And what does it mean for the future of free speech when even self-proclaimed champions of the First Amendment silence dissent? Tune in for Part 2, where we unpack the truth behind the rhetoric and hold these powerful figures accountable.--https://noblegoldinvestments.com/invest/--Order Culture: https://www.paypal.com/ncp/payment/SLYWFXAB6479S

With global office markets steadily improving post-Covid, join Jane Edwarde and Phil Linnard as they discuss some of the key themes and trends with Lee Elliot, Global Head of Occupier Research at Knight Frank. This episode highlights the interesting link between office occupancy and employment policy, focusing on the London office market and how this compares to other global cities.   They explore the challenges and opportunities ahead for developers, customers, employers and employees as we approach 2025.

Joyce welcomes Taryn Mackenzie Williams, the Assistant Secretary of Labor for Disability Employment Policy, to the show. In this position, Ms. Mackenzie advises the Secretary of Labor on how the Department's policies and programs impact the employment of people with disabilities and leads the Office of Disability Employment Policy (ODEP). ODEP works with employers and all levels of government to promote evidence-based policy that improves employment opportunities and outcomes for people with disabilities. She will share her unique role with listeners.

In episode 133, Coffey talks with Peter Cappelli about the consequences of employees experiencing too much psychological safety.They discuss the difference between the popular and the academic definitions of psychological safety; how psychological safety is measured; the correlation between psychological safety and job performance; why an above-average sense of psychological safety might damage performance; and the importance of accountability and compliance when building a psychologically-safe workplace.Link to the Harvard Business Review article: Can Workplaces Have Too Much Psychological Safety?Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton's Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from 2003-2005, was a Distinguished Scholar of the Ministry of Manpower for Singapore, and was Co-Director of the U.S. Department of Education's National Center on the Educational Quality of the Workforce from 1990-1998. He was recently named by HR Magazine as one of the top 5 most influential management thinkers, by NPR as one of the 50 influencers in the field of aging, and was elected a fellow of the National Academy of Human Resources. He received the PRO award from the International Association of Corporate and Professional Recruiters for contributions to human resources, the Michael Losey Award fro Research Contributions from the Society for Human Resource Management, and an honorary Doctorate degree from the University of Liege in Belgium. He is a regular contributor to The Wall Street Journal and writes a monthly column for HR Executive magazine. His work on performance management, agile systems, and hiring practices, and other workplace topics appears in the Harvard Business Review. His most recent book is Our Least Important Asset: How a Relentless Focus on Finance and Accounting is Bad for Employees and Business.Peter Cappelli can be reached at https://www.linkedin.com/in/peter-cappelli-14936a3/. About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives: 1. Differentiate popular and academic definitions of psychological safety.2. Learn methods for measuring psychological safety.3. Evaluate the correlation between psychological safety levels and job performance.

This episode features a conversation with Jade Gingerich, Director of Employment Policy at the Maryland Department of Disabilities, for an insightful discussion on disability employment. Jade provides background on her agency's mission to improve coordination of services and promote equal opportunity for people with disabilities. She outlines key state initiatives including eliminating subminimum wages. Jade stresses the importance of changing expectations around disability and work, customized employment approaches, and improved systems coordination. She also shares valuable perspectives on trends like work incentives counseling and inclusive, integrated employment.

Advancing social justice is an idea that's getting new attention these days. One of the main areas where the need for social justice is growing as something people want is the world of work. Achieving that will be a tall order, given that more and more people are looking for jobs and more and more jobs looking for people to fill them. In this challenging environment, what role can research and dialogue play? This podcast asks two top experts, Sangheon Lee, Director of the ILO's Employment Policy, Job Creation & Livelihoods Department, and Mikel Landabaso, Director, Fair & Sustainable Economy of the Joint Research Centre (JRC) of the European Commission (EC).

AI is all the rage, and employees may be using AI without their employers understanding, or putting in place a policy to lessen, the risks of using this new technology.  Find out about the risks and legal issues to consider and why it's important to have a policy in place that governs the use of AI by employees. 

In a world facing growing uncertainty, multiple transformative changes are buffeting the world of work. Will these changes mean people and countries are being left behind, or provide opportunities for a new approach to employment policies that can improve people's livelihoods, and make economies grow sustainably and produce decent and productive jobs? In this podcast we ask two experts from the ILO's Employment Policy, Job Creation and Livelihoods Department, Sher Verick and Elina Scheja how the recently launched knowledge sharing and technical assistance platform called the Employment Policy Action Facility provides a new starting point for addressing this challenge.

In this episode of Disability Inclusion: Required, host Emily Ladau welcomes Taryn Mackenzie Williams, Assistant Secretary of Labor for Disability Employment Policy. Tune in for an insightful discussion on accessibility--what it means, how to implement it, and why it makes the world a just, equitable place.Our podcast theme music is by Andre Louis and Precious Perez. Thank you to Recording Artists And Music Professionals With Disabilities (RAMPD) for connecting these talented disabled musicians with the Disability & Philanthropy Forum.

Matt Kittle guest hosts. U.S. Senator Ron Johnson, Luke Hilgemann, executive director of the International Order of T. Roosevelt, Brett Healy, president of The MacIver Institute, Rachel Ver Velde, WMC Senior Director of Workforce, Education & Employment Policy

Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton's Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from 2003-2005, was a Distinguished Scholar of the Ministry of Manpower for Singapore, and was Co-Director of the U.S. Department of Education's National Center on the Educational Quality of the Workforce from 1990-1998. Mr. Cappelli was recently named by HR Magazine as one of the top 5 most influential management thinkers, by NPR as one of the 50 influencers in the field of aging, and was elected a fellow of the National Academy of Human Resources. He received the PRO award from the International Association of Corporate and Professional Recruiters for contributions to human resources, the Michael Losey Award for Research Contributions from the Society for Human Resource Management, and an honorary Doctorate from the University of Liege in Belgium. Peter is a regular contributor to The Wall Street Journal and writes a monthly column for HR Executive magazine. His work on performance management, agile systems, hiring practices, and other workplace topics appears in the Harvard Business Review. His book is The Future of the Office: Work from Home, Remote Work, and the Hard Choices We Face.   Here is what to expect on this week's show: https://www.workpositive.today/peter-cappelli ☀️ Why attracting top talent should not be easy and how to avoid hiring the wrong people. ☀️ Be honest and tell the candidate “what the may not like about the job”. ☀️ How to attract high performers. ☀️ Best practices for hiring successful candidates. ☀️ The problem with internal job boards. ☀️ Why do people leave their job? ☀️ How offering employees an opportunity to do stretch assignments can help retain employees. ☀️ Peter's best practices for more effective supervisors. ☀️ Why supervisors should check in with their direct reports.  , Connect with Peter: Linkedin: https://www.linkedin.com/in/peter-cappelli-14936a3/ Email: cappelli@wharton.upenn.edu Learn More about Peter's book: The Future of the Office Work from Home, Remote Work, and the Hard Choices We All Face    https://wsp.wharton.upenn.edu/book/future-of-the-office/   Connect with Dr. Joey on www.workpositive.today Learn more about your ad choices. Visit megaphone.fm/adchoices

THE BEST BITS IN A SILLIER PACKAGE (from Thursday's Mike Hosking Breakfast) ...and Get a Real Job/Great Job, Banks. Keep it Up/Feeling Powerless/A.I. UpdateSee omnystudio.com/listener for privacy information.

In this episode, we discuss a recent High Court decision on whether employment policies ought to be binding or not, as well as the rationale for the outcome. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Raymond Low (email) (Shearn Delamore & Co. / Malaysia)Guest Speaker: Qi-Yang Chang (email) (WongPartnership / Singapore)Register on the ELA website here to receive email invitations to future programs.

Helping youth who have dropped out of high school is important, but what if we could prevent the dropouts altogether? That's the idea behind Jobs for America's Graduates (JAG), championed by this week's podcast guest, Ken Smith.   As the president and CEO of this 40-year-old non-profit organization, Ken is working to ensure that America's most vulnerable youth succeed after high school and secure good jobs. And they do that through mentorship and career-focused educational opportunities inside schools.   Attendance has been pointed to by state leaders as the most pressing issue in schools. But it's not about getting students into seats, which is a symptom of a bigger issue. What's missing is connection. And without programs like JAG, we risk losing a big part of our next generation.   JAG has served more than 1.7 million students to date in 39 states and Ken's vision has that impact doubling over the next few years. I'm incredibly impressed with the resources and opportunities that JAG will add in the coming years and I have no doubt that Ken will reach his goal. About Ken Smith: Mr. Kenneth M. Smith serves as President and CEO of Jobs for America's Graduates, Inc. (JAG), the nation's largest, most consistently applied model of high school retention and school-to-career transition for high-risk young people of great promise.   In 1979, Mr. Smith worked with Governor Pete du Pont of Delaware on the design of the first statewide test of the JAG Model and has served as President and CEO since its inception.  JAG currently serves 75,000 young people annually, in more than 1,450 high schools, middle schools, and out-of-school programs in 39 states.   Over 1.4 million youth have been connected to JAG throughout its 40-year history. The non-profit JAG National Board of Directors is chaired by Governor John Bel Edwards of Louisiana.  It includes among its 50 members—fourteen Governors and several executives of major corporations and business and community organizations.   In recognition of his knowledge of national employment and training issues, three Presidents have appointed Mr. Smith to national commissions.  He was appointed in 1981 and again in 1983 by President Reagan as Chairman of the National Commission for Employment Policy.  Designed to analyze the full range of government policy related to employment, the Commission continues with a $2 million annual appropriation and a 15-member professional staff.  Mr. Smith also accepted an appointment by President Reagan to the National Advisory Council on Vocational Education, where he had previously served under appointment by President Ford.  President Nixon appointed Mr. Smith as Vice Chairman of the National Advisory Council on the Education of Disadvantaged Children for the period 1973-76. Mr. Smith is also Chairman and Chief Executive of Strategic Partnerships LLC.   Prior to founding JAG, Mr. Smith served as staff aide to President Nixon (1969-70); as Director of Special Projects for the Distributive Education Clubs of America; and founder and President of 70,0001 Ltd., a nonprofit organization dedicated to helping high school dropouts obtain employment.  Thereafter, he served in a new post as Senior Advisor to the Governor of Delaware on all activities related to education at the secondary and postsecondary levels.  During this period, he chaired the Commission of the Future of Education in Delaware and was nominated to serve as the Chairman of the Board of Trustees of Delaware Technical College.   Mr. Smith serves as a Trustee of the America's Promise Alliance, founded in 1997 with General Colin Powell as Chairman and chaired today by Alma Powell, is a cross-sector partnership of more than 300 corporations, nonprofits, faith-based organizations and advocacy groups that are passionate about improving lives and changing outcomes for children Jump in the Conversation: [1:22] - Who is Ken Smith [1:50] - Where Ken's story of serving youth started [4:35] - The depth and breadth of schools is daunting [4:51] - Our present situation now is the most alarming we've ever seen [6:48] - A disconnected population at scale [7:23] - Attendance is the symptom, not the disease [8:25] - Part time work increases motivation in school [9:17] - What JAG is and why are so many students a part of it [13:22] - Youth need a relationship with a mentor [16:15] - How JAG has spread to so many states [19:16] - Where JAG is heading [23:09] - Turbo Time [28:04] - Ken's passion for JAG [28:48] - Something good that's come out of COVID [30:38] - Ken's Magic Wand [33:12] - Maureen's Takeaways Links & Resources JAG Rita Pierson TED Talk Email Maureen Maureen's TEDx: Changing My Mind to Change Our Schools The Education Evolution Facebook: Follow Education Evolution Twitter: Follow Education Evolution LinkedIn: Follow Education Evolution EdActive Collective Maureen's book: Creating Micro-Schools for Colorful Mismatched Kids Micro-school feature on Good Morning America The Micro-School Coalition Facebook: The Micro-School Coalition LEADPrep

https://www.manilatimes.net/2022/09/21/opinion/columns/supreme-court-upheld-legality-of-martial-law/1859247Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tuneinSoundcloud: https://tmt.ph/soundcloud #TheManilaTimes Hosted on Acast. See acast.com/privacy for more information.

Film Loving Highsmith at MFAH -- Part 2 Phyllis Frye RetrospectiveWe speak with filmmaker about the film Loving Highsmith. Loving Highsmith is a unique look at the life of celebrated American author Patricia Highsmith based on her diaries and notebooks and the intimate reflections of her lovers, friends and family. Focusing on Highsmith's quest for love and her troubled identity, the film sheds new light on her life and writing. Most of Highsmith's novels were adapted for the big screen; the best known of these are Strangers on a Train and The Talented Mr. Ripley. Carol, a partly autobiographic novel, was the first lesbian story with a happy ending to be published in 1950s America. But Highsmith herself was forced to lead a double life and had to hide her vibrant love affairs from her family and the public. Only in her unpublished writings did she reflect on her private life. Excerpts from these notes voiced by Gwendoline Christie (Game of Thrones, Top of the Lake), beautifully interwoven with archive material of her and her most famous novel adaptions, create a vivid, touching portrait of one of the most fascinating female writers.GUEST: Eva Vitija https://www.mfah.org/calendar/loving-highsmithThen we continue our interview with Phyllis Frye about her activism and her beginnings in the community. We continue discussions that are discussed in the book about her, "Phyllis Frye and the Fight for Transgender Rights". The first openly transgender judge to be appointed in the United States, the first attorney to obtain corrected birth certificates for transgender people who had not undergone gender confirmation surgery, a survivor of conversion therapy, and author of a law review article that helped thousands of employers adopt supportive policies for their workers, Phyllis Frye is truly a pioneer in the fight for transgender rights.Among her many accomplishments, Frye founded the first national organization devoted to shaping transgender law—the International Conference on Transgender Law and Employment Policy, which has since created a body of work that includes the International Bill of Gender Rights—trained a cadre of future trans activists, and built the first national movement for transgender legal and political rights.Based on interviews with Frye, Phyllis Frye and the Fight for Transgender Rights covers her early life, the discrimination she faced while struggling with her identity—including being discharged from the army and fired from a subsequent job at her alma mater, Texas A&M—her transition in 1976, her many years of activism, and her current position as an associate judge for the municipal courts of Houston.This gripping account of Frye's efforts to establish and protect the constitutional rights of transgender individuals not only fills a gap in existing histories of LGBTQ+ activism but will also inform and instruct contemporary trans activists.GUEST: Phyllis Frye https://www.amazon.com/Transgender-Centennial-Association-Students-University/dp/1623499844

As someone who prides herself on being interested in women's health and progress related to it, Sofia Sancho still had no idea what “menstrual leave” was when it suddenly was all over the news earlier this spring. Menstruation is a regular physiological phenomenon, happening to the vast majority of people with uteruses. Many people manage their periods just fine, but for some they can be extremely debilitating. For them, being able to take some extra days off work every month to manage symptoms can be a big relief. However, the policies have received a lot of critique. They can be difficult for companies to adopt in a viable way, and researchers worry that the sociocultural norms and stigmas that exist surrounding menstruation will lead to the policies doing more harm than good.  In the episode, Sofia invites you to join her on a deep dive into the world of menstrual health policies, as she explores the debate surrounding them. Why are they important? Why are they so controversial and debated? And how is any of this related to STS? Sofia dearly thanks her guests Ms Lorren Rea and Dr Shema Tariq for helping her on this quest. This episode is created as part of the STSNewsRoom 2022.   Want to learn more? Literature cited in the episode: https://profjoecain.net/14-period-policies-exploring-the-debate-on-menstrual-leave-wearests/   Featuring Reporter and original research Sofia Sancho   Interviewees Ms Lorren Rea Head of Employment Policy at UCL Dr Shema Tariq Clinical Research Fellow/ Honorary Consultant in Sexual Health and HIV Host Professor Joe Cain Professor of History and Philosophy of Biology https://ucl.ac.uk/sts/cain   Music credits Intro and Exit music “Rollin At 5,” by Kevin MacLeod https://filmmusic.io/song/5000-rollin-at-5 License: http://creativecommons.org/licenses/by/4.0 Music within the episode “Cool Jazzy Brass & Vibraphone” by M33 Project https://freemusicarchive.org/music/m33-project/single/cool-jazzy-bass-vibraphone/ License: https://creativecommons.org/licenses/by-nc/4.0/   Podcast information WeAreSTS is a production of the Department of Science and Technology Studies (STS) at University College London (UCL). To find out more, or to leave feedback about the show: https://www.ucl.ac.uk/sts/podcast This site also includes information for how STS students and staff can get involved with our programme. Editing and post-production by Professor Joe Cain, unless otherwise noted. WeAreSTS producer is Professor Joe Cain. Twitter: @stsucl #WeAreSTS

FEDtalk is celebrating Pride Month with a discussion on LGBTQ+ inclusivity in government. The program begins with a fireside chat with The Honorable Shawn Skelly and continues with a discussion on the issues with Linda Ortiz, LGBTQ Program Manager at the Internal Revenue Service, and Karla Walter, Senior Director for Employment Policy at the Center for American Progress.

In this episode, recorded 15 June 2022, the CBI's Head of Employment Policy, Jennifer Beckwith, is joined by Mark Allan (General Manager Business and Specialist, Bupa), and Diana Rounce (Chief Operation Officer and General Counsel, Qumodo) for an expert discussion on how businesses can develop a competitive employee value proposition in the current labour market. Chaired by Giles Whittell, Editor, Tortoise Media. CBI @10am is a free webinar, recorded live every Wednesday. To watch and listen to previous episodes and to register for future sessions, visit our website at  https://www.cbi.org.uk/cb-10am/

Corporate America is not immune to the impact of domestic violence. With over 70 million women in the workforce and 1-in-4 women experiencing abuse in the home most workplaces in America employ someone living in an abusive relationship. In this episode, we discuss the need for a "coordinated corporate response" to domestic violence, one that includes organization-wide and cross-departmental engagement, employee training, and occupational safety in order to nimbly address the needs of employees who experience domestic violence. Ruth Guerreiro, Senior Director of Clinical Services at Genesis Women's Shelter & Support, and Effie Dennison, Executive Vice President, Director of Community Development and Corporate Responsibility for Texas Capital Bank join the conversation to expand on how corporations can be the catalyst for change when an employee turns to their employer for support. Ruth Guerreiro is the Senior Director of Clinical and Non-Residential Services at Genesis Women's Shelter & Support (GWSS). For the past 10 years, Ms. Guerreiro has been advocating for and providing cutting-edge therapeutic services to women and children who have experienced domestic violence. She supervises and trains clinicians across all locations to guarantee that GWSS is providing best-practice therapies for clients. Ms. Guerreiro seeks out, develops, oversees and integrates trauma-informed programs to ensure the organization and staff continue to be thought leaders in the movement to end domestic violence. She is EMDR certified, an EMDRIA Consultant, an LCSW licensing supervisor, and a CPT provider, in addition to providing expert testimony in court on behalf of survivors. Ms. Guerreiro has provided individual and group therapy to over 1,000 survivors.Effie Dennison is Executive Vice President, Director of Community Development and Corporate Responsibility for Texas Capital Bank (TCB) and is responsible for the bank's strategic investment and community relations activities across all TCB Texas markets. Responsibilities include fulfillment of the banks' philanthropic giving, employee engagement and Community Reinvestment Act (CRA). Ms. Dennison is also President of Texas Capital Community Development Corporation (CDC), a wholly-owned subsidiary of the bank that provides commercial loans for development and revitalization of economically distressed areas. The CDC also makes long-term investments in various funds that provide equity for small and mid-size businesses. Dennison has over 28 years of experience in financial services. Prior to joining Texas Capital Bank, Dennison served in executive roles as Director of Sales and Marketing for Vendor Resource Management, Fannie Mae North Texas and Senior Vice President of Community Development for Wells Fargo Bank-Texas. 

In this episode, Matthew Fell (Chief UK Policy Director, CBI) is joined by Jennifer Beckwith (Head of Employment Policy, CBI) and Richard Ballantyne (Chief Executive, British Ports Association) for a discussion on energy, supply chains and labour shortages that firms are currently facing and what businesses can do to mitigate these ongoing challenges. This episode is chaired by Liz Moseley (Editor and Partner, Tortoise Media). Register for future webinars, watch and listen to previous episodes at https://www.cbi.org.uk/cbi-10am/ ------ Visit our Coronavirus Guidance Hub at https://www.cbi.org.uk/coronavirus-hub/

Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton's Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from, was a Distinguished Scholar of the Ministry of Manpower for Singapore, and was Co-Director of the U.S. Department of Education's National Center on the Educational Quality of the Workforce. He was recently named by HR Magazine as one of the top 5 most influential management thinkers, by NPR as one of the 50 influencers in the field of aging, and was elected a fellow of the National Academy of Human Resources. He is a regular contributor to The Wall Street Journal and writes a monthly column for HR Executive magazine. His recent work on performance management, agile systems, and hiring practices, and other workplace topics appears in the Harvard Business Review. In this podcast he shares: Insights on remote working: When does it work? Will we ever all go back to the office post-COVID? Gig workers: how do you manage them? Temp workers: why using them can decrease morale Psychological safety: can you ever have too much of it? __________________________________________________________________________________________"When you feel extremely safe, it's kind of like saying the guardrails are off. Now, I suppose if you're a true believer in psychological safety, you would say that there are other ways where you could keep the guard rails on—clear standards and clear norms, a strong culture, that sort of stuff—and we found some evidence for that. Then you get this situation where there's so high of a space psychological safety, that people's performance begins to slide. Not too surprising, too much of good things, in many cases, don't end up being so great."-Peter Cappelli __________________________________________________________________________________________Episode Timeline:00:00—Introducing Peter Cappelli + The topic of today's episode1:45—If you really know me, you know that...2:20—What is your definition of strategy?2:58—What got you interested in your topic, and could you tell us about your recent work for your new book?4:30—Could you describe some of the big gaps in tradeoffs between employees and companies?7:15—What lessons do we have from companies that have gone fully remote?8:38—Is there something we can learn from history about what happens when there is no longer a competitive labor market?11:00—When labor markets are tight, and then aren't, do they revert back to the norm, or are we entering a new kind of contract between employer and employees?13:08—Do companies compare their wages to market average value often? Are there drawbacks to not doing so?15:15—What are the differences in how you manage gig or contract workers and employees, could you elaborate on that?17:10—Could you talk about psychological safety? Is the approach "more is always better" valid?18:28—Where can people follow your work and find you?__________________________________________________________________________________________Additional Resources: Faculty page: https://mgmt.wharton.upenn.edu/profile/cappelli/Books: https://www.amazon.com/Peter-Cappelli/e/B001HNWTLM%3Fref=dbs_a_mng_rwt_scns_share

Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton's Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from, was a Distinguished Scholar of the Ministry of Manpower for Singapore, and was Co-Director of the U.S. Department of Education's National Center on the Educational Quality of the Workforce. He was recently named by HR Magazine as one of the top 5 most influential management thinkers, by NPR as one of the 50 influencers in the field of aging, and was elected a fellow of the National Academy of Human Resources. He is a regular contributor to The Wall Street Journal and writes a monthly column for HR Executive magazine. His recent work on performance management, agile systems, and hiring practices, and other workplace topics appears in the Harvard Business Review. In this podcast he shares: Insights on remote working: When does it work? Will we ever all go back to the office post-COVID? Gig workers: how do you manage them? Temp workers: why using them can decrease morale Psychological safety: can you ever have too much of it? __________________________________________________________________________________________"When you feel extremely safe, it's kind of like saying the guardrails are off. Now, I suppose if you're a true believer in psychological safety, you would say that there are other ways where you could keep the guard rails on—clear standards and clear norms, a strong culture, that sort of stuff—and we found some evidence for that. Then you get this situation where there's so high of a space psychological safety, that people's performance begins to slide. Not too surprising, too much of good things, in many cases, don't end up being so great."-Peter Cappelli __________________________________________________________________________________________Episode Timeline:00:00—Introducing Peter Cappelli + The topic of today's episode1:45—If you really know me, you know that...2:20—What is your definition of strategy?2:58—What got you interested in your topic, and could you tell us about your recent work for your new book?4:30—Could you describe some of the big gaps in tradeoffs between employees and companies?7:15—What lessons do we have from companies that have gone fully remote?8:38—Is there something we can learn from history about what happens when there is no longer a competitive labor market?11:00—When labor markets are tight, and then aren't, do they revert back to the norm, or are we entering a new kind of contract between employer and employees?13:08—Do companies compare their wages to market average value often? Are there drawbacks to not doing so?15:15—What are the differences in how you manage gig or contract workers and employees, could you elaborate on that?17:10—Could you talk about psychological safety? Is the approach "more is always better" valid?18:28—Where can people follow your work and find you?__________________________________________________________________________________________Additional Resources: Faculty page: https://mgmt.wharton.upenn.edu/profile/cappelli/Books: https://www.amazon.com/Peter-Cappelli/e/B001HNWTLM%3Fref=dbs_a_mng_rwt_scns_share

Cross-border working and immigrants in work – how does the developing labour market look like in the Nordic-Baltic region? How will the cross-border working develop after Covid and what challenges are we seeing on both ends? Will there be a labour shortage and where does the new talent come from? What will be the potential problems and how to overcome them? How much should the neighbouring country support the mobility of the foreign workforce, and how much should the country's own workers be protected? Arutelujuht: Esa Suominen(Rud Pedersen Public Affais Finland, Partner & Chair of the Board) Arutelus osalevad: Marina Kaljurand (Member of the European Parliament) Sten Andreas Ehrlich (Deputy Secretary General on Labour and Employment Policy), Reijo Paananen (Secretary-General of Nordic-IN) Arutelu korraldaja: Rud Pedersen Public Affairs

Welcome to another episode of Service Before Self Podcast. In today's episode, the focus is on an issue that does not receive the visibility and attention it deserves: the challenges that disabled veterans face in finding meaningful employment.   When thinking about disabled veterans it is common to refer to those who were wounded in combat, but that is only part of the picture, there are 4.7 million veterans and 20% of them have some type of service-connected disability and its level varies across this population. There are many challenges that disabled veterans are facing but most of them are related to difficulties trying to find employment. Additionally, employers and community-based organizations struggle with understanding the resources and policies that are in place to support them in hiring disabled Americans, including disabled veterans.    Today, Sam Whitehurst, your host, talks with Louis Orslene, Supervisory Policy Advisor in the Office of Disability and Employment Policy from the Department of Labor, an agency within DOL that is focused on helping employers and organizations support not only disabled veterans, but disabled Americans writ large. Louis is sharing some of the policies, programs, and practices that are creating opportunities for those that are disabled and how organizations and communities can more effectively integrate those with disabilities, including disabled veterans, into the workforce.   Key Takeaways: [7:19] Louis talks about the Office of Disability Employment Policy. [11:40] Louis talks about the veterans who use the job accommodation network. [12:05] Employers have to be prepared for the inclusion of veterans. [14:10] Louis talks about the challenges veterans face in reaching their full potential in and out of the workplace. [17:30] Louis talks about the employment barriers for people with disabilities and the three major reasons. [21:42] Louis talks about the main mental challenges and impairments caused by COVID-19. [22:34] Louis presents the Mental Health Tool Kit the Office of Disability Employment Policy has implemented. [24:30] Louis explains how many people with disabilities and mental health conditions have been benefited during the pandemic. [25:40] What are some of the ways that ODEP could help local leaders address the challenges that disabled employees might have in the workforce? [30:18] Louis shares tips for people looking to help someone with a disability who is looking for employment or an employer who is looking for that talent. [33:44] Sam talks about the Clear2Connect Coalition   Mentioned in this episode: Dixon Center: Reaching America At Dixon Center for Military and Veterans Services, we believe our veterans and military families can succeed where they live. Dixon Center is named after Staff Sergeant Donnie Dixon, who was killed in action on September 29, 2007, in Iraq. Staff Sergeant Dixon was a father, husband, and Soldier who always placed the mission first and the safety of his fellow Soldiers above his own. Dixon Center for Military and Veterans Services stands as a testament to his example and leadership. Dixon Center on Facebook Dixon Center on Twitter Dixon Center on Instagram   Tweetables and quotes: “The path of isolation among veterans usually begins with poor employment opportunities.”   “Veterans tend not to relate very well to the word disability since there is a stigma that relates it to a weakness.”   “Many people with disabilities and mental health conditions have really benefited during the pandemic.”  

In this episode, Adam Roseman interviews Marc Freedman. Marc discusses his role as the Vice President of Employment Policy for the United States Chamber of Commerce, how the Chamber supports its members with workplace safety and health issues, OSHA under the new administration, whether OSHA will issue an emergency temporary standard (ETS) related to COVID-19, and, if it does, what requirements the ETS is likely going to include.

The SAT has attracted incalculable criticism and scorn over the last century, but would detractors feel as much loathing if they knew the test’s noble origins and purpose? Amy and Mike invited educational icon Anthony P. Carnevale to recall the historical mission of the SAT.  What are five things you will learn in this episode? What was the original purpose of the SAT? What was the initial role of the College Board? What did the SAT have to do with the Cold War? What are the limits of standardized tests in American education?  Does elimination of testing standards improve issues of equality and access? MEET OUR GUESTS Dr. Anthony P. Carnevale serves as Director of the Georgetown University Center on Education and the Workforce and is co-author of The Merit Myth: How Our Colleges Favor the Rich and Divide America. He has served as Vice President of the Educational Testing Service (ETS), senior staff in both the US Senate and House, and has received appointments in multiple presidential administrations. In 1993 he was appointed by President Bill Clinton to chair the National Commission on Employment Policy and was subsequently appointed by President George W. Bush to serve on the White House Commission on Technology and Adult Education. Dr. Carnevale co-authored the principal affidavit in Rodriguez v. San Antonio, a US Supreme Court action to remedy unequal education benefits, a landmark case that resulted in significant fiscal reforms to equalize K-12 education spending in a majority of states. Dr. Carnevale received his BA from Colby College and his PhD in public finance economics from the Maxwell School at Syracuse University. Find Tony at apc39@georgetown.edu. LINKS The Merit Myth: How Our Colleges Favor the Rich and Divide America What Excellent Community Colleges Do: Preparing All Students for Success RELATED EPISODES PAST, PRESENT, AND FUTURE OF TESTING IMPLICATIONS OF AN ENVIRONMENTAL CONTEXT DASHBOARD WHAT COLLEGE BOARD AND ACT ARE DOING RIGHT ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our episodes on the show page.

We are joined by Jennifer Sheehy, Deputy Assistant Secretary leading the Office of Disability Employment Policy (ODEP), U.S. Department of Labor. The mission of ODEP is to develop policy that increases job opportunities for youth and adults with disabilities. Staring guest Host Paul Schoeder. ODEP: www.DOL.gov/odep SAW/RTW: www.dol.gov/odep/topics/SAW-RTW/research-publications.htm RETAIN https://www.dol.gov/odep/topics/SAW-RTW/how-to-apply.htm NILG: https://www.nationalilg.org/ EARN: AskEARN.org JAN: AskJAN.org PEAT: PEATWorks.org ADA 30th Anniversary: www.DOL.gov/ada30 --- Send in a voice message: https://anchor.fm/visionserve-alliance/message

Colleges fiercely defend America's higher education system, arguing that it rewards bright kids who have worked hard. But it doesn't actually work this way. As the recent bribery scandal demonstrates, social inequalities and colleges' pursuit of wealth and prestige stack the deck in favor of the children of privilege. For education scholars and critics Anthony P. Carnevale, Peter Schmidt, and Jeff Strohl, it's clear that colleges are not the places of aspiration and equal opportunity they should (and claim to) be. The Merit Myth: How Our Colleges Favor the Rich and Divide America (The New Press) delves deeply into the rampant dysfunction of higher education today and critiques a system that pays lip service to social mobility and meritocracy, while offering little of either. Through policies that exacerbate inequality, including generously funding so-called merit-based aid rather than expanding opportunity for those who need it most, U.S. universities—the presumed pathway to a better financial future—are woefully (and in some cases criminally) complicit in reproducing racial and class privilege across generations. This timely and incisive book argues for unrigging the game by dramatically reducing the weight of the SAT/ACT; measuring colleges by their outcomes, not their inputs; designing affirmative action plans that honor the relationship between race and class; and making 14 the new 12—guaranteeing every American a public K–14 education. The Merit Myth shows the way to higher education becoming the beacon of opportunity it was intended to be. Anthony P. Carnevale, a chairman under President Clinton of the National Commission on Employment Policy, is the director of the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Peter Schmidt, the author of Color and Money, is an award-winning writer and editor who has worked for Education Week and the Chronicle of Higher Education. He lives in Washington, DC. Jeff Strohl is the director of research at the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Stephen Pimpare is Senior Lecturer in the Politics & Society Program and Faculty Fellow at the Carsey School of Public Policy at the University of New Hampshire. He is the author of The New Victorians (New Press, 2004), A People's History of Poverty in America (New Press, 2008), winner of the Michael Harrington Award, and Ghettos, Tramps and Welfare Queens: Down and Out on the Silver Screen (Oxford, 2017). Learn more about your ad choices. Visit megaphone.fm/adchoices

Colleges fiercely defend America’s higher education system, arguing that it rewards bright kids who have worked hard. But it doesn’t actually work this way. As the recent bribery scandal demonstrates, social inequalities and colleges’ pursuit of wealth and prestige stack the deck in favor of the children of privilege. For education scholars and critics Anthony P. Carnevale, Peter Schmidt, and Jeff Strohl, it’s clear that colleges are not the places of aspiration and equal opportunity they should (and claim to) be. The Merit Myth: How Our Colleges Favor the Rich and Divide America (The New Press) delves deeply into the rampant dysfunction of higher education today and critiques a system that pays lip service to social mobility and meritocracy, while offering little of either. Through policies that exacerbate inequality, including generously funding so-called merit-based aid rather than expanding opportunity for those who need it most, U.S. universities—the presumed pathway to a better financial future—are woefully (and in some cases criminally) complicit in reproducing racial and class privilege across generations. This timely and incisive book argues for unrigging the game by dramatically reducing the weight of the SAT/ACT; measuring colleges by their outcomes, not their inputs; designing affirmative action plans that honor the relationship between race and class; and making 14 the new 12—guaranteeing every American a public K–14 education. The Merit Myth shows the way to higher education becoming the beacon of opportunity it was intended to be. Anthony P. Carnevale, a chairman under President Clinton of the National Commission on Employment Policy, is the director of the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Peter Schmidt, the author of Color and Money, is an award-winning writer and editor who has worked for Education Week and the Chronicle of Higher Education. He lives in Washington, DC. Jeff Strohl is the director of research at the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Stephen Pimpare is Senior Lecturer in the Politics & Society Program and Faculty Fellow at the Carsey School of Public Policy at the University of New Hampshire. He is the author of The New Victorians (New Press, 2004), A People’s History of Poverty in America (New Press, 2008), winner of the Michael Harrington Award, and Ghettos, Tramps and Welfare Queens: Down and Out on the Silver Screen (Oxford, 2017). Learn more about your ad choices. Visit megaphone.fm/adchoices

Colleges fiercely defend America’s higher education system, arguing that it rewards bright kids who have worked hard. But it doesn’t actually work this way. As the recent bribery scandal demonstrates, social inequalities and colleges’ pursuit of wealth and prestige stack the deck in favor of the children of privilege. For education scholars and critics Anthony P. Carnevale, Peter Schmidt, and Jeff Strohl, it’s clear that colleges are not the places of aspiration and equal opportunity they should (and claim to) be. The Merit Myth: How Our Colleges Favor the Rich and Divide America (The New Press) delves deeply into the rampant dysfunction of higher education today and critiques a system that pays lip service to social mobility and meritocracy, while offering little of either. Through policies that exacerbate inequality, including generously funding so-called merit-based aid rather than expanding opportunity for those who need it most, U.S. universities—the presumed pathway to a better financial future—are woefully (and in some cases criminally) complicit in reproducing racial and class privilege across generations. This timely and incisive book argues for unrigging the game by dramatically reducing the weight of the SAT/ACT; measuring colleges by their outcomes, not their inputs; designing affirmative action plans that honor the relationship between race and class; and making 14 the new 12—guaranteeing every American a public K–14 education. The Merit Myth shows the way to higher education becoming the beacon of opportunity it was intended to be. Anthony P. Carnevale, a chairman under President Clinton of the National Commission on Employment Policy, is the director of the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Peter Schmidt, the author of Color and Money, is an award-winning writer and editor who has worked for Education Week and the Chronicle of Higher Education. He lives in Washington, DC. Jeff Strohl is the director of research at the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Stephen Pimpare is Senior Lecturer in the Politics & Society Program and Faculty Fellow at the Carsey School of Public Policy at the University of New Hampshire. He is the author of The New Victorians (New Press, 2004), A People’s History of Poverty in America (New Press, 2008), winner of the Michael Harrington Award, and Ghettos, Tramps and Welfare Queens: Down and Out on the Silver Screen (Oxford, 2017). Learn more about your ad choices. Visit megaphone.fm/adchoices

Colleges fiercely defend America’s higher education system, arguing that it rewards bright kids who have worked hard. But it doesn’t actually work this way. As the recent bribery scandal demonstrates, social inequalities and colleges’ pursuit of wealth and prestige stack the deck in favor of the children of privilege. For education scholars and critics Anthony P. Carnevale, Peter Schmidt, and Jeff Strohl, it’s clear that colleges are not the places of aspiration and equal opportunity they should (and claim to) be. The Merit Myth: How Our Colleges Favor the Rich and Divide America (The New Press) delves deeply into the rampant dysfunction of higher education today and critiques a system that pays lip service to social mobility and meritocracy, while offering little of either. Through policies that exacerbate inequality, including generously funding so-called merit-based aid rather than expanding opportunity for those who need it most, U.S. universities—the presumed pathway to a better financial future—are woefully (and in some cases criminally) complicit in reproducing racial and class privilege across generations. This timely and incisive book argues for unrigging the game by dramatically reducing the weight of the SAT/ACT; measuring colleges by their outcomes, not their inputs; designing affirmative action plans that honor the relationship between race and class; and making 14 the new 12—guaranteeing every American a public K–14 education. The Merit Myth shows the way to higher education becoming the beacon of opportunity it was intended to be. Anthony P. Carnevale, a chairman under President Clinton of the National Commission on Employment Policy, is the director of the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Peter Schmidt, the author of Color and Money, is an award-winning writer and editor who has worked for Education Week and the Chronicle of Higher Education. He lives in Washington, DC. Jeff Strohl is the director of research at the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Stephen Pimpare is Senior Lecturer in the Politics & Society Program and Faculty Fellow at the Carsey School of Public Policy at the University of New Hampshire. He is the author of The New Victorians (New Press, 2004), A People’s History of Poverty in America (New Press, 2008), winner of the Michael Harrington Award, and Ghettos, Tramps and Welfare Queens: Down and Out on the Silver Screen (Oxford, 2017). Learn more about your ad choices. Visit megaphone.fm/adchoices

Colleges fiercely defend America’s higher education system, arguing that it rewards bright kids who have worked hard. But it doesn’t actually work this way. As the recent bribery scandal demonstrates, social inequalities and colleges’ pursuit of wealth and prestige stack the deck in favor of the children of privilege. For education scholars and critics Anthony P. Carnevale, Peter Schmidt, and Jeff Strohl, it’s clear that colleges are not the places of aspiration and equal opportunity they should (and claim to) be. The Merit Myth: How Our Colleges Favor the Rich and Divide America (The New Press) delves deeply into the rampant dysfunction of higher education today and critiques a system that pays lip service to social mobility and meritocracy, while offering little of either. Through policies that exacerbate inequality, including generously funding so-called merit-based aid rather than expanding opportunity for those who need it most, U.S. universities—the presumed pathway to a better financial future—are woefully (and in some cases criminally) complicit in reproducing racial and class privilege across generations. This timely and incisive book argues for unrigging the game by dramatically reducing the weight of the SAT/ACT; measuring colleges by their outcomes, not their inputs; designing affirmative action plans that honor the relationship between race and class; and making 14 the new 12—guaranteeing every American a public K–14 education. The Merit Myth shows the way to higher education becoming the beacon of opportunity it was intended to be. Anthony P. Carnevale, a chairman under President Clinton of the National Commission on Employment Policy, is the director of the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Peter Schmidt, the author of Color and Money, is an award-winning writer and editor who has worked for Education Week and the Chronicle of Higher Education. He lives in Washington, DC. Jeff Strohl is the director of research at the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Stephen Pimpare is Senior Lecturer in the Politics & Society Program and Faculty Fellow at the Carsey School of Public Policy at the University of New Hampshire. He is the author of The New Victorians (New Press, 2004), A People’s History of Poverty in America (New Press, 2008), winner of the Michael Harrington Award, and Ghettos, Tramps and Welfare Queens: Down and Out on the Silver Screen (Oxford, 2017). Learn more about your ad choices. Visit megaphone.fm/adchoices

Colleges fiercely defend America’s higher education system, arguing that it rewards bright kids who have worked hard. But it doesn’t actually work this way. As the recent bribery scandal demonstrates, social inequalities and colleges’ pursuit of wealth and prestige stack the deck in favor of the children of privilege. For education scholars and critics Anthony P. Carnevale, Peter Schmidt, and Jeff Strohl, it’s clear that colleges are not the places of aspiration and equal opportunity they should (and claim to) be. The Merit Myth: How Our Colleges Favor the Rich and Divide America (The New Press) delves deeply into the rampant dysfunction of higher education today and critiques a system that pays lip service to social mobility and meritocracy, while offering little of either. Through policies that exacerbate inequality, including generously funding so-called merit-based aid rather than expanding opportunity for those who need it most, U.S. universities—the presumed pathway to a better financial future—are woefully (and in some cases criminally) complicit in reproducing racial and class privilege across generations. This timely and incisive book argues for unrigging the game by dramatically reducing the weight of the SAT/ACT; measuring colleges by their outcomes, not their inputs; designing affirmative action plans that honor the relationship between race and class; and making 14 the new 12—guaranteeing every American a public K–14 education. The Merit Myth shows the way to higher education becoming the beacon of opportunity it was intended to be. Anthony P. Carnevale, a chairman under President Clinton of the National Commission on Employment Policy, is the director of the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Peter Schmidt, the author of Color and Money, is an award-winning writer and editor who has worked for Education Week and the Chronicle of Higher Education. He lives in Washington, DC. Jeff Strohl is the director of research at the Georgetown University Center on Education and the Workforce. He lives in Washington, DC. Stephen Pimpare is Senior Lecturer in the Politics & Society Program and Faculty Fellow at the Carsey School of Public Policy at the University of New Hampshire. He is the author of The New Victorians (New Press, 2004), A People’s History of Poverty in America (New Press, 2008), winner of the Michael Harrington Award, and Ghettos, Tramps and Welfare Queens: Down and Out on the Silver Screen (Oxford, 2017). Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Lucy and Karen of Disruptive HR as they discuss how employment policies can be designed in new ways. They explore what moving to a more ‘adult to adult’ approach means in practice and how HR can begin to get rid of their role of ‘compliance officer’

Zero tolerance, yea that’s what they keep telling us at all of those trainings, on all of the pretty fliers posted up in the break room. Zero tolerance for harassment, for violence, for bullying, for hostility, the list goes on. Zero tolerance. There is also zero tolerance for retaliation and reprisal, basically there is zero-tolerance for payback.Speak up when you see something wrong, they say. Tell someone when a red flag goes up, there’s zero tolerance for people coming back at you, they say. God, how I wish this was true. I wish I could look into the eyes of the women I mentor while encouraging them to stand up and promise them they will be safe from the kickback of their superiors or even peers. No, retaliation is not allowed by policy, but we all know that reprisal lives and thrives in the workplace in social clubs on teams, basically wherever humans gather and decide they don’t like what one of them is saying, reprisal occurs in some form or another. It can be as simple as an eye roll or as serious as a physical beating. We have to stop pretending this doesn’t happen. We have to stop saying there is zero-tolerance for reprisal and find a way to not let the slithering individuals out there use their crafty manipulative power to hurt those who cry out for help. The ripple effects are so painful, even deadly sometimes. Other employees who don’t even know they have become a part of it are influenced by the façade these snakes present and they join right in, hurting the woman who spoke out, without even realizing it.Go to AbbyBolt.com for more information on this and many other controversial subjects surrounding moral courage in the workplace and what it means to Lead with F.I.R.E.Email me at abby@upinflames.org if you have an experience you would like to share or are in need of a resource. If I can't help, I will point you in the direction of someone who can. Do you believe in the mission of Up In Flames? My goal is to continue this podcast organically and have it sponsored by those it serves instead of corporate sponsors. Not to mention you will get early access to episodes and behind the scenes info, no one else is seeing. Be a part of something great, become a Patron and support the podcast at patreon.com/upinflamespodcastVisit AbbyBolt.com for the full story and background of UIFListen:Google Podcasts HereApple Podcasts HereGet SocialFacebook @AbbyBoltSpeaksInstagram @AbbyBoltSpeaksUpTwitter @AbbyBoltSpeaks Implement your own Zero Tolerance standard, check out the #NotMe App.Be sure to check out my other podcast Her Brotherhood, where we celebrate triumph over tragedy!#NotMe #HardRightOverEasySilence #LeadWithFire #UpInFlames #HerBrotheBuzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show (https://www.patreon.com/upinflamespodcast)

Josh Hodges and Katie Pakler of Horty Springer and Mattern discuss the latest issues in regard to medical marijuana laws at the state level and how it can affect an employment policy. Josh and Katie discuss recent employment discrimination cases from a few different states that have legalized the use of medical marijuana. Many states are continuing to add new marijuana use laws, Josh and Katie explain how to keep on top of these laws and the importance in knowing them when crafting employment policy.

Joyce welcomes Jennifer Sheehy, Deputy Assistant Secretary for the Office of Disability Employment Policy (ODEP) at U.S. Department of Labor to the show. ODEP is the only non-regulatory federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. Ms. Sheehy will discuss the mission of ODEP to develop and influence policies and practices that increase the number and quality of employment opportunities for people with disabilities.

Joyce welcomes Jennifer Sheehy, Deputy Assistant Secretary for the Office of Disability Employment Policy (ODEP) at U.S. Department of Labor to the show. ODEP is the only non-regulatory federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. Ms. Sheehy will discuss the mission of ODEP to develop and influence policies and practices that increase the number and quality of employment opportunities for people with disabilities.

Most organizations would agree that their people are among their most important assets. So why is it that so few organizations believe that their HR department is one of their most important divisions? At a time when the President of the United States is calling for building America again, buying American again, and creating those great-paying American jobs again, Michael Lotito, co-chair of Littler's Workplace Policy Institute and a Littler shareholder, explores many of the reasons why HR is not just critical to this endeavor, but will be the driving force behind it. From engagement, to retention, to compensation strategies, to safety issues, and even to the protection of corporate values and morality, Michael affirms that it is HR professionals who have the experience and ability to provide insight and to develop strategies to address these issues, and therefore their voices must be heard.

When discussing farm labor, some complex issues come to the table: the history of the labor movement, immigration, fair wages for farm workers, fair prices for farmers... This week’s episode of The Farm Report offers context to these issues with two guests from different big agricultural states. Bryan Little, the Director of Employment Policy for the California Farm Bureau Federation, and Elizabeth Henderson, an organic farmer and Board member for NOFA-NY, both contribute to the conversation.