Podcasts about fmla

Most Americans never truly disconnect from work—even on vacation. After decades of tying your identity, daily rhythm, and sense of worth to a paycheck, stepping away feels less like freedom and more like freefall. Oz Chen spent years financially independent before he could accept it, wrestling with the psychological gap between having enough money and being okay with not working. Key Topics Discussed Oz's Background and FI Journey (00:02:30) Oz shares his introduction to financial independence through Tim Ferriss's Four Hour Workweek, his career as a UX designer, and the moment he officially accepted being financially independent at 37—years after crossing the actual threshold. The Job That Changed Everything (00:08:15) After seven comfortable years at one tech company, management changes, an acquisition, and mounting burnout made Oz's dream job unsustainable. He reveals the "work policy statement" he'd written that predicted exactly when he'd need to leave. Taking FMLA Leave as an Experiment (00:15:40) Rather than quitting outright, Oz used 12 weeks of FMLA medical leave to test what not working would feel like. He set a deliberately low bar for success—sleep and play pickleball—instead of maintaining his productivity mindset. The Unexpected Layoff (00:22:30) During the final week of his sabbatical, Oz received a layoff notice with severance and garden leave. What could have felt devastating instead felt like "divine timing," perfectly aligning with his planned departure. Wrestling with Fear and Acceptance (00:28:00) Oz shares his practice of writing acceptance statements for every fear—from scarcity feelings to relationship changes. By acknowledging fears without resisting them, he reduced the suffering that comes from fighting his own emotions. Practical Strategies for Decumulation (00:35:45) Breaking down the scary process of drawing down investments: think month-by-month rather than annual withdrawals, and sell "junk" investments (random stocks, crypto) first before touching beloved index funds. Life After Work and Future Plans (00:42:20) Oz describes his current life taking community college music classes, learning trades, and planning for the next 2-3 years before potentially having children. He emphasizes honoring different life seasons and remaining flexible about future work. Notable Quotes Ginger: "Pain plus resistance equals suffering. The pain is part of the human experience, but the resistance is the thing that you can control." Oz Chen: "I accept that not having a paycheck coming in will feel weird and scary. I can have the feeling and it doesn't have to change what I'm doing." Oz Chen: "Clarity through action versus expecting clarity before action. Breaking things down into smaller components generates clarity." Oz Chen: "The productivity engine is something that often buzzes in the background for optimizers. There's always something to work on, always something to optimize." Oz Chen: "I realized my fear was a very generalized fear. Writing down that fear and asking, is that true? helped me see it's potentially a reversible decision." Key Takeaways Write a work policy statement listing specific conditions under which you'd leave your job, similar to an investor policy statement for market downturns Break down your fears by writing them out specifically, then question their validity and put dollar amounts to worst-case scenarios Create acceptance statements for your financial fears to reduce internal resistance rather than trying to eliminate fears entirely Calculate your first 3-6 months of expenses in retirement month-by-month rather than thinking about annual withdrawals to make decumulation less daunting Consider using all available time-off options (PTO, unpaid leave, FMLA if eligible) to experiment with extended breaks before making permanent career changes Identify "junk" investments in your portfolio that you'd be happy to sell first before touching core index fund holdings Set a low bar for success duri…

Back-to-school season can bring up a relentless stream of what-if questions for autism moms. In this episode of The Autism Mom Coach, Lisa Candera takes five of the most common back-to-school fears and shows autism moms how to turn them into concrete plans instead of repeatedly running them through their heads.In this episoYou are listening to episode 212 of The Autism Mom Coach, the final episode in the back-to-school series. Last week I gave you a protocol for answering your what-if questions ahead of time. Today I am running it through the five questions I hear from autism moms more than any others.Hello everyone, and welcome back. I am so glad you are here.In this week's episode, we are going to apply the five-step protocol I use for answering what-if questions to the most common what-if questions I hear from autism moms leading up to a new school year.If you missed last week's episode, I highly recommend you go back and listen, because that is where I lay out the protocol in detail and how it works. Either way, here is a quick recap.Step one is to clearly define the problem.Step two is to rate how likely it is and how big a problem it would really be.Step three is to determine your options, and to brainstorm at least five.Step four is to decide what you will do right now.Step five is to create a what-if action plan you can follow if the what-if actually happens.Now we are going to take those five steps and apply them to the five most common questions I hear from autism moms leading up to the school year.What if my child gets a teacher or aide who doesn't understand them?This one comes from a client whose daughter was heading into third grade. There were two possible teachers. My client was hoping her daughter would land with the young, bubbly, brand-new teacher she pictured being a patient, gentle fit. Instead, her daughter was assigned the other one — the senior teacher, a lot of experience, a strong reputation, but more reserved and less obviously warm. And my client spiraled.So let's define it. What does "doesn't understand them" actually mean? When she drilled down, it was this. The teacher won't have real experience with autism. She'll misread my daughter's behaviors as rude. She'll mistake avoidance for disrespect. And she'll end up ignoring or punishing my daughter for things my daughter cannot help.Now rate it. How likely is it? Honestly, we just don't know. But generally speaking, I think the answer is likely. It is likely that our kids will encounter teachers and support team members who don't just get them. Let's face it, at times we barely get our own kids. It's a moving target.Then rate how big a problem it would be if this teacher and your child really are oil and water, because that does happen. So ask it plainly. Will this one relationship make or break the entire school year? How much of the day does my child actually spend one-on-one with this person? And would my child benefit, even a little, from learning to work with a style that is not the one I would have chosen for her? Sometimes the answer to that last one is yes, and it changes how tightly you hold the fear.Next, decide your options — all of them, no matter how likely you are to actually use them. You could request a swap. You could reach out to the teacher before school starts. You could set up a meet-and-greet. You could give the teacher a one-page overview of your child, covering what works, what doesn't, and what to expect. You could take your concerns to the case manager. You could ask other parents who have had this teacher for the specific, on-the-ground picture. You could wait and see. Or you could request an emergency IEP meeting.Then decide what to do right now. For this situation, my client decided to be proactive about building a relationship with the new teacher. She reached out before school started, arranged a meet-and-greet, and prepared a one-page overview of her daughter. She also reached out to the case manager — not to complain, but just to put it on her radar.And then the if-then. If she gets calls or emails from the teacher about her daughter's behavior, or if her daughter reports difficulty with the teacher, then she will request a meeting, gather more information, propose strategies, and bring it up at the IEP, or request an IEP meeting if she needs one.What if the school calls me about behaviors?One of my clients got a call last year because her fourth grader cleared the classroom after learning, mid-morning, that the day's schedule had changed. She is now terrified it is going to happen again this year.So let's define it. The specific fear is that the school will call home to report a behavior — disrupting the classroom, hitting, yelling, eloping, shutting down, or refusing to work.Now rate it. How likely is it? For her child, given last year, a call at some point this year is possible. But I would not put it in the very likely bucket. The classroom-clearing was tied to a specific trigger, her participation in the G&E program, and she is not in that program this year.Then, how big a problem is a call about your child having a behavioral disruption? For this client, we actually talked about how the disruption the previous year was helpful, in a way. It was the first time her child visibly struggled in the school setting. And unfortunately, a lot of the time, if they don't see it, they don't do anything about it. If they don't see it, they don't believe the child is struggling, which we know is not the case for our kids with autism, especially the ones who are really good at masking. So sure, getting interrupted in the middle of the work day to unravel a meltdown is not pleasant. But on a scale from one to ten, it's about a five.Next, your options. You could educate the teacher about your child's behaviors and the responses that actually work. You could set up a protocol for phone calls, so home only gets called in a genuine emergency. You could ask questions when they call — what happened, what has already been done, and how your child is doing right now. You could pick your child up. You could designate another family member to handle pickup. You could talk to your supervisor or colleagues at work about the possibility. And you could look into FMLA.What can you do right now? The meet-and-greet, the one-page overview, and a protocol for calls home.And the if-then. When the school calls, you listen, you ask your questions, and you find out where your child is at in that moment. You do not volunteer to pick up if your child has already regulated. And you schedule a follow-up conversation with the teacher and the team.What if the school doesn't follow the IEP?Here is the scenario. Your child's IEP requires that test and quiz questions be read out loud to her by a teacher or an aide. And it is simply not happening.So let's define it as specifically as possible. The teacher is not reading the quiz and test questions out loud.Now rate it. How likely is it? Likely. And how big a problem is it? Big. It is a written accommodation your child is entitled to, and she is not getting it.Next, your options, roughly in order of escalation. You could send a reminder to the teacher and the case manager. You could provide them with a copy of the IEP. You could request an emergency IEP meeting. You could bring in an advocate. And if it comes to it, you could bring in a special-education attorney. You want to know the whole ladder exists, even if you never climb past the first rung.What you do right now is the first rung. You email the team, you remind them of the requirement in plain terms, and you attach the IEP so there is no ambiguity about what was agreed to.And your if-then, for if the accommodation still is not being provided after that. Then I document every failure — the dates, the tests, and what happened. I report it to the team in writing. I request an emergency IEP meeting. And before that meeting, I send a parent concern letter that memorializes my concerns and my specific requests, so that everything is on the record before we are ever in the room.I want to say one thing here, because it is the through-line of that whole plan. Every step is written down. Documentation is not you being difficult. It is you being clear. And it is the thing that turns "they keep not doing it" into something the team has to answer for.What if my child resists going to school?So let's define it. Your child protests, complains, and drags out getting into the car or onto the bus in the morning.Now rate it. How likely is it? Likely. And how big a problem is it? On a scale of one to ten, for this family, it was about a six.Next, your options. You could simply expect it, so it doesn't blindside you. You could ride it out. You could preview the morning with the school so they know what you're walking in with. You could build a predictable morning routine. You could build room for a delay into that routine. You could set up an incentive or reward plan. And you could look into therapy if the resistance runs deeper than a rough morning.What do you do right now? You build the plan and the routine, and you build extra time into it so a slow start doesn't turn into a crisis.And the if-then. When the resistance shows up, you stay calm, you offer reassurance, and you talk to the school.What if my child is perfect at school, then explodes at home?So let's define it. The fear is that your child masks all day at school, holds it together for seven hours, and then flips out the moment they get home. That your afternoons and evenings

This week, Princess is wrapping up:--How to lose a job in 20 vacation days--It's too early to have school discourse this stupid--When are the PR people for Katseye gonna come back from FMLA????

Send us Fan MailA career can end without a single bad call. Sometimes it's the station politics, the paper trail, and the quiet retaliation that do the damage and it can hit your mental health just as hard as anything on the street. I sit down with Bridget Truxillo, an attorney, former deputy sheriff, and former SWAT team member, to talk about what happens when the workplace becomes the stressor you can't escape. Her story runs from patrol to undercover narcotics to SWAT, and then straight into the kind of employment problems most first responders hope they'll never face.We get specific about what it's like being the only woman in a specialty unit, how “equal standards” can turn into unequal scrutiny, and how a culture of write-ups and rumors can push someone out of a job they once saw as a lifelong calling. Bridget shares why she built Lady Law Shield, and why she treats career protection as part of a larger first responder wellness plan. We also talk about trust and confidentiality, and why privileged communication matters when you're afraid that speaking up will come back to you.Then we dig into the practical side: unions versus employment lawyers, what unions usually handle well, and where they typically cannot help with discrimination, harassment, or retaliation claims. Bridget breaks down why reporting in writing matters, how strict EEOC and state deadlines can be, and why waiting too long can permanently limit your options. If you're in law enforcement, fire, EMS, corrections, or dispatch and work is starting to feel consuming, this conversation gives you a clear next step and a way to breathe again.Find Bridget at LadyLawShield.com, and if this helps, subscribe, share the episode with a teammate, and leave a review so more first responders can find it.You can find Bridget at https://ladylawshield.com/about-usSupport the showYouTube Channel For The Podcast

On today's Labor Radio Podcast Daily: Blue Collar News examines chronic unemployment in Montana's tribal communities and the barriers facing Native workers. In labor history, the FMLA took effect in 1993. Quote of the day: Bill Clinton. @wpfwdc @AFLCIO #1u #UnionStrong #LaborRadioPod Proud founding member of the Labor Radio Podcast Network. Produced by Chris Garlock, Patrick Dixon and Harold Phillips.

Two conversations that cut to the heart of what workers and retirees are navigating right now — one about what happens when an employer decides union members are expendable, and one about finding the right healthcare coverage when the landscape keeps shifting. The University of Maryland, College Park, laid off more than 80 workers earlier this summer. More than 80% were union members. The university's nearly billion-dollar endowment went untouched. So did the president's $1 million-plus annual salary and the multi-million-dollar coaching contracts for coaches with losing records. And almost immediately after the layoffs were announced, the university lifted its hiring freeze. AFSCME Local 1072 President Todd Holden, union steward Sarah Eppley and laid-off member Sarah Grun describe what happened, why the local filed 40 grievances covering workers laid off while on FMLA, pursuing grievances or active in union organizing and how to sign the AFSCME toolkit letter to the University System of Maryland at afscmemd.org. Then, BCBS NLO Executive Director Merrilee Logue and BCBS Association Medicare market analyst Duncan Lawson discuss a Medicare Advantage landscape that has become more complicated for union retirees to navigate. For the second consecutive year, more than 2 million Medicare Advantage consumers had their plans terminated and even more saw their benefits reduced. Logue and Lawson explain which plans and regions have been most affected, why Medicare Advantage remains the most popular retiree coverage option despite the changes and what union members approaching 65 need to know to find coverage that fits — including how to work with a broker, check union fund coverage and take advantage of special enrollment periods. Visit afscmemd.org for more on the AFSCME Local 1072 fight and bcbs.com/MedicareAdvantage for Medicare Advantage resources. Follow @BlueLabor on LinkedIn and X for updates from the BCBS National Labor Office.

Jul 20, 2026 – Brendan McMurtrie and Crystal Colbert discuss essential financial and workplace planning tips for expectant mothers. They explain maternity leave, FMLA, California protections, paid family leave, and supplemental disability...

Love the podcast? Send us a text!When you're living with breast cancer, the medical team treats the cancer — but who takes care of everything else? The fear that won't quiet down at 2 a.m. The diarrhea you're not sure is "bad enough" to call about. The FMLA paperwork, the school pickup, the light bill, the strange grief that shows up right when everyone expects you to feel grateful.In this episode, host Laura Carfang sits down with Dr. Julia Frydman, palliative care physician and medical director at Thyme Care, and Dr. Stephanie Broussard, director of social work at Thyme Care, to talk about what whole-person cancer support actually looks like — at every stage, from newly diagnosed through survivorship and metastatic disease. Together they unpack how a proactive, interdisciplinary team of nurses, social workers, and physicians closes the gaps that so often get missed, meeting people where they are, on their schedule, whether that's a text, an after-hours call, or simply someone to talk to.Julia and Stephanie share how structured, evidence-based check-ins catch symptoms early (before a small problem becomes an ER visit), how they screen for the emotional distress patients often don't realize they're carrying, and why the transitions in a cancer journey can feel like the rug being pulled out from under you. They tackle one of the biggest misconceptions in cancer care head-on: palliative care is NOT hospice — it's added support at any age and any stage. And they get honest about the things we rarely make space for: the ambivalence of "no evidence of disease," the grief that lives alongside the gratitude, financial toxicity, caregiver burnout, and the particular weight carried by those living with metastatic breast cancer, for whom treatment never ends.This is a warm, practical conversation about being seen, being heard, and knowing you don't have to endure it all alone.In this episode:Why "you don't know what you don't know" is one of the biggest barriers in cancer careProactive check-ins and patient-reported outcomes: catching symptoms before they escalateWhen a symptom is clinically significant — and when it's okay to manage it at homeEmotional distress vs. depression and anxiety: what's normal adjustment, and what needs supportThe grief-and-gratitude paradox of survivorship, and making space for bothFear of recurrence, "no evidence of disease," and the symptom burden that follows patientsHow a nurse/social-work triage team coordinates with your oncology team (not around it)Mental health escalation in action — from a routine call to real-time supportFinancial toxicity, social needs, and caregiver supportWho can access Thyme Care, insurance partnerships, and 50-state licensingMetastatic and life-limiting breast cancer: bearing witness and living with uncertaintyThe truth about palliative care: it adds, it doesn't take awayOutcomes: higher satisfaction, improved symptoms, fewer avoidable hospitalizations, and expanded access to palliative careAbout the guests:Dr. Julia Frydman is a palliative care physician and medical director at Thyme Care, where an interdisciplinary team provides whole-person support to people living with cancer as an extra layer alongside their oncology care.Dr. Stephanie Broussard, DSW, is director of social work at Thyme Care, leading its clinical and non-clinical social support teams, with a background in oncology, palliative care, and behavioral health.About the show: Breast Cancer Conversations is produced by SurvivingBreastCancer.org, a nonprofit providing evidence-based education, emotional support, and well-being resources to everyone touched by breast cancer — at every stage. All of our programs are virtual, online, and 100% free, with a global reach. Learn more at survivingbreastcancer.org.This episode is for educational and emotional-support purposes and is not a substitute for medical advice. Please talk with your own care team about your symptoms and treatment. Eligibility for Thyme Care depends on your insurer, employer, or provider — check their website to see if you're covered.Support the showListener FeedbackIf this episode resonated with you, we invite you to leave a review on Apple Podcasts or Spotify.You can also click the link in the show notes that says "Love this episode? Send us a text" to share feedback.Messages are completely anonymous.If you would like us to follow up directly, please include your email address in your message so we can respond.Latest News: Join our Mailing List - New content drops every Monday! Discover FREE programs, support groups, and resources from SurvivingBReastCancer.org! Become a Breast Cancer Conversations+ Member! Sign Up Now. Enjoying our content? Please consider supporting our work. 

Has a boss ever asked you to drinks or dinner, and something about it felt off? On this episode of Cut to the Chase: host Gregg Goldfarb sits down with Jesse Weinstein, a partner at Phillips & Associates who has recovered nearly $40 million for employees facing harassment, discrimination, and retaliation at work. Jesse walks through why office happy hours create risk, why HR exists to protect the company rather than the employee, and what retaliation looks like long before someone actually gets fired. He also breaks down medical leave, caregiver rights, and the protections available to pregnant employees, including what happens when people return from parental leave to find their role has quietly disappeared. Practicing across New York, New Jersey, and Pennsylvania, Jesse shares how to document harassment the right way, what New York City's around-the-clock liability standard means for off-hours conduct, and why reading your employee handbook before anything happens could make or break a future case.   Join Gregg and Jesse Weinstein on Cut to the Chase as they explore: What You'll Learn Why mixing alcohol into work events raises the risk of harassment, and why saying no can trigger its own backlash Why HR exists to protect the company, not the employee, and how investigations can be quietly limited How to document harassment the right way, including timestamped notes, texts, and one-party consent recording rules What counts as retaliation before you're ever fired: isolation, stripped duties, sudden scrutiny, and cold shouldering Why New York City's automatic employer liability rule can apply even to off-premises conduct Your rights around short-term disability, FMLA, and caregiver leave for a family member's medical condition What protections exist for pregnant employees, from morning sickness accommodations to return-from-leave retaliation Why contingency-fee representation means legal help doesn't require money up front Key Moments Introduction: the "boss asks you out" scenario and today's topics Why alcohol at work events raises the risk of harassment Why rejecting a boss's advances can trigger its own backlash Spotting workplace culture red flags during the interview process Why HR exists to protect the company, not the employee How investigations get limited: unquestioned witnesses and quiet dismissals Why documentation matters: timestamped notes, texts, and one-party consent recording Practicing across New York, New Jersey, and Pennsylvania Sending a rejection text, and why it counters the "it was consensual" defense What leadership can do to actually curb workplace harassment Reading the employee handbook and finding the right HR contact New York City's automatic employer liability for supervisor harassment What retaliation looks like before termination: isolation, stripped duties, scrutiny Weighing legal strategy against personal and career consequences When to call a lawyer, even before you've been fired New York's 24/7/365 liability standard for off-premises harassment Why most people only read their handbook after meeting a lawyer Medical leave rights: short-term disability and FMLA Caregiver leave for a family member's medical condition Pregnancy rights: morning sickness accommodations and the "interactive process" Retaliation after returning from parental leave, and hidden reorgs How contingency fee representation works Whether employees can negotiate to get their job back after termination Closing thoughts and how to reach Jesse Jesse Weinstein is a partner at Phillips & Associates, where he represents employees facing harassment, discrimination, and retaliation across New York, New Jersey, and Pennsylvania. Over eight years of practice, he has recovered nearly $40 million for clients, with a focus on advocating for women in lower-power roles who often don't know their workplace rights.   Contact / Follow Jesse Weinstein: Firm: Phillips & Associates LinkedIn: https://www.linkedin.com/in/jesseweinstein/ Want more conversations that cut through the noise on science, climate, and the issues shaping our future? Subscribe to Cut to the Chase: with Gregg Goldfarb for new episodes every week.  

Is it equipment? Training? EMS supplies? Something else entirely?In this episode of The Cool Fireman Podcast, Matt and Brian tackle a topic every firefighter has an opinion on: where does the fire service waste the most money—and where should we actually be investing it? From bottled water and disposable supplies to expired medications, conference budgets, uniforms, and station culture, they dive into the difficult balance between stewardship and providing firefighters with the tools they need to succeed. The conversation goes beyond dollars and cents. Brian shares why transparency with crews matters when discussing budgets, while Matt offers the perspective from the firehouse floor—where many firefighters understandably think, "Not my problem." Together they explore how leadership can bridge that gap through communication, trust, and showing crews the return on investment when departments save money. The episode also includes:- A Patreon update and July Patreon Perks winner- Sponsor updates from Unkie's Seasonings, Burn Box, FD Collectors Club, and Operation Yellow Tape- A heartfelt moment of silence for firefighters and families facing difficult times- Listener comments and Snail Mail- A discussion about paycheck protection, FMLA, and protecting your family if you're injured off duty Whether you're a firefighter, company officer, chief officer, volunteer, or simply interested in how fire departments operate, this episode offers practical leadership lessons and a behind-the-scenes look at the challenges of managing public resources.- Biggest wastes of money in the fire service- Transparency in fire department budgets- Why small expenses add up- Training vs. equipment funding- ROI in the fire service- Building trust between chiefs and firefighters- Leadership through communication- Firefighter financial responsibility- Patreon updates & listener mail- Protecting your paycheck

As part two of the special 250th Birthday Series, Kelley Rexroad explores the presidents whose decisions shaped the modern American workplace. From Franklin D. Roosevelt's New Deal reforms to the Civil Rights Act, OSHA, the ADA, FMLA, ACA, and the Pregnant Workers Fairness Act, this episode traces the legislation and leadership that transformed work over the last century. Whether expanding worker protections, redefining labor relations, or reshaping compliance responsibilities, these decisions continue to influence HR and employment practices today. #HRHistory #FutureOfWork #HumanResources #EmploymentLaw #Leadership #WorkplaceCulture #LaborHistory #HRLeadership #AmericanHistory #WorkforceDevelopment #ProfessionalDevelopment #FutureOfLeadership

Comment on the Show by Sending Mark a Text Message.What happens when a dedicated employee, after over three decades of service, faces termination just as he recovers from a life-threatening medical condition? Join us in this gripping episode of the Employee Survival Guide® as Mark Carey delves into the legal intricacies of the case of Gary Ramaday versus Radial USA, Inc. This compelling narrative not only examines the harsh realities of corporate layoffs during a pandemic but also shines a light on critical issues surrounding medical leave, employee rights, and the ethical obligations of employers. As we dissect the timeline leading to Ramaday's firing, we unravel the complexities of the Family and Medical Leave Act (FMLA) and the legal principles surrounding age discrimination. This episode is a must-listen for anyone navigating the treacherous waters of employment law, particularly in the context of remote work and workplace culture. Mark and his co-host reveal how Radial's executives provided contradictory testimonies during depositions, setting the stage for a jury trial that ultimately awarded Ramaday over $770,000 in damages. This outcome underscores the importance of meticulous documentation and legal compliance for both employees and employers. Throughout our discussion, we emphasize the vital role of employee advocacy and the necessity for corporate management to understand the implications of their decisions, especially when it comes to medical leave and disability rights in the workplace. The episode serves as a cautionary tale, reminding listeners of the potential financial repercussions that can arise from poorly documented employment decisions. Whether you're an employee seeking to understand your rights or an employer striving to maintain a fair and compliant workplace, this episode is packed with insights that can empower you. Join us as we navigate the intricate landscape of employment disputes, severance negotiation, and the legal rights of employees in today's challenging work environment. Don't miss out on these insider tips that could make all the difference in your career survival. Tune in to the Employee Survival Guide® and arm yourself with the knowledge you need to thrive in your job!  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X 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 help other employees find the Employee Survival Guide.  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. 

This week's episode didn't happen the way we planned. It was supposed to be a livestream. And then, within the same week, both Gwen and I found ourselves facing something neither of us expected. My mother-in-law, who had been like a mother to me for nearly 30 years, was suddenly placed on hospice. Gwen's own mother was in hospice as well. We looked at each other and simply said, we cannot do a livestream this week. So we didn't. We let it be smaller, quieter, and just the two of us. And in a strange way, that became exactly the right backdrop for the topic at hand. This episode is built around questions we posed to our community about navigating grief alongside the demands of daily work. What tips would you share about going back to work? How do you balance the daily grind of work and your grief? Do your coworkers and bosses know the pain you carry, and how much do you disclose? The answers that poured in revealed something important. There is no one right way to do this. Some of you went back to work and told everyone everything. Others went back and told no one at all. Some of you simply could not go back, not to the same job, not to any job, at least not yet. All of those are valid. All of those are normal, depending on your circumstances, your safety, and what you personally need in order to function. Practical tips came pouring in too, like asking for help navigating FMLA paperwork, returning part-time before full-time, and clearly communicating boundaries to coworkers and supervisors rather than trying to silently muscle through. Some of you found that work became a meaningful place to honor your child, while others found it became a place to set grief aside for a few hours, a kind of necessary, temporary relief. The conversation around disclosure was especially honest. Some workplaces respond with grace and flexibility, and others do not. Some losses carry complicated layers underneath them that need to stay private for many reasons. Disclosure is not a one-time decision but something navigated moment by moment, situation by situation, for the rest of your life. And things change. I once believed I could never see patients again, retreating into administrative work instead, only to find myself months later unable to bear administrative work at all, wanting nothing but my patients back. A job that meant nothing before a child's death can become someone's entire calling afterward. Grief and work are not static, and neither are we. If you are navigating this balance yourself right now, we hope this conversation reminds you that whatever choice you have made, or are making, is the right one for you. There is no universal answer here. There is only yours.

In this episode, Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey dig into one of the most talked-about benefits in today's workplace: unlimited PTO. While these policies sound appealing, and can be powerful recruiting tools, they come with legal, cultural, and compliance considerations that employers often overlook. Tune in as we explore: The biggest FMLA risks, including intermittent and reduced-schedule leave Why "accrued" vs. "non-accrued" language matters How state paid leave laws (including Michigan's Earned Sick Time Act) affect unlimited PTO How to thoughtfully design an unlimited PTO policy with clear guardrails, expectations, and boundaries that work in practice, not just on paper From employee behavior and workplace culture to the interaction with the FMLA, state paid leave laws, and disability benefits, this conversation breaks down what "unlimited" really means and why careful policy design matters more than ever.

Have you ever called or talked to one of your employees while they're on a medical leave of absence? Leah Stiegler, from Woods Rogers law firm, joins Pandy to discuss the dangers and issues to employees working while on a medical leave. From wage and hour to FMLA violations, Leah shares why employees should not work or be contacted while on a medical leave.

In this episode, JoDee and Susan talk about accountability in the workplace. Topics include: What accountability really means What happens when accountability is only owned by managers Avoidance of accountability The benefits of peer-to-peer accountability What healthy accountability looks like Respectful and team-focused accountability language Leaders' influence on accountability In this episode's listener question, we're asked whether a pregnant employee can take FMLA shortly after returning from company-sponsored unpaid leave. In the news, 55% of workers see boomerang jobs as a smart career move while 37% say it's playing it safe, and many have serious reservations about returning to a former employer. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-249-holding-others-accountable-at-work/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-249-holding-others-accountable-at-work/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on June 15, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

Comment on the Show by Sending Mark a Text Message.Have you ever felt that your hard work and achievements were overshadowed by systemic bias in the workplace? Join Mark Carey in this gripping episode of the Employee Survival Guide® as he delves into the troubling case of Lauren Landhoff against Zytus Pharmaceuticals, a stark illustration of constructive discharge and the insidious nature of gender discrimination in corporate America. Lauren, a talented executive who built a thriving business division from the ground up, found herself facing exclusion from leadership roles despite her undeniable success. This episode unpacks the layers of discrimination that often lurk beneath the surface of a seemingly meritocratic environment. Mark and his co-host dissect the details of Lauren's lawsuit, revealing how her value was systematically undermined by male executives who resorted to derogatory comments and exclusionary practices. The discussion raises critical questions about the role of human resources, often seen as protectors of corporate interests rather than champions of employee rights. The narrative serves as a wake-up call for anyone navigating the complexities of employment law, especially those facing hostile work environments, retaliation, or discrimination of any kind. Throughout the episode, listeners will gain valuable insights into the importance of documenting workplace interactions and creating a paper trail, especially when dealing with employment disputes. The conversation emphasizes the necessity for employees to advocate for themselves, understand their rights, and recognize the signs of systemic bias that can lead to constructive discharge. With a focus on employee empowerment, this episode equips you with the tools to navigate your career with confidence, whether you're negotiating severance packages, facing performance reviews, or dealing with workplace bullies. As we explore Lauren's story, we also touch on broader themes of workplace culture, gender discrimination, and the challenges women face in leadership roles. This episode is not just about one individual's struggle; it's a rallying cry for all employees to stand up against discrimination and advocate for a more equitable work environment. Join us as we break down the barriers of silence surrounding these issues and provide actionable strategies for survival in today's corporate landscape. Don't miss this enlightening discussion that promises to inspire change and equip you with essential knowledge for your career journey. Tune in to the Employee Survival Guide® and empower yourself with the insights you need to thrive in a world where constructive discharge and discrimination still exist.  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X 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 help other employees find the Employee Survival Guide.  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. 

One employee asks for time off and you say yes. Another asks three weeks later and you say no. Neither of you realizes you just created a discrimination claim. In Part 6 of the HR Foundations series, Kerri breaks down leave management — the operational area where she sees the most lawsuits.Leave management isn't the flashiest HR topic, but it's where Kerri sees the most lawsuits land on small and mid-sized businesses — and almost always unintentionally.In this episode, she walks through everything an owner, operator, or manager needs to know to handle leave without creating legal exposure:What you'll learn:The federal and state leave laws that apply to your business — and the threshold calculations small employers get wrongFMLA basics: who qualifies, what it actually covers, and the three most common mistakes Kerri sees in the fieldWhy she recommends one leave bank instead of two (and what happens to honesty when you split them)How the Pregnant Workers Fairness Act and ADA quietly apply at just 15 employeesIntermittent FMLA — the hardest leave to track and the easiest to mess upWhy inconsistent leave decisions are the fastest path to a discrimination claim, even when you mean wellThe interactive process under ADA, explained without the legal jargonWhat to document for every leave event (and why benefits records stay separate from performance files)The bereavement policy fix you can put in place this weekYour one action this week: Look at your bereavement policy. How many days? For which relationships? Who approves it? If you can't answer consistently, that's your first leave policy to write.This is Part 6 of the 13-part HR Foundations series. If you're just joining, go back to Part 1 — Kerri's building your HR foundation episode by episode.Key topicsFMLA, ADA, Pregnant Workers Fairness Act, USERRA, jury duty leave, voting leave, sick leave laws, PTO policy, bereavement, intermittent leave, reasonable accommodations, retaliation claims, discrimination claims, leave documentation, manager accountabilityResources mentionedBook: The HR Easy Button by Kerri Roberts — available on AmazonCourse: HR Foundations — saltandlightadvisors.com/hr-foundationsFree Mini HR Audit:saltandlightadvisors.com/hr-auditWork with Kerri:saltandlightadvisors.com/contactComing up nextPart 7 — Performance & Feedback: Setting expectations, giving real feedback, and handling underperformance before it becomes a termination.Connect with KerriWebsite: https://saltandlightadvisors.comBook a call: https://saltandlightadvisors.com/contactDon't forget to subscribe wherever you listen — Apple, Spotify, or YouTube — and share this episode with a peer or office manager who's helping run HR at a small business.Support the show

If your aging parent needs surgery, you might need to take time away from work to care for them. A federal policy called the Family and Medical Leave Act (FMLA) gives many employees job-protected leave for caregiving. But it has noteworthy limitations. The post The Challenges And Benefits Of FMLA, This West Virginia Morning appeared first on West Virginia Public Broadcasting.

In this episode, Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey discuss the growing workplace challenges created by employees who are caring for aging parents, often while still raising children themselves. As the "sandwich generation" becomes more common, HR professionals are increasingly navigating complex leave requests, accommodation questions, and discrimination risks. They walk through how the FMLA, ADA, and state paid leave laws intersect when employees need time off to support parents with medical needs, including situations involving psychological care, assisted living, and complicated family dynamics. Tune in as we explore: When caring for an aging parent triggers FMLA notice obligations Common FMLA mistakes employers make with parent-care leave In‑laws, siblings, and the limits of employer inquiry ADA association discrimination and well‑intended bias Practical benefit ideas to support sandwich‑generation employees Note: This episode provides general information only and is not legal advice.

Comment on the Show by Sending Mark a Text Message.Have you ever wondered how a simple request for flexible work hours could lead to wrongful termination? In this gripping episode of Employee Survival Guide®, host Mark Carey dives deep into the harrowing story of Joanne Kim, a high-performing employee at Regeneron Pharmaceuticals, who faced devastating repercussions after seeking FMLA leave during a family crisis. This episode is not just a tale of one employee's struggle; it's a crucial examination of employment law, particularly the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). Join Mark and his insightful guest as they dissect legal documents from Kim's lawsuit, revealing how her impressive performance metrics juxtaposed with the timeline of her termination paint a compelling picture of associational discrimination. The chilling effects of workplace culture are laid bare, showcasing how employees grappling with personal crises are often left vulnerable in hostile work environments. This episode emphasizes the critical importance of using specific legal language when reporting workplace abuse to HR, and it exposes the failures of HR departments to protect employee rights. Listeners will gain invaluable insights into the nuances of employment law and the significance of documenting performance. This episode serves as a wake-up call for employees everywhere, urging them to understand their rights under the law and to advocate for themselves in the face of discrimination, retaliation, and workplace bullying. From severance negotiations to understanding employment contracts, Mark provides essential tips for navigating the complex landscape of employment law issues. Whether you're dealing with pregnancy discrimination, disability rights in the workplace, or simply seeking to improve your work-life balance, this episode is packed with practical advice and insider tips for employees. Tune in to empower yourself with knowledge, and learn how to survive and thrive in today's challenging work culture. Don't miss this opportunity to become your own advocate and take control of your career! Listen now to discover how to navigate the often-treacherous waters of employment disputes and learn why understanding your rights under the FMLA can be a game-changer in your professional life. Join the conversation and equip yourself with the tools you need to survive and succeed in the workplace!  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X 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 help other employees find the Employee Survival Guide.  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. 

(00:00:00) Ep. 16 Female Issues in the Fire Service Part 1 (00:05:40) Discussion on issues with Female bunker gear (PPE), wildland gear, and station uniform standards (00:34:39) Common Female reproductive health issues in the Fire Service. Pregnancy, light duty, return to work, lactation, etc. (00:53:45) Closing Comments Welcome to Episode 16 of the IAFF 7th Distirict Podcast. Thanks for sticking with us, as we continue to roll out our re-launch!Join us for Episdode 16 as Reece and Ricky are joined by several members of the International Association of Fire Fighters Female Health and Safety Committee for an in depth conversation surrounding common issues that Females face is the modern Fire Service.Are you an Executive Board member, Service Representative, or a Local member interested in being infomed? This is a great episode for you to get up to date on the issues our Sisters in this Union experience. We share our show links and agenda ahead of time via IAFF 7th District email. Join the conversation and log on for our next show.  A HUGE THANK YOU to Dani Landholm, Skye Downes, Anna Melillo, Corey Condren, and Nicole Fazio from the Female Health and Safety Committee for spending some time with and providing a wealth of knowledge on these issues. Follow the IAFF 7th District today on all major social media outlets. Videocast available on our Meta platforms, and coming soon to Youtube.Find us atFacebook- @IAFF7thDVPInstagram- @iaffmag7Do you have issues you would like to bring to the podcast? Drop us a line on social media today

What does Connecticut need to do to prepare high school students for the careers of today, and tomorrow? That's the mission of the newly formed Connecticut Career Pathways Commission. In this episode of the CBIA BizCast, CBIA president and CEO Chris DiPentima joins host Amanda Marlow to break down the commission. DiPentima is one of the 30 members of the commission selected by the Lamont Administration—which also includes representatives from the business, education, and public sectors. Episode Highlights: • Commission members and goals • Miguel Cardona's role and leadership • Tight timeline • Breaking down silos • Creating pathways for students who don't go to college • Importance of collaboration with the business community 2026 Human Resources Conference The episode also features a portion of a conversation into the state's expanded paid sick leave and FMLA laws with Connecticut Department of Labor attorneys Jennifer Devine and Heidi Lane. Headlines You May Have Missed • Rising Unemployment, Shrinking Labor Force Cloud Job Gains • Ari Santiago Appointed Interim CSCU Chair • A New Era for Regulatory Reform? The CBIA BizCast is made possible through the generous support of Google. Subscribe to the BizCast wherever you get your podcasts. Please rate the podcast and leave us a review—we appreciate your support! And be sure to give us your feedback and share guests you'd like to hear at bizcast@cbia.com.

What happens to your family the day you're gone — not financially, but humanly?

What if the most powerful word you could say in your business and your life is the one you've been afraid to use? In this episode, Dana Skaggs, psychotherapist, podcaster, and keynote speaker, shares how nearly two decades in private practice and a very personal journey with her mother's mental illness led her to become one of the most passionate voices on boundaries in the country. They call her the Queen of Boundaries, and she didn't ask for the title. She just kept showing up for people who were burning out, avoiding conflict, and slowly disappearing from their own lives. Dana's keynote, Becoming the CEO of Your Mental Boardroom, is built on a simple truth: you already know you should set boundaries. The real question is why you aren't. And that question is exactly where her work begins.   [00:04:00] What She Does and Who She Serves Psychotherapist with a master's in clinical psychology and nearly 20 years in private practice Host of Phoenix and Flame podcast, built to help people feel less alone Keynote speaker on boundaries and burnout for high performers and organizations [00:05:40] What Inspires Her: Watching People Become Free Loves watching clients go from trapped and overwhelmed to stronger and liberated You stop hoping others won't harm you; you start creating your own safety The people-pleasing tap dance ends; you can only keep your own peace [00:06:00] The High Performers She's Fighting For High performers keep giving until their gas tank runs dry She's seen them on FMLA, in the ER, sick before work every morning They're talented and creative; they just never learned to say no Her mission is to reach them before burnout does [00:07:00] The Keynoting Business Taking Shape Did her first major keynote at a national convention in Dollywood Has since spoken for chambers of commerce and young professionals groups Signature talk: Becoming the CEO of Your Mental Boardroom: Banishing Burnout with Boundaries Heart's desire is to reach more organizations, teams, and women's groups [00:11:20] Why Boundaries Make You Better at Your Job Boundaries don't give people permission to slack; they keep people performing long term Work affects home and home affects work; they are not separate Healthy boundaries in both areas lift both; the reverse is equally true [00:16:00] Client Impact: From Isolation to Thriving A client was about to quit her job; coworkers were taking advantage and she had no tools to respond At home she was avoiding her father and had drifted from all her friends Small application assignments helped her find her voice at work and at home She didn't quit; coworkers changed, her father's behavior improved, and she found a new friend group [00:22:00] The First Relationship That Changed Everything: Yolanda Harris A podcast guest told Dana she needed to meet Yolanda Harris, a branding expert for keynote speakers Yolanda took her through a full rebranding process three years ago Dana told her it felt like every other word was Russian; Yolanda never let go Her patience helped Dana see herself as a keynote speaker for the first time [00:25:00] The Second Community: MicDrop Workshop and Jess Ekstrom Was accepted into MicDrop Academy, described as the Navy SEALs of the speaking world Jess Ekstrom leads with a heart specifically for women who speak Being around giants in the field accelerated Dana's growth [00:25:40] The Relationship That Shaped Everything: Her Mother Her mother's mental illness dominated and enmeshed the entire family Dana grew up believing her mother's moods were her fault and her responsibility to fix Her aunt gave her a boundaries book by Cloud and Townsend in 1992; it felt like magic That moment became the foundation of everything she does today [00:33:40] Final Word: Baby Steps and Grace Entrepreneurship is jumping off a cliff and figuring out the parachute on the way down Baby steps taken consistently create real change That is not just encouragement; it is a boundary lesson   KEY QUOTES "You become stronger, you become safe. You are not hoping that someone else isn't gonna try to harm you. We learn how to create our own safety, and then we become liberated." - Dana Skaggs "You can't keep someone else's peace. You can only keep your own." - Dana Skaggs CONNECT WITH DANA SKAGGS Website: http://www.danaskaggs.com Boundary Quiz: http://www.danaskaggs.com/quiz LinkedIn: https://www.linkedin.com/in/danabskaggs-speaker Facebook: https://www.facebook.com/dana.b.skaggs   Thanks for tuning in! If you liked my show, please LEAVE A 5-STAR REVIEW, like, and subscribe! Find me on: Apple Podcasts | Spotify | iHeart Radio | Stitcher

IA, virus… y el misterio de la vida más allá de la Tierra…Esta semana en Radiandofe…Un virus que está poniendo al mundo en alerta…El avance acelerado de la Inteligencia Artificial…Y una pregunta que la humanidad sigue haciéndose:¿Existe vida más allá de la Tierra?Noticias que están despertando curiosidad… inquietud… y profundas preguntas.Pero…¿acaso la Biblia nos habla de todo esto?Acompáñanos en este episodio especial para analizar, reflexionar y pensar más allá de los titulares.Escúchanos en Spotify, Apple Podcast y Radio Fe 95.9 FMLa frecuencia que inspira fe.#Radiandofe #Podcast #Actualidad #InteligenciaArtificial #Hantavirus #VidaExtraterrestre #Fe #Esperanza #Biblia #Reflexión #Noticias #Tecnología

Text Dr. Lenz any feedback or questions Dr. Stephanie Pearson on Workplace Injury, Invisible Disability Claims, and Disability Insurance PitfallsDr. Stephanie Pearson, an OB-GYN, describes how a workplace shoulder injury during a delivery led to chronic pain, failed surgery outcomes, job termination after FMLA, and denial of her hospital disability coverage due to a fine-print work-injury exclusion, followed by a disputed workers' comp claim and a settlement after litigation. She explains how invisible or subjective conditions (e.g., chronic pain, fibromyalgia, headaches) are often doubted by clinicians and challenged by insurers, why “gray” cases face scrutiny, and how documentation of worst-day functional limits and timely medical-record collection are critical, including possible IMEs. Pearson contrasts employer group vs private disability insurance, highlighting taxable group benefits, benefit caps, portability issues, and common two-year limitations for subjective illnesses, while private policies depend on underwriting, exclusions, and participation limits. She also discusses underwriting impacts of medical coding, runs a physician peer support group, and shares personal recovery supports and her company's client advocacy approach.00:00 Meet Dr Pearson01:23 Injury In Delivery Room02:25 Surgery And Termination03:03 Denied And Sued04:11 Mental Health Crisis05:54 New Purpose And Company06:40 Invisible Illness Bias09:05 Building A Paper Trail12:59 Independent Medical Exams16:33 Group Versus Private Coverage19:25 Subjective Illness Limits23:12 Underwriting Exclusions24:28 Fibromyalgia Stigma25:15 Contracts And Legal Review25:44 Coverage Limits Explained28:44 Underwriting and Intake Process29:54 Medical History Surprises32:10 No Underwriting Options33:32 Psych Diagnosis Pitfalls36:26 Staying Properly Insured38:44 Claims SuClick here for the YouTube Channel  Click here for the YouTube channel International Conference on ADHD in November 2025 where Dr. Lenz will be one of the speakers. Support the showWhen I started this podcast and YouTube Channel—and the book that came before it—I had my patients in mind. Office visits are short, but understanding complex, often misunderstood conditions like fibromyalgia takes time. That's why I created this space: to offer education, validation, and hope.  If you've been told fibromyalgia “isn't real” or that it's “all in your head,” know this—I see you. I believe you. This podcast aims to affirm your experience and explain the science behind it. Whether you live with fibromyalgia, care for someone who does, or are a healthcare professional looking to better support patients, you'll find trusted, evidence-based insights here, drawn from my 29+ years as an MD.Please remember to talk with your doctor about your symptoms and care. This content doesn't replace per...

Julie Herrera from the Law Office of Julie O. Herrera joins Jon Hansen on Let’s Get Legal to talk about employment law. Julie talks about FMLA, retaliation, and sexual harassment allegations in the workplace. For more information, visit julieoherrera.com or call 312-479-3014.

In the past few days, MrBeast, the YouTube titan Jimmy Donaldson, has been thrust back into the spotlight by a explosive lawsuit that's rocking his burgeoning media empire. According to Law360 on April 27, his companies, MrBeastYouTube LLC and GameChanger 24/7 LLC, fired back at ex-employee Lorrayne Mavromatis, branding her federal FMLA suit a blatant publicity stunt aimed at juicing her influencer profile. HR Dive reports she alleges years of gender harassment, sexual bias, and being axed just three weeks after maternity leave, painting a picture of a cutthroat workplace where she even joined a team call from her hospital bed mid-labor. ABC7 details her claims of a toxic culture straight out of a leaked 36-page employee guide that shrugged off childish boy antics and endless hours, though spokespeople counter with Slack screenshots proving she got FMLA info and was cut in a routine ecommerce shakeup.No fresh public appearances or verified social media posts from Donaldson himself popped up in the last 48 hours, but the drama's timing—right as Beast Industries pushes into TV with Beast Games season two and wild financial ventures—could cast a long shadow on his biography, testing the limits of his do-gooder brand amid whispers of internal cleanup. No major headlines in the past 24 hours, but this legal dust-up dominates chatter, with no unconfirmed rumors warranting mention here.Thanks for listening, please subscribe to never miss an update on MrBeast and search the term Biography Flash for more great Biographies. This has been a Quiet Please production.This content was created in partnership and with the help of Artificial Intelligence AIThis episode includes AI-generated content.

Tim Conway Jr. Hour 4 (4.15)

Luke Carignan and ASHHRA Executive Director Jeremy Sadlier take a deliberate step back from the doom and gloom to look at what is actually working in healthcare HR right now — and the data is genuinely encouraging.

In this episode, Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey discuss the most important legal training topics every supervisor should understand. Supervisors are often the first to hear about workplace complaints, medical issues, attendance concerns, and performance problems. That means their response can become the company's response under the law. Rebecca and Sarah explain why supervisor training is one of the most effective ways to reduce workplace legal risk and improve workplace culture. They break down the core training topics every organization should include, such as: Harassment, discrimination, and retaliation training The basics of the Fair Labor Standards Act (FLSA) Medical leave and accommodation laws like the FMLA and ADA Performance management and documentation practices They also discuss additional training topics employers may want to consider depending on their workplace. Whether you're in HR, leadership, or managing a team, this episode provides practical insight into what supervisors need to know, and when to involve HR.

Chair #1, Scalpa, Harry Lee the HandyMan is BYKE off of FMLA. Tonight we have a special co-host Jabrell Winfrey, Billy D. Brell in the building. Big Cuz, Mr. Wing Kingh himself is here to talk about his new adventure and musician and promoter Tony B is here to talk about his upcoming events.

In Part One of this two-part conversation, Dr. Stephanie Pearson shares her powerful journey from practicing OB/GYN to becoming a nationally-recognized advocate for physician disability insurance and financial protection. Nearly ten years into practice, a traumatic shoulder injury sustained during an emergency delivery permanently ended her ability to operate and perform obstetrics.. What initially felt like a temporary setback quickly became a life-altering pivot point—complicated further by contract language, disability policy limitations, and systemic barriers that left her financially and emotionally vulnerable. Stephanie details the harsh realities she encountered after her injury, including being terminated when her FMLA expired, denied disability coverage due to policy fine print, and fighting a lengthy workers' compensation battle. She candidly discusses the mental toll of the experience, including a period of severe emotional distress, and emphasizes how little physicians are taught about contracts, disability insurance, and financial risk management. Her story underscores the importance of reviewing employment agreements and understanding both employer-sponsored and private disability coverage. Out of this adversity, Stephanie co-founded PearsonRavitz, an insurance brokerage dedicated to helping physicians secure appropriate disability and life insurance protection. Now part of the broader Earned Wealth platform alongside OJM Group, she is committed to improving financial literacy among physicians. This episode sets the stage for Part Two by highlighting not only the risks physicians face but also the importance of proactive planning, proper policy design, and advocating for oneself long before a crisis occurs. Learn more, including additional show notes, links, and detailed key takeaways, by visiting physicianswealthpodcast.com. Click here to get your FREE copy of our latest book, Wealth Strategies for Today's Physician!

Send us Fan MailThis week on Jaded HR, we dive into an HR nightmare that somehow checks every single box of what NOT to do.A pregnant employee. A doctor's note. A simple work-from-home request.And a company that said… “nah, come into the office.”What happened next? A $22 million lawsuit that has HR professionals, employment lawyers, and workplace experts all asking the same question: what were they thinking?We break down the now-viral case involving Total Quality Logistics and unpack the real-world implications around:Pregnancy accommodations in the workplaceRemote work policies vs. medical necessityHR compliance, FMLA, and legal riskHow rigid company culture can backfire (spectacularly)Along the way, we also get into:Why “HR is here to protect the company” isn't always the slam dunk people think it isThe dangers of blindly following policy without using actual human judgmentAnd yes… somehow TikTok HR advice catches a stray (as it should)If you're in Human Resources, leadership, or just enjoy a good corporate cautionary tale, this episode is equal parts insight, frustration, and “you've got to be kidding me.”Because sometimes protecting the company… means not handing someone a $22M reason to sue you.

“Where there is no guidance, a people falls, but in an abundance of counselors there is safety.” — Proverbs 11:14 When it comes to managing money, Scripture reminds us that we were never meant to do it alone. Financial decisions carry both practical and spiritual weight, shaping not only our future but also our faithfulness. On today's episode of Faith & Finance, Sharon Epps, President of Kingdom Advisors, explores why wise counsel matters—and how Certified Kingdom Advisors (CKA®s) are helping believers steward God's resources with clarity and conviction. What Is a Certified Kingdom Advisor? A Certified Kingdom Advisor (CKA®) is a financial professional who is both spiritually grounded and professionally equipped to help individuals and families make financial decisions rooted in biblical wisdom. As Sharon Epps explains, a CKA® is someone who is: Biblically trained Professionally qualified Passionate about helping others make faith-informed financial decisions CKA®s come from a range of professions, including financial planning, accounting, investing, insurance, and law—but they share a common commitment to integrating faith into their work. A Standard Built on Biblical Wisdom The CKA® designation is not a casual credential—it reflects a rigorous and intentional process. Sharon Epps highlighted that candidates complete: 90 hours of college-level study A five-hour proctored exam A real-life case study applying biblical principles to financial planning This training equips advisors not only with technical expertise, but also with a framework for applying Scripture to everyday financial decisions. More Than a Credential—A Heart Transformation One of the most compelling insights Sharon shared is that becoming a CKA often transforms the advisor as much as it equips them. One advisor wrote: “My practice is no longer just about financial acumen—it's about integrating faith and finance.” Another shared: “This journey has been a catalyst for spiritual growth and discernment.” These stories reflect a deeper reality: when financial advice is shaped by Scripture, it changes not only how money is managed, but how people live. Why It Matters for Your Financial Journey So why should you consider working with a Certified Kingdom Advisor (CKA®)? Sharon Epps put it simply: money is a tool, and we need wise guidance to use it well. A CKA helps you: Make decisions aligned with a biblical worldview Stay grounded in Scripture and prayer Pursue faithfulness, not just financial success In a culture that often measures progress by accumulation, a CKA® helps reframe the goal toward stewardship, generosity, and trust in God. Taking the Next Step If you're looking for financial guidance that aligns with your faith, connecting with a Certified Kingdom Advisor (CKA®) can be a powerful next step. As Proverbs reminds us, there is safety in an abundance of counsel—and the right advisor can help you move forward with wisdom, confidence, and a deeper sense of purpose. Find a Certified Kingdom Advisor Ready to take that next step? You can connect with a Certified Kingdom Advisor (CKA®) in your area by visiting FindaCKA.com. There, you'll find trusted professionals who are equipped to help you integrate your faith and finances—so you can steward God's resources wisely and live with greater clarity and peace. You don't have to navigate your financial journey alone. With wise, biblically grounded counsel, you can move forward in faithful stewardship. On Today's Program, Rob Answers Listener Questions: I'm selling my home and still have a small mortgage. How does equity work when I sell—does it carry over to my next home? Also, at 79, would my age make it harder to get a mortgage? I'm 63 and divorced after 30 years of marriage. I worked in our home business but didn't earn income or Social Security credits. My ex-husband receives military retirement, and I've heard I may qualify for benefits based on his record. How do I access that, and does it reduce what he receives? My mom passed away, and I'll receive about $70,000 from her home. I'm 59 and plan to retire at 62. I have no debt, a fully funded emergency fund, and an IRA with limited annual contributions. What's the best use of this inheritance, and are there any tax concerns I should be aware of? I'm on short-term disability, but payments have stopped while my claim is reviewed, and I've used up my savings. I have a $30,000 whole life policy—should I take a loan against it for income? I recently had surgery and may return to work soon, but my FMLA is ending, so my job is uncertain. Resources Mentioned: Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner) Sound Mind Investing Fidelity | Charles Schwab Social Security Administration (SSA.gov) Defense Financial and Accounting Service (DFAS) Our Ultimate Treasure: A 21-Day Journey to Faithful Stewardship by Rob West Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money Look At The Sparrows: A 21-Day Devotional on Financial Fear and Anxiety Rich Toward God: A Study on the Parable of the Rich Fool Find a Certified Kingdom Advisor (CKA) FaithFi App Remember, you can call in to ask your questions every workday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

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Chase Idleman, Chief Executive Officer of Arlow, is leveraging emerging AgeTech and the longevity economy to develop solutions for an aging population, their families, and caregivers. With a human-centered approach to the entire aging process, Arlow uses AI to create a system for action for adults over 65 and their support networks. The main goal is to make tasks like care coordination, document management, medication adherence, and detecting changes in behavior and physical abilities easier. Chase explains, "AgeTech is more around the people in the population. So if you look at aging, it is not one point in time, but is truly a continuum and impacts so many people. It's not just the person who's aging, but also the family members and the entire circle of care around them. So, AgeTech is that kind of emerging field, which is how I try to differentiate it. Again, it's not product-centric, but it is really human-centric over a continuum of time."   "What we felt was the biggest opportunity was not only creating a solution for older adults, but creating a solution for the circle of care, the people every single day who are helping those older adults. And in parallel, we really started to lean in on this employer front with the workforce. So in the workforce environment, it's pretty interesting, 25% of FMLA is for caregiving. And right now, there's not a ton of solutions that can support them. So those workers are essentially the circle of care." #Arlow #AgeTech #AI #Healthcare #Aging #Innovation #DigitalHealth #Longevity #Caregiving #HealthTech #SeniorCare #FamilyCaregivers #CaregiverBurnout #OlderAdults #EmployeeBenefits #EmployeeAssistantPrograms Arlow.ai Download the transcript here

Chase Idleman, Chief Executive Officer of Arlow, is leveraging emerging AgeTech and the longevity economy to develop solutions for an aging population, their families, and caregivers. With a human-centered approach to the entire aging process, Arlow uses AI to create a system for action for adults over 65 and their support networks. The main goal is to make tasks like care coordination, document management, medication adherence, and detecting changes in behavior and physical abilities easier. Chase explains, "AgeTech is more around the people in the population. So if you look at aging, it is not one point in time, but is truly a continuum and impacts so many people. It's not just the person who's aging, but also the family members and the entire circle of care around them. So, AgeTech is that kind of emerging field, which is how I try to differentiate it. Again, it's not product-centric, but it is really human-centric over a continuum of time."   "What we felt was the biggest opportunity was not only creating a solution for older adults, but creating a solution for the circle of care, the people every single day who are helping those older adults. And in parallel, we really started to lean in on this employer front with the workforce. So in the workforce environment, it's pretty interesting, 25% of FMLA is for caregiving. And right now, there's not a ton of solutions that can support them. So those workers are essentially the circle of care." #Arlow #AgeTech #AI #Healthcare #Aging #Innovation #DigitalHealth #Longevity #Caregiving #HealthTech #SeniorCare #FamilyCaregivers #CaregiverBurnout #OlderAdults #EmployeeBenefits #EmployeeAssistantPrograms Arlow.ai Listen to the podcast here

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.

In this episode of the Balancing Act podcast, host Andy speaks with Rachel Shaw, a nationally recognized ADA expert and president of Shaw HR Consulting, about the complexities of disability accommodation in the workplace. They discuss the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA), and the cultural challenges surrounding these laws.  Rachel shares her personal journey in HR, the importance of proactive planning, and how organizations can create a supportive environment for employees with disabilities. The conversation emphasizes the need for compassionate leadership and the value of understanding the modern workforce's needs. Tune into episode 234 to hear Rachel's story, her career rocket-booster moment, and her thoughts on all things ADA and FMLA. AndrewTemte.com

Baby Grooch has arrived, Kevin is on FMLA, and Michigan State got absolutely torched in Madison — so it's business as usual on Can't Read, Can't Write. Mike and Plum break down a brutal loss in Wisconsin (51-34 at the half says everything you need to know), dig into the coaching carousel with new QB coach John McNulty and RB coach Travis Russell — both with uncomfortable Michigan ties — and rant about a CBS listicle that had the audacity to give Kyle Whittingham an A.Hockey's rolling, Notre Dame's coming to town, and the guys preview two must-win games against UCLA and Ohio State. Off Grand River, a Providence-St. John's brawl, Doug Gottlieb losing his mind over a technical, Jerome Tang getting fired for cause (and his AD making it worse), and Canada's curling team getting caught doing the absolute worst thing you can do in a gentleman's sport — and then telling Sweden to go pound sand about it.Listener questions, a sponsor read, a whiskey review nobody asked for, and a formal welcome to the newest Spartan. Go green.

Bonding leave sounds straightforward: an employee has a baby, takes time off, and returns to work. But Sarah Piscatelli and Mary McNally from AIM HR Solutions know that the space between a well-intentioned law and its practical implementation is where almost every employer gets stuck. Not because the law is unclear, but because making it work requires navigating overlapping state and federal regulations, measurement periods that don't align, and scenarios the drafters probably didn't anticipate.In this episode, Pete talks with Sarah and Mary about why bonding leave has become one of the most frequently used and most frequently misunderstood benefits in Massachusetts HR. They explore how 12 weeks of bonding leave can combine with medical leave to reach 26 weeks total, how that coordinates (or doesn't) with FMLA and an older state parental leave law still on the books, and what happens when both parents work for the same company or when an employee wants to take leave intermittently rather than all at once. They discuss why there's no standardization in how doctors approve medical recovery time, why taking a vacation during bonding leave isn't fraud, and why a benefit designed to support families requires HR professionals to operate as project managers just to keep everything compliant.Press play to discover why something that sounds simple becomes intricate the moment you try to implement it—and what it takes to get it right.AIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours.Links & NotesMassachusetts Department of Family and Medical Leave (DFML)Official PFML program information and employer resourceshttps://www.mass.gov/orgs/department-of-family-and-medical-leaveU.S. Department of Labor - FMLA InformationFederal Family and Medical Leave Act guidelineshttps://www.dol.gov/agencies/whd/fmlaMassachusetts Parental Leave Act (1972)Information on the eight-week unpaid parental leave statutehttps://www.mass.gov/info-details/massachusetts-law-about-parental-leave AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Why weren't we on yesterday? Lazlo talks about FMLA. The guys know nothing about their insurance, and Lazlo has two hearts. Summers getting Lazlo and SlimFast wrapped into a scam. Lazlo predicts NO ONE will wear red on Friday, and places his sports bets. In Headlines, the guys discuss Sherone Moore's first preliminary hearing, the University of Brown shooting, Rob Reiner and his wife getting stabbed by their son, a woman found dead in a dollar tree, a man pleading guilty to shaking his baby, and much much more! Stream The Church of Lazlo podcast on Apple Podcasts, Spotify, or wherever you get your podcasts!