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「横浜FMに痛手か？ヤン・マテウスがエジプトの強豪クラブへの移籍が初期合意と報道」 J1の最下位（20位）に沈んでいる横浜F・マリノスは、7月17日にシンガポールプレミアリーグ（SPL）ライオン・シティ・セーラーズにエースFWアンデルソン・ロペスが移籍したが、助っ人の流出がまだ続くのかもしれない。 エジプト・プレミアリーグの強豪アル・ザマレクが、横浜FMに所属するブラジル人ウインガー、FWヤン・マテウスの獲得で合意に達したと、エジプト発の英語スポーツメディア『KingFut』が報じている。 同メディアが、複数の報道を引用したところによると、ザマレクとマテウスの間で今2025年夏の移籍市場中の移籍実現に向けた初期合意が成立したという。 この移籍の噂は、クラブが8月5日にベルギー1部のシャルルロワから獲得したFWオデイ・ダバーに続くもので、ザマレクは今2025/26シーズン開幕に向けてチームを全面的に再構築する方針のもと、今夏の移籍市場で勢いを緩める様子はない。 ただし、マテウスの加入は、チュニジア人ウインガー、FWアハメド・ジャフェリの退団が前提条件となっているようだ。 同メディアによると、もしザマレクにマテウスの加入が決まれば、クラブが今シーズンすべての大会で戦う上で大きな戦力となることは間違いないと期待を込めている。 マテウスは、2022年に横浜FMに加入。J1の舞台では、2022シーズン途中での加入ということもあり5試合1ゴールだったが、2023シーズンに頭角を現し、32試合に出場し6ゴール11アシストをあげると、昨2024シーズンも35試合に出場し5ゴール8アシストを記録。 今2025シーズンもここまで22試合に出場し5ゴール3アシストを記録しており、移籍が決まれば横浜FMにとっては痛手となりそうだ。
「川崎フロンターレ、“意味深投稿”マルシーニョら2選手残留へ！」 川崎フロンターレ所属のブラジル人FWマルシーニョには、移籍の可能性が報じられたほか、本人のインスタグラム投稿にも注目が集まっていたが、少なくとも2025シーズン終了後まで残留する見込み。DFジェジエウも引き続き川崎でプレーする見込みだ。 マルシーニョの去就を巡っては、ブラジルの移籍市場に精通しているジャーナリストのカイオ・セザール氏が7月30日に同国1部セアラーSCからの関心をリポート。選手サイドの意向について「彼は2025シーズン中の母国復帰の可能性を否定しておらず、選択肢のひとつに含めている」と伝えていた。 母国復帰の可能性が報じられた直後、マルシーニョは川崎のユニフォームを身にまとう自身の姿をインスタグラムにアップすると、「私は毎日、自分の人生とこれまでに手に入れたすべてのものに感謝している。そして未来にはさらに大きな達成が待っていると信じている」とポスト。ネット上では、この投稿内容が退団を示唆するものという憶測が駆け巡っていた。 そんななか、本人は4日に再びインスタグラムを更新。トレーニングウェアでジェジエウ、通訳担当である中山和也氏とのスリーショットをアップすると、「ここから反撃開始」と日本語でポストしている。この投稿が2025シーズン後半戦も川崎でプレーすることを意味するとみられるだけに、ブラジル人2選手の川崎残留は濃厚だ。 なお川崎は先日、セルビア1部FKヴォイヴォディナ・ノヴィ・サドからFWラザル・ロマニッチ、クロアチア1部ハイドゥク・スプリトからDFフィリップ・ウレモヴィッチを獲得。外国人の出場枠を巡る競争は激化するが、それでもマルシーニョとジェジエウが川崎にとって必要不可欠な戦力であることに変わりはない。
「アトレティコ、ミロー獲得失敗濃厚でナポリFWラスパドーリを狙う？」 アトレティコ・マドリード（スペイン1部）は昨季のラ・リーガで一時は首位に立つなど絶好調だったものの、最終的に3位フィニッシュ。今夏にアメリカで開催されたクラブワールドカップではグループステージ敗退に終わっていた。 巻き返しを目指す新シーズンに向けて、アトレティコはすでにスペイン代表MFアレックス・バエナやアメリカ代表MFジョニー・カルドーソ、アルゼンチン代表FWティアゴ・アルマダを補強。さらに、サウジアラビア移籍が頓挫していたスロバキア代表DFダビド・ハンコも急転直下での獲得に成功している。 今夏に積極補強補強を敢行しているアトレティコは、シュツットガルト（ドイツ1部）でプレーするU-23フランス代表MFエンゾ・ミロー（23）の獲得を目指しているとみられていた。しかし、同選手はアル・アハリ（サウジアラビア1部）への移籍が決定的な状況となっている。 そのなかで、イタリア『カルチョ・メルカート』によれば、アトレティコはミローの代替案としてナポリ（イタリア1部）でプレーするイタリア代表FWジャコモ・ラスパドーリ（23）の獲得を目指す模様。ナポリは同選手に関して売却する意思はないものの、3500万ユーロ前後のオファーであれば応じる可能性もあるようだ。 イタリア代表として40試合で9ゴールを記録するラスパドーリは2022年夏に下部組織からプレーしたサッスオーロ（イタリア1部）を離れてナポリへ完全移籍。昨季はセリエA26試合で6ゴールを記録してクラブのセリエA制覇に貢献していた。
「マンUのフェルナンデスとエバートンのエンディアイエが乱闘寸前の小競り合い」 8月4日にアメリカのアトランタで行われたプレミアリーグ・サマーシリーズの一戦、マンチェスター・ユナイテッド対エバートンは、2-2の引き分けに終わった。ユナイテッドはこの結果により、ウェストハム・ユナイテッド戦（2-1）およびボーンマス戦（4-1）での勝利を含め、当シリーズ優勝を果たしている。 この引き分けに終わった試合中には、ポルトガル代表でユナイテッドの主将MFブルーノ・フェルナンデスと、セネガル代表でエバートンのFWイリマン・エンディアイエが、ピッチ中央付近で激しい衝突を起こした。 問題の場面は、後半エバートンが2点目を決める直前に発生。フェルナンデスがボールを失った後に、ハーフウェーライン付近でエンディアイエに背後からスライディングタックルを仕掛けた。これに激怒したエンディアイエが詰め寄り、両者は体を激しく突き飛ばし合い、殴り合い寸前の状態に。審判は試合を止めずプレーを継続させたが、その直後にユナイテッドはFWアマド・ディアロのオウンゴールで失点した。 先制点は前半19分、ユナイテッドが獲得したペナルティキックによるものだった。エバートンのDFジェームス・ターコウスキーがディアロをペナルティエリア内で倒し、フェルナンデスがこれを冷静にゴール右隅へ決めた。エバートンは前半終了5分前に反撃し、MFイドリッサ・ゲイェの正確なクロスを受けたエンディアイエが落ち着いてフィニッシュを決め、試合を振り出しに戻した。 ユナイテッドは後半69分に再び勝ち越しに成功する。ペナルティエリア内でMFメイソン・マウントが素早く反転し、GKジョーダン・ピックフォードの守るゴールを破った。だが、その数分後のオウンゴールにより、試合は最終的に2-2で終了した。 ユナイテッドは次戦9日に、セリエA所属のフィオレンティーナをホームのオールド・トラッフォードに迎える予定。さらにその翌週18日にホームでアーセナルとのプレミアリーグ開幕戦に臨む。
「ユベントス、守田英正相方のヒュルマンド獲得に本腰？障壁は移籍金」 ユベントス（イタリア1部）は昨季チアゴ・モッタ前監督体制でスタートしたものの、勝ちきれない試合が続いたこともあり、シーズン途中に解任。イゴール・トゥドール監督がバトンを受け継ぎ、最終的にセリエAで4位フィニッシュを果たして今季のチャンピオンズリーグ（CL）出場権を獲得した。 巻き返しを目指す今季に向けて、イタリア『ガゼッタ・デッロ・スポルト』によれば、ユベントスは日本代表MF守田英正の相方であるスポルティングCPでプレーするデンマーク代表MFモルテン・ヒュルマンドの獲得に興味を持っているという。 そのヒュルマンド獲得に向けてユベントスは移籍金4000万ユーロ（約68億3,000万円）＋ボーナスという条件での交渉をスタートさせたいと考えている模様。しかし、スポルティングは今夏にスウェーデン代表FWビクトル・ギョケレシュをアーセナルに売却したことから資金面で困っておらず、契約解除金の6000万ユーロ（約102億5,000万円）を求めているようだ。 ユベントスは昨夏に獲得したものの、チームにフィットしきらなかったブラジル代表MFドウグラス・ルイスを売却して資金を手にしたいと考えていると考えている模様。しかし、現時点でプレミアリーグ復帰に向けた具体的な交渉は行われていないようだ。 高いパス技術で試合を組み立てることを得意としているボックス・トゥ・ボックス型のヒュルマンドは、レッチェ（イタリア1部）でのプレー経験もあることからセリエAへの復帰に意欲的だという。同選手はユベントスからのオファーを歓迎しており、年俸アップと2030年夏までの長期契約に好印象を持っているようだ。
「ルックマン狙うインテル、代替案に仏1部得点王のグリーンウッドを狙う？」 インテル（イタリア1部）は昨季のチャンピオンズリーグ（CL）決勝戦でパリ・サンジェルマン（PSG／フランス1部）に敗戦。セリエAでも2位に終わると、コッパ・イタリアでも準決勝でミラン（イタリア1部）に敗れて最終的に無冠に終わってきた。 タイトル奪還を目指す今季に向けてアルゼンチン代表FWホアキン・コレアとオーストリア代表FWマルコ・アルナウトビッチが契約満了に伴い退団したことから攻撃強化を画策。アタランタ（イタリア1部）でプレーするナイジェリア代表代表FWアデモラ・ルックマンをメインターゲットに設定しているとされている。 すでにインテルはルックマンとの個人合意に至っているものの、アタランタとのクラブ間交渉は難航。インテルは移籍金総額4500万ユーロ（約76億8,000万円）のオファーを提示した一方で、アタランタは移籍金5000万ユーロ（約85億4,000万円）を求めているとみられている。 インテルはルックマンの獲得に向けてアタランタからの返答を待っているなかで、これ以上交渉が難航した場合はターゲットを切り替える模様。イタリア『コリエレ・デッロ・スポルト』によれば、そのターゲットがオリンピック・マルセイユ（フランス1部）でプレーする元イングランド代表FWメイソン・グリーンウッドだという。 マンチェスター・ユナイテッド（イングランド1部）でプロキャリアをスタートさせたグリーンウッドは、昨夏にマルセイユへ完全移籍。正確な左足のキックを武器に昨季はリーグ・アン34試合で21ゴールを記録して得点王にも輝いた。
「秋田に大敗後“黒カーテン”…ジュビロ磐田ホーム戦でサポーター騒然！真意は？」 ジュビロ磐田は8月2日に行われた明治安田J2リーグ戦で、ブラウブリッツ秋田に1-4と敗北。試合後、ヤマハスタジアムの一部設備を巡り、ファン・サポーターの間で議論が白熱している。 磐田は13分にFW佐藤凌我のゴールで先制も、21分に失点。30分に勝ち越しゴールを許すと、後半に2失点。FWグスタボ・シルバやFW渡邉りょうを投入するジョン・ハッチンソン監督の采配は実らなかった。 試合後、メインスタンド側でゴール裏から近い場所には、黒いカーテンが設置されたことが話題に。カーテン設置の真意は不明だが、Xで設置の様子が拡散されると、大敗を喫しただけに磐田サポーター等から不満の声が挙がっている。 磐田は公式サイトを通じて、ヤマハスタジアムの観戦マナーを案内。「セキュリティの観点から選手動線にトンネルおよびカーテンを設置いたします」としているが、Xでのポストのみでは、メインスタンド側でゴール裏から近い場所に設置された黒いカーテンが、セキュリティ目的のものであると断定することはできない。 なお、磐田は秋田戦で黒星を喫したとはいえ、J1自動昇格ラインから勝ち点4差の8位。水戸ホーリーホックが直近5試合で4勝1分と好調であるとはいえ、まだ昇格の可能性は十分残されている。 2024シーズンの一部公式戦でも、試合後に設置された黒いカーテン。設置目的を知りたいと思っているファン・サポーターは一定数存在するはずだ。
In episode 211, Coffey talks with Michelle Haugh about recent HR-related news stories related to workplace romances, family members intervening in the workplace, and declining employee engagement.They discuss the Astronomer.io CEO and CPO resignation after being caught on a kiss cam at a Coldplay concert; workplace relationship policies and conflict of interest considerations; family members inappropriately intervening in workplace matters including interviews and disciplinary actions; declining employee engagement levels comparable to 2020 COVID-era lows; the impact of economic uncertainty and social pressures on workplace morale; the importance of transparent communication during difficult times; and strategies for addressing engagement issues through accountability and leadership development at all organizational levels.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Michele Haugh is a seasoned HR expert with decades of experience across various roles, from specialist to senior leadership positions. Transitioning from corporate HR to consulting a decade ago, she co-founded EarlyHR solutions, offering strategic support to over 200 early and growth stage organizations.Recognizing the crucial link between employee engagement and organizational success, Michele introduced EarlyEngage, a subscription-based service focusing on professional development and fostering engagement.With a BS in Business and SPHR certification, she completed her Masters in HR and Organization Development in December, 2024 and was named "HR Consultant of the Year" by DallasHR in February 2025. Her passion lies in promoting inclusive practices, positive leadership, and people-first cultures.She is also the founder of CollabHRate, a thriving HR Consulting Community fostering collaboration and education for external consultants.Outside of work, Michele finds joy in her role as a wife and mother to three children. Her adventurous spirit has led her to live in Bangkok, backpack across Europe, and raft through the Grand Canyon. Yet, she equally treasures quiet moments with her pups, indulging in a good book, and hosting gatherings with loved ones.Michele Haugh can be reached athttps://www.earlyengage.comhttps://www.earlyhrsolutions.comhttps://www.linkedin.com/in/michele-haugh-shrm-scp-401722bhttps://www.instagram.com/earlyengageAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish clear policies regarding workplace relationships and family member involvement in employment matters to maintain professional boundaries and prevent conflicts of interest.2. Address declining employee engagement proactively by gathering honest feedback, communicating transparently about organizational challenges, and avoiding defensive responses to criticism.3. Develop leadership behaviors and accountability standards at all organizational levels rather than viewing engagement as solely a management responsibility.
Quaranteam-Northwest: Part 8 Summer Plans Based on a post by Break The Bar. Listen to the ► Podcast at Explicit Novels. At dinner I checked in with Ivy first, then Vanessa when she had finished for the day and joined us. I also made a point of stopping to check in with Dani to see what she was thinking about her new co-team members, who she thought would work out fine, and Kyla. "I think she's a lot quieter than the rest of us," Dani told me as we sat side by side near Leo's RV. "Which isn't a bad thing, obviously. She isn't as used to being around girls like us though. Erica worked with strippers because of her job, along with all sorts of other crazy people, so it's whatever for her. Kyla obviously isn't used to how open we all are about sex things." I pressed my lips together and nodded, watching her as she sat in a group with Erica, Vanessa and Aria chatting. She was obviously engaged, but didn't offer much to the conversation and seemed happy to listen. "Anything else?" I asked. "Anything weird come up?" "No. Should I be watching for something?" Danielle asked. "No, no," I assured her. "I just; Erica, Ivy, Vanessa; it's working. It's crazy, but it's working. I'm worried about Kyla messing that up." "It should be fine," Dani said, patting me on the shoulder. "Erica will Mom them into shape if things get out of whack, and if she's the problem you can just spank her until she apologizes." That made me snort and shake my head with a grin. "You and her talk too much." "Or maybe we don't talk enough," Dani grinned. We folded ourselves back into the larger conversations, me joining the group with Kyla while Dani went to sit with Leo, India and Ivy. As the sun was setting we busted out the fire pit and Vanessa pointed me towards the nearest brush piles I could harvest some wood from; it seemed she'd handily directed some of her workers to pile it within easy walking distance. Then, once the fire was crackling and we all had our drinks of choice, we told the new women our story. We started with Leo and I, then how Erica had joined us for quarantine. We both teased her about hearing her masturbating, which until that moment she hadn't realized had been the case and made her blush. Then we talked about the land lease, the construction, and the introduction of Dani, Vanessa, and Ivy. Vanessa told us how fucking crazy she thought we were at first, but after that first night around the fire she'd realized something weird but special was going on so she stopped judging and started getting a little jealous. Then Ivy told her perspective, stepping into a life with Erica and me. Then we had to tell the story of Vanessa joining us, which got rushed over really quickly and then had to be retold because even Dani hadn't gotten all the details. I'd purposefully sat beside Kyla around the fire, Erica taking the spot on the other side of me. As India and Aria started ragging on Vanessa for not giving them the full story in the initial car ride when they met her, Kyla leaned over to me. "Can we talk? In private?" "Sure," I said, nodding towards our RV. I leaned back in the other direction to Erica and kissed her cheek, and she met my eye and nodded. Inside the RV Kyla had taken the Murphey seat this time so I sat on the bench opposite her. "You still feeling alright?" I asked her. "No," she laughed. Inside, in the more steady light of the RV, I could see she was flushed even with her slightly darker Filipina skin. "I feel like I've got a fever, but it's concentrated in all my erogenous zones. I don't even like women but that story about Vanessa has me..." She blew out a long breath. "I don't know how much more sex talk I can take before I snap." "I can ask them to stop if you want. Or we can have that conversation if you think you're ready." "I'm; Yeah, I'm ready to talk," she said. She took another deep breath and sat up straighter, putting her hands on her knees like she was trying to focus herself. "You can ask anything you want, and I'll try to answer," I promised her. "I don't have questions," she said. "Well, I actually have lots of questions, but they aren't important right this second. Seeing you with Erica and Ivy, and meeting Vanessa. Hearing the way Leo and Danielle talk about you. I think I know what I'd be getting into if I do this with you. And to be honest, it sounds pretty greater considering the other options that the world seems to be moving toward right now. But I never want to be someone who just takes the easy thing because it's in front of them. I know a lot about you now, but you don't know much about me. And I'll tell you, pretty much anything you want to know, but there's something I need to know if you're Okay with. More than my past, more than whatever your government is worried about." "The only way to know is to ask," I said, trying not to let my own nerves out. Kyla, who had been steady throughout the day, was showing signs of anxiety amidst her hard pressure to keep herself under control. "If I don't like it, we can try and find someone else as soon as possible." "I don't want,” She bit her tongue, cutting herself off, and took a breath. "Harrison. If I do this, if I imprint on you, this is my out. I've been doing everything my father wanted since I was a kid. The only escape I ever had was through dance, and even that he took control of to make sure I was getting the best lessons and tutors and going to the best camps and schools. And even then, he and NICA used it as well. My entire life I've been pushed and trained and taught and used because I didn't matter and my country and my service did. I want a new life, Harri. But I want that life the way I want it. I want a big family. I was an only child, and my parents tolerated each other at best in a political marriage. I want six kids at least, more if we can. Fuck, I'll pop out an even dozen and be happy. Or maybe not, maybe I'll be happy earlier than that, but I know I want a lot of kids to love on and raise in a big, supportive family. "If you can handle that, and if Erica can handle that because I know she's going to need to agree to it too, then I swear to God I'll be loyal to you and only to you. My father, NICA, my country; I can leave them all behind and in the dust if you can promise me we'll try to make my dream life happen. And I promise I'll be the best, hottest housewife I can be for as long as you can keep me barefoot and pregnant. I'll make sure I'm fit and tight and everything I can be for you in between pregnancies, but God I want this, Harri. I've never told anyone this before, but I want it so fucking bad." I didn't know what to say. She was practically sobbing in her earnest desire for what she was asking. I just slid down to my knees on the floor of the RV and wrapped my arms around her and Kyla clutched at me as she panted hard. Not crying, but desperately trying to control herself. "Kyla, I would be an extremely lucky man if I can give that all to you," I said. "And I want to tell you yes right away, but you're right. I do need to check with Erica first. Do you want me to call her in to ask her now?" She hesitated a moment, then nodded and sat back on the chair, sucking in a deep and unsteady breath. I stood up and opened the RV door, sticking my head out. All three of my women looked over to me and I made what I hoped was a reassuring smile, then locked eyes with Erica and motioned her over with a head jerk. She joined us, shutting the RV door behind her. "What's up?" she asked. "Everything Okay?" I looked at Kyla. "Do you want me to ask, or you?" "I; You," she said after hesitating. I turned to Erica and reached out, holding her hand. "So, I know we had our conversation earlier, but I didn't realize this was coming or maybe we would have talked about it more seriously. Kyla is ready to join us, but she has an ask. Because of her own family past, one thing she wants more than anything is to have kids. A whole bunch of them. So she wants to know if you and I are Okay with that and willing for that to happen, or if we should try to find her someone else who can help her get the life she wants." Erica's eyes had widened as I was speaking and her jaw worked a few times before she could find the right words. Then she turned to Kyla and looked at her for a long, long moment before putting a hand on her shoulder. "That's the most important thing for you?" she asked quietly. Kyla nodded, then looked up to meet Erica's gaze. "More than anything else. And I want to do that with Harrison; God, I haven't even known him a day but it's like I can see it right there in front of me. He'd make a great husband and an even better father. I just know he's yours more than either of the others, and I couldn't risk saying yes to him without you saying yes to this." "God, fuck," Erica sighed, and I realized she was tearing up as well. She looked to me. "Yes, obviously, if it's what she needs then yes. But I guess now I need to stop taking the pill because I'm not just gonna sit by and not be in the running for the first mother of your child." Now it was my turn to be surprised. "But we just,” She kissed me to shut me up. "It doesn't matter," she said. "I love you, you love me. If the world implodes and we're all shot off into space, I still won't regret making a kid with you." She turned to Kyla. "Are you going to love him?" "I'm going to try," she said. "And I'll work harder at it than my parents ever did." "Then yes," Erica said. "But, and I'll only ever say this once and you need to listen to me closely, if this isn't the truth and you hurt Harrison or me or anyone else here then I swear to everything in heaven and hell that I will end you. Do we understand each other?" Kyla nodded, taking her seriously. "I do, and I won't." "Okay," Erica said, and leaned down and kissed her on the forehead. "You clearly need a fuck, so unless you've suddenly turned Bi then I should leave you to it." She turned to me and kissed me hard, and I hugged her to keep her close. "You're sure?" I asked her in a whisper. She nodded. "Rock her world, babe. Show her why she's one of the four luckiest women on the planet." She kissed my cheek, squeezed my fingers in hers, and then stepped away and out of the RV. Kyla looked like she was going to jump out of her seat. "So,” I started. Kyla stood up abruptly and grabbed me by the face, smashing her plush lips to mine. I naturally grabbed her by the waist as we started making out right there in the middle of the RV. She'd been wearing that bulky coverall the entire day and now she started to scramble to try and get it unzipped and off at the same time as trying to get me to get my shirt off, which just turned into an awkward mess of her hands moving back and forth between us. "Stop, stop," I murmured, pulling my lips from hers. She actually whined a little in her throat and then blinked in surprise at her own reaction. I picked her up and she wrapped her legs around my waist as I carried her back towards the bed. Like this, she was taller than me and she bent down to kiss me some more, making it hard for me to navigate. Thankfully it was a straight shot, and there wasn't a lip at the door to the bedroom area that I needed to duck under or step over. I found the bed with my shin and stopped and lowered her down onto it so we lay somewhere in the middle, me on top of her as we kept making out. Once we were done I pulled away and tugged off my shirt. "Fuck," she groaned, looking at me hungrily. "Not what you're used to?" I asked. She shook her head. "No, so much better." She raised her hands to my stomach and up to my chest, letting her fingers play through my chest hair. I couldn't help myself and I reached down and unzipped the coverall down to her belly button. Underneath, all she had on was a set of black bra and panties. On the one hand, I was starting to get mesmerized by her body very quickly, but on the other, I remembered in the back of my mind that she hadn't arrived with any luggage. I lifted her from under her arms and she let me help her pull the coveralls off, then raised her ass so I could pull them from her legs as well. I crashed back down onto her, now feeling her smooth skin on mine. Her body was everything I would have expected from a dancer; smooth and sleek all over, with toned muscling and a sort of feline grace as she moved around. "Where; are; your clothes; and things?" I asked between kisses. "They said; they would bring; them up; from Cali,” she replied. Then she stopped the kissing and looked up at me. "Seriously, I've got this fucking craving for your cock right now like I can't believe, Harri. I need you to fuck me so fucking bad." "Okay," I said, and then kissed her again as I reached under her to unsnap her bra. When she realized what I wanted she didn't even bother with the snap, she just yanked the black cups off her tits and the whole thing over her head. Her tits were a perfect size for my big hands to palm, a bit bigger than Ivy's but much smaller than Erica's, and her dark brown areolas were smooth and a little puffy, with two perfect nubs for nipples. I sucked on one, feeling how hard they were, but she was stretching to try and get my shorts off of me. She needed the imprinting. We could always explore each other more in the future. I leaned away from her, one hand still on her tit and holding her down, as I shoved down my shorts and boxers. For her part, she pushed her panties down to her knees and I pulled them the rest of the way off. Her cunt was a gorgeous brown, flushed darker than the skin above and slick with her chemically-induced horniness. Even her clit hood was a little pulled back, the softer pink of her clit just visible from being swollen. She was entirely bare, and I wondered if that was a personal choice or a seduction tactic she'd been told to follow. Not that I cared at the moment. I wanted to eat her out and taste her. I wanted to make this last, to wow her like Erica had said. Fuck, let's be real, I wanted to impress the seductive honey trap spy with my sex skills. "Fuck my brains out," Kyla demanded. "Fuck me until I can only ever think of you. Take me and make me yours, you fucking massive wall of American god." I could impress her later. Her cunt accepted my cock like a perfectly tailored suit. I slid in, and even though she was tight and her muscles were firm as hell as they clenched at me she was also extremely willing. That changed when I was almost all the way in though, but not from want of trying. Kyla came, her entire body rolling and arching as her cunt clenched down enough to almost start forcing my cock out. She grabbed me around the shoulder and hugged herself up, clinging to me, and her hips roiled as she thrust hard up and down. Her eyes were squeezed shut, her lips curled in an ugly snarl for a long moment, until the orgasm passed and she let go of me, falling a couple of inches back to the bed with a 'whumph.' "H-Holy fuck," she panted, looking up at me in confusion. "What was that? That,” She blinked rapidly. "Did no one tell you about the first orgasm?" I asked her. She shook her head, still blinking like she was trying to gain her focus. "Fuck me and tell me," she said. I started to slow-thrust, enjoying the delicious warmth of her as I leaned down a bit more, pressing my full body against hers as she spread her legs wider for me. "They told Erica in the information session that she should expect a massive orgasm the first time she ingested a man's precum, and the biggest one of her life when they ingest their actual cum." "She got an information session?" Kyla panted, looking slightly alarmed. "You didn't?" I asked, equally alarmed. We'd both stopped thrusting at each other, not sure what to do. "Fuck it, fucking fuck me," she said and rolled her body to get my cock deeper inside her again. I wasn't going to argue with that. We fucked like that, mutually, for a bit and then I took some more control and went up high on my hands for better leverage and started to fuck her harder. Kyla moaned and panted beneath me, then raised her lips up and sucked on one of my nipples, which was an oddly pleasurable surprise, and then she took some of my hairy pec muscle between her teeth and bit me lightly as she came again. "Ow," I said when she dropped back to the bed again. "Sorry," she panted. "I just; you're really fucking good." Huh, maybe I can impress the spy, I thought. "I'm getting closer," I told her. I'd had... well, not the most amount of sex I'd had in a day, but a bunch, so I wasn't entirely surprised I was lasting as long as I was. "Do you want to try something else?" "I want to try everything with you," she gasped and kissed me. "But... let me..." I disengaged with her, which made her moan like a whore, and she scrambled around on the bed until she was at the bottom corner on her back. Then she spread her legs wide into a full split, and then even wider until she had one leg practically parallel with her torso and the other was way out to the other side. If she was a clock, she would have been showing 10 o'clock. "Fuck me hard. Use my hole," she said, licking her lips. "Get your cock back inside; yes! Oh, fuck, Harrison. Make my cunt fucking squirm. Make your cunt squirm. It's yours now. I'm yours. My whole body. Fuck! I've never felt it like this before. I've never felt anything like this." I was crushing down into her in big, hard strokes and I could feel her cunt squishing with her juices and my balls slapping against her ass cheeks. I was hovering over her and a bead of sweat had trailed down to the end of my nose. Kyla opened her mouth and stuck her tongue out, licking it off of me. I lowered the rest of the way to her and kissed her hard, then hugged her tightly as I started pumping short and quick, barely leaving her cunt. "I can't wait to fall in love with you," I whispered to her. "I can't wait to make babies with you, and start a family." "Do it," she gasped. "Put a baby in me. Make my womb yours forever. Breed me, make me your breeding wife-whore. Love me, may-ari. Oh, fucking; that's what you are, you beautiful big bastard. You're my may-ari. My owner. I choose you. I choose; I,” I couldn't have stopped from coming in her if my life depended on it. She was pushing towards her own orgasm already, and her years of dance and other physical activity had turned her core into a vice that sucked at my cock like a hoover. I came as she lost her grip on her words, chanting about choosing me. She came as well, a scream quenched in her throat as her entire body flexed and tensed. I filled her up, releasing over and over in her, but I finished before she did and just went right back to fucking her since my cock hadn't gone soft yet and she was still coming. I only stopped when she went slack, her legs falling back to a more natural position, and her face went from that clenched teeth-gritting tension to a soft, satisfied smile. "Imprinting. Imprinting. Imprinting." I pulled away from her slowly, making sure she wasn't going to fall from the bed, and found that the entire bottom corner and the edge of the mattress were wet and sticky with juices. Along with my legs, crotch and hips. "Great, another squirter," I sighed. Not that I actually minded, but it just meant we'd be doing even more laundry in the tiny machine the RV held. I stood and, once I felt like I could be coordinated enough, I picked Kyla up in a cradle and lifted her higher on the bed and tucked her in. She was in the fetal position, still mumbling the imprinting sequence with that smile. I had to grab a new pair of shorts since mine had ended up in the splash zone, and I didn't bother putting on a shirt but did wipe myself down with some wet paper towel. Stumbling out of the RV, I was greeted by catcalls and applause. Looking around, the fire was still going and someone had stocked it higher with wood. Erica, Dani and Vanessa were all sitting in the Adirondack chairs, and Ivy was sitting curled up in Erica's lap. "Where are Leo and the girls?" I asked, trying my best not to let them show the embarrassment I knew they were going for with their teasing. "Aria and India were going to fuck, and invited Leo to watch," Dani smirked. "So I assume he's in there either jerking off, or fucking." "I don't need to picture that," Erica rolled her eyes. I stepped over and kissed Vanessa as she leaned her head back and reached up to hug me around the neck. Then I slipped around the circle to Ivy and Erica and kissed both of them. Dani opened her arms to me as well, so I hugged her and she kissed my cheek. "Congrats," she said as I pulled away. "Pops." "Oh, God," I groaned and looked at Erica. "You told them?" "Was I supposed to keep it a secret?" she countered. "I needed to talk it out with someone." Vanessa had stood from her chair and gestured for me to take her seat and went inside the RV, coming back out with some more beers. She passed them around and then sat on my lap similar to the way Ivy was with Erica. We sat that way for a while talking as the night sky played out above us. I'd always loved looking up at the sky out on the property, away from any major sources of light pollution. Now spotlights were lighting up the construction area a hundred yards away, where men and women were working through the night. The view was dimmed, and I wondered if it would ever be as clear again as it had been a month ago. Dani slipped off to bed first, and Vanessa grumbled that she had to be up in the morning for work so the rest of us went quickly. We never had discussed the sleeping arrangements, so I ended up sleeping next to Kyla, with Erica pressing her back to my side and holding my arm under her and around her stomach, with Vanessa spooning up to her and Ivy on the end on her back, snuggled partially under Vanessa. I knocked on the door and set the two big brown paper bags down on the stoop and backed away. The house wasn't 'old' per se, located in a neighborhood that had been developed almost twenty-five years ago, and hadn't been updated since it was first built. To be fair, there hadn't ever exactly been a housing boom in the area, so other than the one-off builds it was probably one of the newest places around. The inner front door opened and Mary looked out cautiously, then in surprise as she saw me. She hadn't texted me like I'd asked her to, and it had almost been a week since I'd seen her in the parking lot at the grocery store. She looked a little better, though not by much, and I wondered how far she'd been able to stretch that $70 I'd been able to give her then. "Harri?" she asked in surprise. "Hey, Mary," I said with a little wave. "How did you; Is this;?" "It wasn't that hard, Mary," I said. "I just made a couple of calls. You never texted me." "I know, I,” she hesitated, and then hung her head. "I was so embarrassed." "You don't need to be," I told her. "You're in a tough spot, and I'm not. I want to help out." "Mom? Who's at the door?" came a little voice from inside. A boy poked his head around Mary's hip, looking cute and curious. "It's an old friend of Mommies," Mary said. "He's just here to say hello." "Hey there buddy," I said, smiling as I pulled my mask down and waved, then let the mask snap back up and played like it had rocked me. The kid giggled. "My name is Harrison, but everyone calls me Harri on account of my big beard and hair." "That's a funny name," the kid said. "If you got rid of your beard, what would they call you?" "Hmm, that's a good question!" I said. "I don't know. Maybe you should ask your Mom, she knew me when I didn't have a beard." "We still called him Harri, baby," Mary said, smiling down at the boy and running her fingers through his hair. The kid had keen eyes and noticed the bags on the stoop and the food inside. "Is that for us?" "It is, kiddo," I said. "Could you help your Mom get it inside?" "Sure!" he said. Mary sighed and opened the screen door for him, and the kid came out in his socks and hefted up one of the bags and started carrying it in. "Harri, you don't need to,” "I made sure there are some snacks for the kids in there," I said, pretending like she hadn't been talking. "I know they aren't nutritious, but I figured you can bribe some good behavior for some Oreos and stuff every once in a while. There's also a bottle of merlot in that other one there, so you may not want the kiddo to lift it. He's a cute kid, by the way. I've got an order in down at the butcher's that I'm supposed to pick up tomorrow, so I'll be by sometime tomorrow afternoon with some meat for you guys too. Maybe I can meet your little girl then? Charlie, right?" Mary looked like she was about to cry, and I didn't want to push her over the edge so I tried to make it all like it wasn't a big deal. "Alright, Mary. See you tomorrow. Let me know if you need anything specific and I'll see what I can do, alright? Tell the kiddo not to eat all the gummy worms at once." I was halfway down the driveway to my truck when the screen door opened again. "Harri," Mary called. I looked back and she was standing on the porch, looking at me with tears brimming in her eyes and a happy frown on her face. From this distance, without a mask, I could still see her as the little button-nosed cheerleader I'd known. "Thank you." I just winked and waved, heading back to my truck. "That was really kind of you," Kyla said as I got in. "It's nothing," I said. "I knew her in high school and her husband's been missing for a while." Kyla took one of my hands from the steering wheel and wrapped her fingers in mine, looking at it. The casual intimacy was still new; the first couple days after her imprinting had been us feeling each other out, and her getting comfortable with the general openness to sex that was our new life. I'd made it a point to spend time with her, both sexually and non-sexually, each day and we were slowly starting to find a soft groove. "That's still kindness, Harri," she said. "You're sure she needs it? I don't want to see you getting taken advantage of." "I'm sure," I said. "Okay," Kyla nodded. "Then we'll help her. Now, let's continue this tour. I want to know everything I can about this little podunk, backwoods town I've been shipped off to." "Well, the first thing you should know is that I'm pretty sure it isn't big enough to be considered a town. Maybe a village?" "Oh, God," she laughed. "Not if you consider all the construction workers moving in." "True. I bet we're close to half-againing the local population at this point. Vanessa said we'll hit a thousand by the end of the week." "With that many," Kyla said. "We should have our house in, what, a few months?" "No idea," I said. "No fucking idea." "Fuck, it's already June," I groaned. It was hot as balls and I was regretting putting on my 'go out into the world' getup. "How did you miss the 1st?" Erica asked, also done up in her gear. "How did we miss Memorial Day?" I countered. "Oh, shit," Leo said, standing up from where he'd been sitting over near his RV. "You're right, we did miss Memorial Day. Should we do something?" "Like what?" I asked. "We could throw a party," Ivy suggested. "We could all dress up fancy and have a dance?" The surveyors had been needing Leo and me less and less lately and I was starting to get a little twitchy with how little I had to do. Quarantine before all of this really kicked off had been one thing, but now we didn't even have our big wide backyard to ourselves. When Erica had mentioned that she wanted to take a drive into Portland to pick up some things from the tattoo parlor and check her apartment I'd jumped on the chance and we'd made the plan. The girls were already starting to excitedly talk about planning our late Memorial Day celebration as I stretched and sighed, checking my watch. We'd been planning to leave right after lunch and it was already 3pm. Vanessa had taken an extended break since she'd worked late the night before and we'd had some one-on-one fun in the RV, which had been sorely needed for her. Where the rest of us were struggling to find things to keep busy and motivated, the last week had seen more and more responsibility and work landing in Vanessa's lap as the construction crews started to show up and move into the barracks. It meant there was an entirely new crew of cleaners, maintenance workers and delivery people under her supervision along with her 'gorillas.' Not to mention her wrangling of the other foremen and administrators on-site as her father handled the top-end details of the job. Every day it seemed like new equipment and supplies were being delivered and a third barracks was quickly being erected as even more hands were around. But an hour with Vanessa had delayed us, and when I was finally ready to go Dani was busy with Leo over at their place, and since she was coming with us Erica and I had to wait. Then Erica and Kyla were ensconced in a private conversation in our RV when Dani emerged ready to go, so we lost another half hour before the three of us were all finally dressed and prepped to leave. "Okay," I said loudly, trying to cut through the multiple party-related conversations. "We're all agreed we'll do a Memorial Day thing, but we're burning daylight. Erica and Dani, let's go." We took my truck, only needing one vehicle since we weren't hauling a ton of stuff like the last time. As we pulled around the site offices I spotted Vanessa walking with one of the other foremen in conversation and gave her a little double honk. She smiled and waved. Driving down the old driveway path there were now a half dozen wide offshoots winding off into the trees and closer to the highway there were big swathes of ground that had been cleared and were starting to get flattened by scrapers and excavators. Vanessa had mentioned that we'd end up with a couple of strip malls worth of stores to help provide for the eventual community; a convenience store, a clinic, a dentist, that sort of thing. Right at the end of the driveway a guard hut had been erected, little more than a fancy roadside fruit stall that could barely fit two people inside. I pulled up next to it and Erica rolled down the window. "Hey Patrick," I said, waving to the construction worker manning the booth and tracking the ins and outs. "Hey folks," the older guy said with a grin. He was supposed to be on the road crews but had arrived earlier than needed. I'd asked him once if standing in the guard booth all day working a clipboard was boring and he assured me that after three decades manning a 'Slow/Stop' sign in the middle of roads through sun, rain and sleet, the booth and the clipboard were welcome. "We'll be out for a few hours," I said. "Sounds good," he replied and made a note on his clipboard. Then he wiped at his eyes and cleared his throat, blinking. "Y'all didn't say anything about how bad the pollen got up here. I think my allergies are kicking up and I didn't bring any of my meds, I thought the North West was supposed to be wet." "It usually is. We'll pick you something up," Erica offered. "We need to stop at a pharmacy anyways." "We do?" I asked. "We do," Erica said, patting me on the knee. "Hah," Patrick laughed. "And here I thought you was some sort of Big Dog, Harri. But you're as whipped by your women as the rest of us." "See you in a bit, Patrick," I said. He waved us off, then covered his mouth to cough a little. "Poor guy," Dani said. "I'd hate if I had allergies like that." "We'll get him fixed up," I said as I pulled onto the highway and started heading in the direction of Portland. "It's been weirdly dry and hot so I'm betting the dust from the brush cutting is doing it to him." And I didn't think anything more of it. Erica unlocked the metal grate that pulled down over the front of the tattoo parlor and lifted it up on the rollers enough to uncover the door. The good news was that the whole thing with the 'Autonomous Zone' seemed to have burned itself out and Portland was no longer hosting big protests at the moment. The bad news was that only happened after a week of riots and several news-worthy moments of violence and vandalism. Thankfully the parlor wasn't on one of the major routes the riots had travelled down and there didn't seem to be any damage other than sprayed graffiti on the grate and some of the glass windows behind it. I'd pulled my truck right up over the curb and parked us as close as possible. The streets were as empty of people moving around as the last time we'd come into the city, except there was more trash. I'd seen old newsreels of when there had been major strikes in New York City back in the early 80s and it wasn't exactly that bad, but another couple of weeks and it might get there. Someone must have been doing collections, they were just overburdened or understaffed or something. I had to nudge a pile out of the way with the front of my truck to wedge into the open space, but it almost immediately proved worth it as a trio of ambulances came burning down the street with their lights running. If I'd parked on the street one of them would have needed to swerve out of the way and who knew if those extra seconds would be the difference between life or death for someone; not to mention the potential of the ambulance not swerving fast enough and clipping my truck. Inside the tattoo parlor Erica went straight to her bay and started unhooking and gathering her equipment. Dani was looking around at the place, grinning as she examined the wild decor. She would call out questions to Erica, who would tell her who had done what mural, or the brief story behind the broken surfboard hanging from the ceiling and the skateboard deck covered in almost a hundred different signatures. I spotted a photo on the wall and realized it was of Erica and all of her staff at the most recent DragonCon where they had put up a booth and done live tattooing. Erica had said beforehand she thought it might be a waste of time, but the owner of the parlor was a huge nerd and wanted to do it so it was her job to organize. I never had found out how it went, but she looked happy in the photo. I grabbed the frame from the wall and brought it over to her. "Do you want to bring this, too?" I asked. She glanced at it and paused her work, then smiled and hugged me. "That's sweet, Harri. Yes, absolutely." She took the frame and put it in one of the boxes we'd brought for her to carry stuff, then turned to me. "Hey, could you just empty all those drawers there into the boxes? Don't just dump them, but there isn't anything particularly fragile. It's mostly inks and cleaner solutions and stuff." "Sure," I said. "Thanks, babe," she said and kissed my cheek. "Dani and I are just going to slip through to next door." "Oh, God," I groaned. I hadn't realized that was her plan. "Don't worry," she grinned. "It'll all be fun for you, I promise." The owner of the tattoo parlor also owned the sex shop next door and had installed a door between the two since the clientele crossed over fairly consistently. Erica led Dani through the door, opening it with her key, and I could hear them laughing and giggling. By the time I was done with the drawers Erica had pointed out, placing what seemed like hundreds of little vials and bottles of inks and other liquids into the boxes along with some other art supplies, they hadn't come back. I went to the door and opened it, looking in. Erica glanced over, grinning as she held another box and Dani was placing something inside. "You want any porn, babe?" "What do I need porn for?" I asked. "I dunno," she said. "Variety?" "Ooh, this one is called 'Big Black Booties 15,'" Dani said, grabbing a DVD from a nearby shelf and waving it at me. "You don't have that kind of variety yet, Harri." I snorted and shook my head. "I'm perfectly happy with the booties at my disposal, thank you." Dani shrugged and put the DVD in the box. "I'll see if Leo wants it." "Gag!" Erica laughed, making them both start giggling. I had a feeling that was a running joke between them. "How are we paying for this stuff?" I asked. "Everything is turned off and we don't have any cash." "Artie told me I could Venmo him at a 75% discount," Erica said. "Plus anything with an expiry date I could have for free. So we've got a lot of lube now, along with a bunch of penis-shaped candy and some candy underwear." I sighed and shook my head. "Oh my God, we should take her with us," Dani said, pointing up on a high shelf where a creepily lifelike sex doll was sitting. "I think you mean rescue her," Erica said. "Harri, help me get her down." "Really?" I asked. "Yes," they both demanded. When we packed up the truck we had two boxes of Erica's tattoo gear and other possessions from the shop, another full box of Sex Shop stuff, and Dani was sitting in the back next to 'Sexy Susan' who had also happened to get dressed in a sexy nurse costume. They thought it was fucking hilarious, I just thought 'Sexy Susan' was a little creepy. Dani stayed down in the truck, taking the front seat as I pointed out that the 1911 was in its case under the passenger seat if she needed it, while Erica and I headed up to her apartment. The elevator had an 'out of order' sign on it, and Erica had to use her key to the building to get into the stairwell which she said she'd never had to do before. That was an immediate red flag to me, but I kept my cool to try and not worry her. "You know," Erica said as we climbed the stairs. All our sex cardio seemed to be paying off because we weren't puffing from the exertion yet. "You haven't officially asked me to move in yet." "What?' I asked. "Leo and I,” "That wasn't asking me to move in permanently," Erica cut me off. "That was just for quarantine." I rolled my eyes, knowing where she was going with this. At the next floor I grabbed her by the waist and pulled her to me, pulling down my mask and hers and kissing her hard and deep. "Erica Lacosta, will you move in with me forever and ever?" I asked her. "Yes," she grinned. "Yes, I will." She kissed me lightly to seal it, then sighed and we raised our masks and started climbing more stairs. "With that out of the way, I should really try and find a way out of my lease. Just because you have money doesn't mean I should be wasting mine on a place I'm not ever planning on moving back into." "I'll help with some research," I said. "I know there's all the clamor about halting eviction notices, but maybe there's something that will help. I could text Miriam, see if Captain Bloomberg knows anything offhand." "Hmm, maybe,” Erica started, but stopped as we reached her floor and found that door locked as well. "What the fuck?" she sighed and unlocked it. "Let me go first," I said. "Why? It's just..." As we entered the corridor Erica trailed off, seeing the tracks of dirty footprints in the hall and the spray paint on the walls. She immediately started to move forward, but I grabbed her arm and stopped her. "Wait," I said. "Look." I pointed at the big circles on the walls next to each door, but she clearly didn't understand what I was pointing out. "Those are FEMA search and rescue marks." Erica blinked once and was obviously unsure of what to say. "Let's just take it slow," I said. We walked down the hallway. Some of the doors were shut, but others looked like they'd been kicked in. "What do they mean?" Erica asked me, looking at the circles and the scribbles of letters and numbers on the walls. Each circle had an X dividing it into four parts, and each quadrant was marked. "The top part is the date the location was searched," I said. "5-24 means it happened May 24th, so a little over a week and a half ago. The left side is who did the search, the numbers are probably a military code for a National Guard unit. If it said PPD that would be the Portland police, or CDC or DEA or whoever. The right side is if there are any hazards." I pointed to one of the doors that were kicked in. "NE means 'No Entry.'" Then I pointed to another. "F/W means there's contaminated food and water." I pointed at another door, this one wasn't kicked in. "A 0 means no hazards. "What are the bottom parts?" Erica asked. I frowned and swallowed. "The crossed 0 means no one found. DB or DOA means dead bodies. LB means live people are, or were, inside." Erica looked at the carnage of the corridor, her eyes scanning the doors of her neighbors as she weighed the number of DBs. There weren't many 0s, but about half of the apartments were labelled LB and hadn't been kicked open. Half. We got to Erica's place around the hall corner, passing the old lady Diane's door. It was kicked in and labelled NE, DB. Erica poked the door with her boot and it swung in. Inside, other than the dirty boot prints, it looked generally neat and tidy... other than the pool of dark something that had dried on the kitchen linoleum. I grabbed Erica and held her as she gasped and her knees went weak. I pulled her away from the door and she saw that her own apartment had also been kicked in, but was labelled 0 hazards and 0 bodies. We went in and she sat down on the couch, burying her head in her hands. Kneeling in front of her, I cradled her head on my shoulder and hugged her tightly as the reality of the world settled on her. She cried, though not as long as she probably needed, as I talked her through what had probably happened. Enough people had gotten sick and called emergency services that they came to do a sweep of the building. They knocked on every door, and anywhere someone didn't answer they kicked it in. Then I assumed they had extracted the bodies. "I need to get out of here," Erica breathed. "Okay," I said. "Do you need me to grab anything? Did we forget anything last time?" "No, nothing," she shook her head. "Just get me out of here." I picked her up and carried her out. Erica wasn't Ivy or Vanessa, or even Kyla. She was a full-figured woman. But I carried her every fucking step, down every stair. She stopped me right at the doors to the building and had me let her down. "I don't want Dani to see me like this," she said. "Why?" I asked. "She would understand." "I know," she said, blinking under her ski goggles. "But if she sees me like this, she'll start thinking about what might be happening back home for her, and she doesn't need that." I held Erica's hand at the door for another minute as she breathed deeply and got control of herself, and finally she smiled at me and it actually travelled up to her eyes. "Thanks, babe," she said. "Love you," I said. "You too," she said and touched her forehead to mine since we were both masked and goggled. "Hey, Charlie," I grinned, waving to the little four-year-old as she sprawled in Mary's arms and waved back with her little grin. "Hi," she chirped. "Okay," Mary said, setting her daughter down. "Scoot, you. Let Mommy talk with Harri for a second. Go see what your brother is doing." "Okay," Charlie said and pounded off in the way only a four-year-old could. "You're looking more like yourself, Mary," I said. I was standing off the porch and we kept the screen door closed, but I had my mask lowered so she could see my face. She smiled softly and shrugged. "I don't feel like it, but thanks." "How are the kids doing?" I asked. "Well, I regret letting them eat sugar again," she smirked a little. "But they're good. Better than me, anyways, though Thomas misses his friends from school and keeps asking when he can go back to class." She laughed and wiped under one eye. "He used to hate going to school every morning, now it's all he wants to do." "We'll get there eventually," I assured her. "What about you? How are you doing?"
「パリ五輪日本代表FW斉藤光毅がベルギー2部でプレー？イングランド移籍報道も…」 横浜FC出身のパリ五輪U23日本代表FW斉藤光毅は、2024/25シーズン限りでイングランド2部QPRを期限付き移籍期間満了により退団。レンタル元のベルギー2部ロンメルSKでプレーする可能性がある一方、イングランド2部再挑戦の可能性も報じられている。 現在23歳の斉藤は、2020シーズン終了後に横浜FCからロンメルへ移籍。2022年夏から2シーズンにわたりオランダ1部スパルタ・ロッテルダムへ期限付き移籍すると、2年目の2023/24シーズンに16試合のスタメン出場で3ゴール5アシストをマーク。複数クラブからの関心が取りざたされる中、パリ五輪終了後にQPRへレンタル移籍している。 イングランド2部リーグでは、39試合の出場で3ゴール2アシストをマークした斉藤だが、怪我によりシーズンラスト3試合はメンバー外。現地では同選手の完全移籍移行を望む声が挙がっていたが、1シーズン限りでチームを去った。 そんな斉藤について、ベルギー『HBVL』は7月29日に「彼はロンメルのトレーニングに合流」とリポート。「彼は2021/22シーズン以来、ロンメルでプレーしていない。直近2年間はオランダ1部、イングランド2部へレンタル移籍していた」「2025/26シーズンにベルギー2部でプレーするとなれば、驚くべきことだ」と伝えている。 一方、英メディア『ポーツマスニュース』は6月末の時点でイングランド2部ポーツマスFC移籍の可能性を報道。これによると、同クラブは2024/25シーズンのイングランド2部リーグ戦で7ゴール14アシストをマークしたFWジョシュ・マーフィーに退団の可能性があるとのこと。マーフィーにかわるアタッカーの候補のひとりに日本人選手の名前が挙がっているというが、実現の可能性は不透明とみられる。
「ユベントス、ナポリ移籍が立ち消えのリバプールFWヌニェスを注視？」 ユベントス（イタリア1部）は昨季チアゴ・モッタ前監督体制でスタートしたものの、勝ちきれない試合が続いたこともあり、シーズン途中に解任。イゴール・トゥドール監督がバトンを受け継ぎ、最終的にセリエAで4位フィニッシュを果たして今季のチャンピオンズリーグ（CL）出場権を獲得した。 イタリアの移籍市場に精通するジャーナリストのアルフレド・ペドゥッラ氏によれば、ユベントスは昨季後半戦にパリ・サンジェルマン（PSG／フランス1部）からレンタルしていたフランス代表FWランダル・コロ・ムアニの残留に向けて交渉を継続しているという。 コロ・ムアニもPSGでの出場機会を見込めないことからユベントス残留を望んでいるなかで、ユベントスは他の攻撃オプションもリサーチしており、並行してユベントスはリバプール（イングランド1部）でプレーするウルグアイ代表FWダルウィン・ヌニェスの状況についても情報種集を行なっている模様だ。 2022年夏にベンフィカ（ポルトガル1部）からリバプール入りしたヌニェスは、フィニッシュワークに課題を抱えている一方で、抜群のスピードを生かした抜け出しなどを武器に在籍3年間で公式戦通算143試合に出場して40ゴール26アシストを記録している。 そのヌニェスにはナポリ（イタリア1部）が関心を示していたものの、イタリア代表FWロレンツォ・ルッカを獲得したことにより、その可能性は消滅した模様。ユベントスは移籍金を分割するために買取義務付きのレンタルでの獲得を目指しており、状況次第では獲得のチャンスがあると見込んでいるようだ。
「広島FW中村草太に欧州移籍論！蘭方面から「プロ1年目としては驚異的」」 サンフレッチェ広島所属の日本代表FW中村草太は、海外移籍の可能性がある逸材として、早くもオランダ方面から熱視線が注がれている。 現在22歳の中村は、前橋育英高校や明治大学を経て、2025年に広島へ加入。プロ1年目の今季は、ここまでJ1リーグ戦23試合の出場で3ゴール6アシストをマークしているほか、AFCチャンピオンズリーグ2でも4ゴール。2025年7月のE-1選手権の香港戦でゴールを決め、鮮烈な日本代表デビューを飾っている。 MF中島洋太朗らとともに広島屈指の有望株として知名度を高めている中村だが、同選手にはオランダメディア『huiskamerscout』のジャーナリストであり、日本サッカーに精通しているヘラルド氏が関心を寄せている。 ヘラルド氏は7月28日、Xで「今季のJリーグで最も注目を集める新星のひとり」と評すると、サッカーサイト『Sofa Score』のデータをもとに「ドリブル面はまだ改善が必要だが、それ以外はプロ1年目としては驚異的な成績だ」と絶賛。「彼のスター性が際立っている。欧州クラブが彼に関心を寄せるまで、そう長くはかからない。（欧州へ）移籍するかもしれない」と、海外移籍論を唱えた。 なお、中村の去就を巡っては、2025年4月の時点で2023/24シーズンのAFCチャンピオンズリーグ覇者であるUAE1部アル・アインからの関心が報じられていたほか、ベルギー『Voetbal』は同国1部シント=トロイデンVV移籍の可能性を伝えていた。
「リバプールのスター選手がついに移籍か？スロット監督「詳しくは話せないが…」」 7月26日に香港で開催されたプレミアリーグのリバプールとセリエＡのミランの親善試合（2‐4）では、今2025年夏にリバプールへ新加入したMFフロリアン・ビルツが初出場を果たした一方で、ピッチに姿を見せなかった数名の選手にも注目が集まった。 リバプールのFWルイス・ディアスとFWダルウィン・ヌニェスは、スロット監督の招集メンバーから外れており、特にディアスに関してはブンデスリーガのバイエルン・ミュンヘンへの移籍が近づいているとの見方が強まっている。スロット監督は試合後、ディアスの欠場理由を問われ「ディアスの件については、最近彼の周囲では多くの噂が飛び交っている。詳しくは話せないが、非常によくトレーニングしている。ただ、現時点では起用しないという判断をした」と語ったことをUKメディア『The Liverpool Offside』が伝えた。 一方ヌニェスに関しては、夏の移籍市場初期にラ・リーガのアトレティコ・マドリードやセリエＡのナポリと結びつけられたが、いずれもリバプールの評価額には達していない。スロット監督は「ヌニェスも良いトレーニングを積んでいて、試合でも好パフォーマンスを見せたが、ケガ明けのためリスクは取らなかった」と説明した。また、日本代表MF遠藤航についても同様に出場を見送ったという。 現在、サウジアラビア1部のアル・ヒラルがヌニェスに関心を示しているが、同リーグのアル・ナスルも1月に7,000万ユーロ（約121億円）のオファーを提示していたと報じられている。 当時はタイトル争い中で代役が見つからなかったため売却は拒否されたが、今ではその金額での移籍が容認される可能性がある。リバプールは得られた資金をプレミアリーグのニューカッスル・ユナイテッドのFWアレクサンダー・イサク獲得に充てるとの観測もある。
「ミラン戦欠場のリバプールの遠藤航、横浜FM戦への出場は？」 プレミアリーグのリバプールは、アルゼンチン代表MFアレクシス・マック・アリスターと日本代表キャプテンMF遠藤航の両選手を欠いて、7月26日に行われたセリエAミランとのプレシーズンマッチで2−4の敗戦を喫した。サポーターから心配 される両選手の状態だが、明るい兆しが見られているようだ。 マック・アリスターは今2025/26のプレシーズン未出場のままだが、遠藤は直前の2試合には出場していた。しかし、香港で行われたミラン戦には体調不良により出場しなかった。この試合では、MFライアン・フラーフェンベルフとMFタイラー・モートンが60分間プレーし、他の選手たちは45分ずつの出場時間となった。 リバプールは次戦、30日にJ1の横浜F・マリノスとの親善試合に向けて日本へ移動しているが、遠藤とマック・アリスターの両名も遠征メンバーに含まれている。UKメディア『Mail』のルイス・スティール記者によれば、マック・アリスターは昨2024/25シーズン終盤に負傷して以降、リハビリを続けていたが、すでにチームの全体練習へ復帰しているという。 一方、UKメディア『Thin is Anfield』によると遠藤はミラン戦を病気により欠場したが、横浜FMとの試合には出場できる状態に回復しているとのことだ。ミラン戦後の記者会見で、リバプールのアルネ・スロット監督は「遠藤は1週間ずっと練習に参加していたが、無理はさせたくなかった」と語り、同様に欠場したFWダルウィン・ヌニェスとともに、「次戦の日本での試合には帯同する」と明言している。 なお、マック・アリスターは昨2024/25シーズン終盤の戦線離脱に加え、アルゼンチン代表としての2026FIFAワールドカップ南米予選2試合チリ戦（1－0）・コロンビア戦（1－1）も欠場していたが、今回のアジア遠征に同行しており、復帰が近いことが予想されている。 プレシーズンの仕上げ段階に差し掛かる中、両選手の復帰はスロット監督にとって心強い材料となるだろう。また、リバプールの今シーズンのリーグ開幕戦は、8月16日にホームのアンフィールドで行われるボーンマス戦となる。
「放出論も！浦和レッズFWチアゴ・サンタナ、福岡戦の最低評価で波紋」 浦和レッズ所属のブラジル人FWチアゴ・サンタナは、7月27日に行われた明治安田J1リーグのアビスパ福岡戦でスタメン出場。63分までプレーしたが、同選手のスタッツが話題になっている。 互いの決定力を欠き、0-0という結果に終わった一戦。サッカーサイト『Sofa Score』は出場選手を採点しているが、サンタナは両チームのスタメン出場選手で最低点の「6.2」（10点満点）に。63分間のプレーでボールタッチがわずか17回であり、ボールロストは10回。デュエルでは10回中9回敗れている。 低調なパフォーマンスに終始したことがデータに反映されているだけに、試合後にはサンタナに対する批判が噴出。マチェイ・スコルジャ監督に対して、福岡戦で途中出場したFW小森飛絢のスタメン起用を求める声が挙がっているほか、ブラジル人ストライカーの放出論も湧き起こるなど、福岡戦で勝ち点1という結果に終わった原因をサンタナのプレーに求める浦和サポーターは一定数存在するようだ。 来日1年目から2シーズン続けてJ1リーグで2桁ゴールをマークするなど、清水エスパルスで実績を積み重ねてきたサンタナだが、2024年の浦和移籍以降は一転して本来のパフォーマンスを発揮できていない。2025シーズンもJ1リーグ戦で開幕から9試合スタメン出場し3ゴールも、その後はグロインペイン症候群の発症により戦線離脱。5月28日のJ1第22節セレッソ大阪戦で復帰したが、C大阪戦以降はスタメン出場1試合、途中出場4試合で1ゴールにとどまっている。 FIFAクラブワールドカップ・グループステージ第3節のモンテレイ戦で大敗を喫した後、すぐさま元スペイン代表DFセルヒオ・ラモスのもとへ向かい、ユニフォームの交換を求めたことでも注目を浴びたサンタナ。チームがJ1で首位ヴィッセル神戸から勝ち点8差の8位と、逆転優勝の可能性を残しているだけに、一刻も早いパフォーマンスの改善が求められる。
「堂安律活躍の裏で「自信失った」移籍報道の町野修斗が明かしたキールでの苦悩とは」 ホルシュタイン・キール所属の日本代表FW町野修斗は、2024/25シーズンのブンデスリーガで2桁ゴールをマーク。ボルシアMGへ移籍する可能性が取りざたされるなか、SCフライブルクからアイントラハト・フランクフルト移籍間近であるMF堂安律とゴールを奪う秘訣について語り合っている。 スポーツ用品製造メーカー『PUMA JAPAN』の公式YouTubeチャンネルでは、両選手の対談動画が7月21日に公開。町野はゴールを量産する上で大事にしている要素に気持ち、自信を挙げると、堂安の得点ペースにも触れながらこう語っている。 「今年（今シーズン）は気持ち、自信かもしれない。律くんが7点目、8点目を挙げて…。その後、僕は3か月間ゴールを奪えていない。（あの時は）もう自信も失った…10点を目指していたから、やばいなと。でも、もう練習からやっていくしかないと。そうしたら、（チームメイトから）またパスが出てくるようになって、自信もついてという感じだった」 町野は開幕から5試合で4ゴールを挙げるなどスタートダッシュに成功したが、2025年1月14日のボルシア・ドルトムント戦を最後に3か月間ノーゴール。その間、堂安は4ゴール5アシストと結果を残していたが、それでも町野はシーズンラスト5試合で4ゴールと良い形でシーズンを終えている。 なお、キールは2部へ降格したが、町野には個人残留の可能性が。ボルシアMGからの関心が報じられているほか、7月下旬にプレミアリーグ移籍の可能性も取りざたされている。「（1試合で）複数ゴールは大事。気持ち的に2点とった試合は結構楽」と同選手にアドバイスを送った堂安とともに、2025/26シーズンの活躍が期待される。
「C大阪MF香川真司、韓国移籍問われ「ピッチ良くない」Jリーグと比較で持論」 日本代表OB内田篤人氏の一部発言を巡り、本人と直接会話したセレッソ大阪所属MF香川真司が、自身の去就に言及。韓国移籍の可能性について語ったほか、日韓両国のプレースタイルの違いにも触れている。 韓国代表OBパク・チュホ氏のYouTubeチャンネルでは、7月21日に香川と再会する時の動画が公開。ボルシア・ドルトムント時代の元チームメイトから将来的な韓国リーグ挑戦の可能性について問われると、大邱FCからC大阪へ移籍したMF吉野恭平から聞いた情報などをもとに、韓国サッカー界の特徴を踏まえながらこう答えている。 「あまりイメージがつかないね。サッカー（のスタイルが）日本とはまた違う。もっとフィジカル（能力が求められる）イメージだね。日本よりスペースはもうちょっとありそう。日本は今、コンパクトに組織で（戦う）。あとピッチが（日本と違って）あまり良くないイメージだね」 韓国では、多くのスタジアムでピッチコンディションに関する問題が発生。韓国メディア『フォーフォーツー』で掲載された記事によると、2024年夏にジュビロ磐田から大田ハナシチズンへ移籍したFW石田雅俊は、この問題についてこう述べたという。 「韓国のスタジアムはピッチコンディションが良くないから、まわりが見えない。ボールタッチ、ボールコントロールに気を遣う必要があるし、ミスすることもある。日本とは全然違う。日本のスタジアムは芝の状態が良い。プレー環境は、韓国1部リーグよりもJ3リーグの方がずっと良いくらいだ。初めて韓国に来た時は問題なかったけど、最近は酷くなっている。プレーに影響が出るのは致し方ない」 また、マンチェスター・ユナイテッド時代に香川とチームメイトだった元イングランド代表MFジェシー・リンガード（FCソウル）も「プレミアリーグでは、パスが足元にきちんと届くかどうか心配する必要はない。だが韓国では、そのことについて気を遣う必要がある。良いサッカーをするためには、良好なピッチコンディションが必要不可欠だ」と、劣悪なピッチコンディションがプレーに与える影響を主張していた。
In episode 210, Coffey talks with economist Richard Froeschle about the US economy and how generational demographics are affecting the labor force.They discuss the impact of tariff-related economic uncertainty on the labor market; challenges in the quality of federal statistical data; AI's impact on entry-level positions and experienced workers; generational workforce composition; rising reservation wages and skills mismatches among recent graduates; the importance of work-based learning and trades education; remote work patterns in different workforce segments; challenges with mentorship and feedback for younger workers in a remote workforce; and immigration's critical role in addressing labor force needs.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Rich Froeschle is a labor market economist and a highly regarded speaker on a wide array of topics relating to the Texas economy, regional labor markets, and workforce and education programs. He is the Senior Labor Market Economist for Texas State Technical College and the former Director of the Labor Market and Career Information department of the Texas Workforce Commission. Mr. Froeschle has a Bachelor's degree in Economics from the University of Texas at Austin and a Master's degree in Manpower and Industrial Relations from the University of North Texas, where he also taught microeconomics and regional labor market analysis. He has made presentations at over 600 conference events over the past twenty-five years on a variety of labor market topics. His many writings include the books How Many is Enough? A Practitioners Guide to Occupational Targeting and Supply/Demand Analysis and Where the Jobs Are, plus a dozen monographs including Life After COVID: Economic & Job Market Phenomena to Ponder Post-pandemic. His most recent research has centered on the use of skills to understand regional labor market dynamics, educational alignment, and career progressions.Richard Froeschle can be reached at https://www.linkedin.com/in/richard-froeschle-01a87b13/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement strategic workforce planning for talent development pathways considering demographics and the impact of AI.2. Address the skills mismatch between educational credentials and market demand.3. Develop structured mentorship and feedback systems that accommodate generational communication preferences while ensuring knowledge transfer from experienced to emerging workers.
Trigger warning: domestic and family violence. 1 in 4 women and 1 in 14 men have experienced violence from an intimate partner. This is a whole of society issue - including workplaces. That's why we wanted to share our latest series, There's No Place Like Home: After she leaves. This is episode tthree. Conor Pall never wanted to live with a man he calls ‘The Shadow’. But he was forced to. In this episode of There’s No Place Like Home: After she leaves, Tara Rae Moss shares Conor’s story and investigates how perpetrators are able to weaponise systems after victim-survivors escape from them - legal, financial or otherwise. Subscribe on Spotify or Apple Visit the official website Buy Conor Pall’s children's book, The Shadow that Follows Keep up with FW on Instagram, Facebook or LinkedIn and join FW to unlock professional development, training and community Learn more about Commbank Next Chapter If you or someone you know is affected by domestic, family and sexual violence, contact 1800RESPECT, the national service for free and confidential counselling, information and support. Call 1800 737 732 or chat online 24/7 at www.1800respect.org.au If you or someone you know is an Aboriginal or Torres Strait Islander person in need of a culturally safe support line, you can call 13YARN (13 92 76) In an emergency, or if you are not feeling safe, always call the police on 000 See omnystudio.com/listener for privacy information.
In episode 209, Coffey talks with Mallory Herrin about how experiences throughout the employment lifecycle affect employers' brands.They discuss how recruiting has changed with shifting employee expectations across generations and labor market scarcity; the definition of employer brand; common recruiting mistakes that impact brand perception; the importance of organized onboarding; strategies for transparent career pathing and professional development; handling employee exits and layoffs to protect employer brand; measuring employer brand; the critical role of manager training; and the need for transparency about business circumstances and organizational changes to maintain trust.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking. With 20 years of HR experience, she holds certifications from both HRCI and SHRM, and has been named one of the Top 5 Most Influential Women Leaders in HR and DallasHR's HR Executive of the Year - Small Company.Mallory Herrin can be reached athttps://www.herrinhr.comhttps://www.linkedin.com/in/malloryherrinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Design streamlined recruiting processes that prioritize candidate communication, realistic timelines, and efficient interview structures to protect employer brand.2. Implement comprehensive onboarding programs with detailed schedules, competency roadmaps, and clear performance expectations to ensure new employees feel valued and prepared for success.3. Develop transparent communication strategies about career paths, business circumstances, and organizational changes while training managers to effectively lead and engage their teams rather than simply manage tasks.
「川崎の山田新の加入をセルティック監督が認めるも、他選手獲得を目指すと主張」 7月16日にポルトガルで行われた親善試合で、スコティッシュ・プレミアシップのセルティックはポルトガル1部のスポルティングCPに2−0で勝利した。 セルティック所属の日本代表MF旗手怜央の得点もあったこの試合後に、同クラブのブレンダン・ロジャーズ監督は、J1の川崎フロンターレからFW山田新がセルティックに加わる予定であることを明らかにした。 山田の移籍金は約130万ポンド（約2億5,790万）と格安で、数日以内にメディカルチェックが予定されている。ロジャーズ監督は同試合後に山田について質問されると「チームは得点力を失っており、それを補う必要がある。彼がその一人になれることを願っている」と語った。 さらに「（山田には）インテンシティとワークレートがある。スカウト陣もその点を評価している」とし、「年齢はやや高めだが、今すぐにでもチームに貢献できる存在だと思う。フィジカルも強く、プレッシャーをかけられるタイプだ」と評価した。 一方で、「山田がチームに合流してから、実際に見て判断したい。前線にはまだ補強を加えたい」と述べ、さらなるストライカー獲得の意向も示した。 またロジャーズ監督は、同試合後に記者から問われた元セルティック所属でプレミアリーグのクリスタル・パレス退団が噂されるFWオドソンヌ・エドゥアールについては、「（獲得する選手が）ビッグネームであることにこだわりはない。ただ我々が必要とするのはハングリーさ、得点力、ワークレート、そしてインテンシティだ」と述べたうえで、「エドゥアールは私の補強リストには入っていない。重要なのはチーム構造に適合するかどうかだ」と獲得に興味を持っていない様子を見せた。
「リバプール、イサク獲得断念でフランクフルトFWエキティケにターゲット変更か」 日本代表MF遠藤航が在籍するリバプール（イングランド1部）は昨夏に就任したアルネ・スロット監督のもとで昨シーズンは5年ぶりにプレミアリーグを制覇。連覇を目指す新シーズンに向けて大型補強を敢行している。 エジプト代表FWモハメド・サラーとオランダ代表DFフィルジル・ファン・ダイクとの契約延長に成功したリバプールは、クラブ史上最高額でドイツ代表MFフロリアン・ビルツを獲得。さらに、ハンガリー代表DFミロシュ・ケルケズとオランダ代表DFジェレミー・フリンポンも獲得するなど、両サイドバックの補強にも成功している。 イギリス『スカイ・スポーツ』によれば、リバプールは当初、ニューカッスル・ユナイテッド（イングランド1部）でプレーするスウェーデン代表FWアレクサンデル・イサクの獲得に動いたものの、門前払いをくわったことを受けて、ターゲットを変更したという。 そのターゲットがアイントラハト・フランクフルト（ドイツ1部）でプレーするフランス人FWウーゴ・エキティケだという。ただ、同選手にはニューカッスルも関心を示しており、移籍金7000万ポンド（約139億円）のオファーを提示したが、フランクフルト側は8500万ポンド（約168億8,000万円）を求めているようだ。 下部組織からプレーしたスタッド・ランス（フランス1部）でプロキャリアをスタートさせたエキティケは、パリ・サンジェルマン（PSG／フランス1部）などでのプレーを経て、2024年1月にフランクフルトへ加入。昨季はブンデスリーガ33試合で15ゴール8アシストの好スタッツを残していたが、ステップアップはするのだろうか。
「インテル、アタランタ主砲ルックマンを狙う？すでに個人合意か」 インテル（イタリア1部）は昨季のチャンピオンズリーグ（CL）決勝戦でパリ・サンジェルマン（PSG／フランス1部）に敗戦。セリエAでも2位に終わると、コッパ・イタリアでも準決勝でミラン（イタリア1部）に敗れて最終的に無冠に終わってきた。 昨季限りでシモーネ・インザーキ監督が退任したインテルは、アルゼンチン代表FWホアキン・コレアとオーストリア代表FWマルコ・アルナウトビッチが契約満了に伴い退団。さらにはトルコ代表MFハカン・チャルハノールにも退団の可能性が浮上している。 そのなかで、イタリア『スカイ』によれば、インテルはアタランタ（イタリア1部）でプレーするナイジェリア代表FWアデモラ・ルックマンを最終戦ターゲットに設定しているという。クリスティアン・キブ新監督は既存選手とは異なるスタイルのアタッカーを強く求めているようだ。 そして、インテルはすでにルックマンの獲得に向けて個人合意に至ったとのこと。クラブ間ではすでに非公式な初期接触があり、インテルはルックマンに対して4000万ユーロ（約68億8,000万円）のオファーを提示する一方で、アタランタ側は現時点で5000万ユーロ（約86億1,000万円）を求めているようだ。 昨季のセリエA31試合で15ゴールを記録したルックマンにはアトレティコ・マドリード（スペイン1部）も関心を示しているとのこと。インテルはそのほかにもマンチェスター・ユナイテッド（イングランド1部）が保有権を所持するイングランド代表FWジェイドン・サンチョなども代替案として考えているようだ。
「古巣・鹿島戦を視察！日本人選手獲得も？レネ・ヴァイラーがMLSクラブ監督に」 鹿島アントラーズ元監督のレネ・ヴァイラー氏は、2024/25シーズン限りでスイス1部セルヴェットFCのスポーツディレクター（SD）を退任。7月17日にMLS（アメリカ・メジャーリーグサッカー）DCユナイテッドの監督に就任したが、セルヴェットFC時代と同じく日本人選手の獲得を狙うかもしれない。 ヴァイラー氏はベルギー1部アンデルレヒトやエジプト1部アル・アハリの監督を務めた後、2022年には鹿島を指揮したが、シーズン途中の同年8月に契約解除。わずか8カ月でチームを去ると、2023年3月にセルヴェットの指揮官に就任する。 セルヴェットでは、2023/24シーズンに鹿島時代の教え子であるDF常本佳吾や、横浜F・マリノスから期限付き移籍加入のFW西村拓真（現町田ゼルビア）を指導。2024/25シーズンから同クラブのSD職を務めており、退任直前には再来日。鹿島戦を視察したほか、スイス『4-4-2』ではFW田川亨介やFW師岡柊生（いずれも鹿島）がセルヴェットの獲得候補だと取りざたされていたが、日本人選手獲得報道からわずか数日後に退団が正式決定していた。 ヴァイラー氏の今後については、6月時点でDCユナイテッド行きの可能性が報じられていたが、クラブは17日になって招へいを公式発表。現時点でDCユナイテッドが日本人選手の獲得を狙う可能性はアメリカ国内で報じられていないが、5月の時点で鹿島戦を視察していただけに、新監督が鹿島をはじめJ1所属クラブの日本人選手をリストアップするようDCユナイテッド幹部に求める可能性は十分考えられる。 なお、DCユナイテッドにはFWクリスティアン・ベンテケやMF木島萌生らが在籍。2025シーズンはここまでイースタン・カンファレンスで23試合を終えて15クラブ中14位に沈んでいる。
「アンデルソン・ロペス激白！横浜FMからシンガポール移籍のワケ「知らなかったが…」」 横浜F・マリノスは7月17日、ブラジル人FWアンデルソン・ロペスがシンガポール1部ライオン・シティ・セーラーズFCへ完全移籍すると公式発表。現地メディアが移籍金額やシンガポール移籍の決め手を報じている。 シンガポール『Straits Times』が伝えたところによると、ロペスの移籍金は150万ユーロ（約2億6,000万円）より低いとのこと。ブラジル1部ボタフォゴFRや、サウジアラビア、UAE国内クラブからのオファーを拒否して、シンガポールに新天地を求めたというが、本人はセーラーズ加入の理由をこう語ったという。 「オファーを受けた時はもちろん、シンガポールについてあまり詳しく知らなかった。だけど、まわりの人に聞いてみるうちに、家族にとって良い場所だと気づきました。クラブとも（彼らのプロジェクトについて）話し合った後、これが正しい選択だと確信しました」 妻、5歳の息子、1歳の娘にとって、シンガポールの生活環境が良いと思ったというロペス。横浜FMでは2022シーズンのJ1優勝に貢献したほか、2023シーズンから2年つづけてJ1リーグ得点王のタイトルを獲得。結果を残し、2024シーズン終了後には新たに複数年契約を結んでいた。 しかし、2025シーズンはリーグ戦20試合の出場ながらもわずか2ゴール。4月の浦和レッズ戦後、スティーブ・ホランド元監督のスタイルを批判したことは大きな話題になったが、Jリーグの情報を専門に扱う海外メディア『japaofc』は横浜FM退団の理由について「西野努氏がスポーティングダイレクターに就任して以降、役員からの評価低下が移籍決断の大きな理由のひとつだ」「横浜FM退団という決断は、主に経営陣との軋轢、そして長年の貢献と献身的なプレーに対するクラブ内部での扱いの悪さによるものだ」などと伝えていた。
「ユベントス、ユナイテッドで構想外のラッシュフォード獲得を模索？」 ユベントス（イタリア1部）は昨季チアゴ・モッタ前監督体制でスタートしたものの、勝ちきれない試合が続いたこともあり、シーズン途中に解任。イゴール・トゥドール監督がバトンを受け継ぎ、最終的にセリエAで4位フィニッシュを果たして今季のチャンピオンズリーグ（CL）出場権を獲得した。 イギリス『スカイ・スポーツ』によれば、ポルト（ポルトガル1部）からポルトガル代表FWフランシスコ・コンセイソンの完全移籍切り替えが有力視されているなかで、ユベントスはマンチェスター・ユナイテッド（イングランド1部）でプレーするイングランド代表FWマーカス・ラッシュフォードの獲得の可能性を探り始めているという。 下部組織時代から生え抜きで背番号「10」だったラッシュフォードだが、昨季途中から就任したルベン・アモリム監督の構想から外れたことから昨季後半戦はアストン・ビラ（イングランド1部）にレンタル移籍。公式戦17試合で4ゴール6アシストを記録していた。 アストン・ビラから今夏にユナイテッドへレンタルバックしたラッシュフォードは、追加の休暇が与えられていたにもかかわらず、クラブの施設でリハビリ調整を行っているとのこと。しかし、トップチームとは距離を置いている状況だという。 ユナイテッドは今夏に保有権を持つ5選手が退団を希望しているとみられており、ラッシュフォードもその1人だという。「新しい挑戦」を求めているラッシュフォードにはバルセロナ（スペイン1部）も関心を示しているものの、現時点では公式オファーは届いていないようだ。
Dr Luci Ellis is one of the most high-profile and respected economists in the country. She rose through the ranks to become Assistant Governor at the Reserve Bank of Australia (RBA). Today, she works as Group Chief Economist at Westpac. In this episode, she talks with FW's Helen McCabe about leading as a technical specialist and why she still jokingly calls herself a ‘silver medallist’ despite her impressive career. Join the movement to fast-track your professional development. Become an FW Diamond member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.
「リバプール、レアル・マドリードのロドリゴ獲得に本腰か」 ラ・リーガのレアル・マドリードは、ポルトガル1部のベンフィカからDFアルバロ・カレーラスの獲得を完了し、今後は保有選手の整理を開始するようだ。現在、マドリードが新たな補強を実現するには既存戦力の放出が不可欠であり、その中で最も移籍の可能性が浮上しているのが、ブラジル代表FWロドリゴだ。 ロドリゴにとって2025年は厳しい年となっており、シャビ・アロンソ監督就任後も状況は改善されていない。FIFAクラブ・ワールドカップ2025では1試合しか出場機会が与えらておらず、今2025/26シーズンの出場時間はさらに限られる可能性がある。こうした背景から、ロドリゴの去就を巡る協議が近くマドリードで行われる予定となっているようだ。 ロドリゴには、プレミアリーグのアーセナルが継続的に関心を示してきたが、ここに来て同リーグのリバプールも争奪戦に加わったようだ。スペインメディア『Diario AS』によれば、ラ・リーガのバルセロナやブンデスリーガのバイエルン・ミュンヘンから関心を寄せられているリバプールのFWルイス・ディアスの退団が「五分五分」と見られる中、リバプールは代役としてロドリゴをリストアップ。ディアスが退団する場合、正式にマドリードへ獲得オファーを提示すると報じられている。 ただし、移籍は一筋縄ではいかない。ロドリゴには長期契約が残っており、マドリード側は売却の義務も緊急性も感じていない。さらに、同クラブは移籍金として1億ユーロ（約171億8,455万円）を要求しており、この金額はリバプールがディアスに設定している評価額と同水準とされる。交渉の主導権はマドリードにあり、リバプールにとって厳しい展開が予想されている。
「マンU、今夏ストライカー2人補強で立場危ういチェルシーFWジャクソンを注視？」 マンチェスター・ユナイテッド（イングランド1部）は昨シーズンのプレミアリーグで史上最低順位を更新する15位でフィニッシュ。来たる新シーズンに向けて、得点力不足を解決するためにすでにブラジル代表FWマテウス・クーニャを補強している。 イギリス『タイムズ』によれば、獲得を標榜しているブレントフォード（イングランド1部）のカメルーン代表FWブライアン・ムベウモの獲得交渉が難航しているなかで、ユナイテッドは今夏にチェルシー（イングランド1部）でプレーするセネガル代表FWニコラス・ジャクソンの動向をチェックしている模様だ。 チェルシーは今夏にイプスウィッチ・タウン（イングランド2部）からイングランド人FWリアム・デラップ、ブライトン・アンド・ホーブ・アルビオン（イングランド1部）からブラジル代表FWジョアン・ペドロを獲得。両者ともに今夏にチェルシーが優勝したクラブ・ワールドカップ（CWC）ではゴールという結果をすでに残している。 この状況にアストン・ビラ（イングランド1部）などとともにユナイテッドも目を光らせているとのこと。なお、セルガル代表FWに対して、チェルシーはミラン（イタリア1部）が関心を示していると報じられた際に1億ポンドを求めているとほうじられている。 ジャクソンはビジャレアル（スペイン1部）から2023年夏にチェルシーへ加入。爆発的なスピードやポジショニング能力の巧みさを武器に昨季もプレミアリーグ30試合で10ゴール5アシストを記録していたなかで、ユナイテッドに加わることはあるのだろうか。
「バイエルン、レアルで出場機会減少のロドリゴに注目？高額移籍金も準備か」 バイエルン（ドイツ1部）は昨シーズン、バンサン・コンパニ監督のもとでブンデスリーガのマイスターシャーレを2年ぶりに奪還。今夏にアメリカで開催されているクラブワールドカップでは準々決勝でパリ・サンジェルマンに敗れていた。 新シーズンに向けて左ウイングの補強に乗り出しているとされているバイエルンだが、ここまでは獲得が難航。ブライトン・アンド・ホーブ・アルビオン（イングランド1部）でプレーする日本代表MF三笘薫などをリストアップしたとされているなかで、ここまでは移籍プランが思うように進んではいないとみられている。 スペイン『アス』によれば、新シーズンから背番号「10」を背負うドイツ代表MFジャマル・ムシアラが長期離脱となってしまったバイエルンはレアル・マドリード（スペイン1部）でプレーしているブラジル代表FWロドリゴ・ゴエスの獲得に興味を持っているようだ。 ただ、バイエルンの本命ターゲットはリバプール（イングランド1部）でプレーするコロンビア代表FWルイス・ディアスであり、その動向がカギを握っているとのこと。それでも、バイエルンはブラジル代表FWに対して1億ユーロ（約172億7,000万円）のオファーを出す準備があるようだ。 カルロ・アンチェロッティ前監督体制ではレギュラーだったものの、シャビ・アロンソ新監督体制では出番が減少しているロドリゴ。アーセナル（イングランド1部）やリバプール（同1部）からの関心も浮上しているなかで、どのような結末を迎えるのだろうか。
「「韓国代表は日本の4軍」と中国煽る！「日韓戦3連敗は…」香港も比較対象に」 韓国代表は7月15日に行われたE-1選手権・決勝大会の最終節で、日本代表に敗北。日韓戦3連敗という結果に終わったが、中国メディアが決勝点を挙げたFWジャーメイン良（サンフレッチェ広島）の一部経歴に触れた上で、日本戦の結果を揶揄している。 『知報』は試合後、「韓国は優勝するためには勝たなければならなかったが、ホームで敗れた」と切り出すと、「最近、日本に影を落とされがちな韓国サッカーの課題が露呈した。韓国代表は日本代表の4軍に匹敵するレベルだった」と酷評している。 ただ、中国代表はE-1選手権で韓国に0-3、日本に0-2で敗北。15日に行われた香港（ホンコン・チャイナ）戦では1-0とかろうじて勝ち点3をつかんだが、3位という結果に終わった。それでも『知報』は、韓国が日韓戦で史上初となる3連敗を喫したことについては「日韓戦3連敗は、中国がE-1選手権で3位に終わったことにより屈辱的かもしれない」と開催国を煽ると、日韓戦で決勝ゴールを決めたジャーメイン良についてこう綴っている。 「ジャーメインは韓国戦で決勝ゴールを奪ったが、E-1選手権まで代表デビューしていなかった。30歳でデビューした選手だ。そのジャーメインにやられた韓国は、日本に対して攻撃を仕掛けることができなかった。香港は日本相手に1点を挙げている」 なお、今大会は予算不足を理由にVAR（ビデオアシスタントレフェリー）が導入されなかったことでも話題に。このVARなしという条件を巡っても、中国メディアは「VARがない運営は、韓国の無責任さを象徴する」「開催国に有利なジャッジという疑いは避けられない」と対戦国への敵意をむき出しにしていた。
Trigger warning: domestic and family violence and homicide. 1 in 4 women and 1 in 14 men have experienced violence from an intimate partner. This is a whole of society issue - including workplaces. That's why we wanted to share our latest series, There's No Place Like Home: After she leaves. This is episode two. After two women in Miranda’s* mothers group began to suspect she was being abused, they helped her finesse an escape plan for her and her baby. That’s when Justin’s* stalking began. In this episode of There’s No Place Like Home: After she leaves, Tara Rae Moss shares Miranda’s story and investigates perpetrators who stalk and harass their former partners after they separate. Subscribe on Spotify or Apple Visit the official website Keep up with FW on Instagram, Facebook or LinkedIn and join FW to unlock professional development, training and community Learn more about Commbank Next Chapter If you or someone you know is affected by domestic, family and sexual violence, contact 1800RESPECT, the national service for free and confidential counselling, information and support. Call 1800 737 732 or chat online 24/7 at www.1800respect.org.au If you or someone you know is an Aboriginal or Torres Strait Islander person in need of a culturally safe support line, you can call 13YARN (13 92 76) In an emergency, or if you are not feeling safe, always call the police on 000 See omnystudio.com/listener for privacy information.
In episode 208, Coffey talks with David Miklas about the Department of Labor's evolving definitions and interpretations of independent contractor classification under the Fair Labor Standards Act. They discuss why DOL interpretations matter for FLSA compliance and overtime requirements; the shift from Biden administration's six-factor economic reality test back to Trump administration's emphasis on control and profit/loss opportunity; the six key factors including nature and degree of control, opportunity for profit and loss, permanence of relationship, worker investments, skill and initiative requirements, and how integral the work is to the principal business; common classification mistakes across industries including misunderstanding IRS versus DOL tests; the risks of supervision and control over workers classified as contractors; how technology can demonstrate control in gig economy situations; the financial consequences of misclassification including unpaid overtime, liquidated damages, and attorney fees; and the importance of proper written agreements and immediate legal consultation when classification issues arise. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: David Miklas owns a Labor & Employment law firm and for 26 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law. David Miklas can be reached athttps://www.miklasemploymentlaw.com/https://www.linkedin.com/in/david-miklas-301861121/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Evaluate worker relationships using the Trump Administration's six-factor economic reality test.2. Differentiate between US Department of Labor independent contractor definitions and those of the and IRS and state regulators.3. Respond appropriately to classification concerns to avoid liability.
Is executive presence innate? Or, is it something we can work on and develop as we grow as leaders? Kathryn McMullan is one of the country’s most senior national security leaders. She's also someone who knows how to command a room. As Director of Australian Geospatial-Intelligence Organisation, she has learned how to hold her own in the most intimidating of environments. In this episode, she speaks with FW's Helen McCabe about executive presence, what it's like to be interrogated by Senator Penny Wong and the one thing she would change as Prime Minister. Join the movement to fast-track your professional development. Become an FW Diamond member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.
Trigger warning: domestic and family violence and homicide. 1 in 4 women and 1 in 14 men have experienced violence from an intimate partner. This is a whole of society issue - including workplaces. That's why we wanted to share our latest series, There's No Place Like Home: After she leaves. In the first episode, we meet Dr Ann O’Neill. Dr O'Neill thought her estranged husband was moving on when he finally signed divorce papers. Days later, he killed their two young children. In the first episode of There’s No Place Like Home: After she leaves, Tara Rae Moss shares Dr O’Neill’s story and investigates perpetrators who commit “the ultimate act of revenge” post-separation. Subscribe on Spotify or Apple Visit the official website Keep up with FW on Instagram, Facebook or LinkedIn and join FW to unlock professional development, training and community Learn more about CommBank Next Chapter If you or someone you know is affected by domestic, family and sexual violence, contact 1800RESPECT, the national service for free and confidential counselling, information and support. Call 1800 737 732 or chat online 24/7 at www.1800respect.org.au If you or someone you know is an Aboriginal or Torres Strait Islander person in need of a culturally safe support line, you can call 13YARN (13 92 76) In an emergency, or if you are not feeling safe, always call the police on 000 Sources: Publisher’s note: For the first few months of 2024, a woman was being murdered every 4 days at the hands of a violent man. Official statistics referenced in this podcast do not yet reflect this increase. The number of women being killed by a current or former partner every week: Calculated from Bricknell, S. (2023). Homicide in Australia 2020–21. Statistical Report No. 42. Canberra: Australian Institute of Criminology. A significant number of people only begin abusing their partner after they become pregnant: Australian Institute of Health and Welfare. (2024). Pregnant people and family, domestic and sexual violence. Retrieved from https://www.aihw.gov.au/family-domestic-and-sexual-violence/population-groups/pregnant-people An estimated 4.2 million people aged 18 years and over have experienced violence, emotional abuse, or economic abuse by a cohabiting partner since the age of 15: Australian Bureau of Statistics. (2023). Personal safety, Australia, 2021–22. Retrieved from https://www.abs.gov.au/statistics/people/crime-and-justice/personal-safety-australia/2021-22 Publisher’s note: The number of perpetrators is known, however research has been commissioned to increase understanding: Australia’s National Research Organisation for Women’s Safety. (2024). ANROWS unveils $2 million investment for research into domestic and family violence perpetrators. Retrieved from https://www.anrows.org.au/media-releases/anrows-unveils-2-million-investment-for-research-into-domestic-and-family-violence-perpetrators/ See omnystudio.com/listener for privacy information.
In episode 207, Coffey talks with Nicole Morgan about what HR professionals need to know about Medicare to help employees navigate the transition from employer-provided health insurance to Medicare coverage. They discuss the four main parts of Medicare (A, B, C, and D) and how they work together; the differences between Medicare Advantage plans (Part C) and traditional Medicare with supplemental coverage; how creditable coverage determinations affect employees who continue working past age 65; the coordination of benefits between employer group health plans and Medicare based on company size; timing considerations for Medicare enrollment and the importance of planning three months before turning 65; why brokers may have financial incentives to sell Medicare Advantage plans over traditional Medicare; the risks and benefits of different Medicare options including network limitations and out-of-pocket maximums; and the role HR should play in connecting employees with qualified Medicare experts rather than providing specific coverage advice. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Nicole A. Morgan is a seasoned healthcare professional with over two decades of experience, seamlessly blending her clinical expertise as a Registered Occupational Therapist with her proficiency as a Licensed Independent Insurance Agent. As the founder of Morgan Medicare Solutions, LLC, based in Sherman, Texas, Nicole is dedicated to guiding individuals through the complexities of Medicare, ensuring they make informed decisions tailored to their unique needs. Her extensive background encompasses various healthcare settings, including inpatient and outpatient rehabilitation, acute care, skilled nursing, home health, and community-based services. This diverse experience has equipped her with a deep understanding of the challenges seniors face, particularly in navigating the transition to Medicare. Nicole holds multiple certifications, such as Certified Senior Advisor (CSA), Certified Long-Term Care (CLTC®), and Certified Living in Place Professional (CLIPP), underscoring her commitment to senior care and wellness. Beyond her professional endeavors, Nicole is deeply rooted in her community. A native of Sherman, she has been married to her husband, Brad, for nearly 30 years and is a proud mother of three young adults. Her passion for service extends to active involvement in her church and local initiatives, reflecting her dedication to making a positive impact both personally and professionally. At Morgan Medicare Solutions, Nicole offers personalized consultations, educational workshops, and ongoing support, ensuring clients feel confident and secure in their Medicare choices. Her holistic approach, grounded in compassion and expertise, has made her a trusted advisor for many navigating the intricacies of healthcare in their retirement years. Nicole Morgan can be reached athttps://www.morganmedicaresolutions.comhttps://www.linkedin.com/in/nicole-a-morganotr/https://www.facebook.com/morganmedicare/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Understand the basic structure of Medicare parts A, B, C, and D to provide foundational guidance when employees ask about Medicare options and transitions.2. Recognize when employer group health plans have creditable coverage for prescription drugs and ensure proper notification letters are sent to Medicare-eligible employees by October 15th annually.3. Establish relationships with trusted Medicare brokers and implement processes to proactively reach out to employees approaching age 65 to ensure proper planning and coordination of benefits.
How can leaders best spot and put a stop to passive-aggressive behaviours in teams? CEO of Private Healthcare Australia, Dr Rachel David, is someone who has given leadership a lot of thought. She cut her teeth as a leader in her early twenties when she was thrown in the deep end as a trainee doctor in hospital emergency rooms. In this episode, she talks with FW's Helen McCabe about how as a self-described “painfully shy” person she's found her voice as a leader, as well as how she stamps out passive aggressiveness in the workplace. See omnystudio.com/listener for privacy information.
Amanda and Anissa welcome new FW staffer, Owen Madden to the show to discuss working in a cabinet shop, bandsaw blades, and more. Also, Ben is joined by Logan Whittmer to talk about the upcoming Woodworking In America event. For more information about our eLearning courses - http://www.finewoodworking.com/elearning Find out more about Woodorking in America, October 9 & 10 in Des Moines, Iowa - http://www.woodworkinginamerica.com For more information about our Woodworking Fundamentals journey - http://www.finewoodworking.com/fundamentals Join us on our new Discord server! - https://discord.gg/8hyuwqu4JH Links from this episode can be found here - http://www.shoptalklive.com Sign up for the Fine Woodworking weekly eLetter - https://www.finewoodworking.com/newsletter Sign up for a Fine Woodworking Unlimited membership - https://www.finewoodworking.com/unlimited Every two weeks, a team of Fine Woodworking staffers answers questions from readers on Shop Talk Live, Fine Woodworking‘s biweekly podcast. Send your woodworking questions to shoptalk@finewoodworking.com for consideration in the regular broadcast! Our continued existence relies upon listener support. So if you enjoy the show, be sure to leave us a five-star rating and maybe even a nice comment on our iTunes page. Join us on our Discord server here.
In episode 206, Coffey talks with Jill Koob about the Supreme Court decision on “reverse discrimination,” PTO policy trends, and AI adoption in the workplace. They discuss the Supreme Court's unanimous decision in Ames v. Ohio Department of Youth Services eliminating different standards for "reverse discrimination" cases; how Title VII protects all individuals equally regardless of majority or minority status within protected classes; the challenges and failures of unlimited PTO policies leading employees to take less time off; new flexible PTO approaches allowing conversion to cash, student loan payments, or 401k contributions; mitigating bias in the employee selection process; why diversity, equity, and inclusion initiatives should focus on business outcomes and widening candidate pools; the evolution of AI from individual productivity tools to organizational workforce transformation; the need for employees to actively learn and adopt AI tools to remain competitive; and how AI can handle transactional HR tasks while freeing professionals to focus on more strategic human-centered work. Links to stuff they talked about are on our website at https://goodmorninghr.com/EP206 and include the following topics: Breaking—Supreme Court Unanimously Lowers Bar for “Reverse Discrimination” Claims: Ames v. Ohio Department of Youth Services Redefines Title VII Litigation More companies are letting workers cash in their vacation days. Should yours? 2025 Benefits and Compensation Trends Report How enterprise AI is reshaping EX, according to expert Josh Bersin AI superworkers ‘coming on like a freight train.' Are you ready? Amazon CEO Jassy says AI will reduce its corporate workforce in the next few years Message from CEO Andy Jassy: Some thoughts on Generative AI Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Jill Koob, SPHR, SHRM – SCP is the founder and owner of Energize HR, an HR Consulting Firm that focuses on training solutions, strategic HR and organizational development and human resource support. Prior to starting her company, Jill served as a VP for a Houston Based Professional Employer Organization, where they received numerous awards including Best Places to Work and Inc. 5000 Fastest Growing companies. Jill has over twenty-five years of strategic HR experience working directly with hundreds of businesses with their people strategy needs. Jill Koob can be reached at:https://energizehr.com/https://www.linkedin.com/in/jillkoob/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Understand that Title VII protects all individuals equally within protected classes, requiring the same burden of proof regardless of whether someone belongs to a majority or minority group within that class.2. Design flexible PTO policies with clear guidelines and minimum requirements while offering options for employees to convert unused time to other benefits like cash, student loans, or retirement contributions.3. Embrace AI as a collaborative tool for analyzing data, reducing bias in hiring processes, and handling transactiona...
In this episode, Ken Shuman speaks with Stacey DeLaney, a Faithwalker, FW coach, and children's book author who is retired from public education and lives in upstate NY. Stacey shares that Faithwalking pulled her out of a "deep hole" and dramatically changed how she perceives the world and her relationships and how she interacts in her relationships - and that it has had a particularly profound impact on her relationships with her husband and her adult children. She celebrates that she is no longer fragmented into "very different" public, private, and secret selves and no longer feels the need to wear a mask!To the question, "Why sign up for Faithwalking?" Stacey replies, "Sometimes we don't even know what we're holding on to from our pasts...what is keeping us from living this wholehearted life that we want to live. If you want to live that life - that wholehearted life - Faithwalking is the way to do it."This episode was recorded in May 2025.
How can leaders bring the best out of team members? And what should they do when someone isn't pulling their weight? In the second part of a two-episode interview special, former NSW Premier Mike Baird speaks with FW's Helen McCabe about the times when his motivations as a leader have been misunderstood, or deliberately misconstrued. In it, the duo discuss managing underperformers and how to deliver firm feedback with compassion. Join the movement to fast-track your professional development. Become an FW Diamond member today. Keep up with @futurewomen on Instagram, Facebook, LinkedIn and Threads See omnystudio.com/listener for privacy information.
In episode 205, Coffey talks with Susan Snipes about challenges and strategies for hiring international talent, particularly through employer of record arrangements. They discuss the primary drivers for seeking international talent including cost savings and talent shortages; compliance hurdles around employee classification and local employment laws; the role of employers of record versus PEOs in managing international hires; compensation and benefits strategies that account for local customs and legal requirements; integration challenges including time zone coordination and cultural sensitivity; recruitment approaches when working across international borders; data security concerns with remote international workers; managing terminations and severance requirements in different countries; and the importance of understanding local labor laws and cultural differences when building global teams. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Susan Snipes is a certified HR professional with 15 years of HR experience. She serves as the Head of People at Remote People, a company that recruits top talent in over 150 countries around the world. Susan Snipes can be reached at https://remotepeople.com/https://www.linkedin.com/in/susan-poore-hrm/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Evaluate the compliance requirements and classification issues when hiring international talent, including understanding the differences between employees, independent contractors, and employer of record arrangements.2. Develop integration strategies for international team members that account for time zone differences, cultural holidays, communication styles, and local customs to maintain team cohesion.3. Assess the cost-benefit analysis of different international hiring models, from direct employment and local entity creation to employer of record services, based on hiring volume and risk tolerance.
Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3181: Liz from FrugalWoods explores how small frugal habits, like DIY haircuts, trigger a compounding effect that goes beyond money, boosting self-reliance, deepening relationships, and even saving time. Her take on frugality reveals how insourcing everyday tasks can lead to long-term freedom, personal growth, and a stronger sense of capability. Read along with the original article(s) here: https://www.frugalwoods.com/2016/06/27/frugality-is-a-compounding-game/ Quotes to ponder: "We've saved a combined $2,688 thus far, and will continue to save $1,032 every single year." "Realizing that we're capable of doing things ourselves opened a door for Mr. FW and me to start performing tons of tasks on our own." "Rather than trying to stretch out the time between haircuts or use coupons or hunt down discounts, we simply removed this expense wholesale." Episode references: EconoMe Conference: https://economeconference.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
In this episode Tracy gives her take on the news that Dave Grohl and his wife Jordyn Blum have decided to reconcile. While Grohl simultaneously has committed himself to being a "hands on" father with his daughter by his affair partner. Could we please change the discourse that single parents aren't family enough? And stop the assumption that everyone needs the FW in their lives? Just cash the check and live your own life.
Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3181: Liz from FrugalWoods explores how small frugal habits, like DIY haircuts, trigger a compounding effect that goes beyond money, boosting self-reliance, deepening relationships, and even saving time. Her take on frugality reveals how insourcing everyday tasks can lead to long-term freedom, personal growth, and a stronger sense of capability. Read along with the original article(s) here: https://www.frugalwoods.com/2016/06/27/frugality-is-a-compounding-game/ Quotes to ponder: "We've saved a combined $2,688 thus far, and will continue to save $1,032 every single year." "Realizing that we're capable of doing things ourselves opened a door for Mr. FW and me to start performing tons of tasks on our own." "Rather than trying to stretch out the time between haircuts or use coupons or hunt down discounts, we simply removed this expense wholesale." Episode references: EconoMe Conference: https://economeconference.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
In this episode, Ken Shuman speaks with John Reasons, a pastor and Faithwalking coach from Texas, about the authenticity and safety of the FW process and the gift of experiencing people's stories of change and transformation as a coach journeying with them through the process. John shares that the process of Faithwalking allows people to begin to experience the "fully alive life," the abundant life of which scripture speaks. Through it the light of Christ shines in the dark places of our hearts and souls and brings healing in tangible ways. He invites Faithwalking graduates to become coaches because "that's when it gets good! I've loved being a coach even more than I've loved going through it!"
In episode 204, Coffey talks with Rosalind Chow about the distinct roles of mentorship and sponsorship in advancing careers and building more inclusive workplaces. They discuss the distinction between mentorship (which helps grow the mentee) and sponsorship (which seeks to change how others see the protege); how sponsorship functions like marketing or PR campaigns for high-potential employees; the four types of sponsorship - creating, confirming, preventing, and protecting; why sponsors risk their own credibility and reputation when advocating for others; how sponsorship doesn't require formal hierarchical relationships but depends on trust and status; how to become more "sponsorable" by being a top performer with clear values and compelling personal story; the risks of having the wrong sponsor or appearing as the "teacher's pet"; and how sponsorship creates inclusion by ensuring high performers are seen, valued, and given opportunities regardless of their background or circumstances. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Rosalind Chow is an Associate Professor of Organizational Behavior and Theory at Carnegie Mellon University, where she studies the power of social hierarchy and its impact on diversity and inclusion efforts within organizations. Her forthcoming book, The Doors You Can Open (PublicAffairs, April 8, 2025) distinguishes the concept of sponsorship from mentorship. While mentorship can change mentees for the better through valuable coaching and encouragement, sponsorship takes it one step further — sponsors can change the social environment around their proteges by actively advocating for, raising the social visibility of, and protecting them. Put simply, while mentors act on mentees, sponsors act on external observers – audiences - to change how they see proteges. We don't just have the ability to change other people; we also have the ability to change other people's relationships with one another. This ability - the power we have as sponsors - is something we can leverage to better ourselves, other people, and our communities. Rosalind Chow can be reached athttp://www.rosalindchow.com/https://www.linkedin.com/in/rosalind-chow-6b25541b0/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Distinguish between mentorship (developing the individual) and sponsorship (changing others' perceptions of the individual) to provide appropriate support for high-potential employees.2. Practice the four types of sponsorship - creating visibility, confirming positive impressions, preventing negative associations, and protecting during criticism - to advance deserving talent.3. Recognize that effective sponsorship requires risking your own credibility and reputation, making it essential to sponsor only high performers whose values align with your own and the organization's goals.
In episode 203, Coffey talks with Kristi Spaethe about advice for emerging HR professionals navigating their early careers. They discuss how people often stumble into HR careers; the misconception that “loving people” qualifies someone for HR work; the importance of gaining foundational knowledge before jumping into employee relations; showing up authentically while maintaining professional boundaries; building a personal board of directors rather than relying on a single mentor; the balance between employer-provided training and self-advocacy for professional development; the value of HR certifications as confidence boosters; networking through local HR associations and professional organizations; managing up with leaders who don't understand HR's strategic value; and whether HR professionals can be friends with other employees. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Kristi Spaethe is the Chief Executive Officer of The People Perspective and People Perspective Search and Recruiting designed to be the one stop shop for all things people in the communities that these organizations serve. Kristi earned a Bachelor's Degree in Psychology with a Human Resources Development option and also holds the SHRM-CP certification. Kristi is the Immediate Past State Director for SHRM Oklahoma where she has served in prior various roles beginning in 2018. Kristi has also served in various roles, including President, with the Tulsa Area Human Resources Association since 2014. Additionally, Kristi currently serves on the Broken Arrow Chamber of Commerce Board of Directors and has served on the Bixby Metro Chamber of Commerce Board of Directors. Kristi also gives back to the community by giving her time to non-profit organizations such as Women in Recovery, Muddy Paws and Lindsey House. Kristi received the President's Award from the Tulsa Area Human Resources Association in 2016 and the Richard R. Messer Excellence in Human Resources award in 2019. She also received the Oklahoma Human Resources Award of Excellence in 2020 from the Oklahoma Human Resources State Council. The People Perspective has also been nominated for various awards through TYPROS Boomtown Awards, the Bixby Metro Chamber of Commerce, Tulsa Chamber of Commerce Small Business Awards and the Broken Arrow Chamber of Commerce. The People Perspective was selected as the Small Business of the year in 2021 through the Bixby Metro Chamber of Commerce and as the Small Business of the Year in 2023 through the Broken Arrow Chamber of Commerce. Kristi and her family reside in Broken Arrow, OK. Kristi Spaethe can be reached athttps://pplperspective.com/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Develop a personal board of directors that includes mentors, advocates, cheerleaders, and critics rather than relying on a single mentor relationship.2. Advocate for your own professional development by requesting training opportunities, certifications, and cross-functional experience while building external networks through HR associations.3. Maintain professional boundaries by showing up authentically while filtering your communication and avoiding personal friendships with employees to protect both yourself and the organization.
U.S. Air Force Tech. Sgt. Kathleen LaCorte interviews Lt. Col. Alana Minx, 122nd Fighter Wing Mission Support Group deputy commander, about the upcoming 2025 Fort Wayne Air Show to be held July 12-13, 2025 at the 122nd FW in Fort Wayne, Indiana. Minx discusses highlights, plans and excitement surrounding the air show. (U.S. Air National Guard audio by Tech. Sgt. Kathleen LaCorte)
In episode 202, Coffey talks with Shannon Norris about a federal court ruling that invalidated portions of the EEOC's 2024 harassment guidance related to sexual orientation and gender identity. They discuss Norther District of Texas Federal Judge Matthew Kacsmaryk's decision in State of Texas v. EEOC; the narrow scope of the Supreme Court's ruling in Bostock v. Clayton County; the EEOC's broad interpretation of the Bostock ruling in its 2024 Enforcement Guidance on Harassment in the Workplace; the elimination of courts' deference to agency's opinions under the Loper Bright Enterprises v. Raimondo decision; the distinction between agency guidance and actual law post Loper; practical workplace challenges concerning bathrooms, pronouns, misgendering, and dress codes; the difference between harassment based on biological sex versus sexual orientation or gender identity; why the Texas v. EEOC ruling doesn't change existing anti-harassment law; the importance of maintaining respectful workplaces regardless of legal requirements; and advice for employers to avoid becoming test cases in emerging litigation. Links to stuff they talked about are on our website at https://goodmorninghr.com/EP202 and include the following topics: State of Texas and The Heritage Foundation v. Equal Employment Opportunity Commission, et al: Memorandum Opinion and Order EEOC Enforcement Guidance on Harassment in the Workplace Bostock v. Clayton County, Georgia Certiorari to the United States Court of Appeals for the Eleventh Circuit Federal judge in Texas rules LGBTQ+ people can be discriminated against at work Federal Judge Scraps Biden EEOC's Gender Identity Guidance: Here's What It Means for the Workplace Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Shannon Norris has represented a broad range of clients since he began practicing in 1993 in the areas of employment law, business litigation, trade secrets, civil fraud, and employee benefits. During that time, he has represented Fortune 100 companies to small businesses and individuals. Mr. Norris has extensive experience with employment litigation, noncompete agreements, misappropriation of trade secrets, and occupational fraud. He is a regular speaker on topics relating to employment law, civil litigation, and human resources. Mr. Norris began his career in 1993 at the law firm of Jones Day, where he was a member of the Labor & Employment Law Section. He formed his own practice in the year 2000. He is also a Certified Fraud Examiner and a member of the Association of Certified Fraud Examiners. Mr. Norris is Martindale-Hubbell AV Preeminent Peer Review Rated. Ratings reflect the anonymous opinions of members of the bar and the judiciary. Martindale-Hubbell® PEER REVIEW RATINGS™ fall into two categories—legal ability and general ethical standards. Shannon Norris can be reached athttps://www.norrisfirm.comhttps://www.linkedin.com/in/sdnorris/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives: 1. Understand the constitutional limitations on federal agencies like the EEOC under current law.2. Understand the limitations of State of Texas v. EEOC and continue to prohibit any workplace harassment or disparate treatment based on sex.3. &n...
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