Podcasts about h r

Som alltid har vi satt ihop ett bonusavsnitt!Och den här gången mer maxat än någonsin. Det blir fler gäster och fler svar än brukligt. Varför hoppade Agust egentligen av väggen och åkte till gränslandet? Det för du svar på HÄR!Tack till DIG! För att du varit med den här säsongen. Det känns fortsatt enormt stort.Kramar i tusentalPelle och Gustav

Elinor Svensson, Sebastian Mattsson, Lovisa Henriksson och Björn Carlsson spelar BEZZERWIZZER. Lyssna på HELA härligheten genom att klicka HÄR! Prenumerera på Midnattsmingel HÄR!

Send us a textStart with a candid reality check: the leading HR association just lost a racial discrimination and retaliation case, and the verdict wasn't small. We unpack what an $11.5M judgment against SHRM means for credibility, compliance, and the daily work of HR practitioners who've been told to trust the “authority” voice on fairness and DEI. If the standard-bearer fails its own standard, how should we rethink where we place our time, money, and learning?We walk through the essentials: what the plaintiff alleged, how the court weighed treatment and retaliation, and why the optics of a hard push to appeal could prolong pain without repairing trust. Then we get practical. If dues and big-tent conferences aren't delivering real value, how do we build a better PD stack? We talk labor and employment law briefings, focused workshops, and choosing events that sharpen practice rather than inflate brand. Expect an unvarnished lens on HR keywords that matter right now—DEI credibility, retaliation risk, workplace investigations, and organizational accountability.To lighten the load, we run an AI-assisted tour of our own year: weaponized incompetence finally clicking for teams, HR through pop culture that teaches better than white papers, and a grab bag of unhinged workplace moments we handled with restraint. We also call time on rage-bait content and the algorithm that rewards outrage more than insight. Our answer isn't performative—just better habits, clearer choices, and PD that respects your attention.If you care about ethical HR, compliance that actually works, and professional development that pays off, this one's for you. Hit follow, share with a colleague who needs a sanity check, and leave a short review telling us where you're investing your learning next.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Det är MÅNDAG! Jofi, Armann och veckans vikarie Viktor Carlsson snackar om hur Snövit-dvärgarna fick sina namn, nackspärr på grund av filmvisning, skillnaden på frukost-bacon, ett par avlidna kändisar, skjutningen på Bondi Beach, hur Halmstad blev regeringens tunnel-bitch, och inte minst flytten av jätten Himble från sitt tidigare magiska hem Fun City.   Jofi (eller Johannes Finnlaugsson om man ska vara formell) gör sin årkrönika i form av lide ball ståupp, ÅRET ÄR 2025, i olika städer! De som är kvar är: onsdag 17/12: VÄXJÖ slutsåld fredag 19/12: HALMSTAD lördag 20/12: GÖTEBORG slutsåld fredag 26/12: MALMÖ slutsåld lördag 27/12: MALMÖ slutsåld lördag 3/1: UMEÅ söndag 4/1: UPPSALA fredag 9/1: MALMÖ Extra Extra!   Biljetter till detta köper du på https://underjord.nu/biljetter/aret-ar-2025/ och du gör det nu!   Världens ballaste ståuppklubb som kör varannan onsdag i Malmö heter UNDER JORD och är klar för säsongen, men du bör redan nu göra dig reda för vårsäsongen genom att konstant uppdatera toppensajten http://underjord.nu!   Viktor har startat en ny podd tillsammans med Eva Solér som heter SKANDALPODDEN! Den kan du lyssna på till exempel HÄR!   Stötta MÅNDAG på http://patreon.com/mandag så är du bäst!

Ibland är det jobbigt när enkla uppgifter blir till stora och onödiga expeditioner. Precis detta har Tim varit med om och han är inte rädd för att dela med sig av sin Oxie-upplevelse. Köp vår merch HÄR! Stötta på Patreon HÄR!

Servicing Foxx Inc: Part 1 The Interview - A young man leaves the Navy and finds a new job. By PtmcPilot listen to the ►Podcast at Steamy Stories. Thomas Edison reportedly said that the harder he worked the luckier he was. In my case I had worked pretty stinking hard as an enlisted member of the nuclear submarine Navy for the previous six years, so if you side with Edison I must have accumulated a decent amount of luck in my karma account. No matter how events came together, I was very lucky to be in just the right place at the right time. You probably won't believe it, and truth be told, on some days I don't believe it either. But let's not get ahead of ourselves. Let me start at the beginning. Or maybe not quite the beginning. As I mentioned, I'd been in the Navy for six years starting right after high school. After graduation a lot of my friends had gone off to college, but I wasn't interested in joining them. I wanted to do something at once, not four years or so later. I joined the Navy, was picked up for nuclear power and asked for submarines (long story for another time). Working on subs was tough, yet rewarding at the same time. And it paid fairly nicely for a 19 to 24 year old. Many of the younger enlisted, read that as non-lifers, were interested in using their G I bill benefits to go to college when their enlistment was complete. And when I left the Navy a mere six weeks ago, that had been my plan as well. I'd saved a fair amount of money, and combined with the G I bill I was able to comfortably attend most any college. Now, relaxing on a couch in my parent's living room, when I wasn't surrounded by people looking forward to college, I found the idea was no longer appealing. It always seemed to me that people felt college was a natural progression, and to do otherwise was somehow not living up to one's potential. Problem was, after my years in the Navy I knew that wasn't the case. Sure, college might open some doors, but I had every bit as much, if not more respect for the senior enlisted in the Navy as I did the officers. Very different jobs requiring different skill sets. One ingredient of success on the ship was mutual respect for those different skill sets. Relaxing off duty with Sailors from other ships told me such mutual respect was not always a given. I'd been fortunate. By the time I left the Navy I knew I was capable, well trained, reliable, and eager to work hard. The Navy had spent a lot of money training me how to operate and maintain equipment as well to train and lead people. Not only was I good at all those things, I enjoyed them immensely. It's a very rewarding feeling when you use your own skills to take something from not working, to working. A friend of mine, a fairly senior Navy electrician, enjoyed replacing burnt out light bulbs even though such things were typically reserved for more junior people. "It's instant job satisfaction," he'd said. I knew my parents were happy to have me around, and at the same time I knew they didn't want me to become a permanent fixture. It was only nine in the morning, and I resolved right then that today was the day to seriously start the job search. After grabbing a shower and a cup of coffee, I sat down with my laptop and began. There were lots of openings that appealed to me, or rather a lot of jobs I knew I could do. HVAC technicians and mechanics of all kinds appeared to be in particular demand, and the pay didn't look too bad. Besides, I was in a pretty enviable position; I could easily quit after a short time if it didn't work out. After a brief moment of reflection I decided my qualifications meant I should avail myself of a headhunter, or at least some high end placement site. I did so, and was startled to get a text message two hours later. It was a link, so I forwarded it to my email and called it up. Oddly, it wasn't from one of the services I had contacted. "Provider of Building Services. Responsible for all building systems maintenance and services for staff on site. Monday through Friday, from 9 to 5, $95,000 per year. If interested please send your interview availability to FoxxIncJobs@FoxxInc.com" From the tone it seemed they had my resume and knew who they were talking to. Intrigued, I sent a note to the address stating I was available for an interview at their convenience. It was perhaps another hour later when a reply came in from the same address: "Please confirm your availability for an interview starting at sixteen hundred, at 8472 Saddlebrook Road." I checked the address, and although I did not want to appear desperate, I replied at once that I could make that time. It seemed a bit odd to be having a job interview that late on a Friday, and it made me wonder what kind of work-life balance they might have as part of their culture. And then I laughed at myself--as if work-life balance was something I was acquainted with from subs... Still, this observation was added to my mental list of hypothetical questions to be posed to my would-be employer. The use of 24 hour time got my attention as well, as in my admittedly limited experience most people in the US did not use it. Checking the time, I had about two hours before I needed to leave. Plenty of time to shave, iron a shirt and get my ass across town. Minor preparations complete, I had a little time to do some research on Foxx Inc., and there wasn't much there. Nothing on the usual job review sites, and the corporate splash page simply stated it was a legal firm serving government and private clients, able to support work at all classification levels. Well, I'd learn more when I got there. Arriving at the designated place at fifteen fortyfive, the parking lot in front of the building was empty. The visitor parking spots were very close to the door, which was nice given how hot it was that afternoon. The building itself was an attractive, if plain, multi-story building made of the typical glass, steel and concrete. It was also unmarked aside from the large stylistic numbers identifying the building as '8472'. Grabbing my jacket I got out of the car and went to the large glass doors. The lobby was large, with comfortable looking chairs of white leather arranged around small metal and glass tables. A long reception desk opposite the entry doors appeared to be of solid wood and was decorated with a number of glass sculptures. Glancing around I noted the presence of several CCTV cameras, their red status lights blinking every few seconds to let you know they were awake, or at least powered. Aside from the front doors there were no other obvious exits from the room. Taking a seat I looked over the walls a bit more closely and noticed there were a couple of places that might be seams that could hide hinges on the reverse. It wasn't more than two or three minutes when I heard a distinct 'click' from the direction of the front doors. Curious, I checked them and found they were now locked. It was then I heard another click behind me, and turning I watched as one of the well-hidden doors opened and a woman strode through. Black haired, tall and quite attractive, she was wearing a black skirt, black heels, a white blouse and a dark blue jacket. She smiled as she closed the distance to me, extending a hand. "Mr. Jeffries, I presume?" Returning the smile and the handshake, I said, "Thomas, please." She let go of my hand and regarded me with a puzzled look, "Mr. Jeffries, we've only just been introduced." "Not exactly," I said, "I still don't know your name." The look she gave me was somewhere between confusion and irritation. But in an instant her face snapped right back to pleasant as if she'd rolled back time. She extended her hand again, "Mr. Jeffries, I presume?" Again returning the handshake I replied, "Yes, and you are?" She let go of my hand, "Ms. Olson. I'm pleased you could come in on such short notice. If you would follow me?" With this she turned and strode toward the door I now knew to be there. A sign next to the door, which appeared to be nothing more than a label plate, turned out to be a card reader, which she used to open the door. On the other side of the door a small well lit room had a standard set of boxes used to hold mobile phones. I was already taking my phone and keys out of my pocket when she gestured toward the boxes and asked me to secure any electronics. Completing this task she led me to something that looked like an airport TSA portal. She indicated I should walk through it, and she watched as I did. It didn't beep or anything and she led me to another door, which she again opened with a key card, though this time she added a PIN, her finger movements concealed by a cover plate. Through this second door we entered a large open area. Two elevators were visible to the right, again with things I now knew to be card readers. To the left was a featureless wall with one door. She led me to this door and entered with her card. This room was a rather large office, tastefully decorated with wooden furniture, some IT equipment, plants, a few leather chairs and a small refrigerator. There was also another door on a wall adjacent to the one we had entered through. She indicated a chair in front of the large desk. "Would you like a bottle of water Mr. Jeffries?" Her continued formality was curious, and I simply said yes. She withdrew two bottles of water from the fridge and handed me one before sitting down herself. "Mr. Jeffries, again, thank you for coming in this afternoon," she said as she unscrewed the lid on her bottle. "I was available, so there wasn't much of a reason to wait," I said before taking a pull on my own bottle. "Well, shall we get down to business then?" she said. I nodded and she pulled a folder from inside the desk. "Six years in the Navy, straight out of high school. Trained mechanic, standard awards for good conduct, but also three Navy Achievement Medals. Current security clearance, and living with your parents having just been discharged several weeks ago." The whole time she had been talking she had been looking directly at me. Which was good in a way because it kept me from trying to ogle her, and I figured that was not a great way to start with an H R rep, if that's who she was. The funny thing about her little speech was that the medals were not listed in anything I thought she might have been able to access while researching me. Wait, they researched me? I realized she had asked me a question. "I'm sorry Ms. Olson, could you repeat that?" Her face was impassive. "Did you enjoy your time in the Navy?" "I'm not sure I'd say enjoy. It was often hard work, but also rewarding. I got to see some of the world and learn some useful things. Or at least, I hope you will find my skills useful." She nodded, "Your professional certifications are quite in line with what we need in terms of taking care of the property, yes. Tell me, did you enjoy Singapore or Thailand more?" At this point it was clear she was trying to keep me off balance by showing what she knew about me. "Um, Ms. Olson, what kind of work does Foxx Inc do?" She unbuttoned the front of her jacket and sat back in the chair, taking another drink of water. As her jacket parted I could not help but notice her top was almost shear, and she was not wearing a bra. She caught my glimpse, but smiled as she answered, "We are primarily a legal firm. We consult on a variety of subjects to varied clientele. Our work regularly connects to the government, to include the DoD and several other agencies with whom you might not be as familiar." "And so it would be normal to run a background check on any applicants." She smiled and looked down at the desk, selecting a piece of paper from the file. "Yes, but I must tell you it is less mysterious than you might think. To begin with your electronic fingerprints are everywhere, and the only thing that provides privacy is people with access not taking an interest. In applying, we became interested." I nodded, only sort of following her. She gave me a soft look, then said, "Tell me, before you decided to end your time with the Navy, you applied for a special projects position, did you not?" I nodded, though once again how she knew this was beyond me. "That application triggered a number of automatic events that were completed even before they would have started an SSBI." Seeing my confusion she added, "A background investigation." "I see." "You have applied for a job at a firm that does highly sensitive work for the government, amongst others. Further, I am meeting you alone in this building in the late afternoon. The least you should expect is that we have done our homework." Sure, it all made sense. And nonetheless, I was taken aback by the results of said homework, especially in such a short time frame. She continued, "That homework indicates you have all the mechanical and supervisory skills necessary to keep our facility humming along, and your clearance is certainly a plus in that you will likely be able to access most parts of the building unescorted," she said. "And," she added with a smirk, "there was time to acquire some more, shall we say, personal information." I swallowed, not really knowing what she meant by that last bit. Trying to regain my composure, I nodded and tried to move closer to show my interest. "Is this the only building I'll be maintaining?" She nodded in reply, "Yes, that is correct. Electrical, mechanical, structural, all your responsibility. As you saw, the position involves a typical work schedule, though a number of the employees keep less standard hours, especially the partners." "Could I ask a question?" She nodded, and I continued, "Why did the previous person leave the job?" "Hum," she murmured, then grinned, "Let's say he grew tired." "Of the job?" "I thought you were nuclear trained Mr. Jeffries? That is an assumption, not an observation or conclusion based on indications." That caused me to sit back. If they had only been aware of me for a few hours, that was pretty specific criticism for someone of my particular background. And a damned insightful criticism at that. But if she was bothered, it didn't show. Instead, she grinned as she held my gaze. "I believe my statement to be accurate regarding the previous PBS." She continued, "I assume the proposed compensation is adequate?" I nodded again. "Very well. In addition you will earn twenty-eight days off per year, usable at your leisure from day one. We have a full gym on-site as well as a reasonably good cafeteria. I expect you will find the severance package quite generous as well." "So, are you offering me the job?" I asked, an edge of excitement probably pretty evident. Her grin changed to a smile, though this time her look was almost predatory. "Well, there are other things to be discussed and evaluated before I can do that." Opening another drawer she withdrew a single piece of paper and handed it to me. "This is a standard non-disclosure agreement. In quite too many words, because lawyers, it effectively says that with the exception of any illegality you observe you may not discuss anything that happens in this firm with anyone not a member of the firm. As was your security agreement with the Navy, this is binding until death or until the Firm informs you otherwise." It was not a long document, and it seemed to say just what she said. I picked up a pen from the desk and signed it straightaway. Taking the page back from me she examined my signature, nodded, then added her own under mine. "Although I believe Foxx Inc is an upstanding firm, you would be wise to carefully analyze any small print." Standing up, she said, "I'll go make a copy of this for your records." She picked up another small packet of papers and handed it to me as she walked past me to the other door. "I'll be back in a little while to answer any questions." The cover page was labeled "Foxx Inc Sensitive: Disclosure, Authorized Only under NDA". Typical enough, or so I thought. Turning the page I found myself faced with a rather extensive questionnaire. As I started to work on it, I soon realized it was also anything but typical. Relationship status, exercise habits, pieces of medical history, diet, alcohol consumption, sexual orientation, sexual experience to include number of partners, and then very specific questions about what sexual acts I enjoyed, would do, and absolutely would not do. I answered a few and then stopped; finding I was not comfortable providing this level of detail about private aspects of my life. A little while later the door opened and I saw Ms. Olson re-enter the room. Seeing I was not writing, she said "That was fast, are you all done?" Standing in front of me she leaned over to look at the papers in my lap. Still looking forward I was treated to the most glorious down blouse view I may have ever been given. Her white top hung away from her chest, now fully revealed as a pair of large, tanned breasts unconstrained by a bra. I gulped and when I looked up she was smiling at me, apparently not put off at all by my observation of her chest. However, in my defense she had all but deliberately dangled them in my face. Add to that she was now wearing quite shocking black lipstick. Now I was really off balance. She retook her seat. "Do you have questions or concerns I can help resolve, Mr. Jeffries?" "It's just that, well, I don't see why you need to know some of these things about your building manager," I said. She leaned back. "Ah, I see. You did note the position is 'provider of building services', did you not?" I nodded. Her smile turned into leer. Yep, I'm quite sure of the memory. She leered at me. "You'll forgive me. I do so enjoy this part of the interview, and I've only done it a few other times, so humor me." I took an involuntary look at her chest again. Her expressions remained the same as she said, "Your job, should you choose to accept it, includes sexually servicing the women who work here." I was almost, almost certain I'd used my inside voice when I shouted, "Holy shit!" But then Ms. Olson almost jumped back at my outburst. I know she jumped because she bounced really nicely. Taking a deep breath, I said, "Okay." Raising an eyebrow, she said, "'Okay', really?" Then a long pause, and she continued with the smirk back on her face. "Well then, ask me any questions you have and we'll see if we cannot clear this up." I was rewarded, I think, as her smirk switched to predatory again. I had the feeling she was toying with me. Not unlike a cat and a mouse though I didn't really think she'd literally eat me. At least not in a bad way. I pinched myself for focus. "Right, how about this one about exercise habits?" I asked. "Physical condition is linked to physical performance, wouldn't you say?" she said. Looking back I'm not sure there was a reason for me to continue, but sometimes you haven't quite processed what people have told you. I said "Um, why the question about sexual orientation? And my diet?" She locked eyes with me and I could not look away. "Mr. Jeffries, I believe my stating that you are expected to "sexually service the staff like a stud within a herd of brood mares" more than adequately provided information sufficient to answer the first." Now, I know I asked for it, but when she spoke it really rocked me. Her face was all professional, stern, condescending and superior when she resumed her rebuke of my density. "It would not do for me to hire someone not hungry enough for it. It is up to me, and me alone to select the appropriate," she winked again, "stud for my herd." I swallowed heavily and nodded. She stood and removed her jacket, hung it on a coat rack and took her seat again. Her large breasts were now every bit on display, the sheer fabric of the material all but baring them to my gaze. I forced myself to look in the eye again, finally realizing what this interview was leading up to. "Now that you have utilized logic and available information to answer your first silly question 'about sexual orientation," she'd kind of spat the words at me, "I will answer your second plainly." Now the look she gave me was something I couldn't explain or describe. I don't know how to explain what 'holy fucking hornier than ever' looks like, but that was her. Then she made an obvious display of running her tongue along her lips and said, "You must be aware that your diet directly affects the taste of your semen. Are you not?" At this point any thoughts about work life balance were thrown to the curb like an ex's CD collection. I knew my mouth was hanging open. Her large breasts swayed and jiggled as she spoke. I now noticed that her areola were very dark and her nipples quite hard, and easily seen through a not-quite-there top. Forcing myself to look back up at her face I cleared my throat and said, "I think I see. Shall I get back to answering these then?" She nodded and smiled back at me, "I'm happy to hear that. And yes, please do. I would like to conclude your interview today." For a very brief second I considered how I might feel if I were a woman being asked to, ah, service the male members of the firm as a prerequisite for employment. Don't be too hard on me for acknowledging that I, and my hard-on, didn't mind one bit. It only took me a few minutes to write out short answers to the questions, after which I passed the questionnaire back to her. She read over my answers, nodding every now and then. "So, Thomas, you can call me Ashley, if you like." I don't know what, but that didn't sound like what I should call her. "Thank you, Ms. Olson," I let out a long breath and notice a flare to her nostrils. It felt like I made the right choice, and I said, "What's next?" "For one, you should know this aspect of the position is obviously off the books, except for the salary, which is an additional fifty percent over your normal pay." I nodded and could not suppress a truly shit-eating grin. She raised an eyebrow that again indicated mild irritation, "Is that not acceptable, Mr. Jeffries?" She delivered my name in two words with a notable pause, more like 'Mister. Jeffries." The tone was all heat. Clearly the Mr. & Miss Smith was strong with her. I liked it. A lot. I shook my head and tried to refocus, if only for a bit. "No, it's not that at all. It's just, well, you're telling me I'm likely to be having sex with any number of women here, and you are going to pay me for it?" Maybe she was acting, but her expression was one of sincere offense. Again with the stutter pronouncement, "I am certain I just characterized the additional pay as stud fees." As I gaped at her statement, she unbuttoned the top half of her blouse. Yep, no doubt about the solid nips, flushed face and suddenly deeper breathing. Actually I can't tell you how I noticed or remembered that given how aware I was of her body and my hard-on. Her restatement of 'stud duty' made me smile. Then I said, "Again Ms. Olson, you mistake my meaning. My comments were meant as 'I can't believe you want to pay me more for this.'" Her face relaxed at once and she stood and walked to stand between the desk and myself. For the first time I noticed the scent of an aroused woman. "Mister. Jeffries, contrary to what you may think, finding someone for this job is not easy. It is simply not possible to advertise for a proper, well, cocksman." Well, that did it. There was no unhearing something like that. Stud was one thing, but 'cocksman?' Somehow it meant nothing to me even as I could completely understand it. I once more tried shaking my head to clear my thoughts for a moment. I remembered something she said that seemed suddenly relevant. I said, "What did you mean by more personal information?" She finished unbuttoning her blouse, and then shrugged it off, her body now bare from her waist up. Her breasts were nothing short of magnificent. I was staring and completely unable to stop myself from reaching out and taking them in my hands. She purred, then put her hands over mine and said, "Don't think poorly of me, Mr. Jeffries, but I contacted Tilly." Yet again, I found myself surprised. I'll tell you the story later, maybe, but Tilly was another Sailor, my off-the-books roommate and more girlfriend than fuck buddy for the past two years. We'd parted amicably when I left the Navy. Probably important to this story, she was my fourth and to date last sexual partner, and she'd been equal parts ravenous and patient with me. While I'd always figured I'd done right by her, the look on Ashley's face spoke volumes to the review I seem to have been given. I hadn't formed any kind of response and was still kneading her gloriously full tits when she asked in a low voice, "Thomas, is it safe for me to have unprotected intercourse with you today?" "Well, yes and no? If you mean am I disease free, then yes. If you mean could I get you pregnant, the answer is yes, so then no, it's not safe. And you're trusting someone you just met?" "Thomas, I have read a rather thorough synopsis of your life and the government feels you are trustworthy. Should I not?" I nodded, and she continued, "And you just gave me a most sincere and thorough answer to a simple question." Then she leaned down and gave me a thoroughly debauching kiss on the lips that left us both panting. She held my face in her hands, "I should mention that in this arrangement the person in the Firm initiating the encounter is required to provide protection." Then I watched with continued surprise as she sat on the desk, put her feet on the arms of my chair and lifted her skirt to show me a very bald and equally wet cunt. I noted she was an inny, at least right then. As she relaxed back on her elbows she said, "To continue your interview;" and her voice cut off. Most likely because by the time she had those words out of her mouth my lips were locked on hers. Her cunt lips of course. "Um," she sighed, "I do love a man who needs little direction. I was going to say, well, fuck it!" and she she held my head firmly in place. She was hot, wet, vocal, and very responsive. Darting my tongue in and out of her cunt and around her lips, I was as eager to please as I had ever been. In moments, feeling she was ready for it, I thrust two fingers into her and pressed at her g-spot. With my free hand I reached up and grasped one of breasts. "Oh, fuck yes," she moaned, "lick me!" Her moans and words guided me to the things she liked, nibbles on her lips, sucking on her clit, all of which I did with abandon. It had been almost three months since the last time I had sex, and I wasn't about to let this opportunity get away. I attacked her cunt with passion, hungry for her moans and words. A long string of "Um, yes, Um, fuck! Um, oh my god!" poured out of her and I kept up my efforts. Then, within only a couple of minutes she sat up, grabbed two handfuls of my hair and pressed my face hard into her cunt. "Fuck! I'm coming!" Hearing that, I tried to keep my efforts steady with what had got her there, strongly rubbing her g-spot with her clit firmly between my lips and teeth. Ten, fifteen seconds went by, and then she let loose of me and sagged back onto the table. "Very, very nice Mr. Jeffries." To be continued By PtmcPilot for Literotica

SE og HØR var på vej med historien om, at Dansk Industris vicedirektør, Thomas Bustrup, skal for retten, tiltalt for spritkørsel. Men Danmarks største erhvervsorganisation kom dem i forkøbet med en pressemeddelelse, hvor de satte navn på topdirektøren. Det kan være godt at komme først, siger panelet, men så skal man tage styringen over historien. Og den tabte DI, da de udelod flere centrale oplysninger, som medierne efterfølgende foldede ud i deres dækning. Vi taler også om Danske Svineproducenter, som ifølge Thomas Hundsbæk fortjener en julekurv fra TV 2 for at tease for tv-stationens grisedokumentar med deres krav om fogedforbud. Eksperter: Eva Tolstrup Ziegler, Banedanmark, og Thomas Hundsbæk, selvstændig rådgiver  Vært og redaktør: Marie Nyhus Lyd og teknik: Rakkerpak Productions Klip og lydmix:  René Slott Musik: Christian Schødts-Sørensen  

Hur blev Björn Malmös Steve Jobs? Och håller han skylt framför ansiktet när han köper bil? Vi drömmer om overkligt billiga begagnade möbler och undrar hur många gånger man egentligen kan bli påkörd under en 20-årsperiod. Köp vår merch HÄR! Stötta på Patreon HÄR!

Första avsnittet post Jakob som begravdes under livepodden på Lokstallarna. Köp vår merch HÄR! Stötta på Patreon HÄR!

Send us a textA quiet Thanksgiving plan turns into a high-stakes HR story: 20-plus fake employees on a real payroll, deepfake executives on urgent video calls, and wire transfers that vanish because the faces on the screen weren't human at all. We pull the thread on ghost workers, AI-powered impersonation, and the ways remote hiring can be gamed, then rebuild a safer, saner system step by step.We walk through the modern fraud playbook—deepfakes that mimic CFOs, ghost payroll profiles collecting salaries, third parties secretly doing the job, and criminal networks using “employees” to launder money or open backdoors to sensitive data. Then we get tactical. Identity verification needs more than an I‑9 snapshot: add live checks, secure video verification, and consistent FaceTime during onboarding; align with IT for least-privilege access, device compliance, and anomaly detection; and implement dual approvals with known-key phrases for any financial movement. Trust becomes a process, not a vibe.Hiring still has to feel human. We take aim at clunky ATS flows that drive away great candidates. Keep applications as quick as placing an online order, avoid duplicate data entry, and use clear timelines and text follow-ups to prevent ghosting on both sides. At the same time, weave in light-touch anti-fraud checks and reference pathways that rely on authentic networks rather than easily faked profiles. The result is a pipeline that respects candidates and protects the business.We close with practical scripts, small cultural habits, and a reminder to teach basic AI literacy at home and at work. When a request feels “off,” it's okay to slow down and verify through a second channel. Layered verification, clear communication, and smarter access design take the drama out of hiring and keep your holidays—and budgets—intact.If this conversation helped, follow the show, share it with your team, and leave a quick review so more HR pros can find it. What safeguard will you add to your onboarding this week?Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Vom Praktikanten bei iMotion zum Tomorrowland-Mainstage-Act – BENNETTs Reise klingt wie ein modernes Märchen der elektronischen Musik. Sein Megahit „Vois sur ton chemin“ stürmte auf Platz 1 der deutschen Single-Charts, wurde mit 3x Gold, 13x Platin und sogar Diamant in Frankreich ausgezeichnet und sammelte über 800 Millionen Streams weltweit. Doch BENNETTs Weg begann ganz anders: Früher noch im Hip-Hop und Rap unterwegs, fand er über das DJ Morilla und den Zenit Club in Koblenz den Weg zur elektronischen Musik. Nach einem dritten Platz beim Bootshaus Contest 2023 katapultierte ihn sein unverkennbarer Sound in die oberste Liga. Im Gespräch mit Bassgeflüster erzählt BENNETT, wie „Vois sur ton chemin“ entstand, wie der Track sein Leben komplett verändert hat, warum er den Spagat zwischen Underground bei HÖR und Mainstage bei Tomorrowland meistert – und dass er mit Prada 2000 & Part Time Killer skaten wird. Jetzt reinhören – Bassgeflüster, bei SUNSHINE LIVE und überall, wo es Podcasts gibt.

Send us a textA Florida beach meltdown, a nationwide cloud outage, and a truly awful Halloween costume walk into a workplace. What sounds like a joke turns into a sharp look at how culture, tech, and judgment collide where people get paid and policies get real. We return from a short break with fresh stories and hard lessons: how a single AWS failure rippled into payroll panic, why “it's just a costume” can become a harassment case, and what classic scenes from The Office still teach us about influence, uncertainty, and keeping teams steady when the headlines aren't.We share candid travel moments that morph into a discussion about public decency and liability, then pivot to an organizational behavior assignment featuring Michael Scott's surprising competence and Jim's cooler strategy. The contrast sets up a bigger point about leadership: sometimes you stabilize by dialing in the work; other times you intentionally break the tension. Knowing which move to make is culture management in action.From there, we unpack real HR mechanics. Outages expose how reliant we are on a handful of cloud rails and how unglamorous continuity planning saves actual paychecks. We talk tokenized mobile payments, vendor dependencies, communication trees, and the simple power of a backup plan. On the talent side, we challenge a common salary myth: it's not that people never negotiate, it's that strong recruiters pre‑close early. We walk through pay ranges, must‑have trade‑offs, and how clearer expectations prevent messy last‑minute asks that sour the relationship before day one.Finally, we lean into the Halloween talk: blackface is never okay, “terrorist” costumes are unacceptable, and sexualized gags at the office invite risk. If you want festive without fallout, set guardrails that are simple, inclusive, and enforced. We keep it snarky, but the aim is practical—help you avoid the next viral moment and build a team that can laugh without crossing lines.If this mix of real talk and useful tactics helps you navigate your own WTF moments, follow the show, share it with a colleague who needs it, and leave a quick review so others can find us. Which topic should we dig into next?Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Valle Westesson, Suzanne Cronstam, Gabriella Fäldt och Björn Carlsson spelar TRIVIAL PURSUIT: CLASSIC EDITION. Bli patreon till TP-Podden HÄR! Biljetter till Stå Upp På Stormgatan hittar du HÄR!

In this episode of Reading Materials, we're joined by author H. R. Cole to discuss her debut adult fantasy novel Daughter of the Void, published in August 2025.H. R. shares her thoughts on the bias women face in the fantasy genre, what it takes to craft a truly captivating enemies-to-lovers romance, and how her background in medical journalism shaped her approach to writing.It's an engaging and insightful conversation about resilience, romance, and breaking boundaries in fantasy fiction.

Jag gästas i detta avsnitt av kulturjournalisten och musikexperten Nils Hansson om konstiga coverlåtar! Låtar som nämns i avsnittet: Neil Young - Southern Pacific (tåglåt) Kapitalismen av Fred Åkerström och Per Dich Sofia Dansar Gogo, original av John Mogensen med titeln Fut I Fejemøget Jag och min far Manfredd Mann's Earth Band - Father of night father of day (cover på Bob Dylan) + Spirit in the Night Coldplay - Talk + Kraftwerk - Robot Love Spud - The Wild Rover Eilert Pilarm - Jailhouse Rock William Shatner - Lucy in the Sky With Diamonds David Hasselhoff - Hooked on a Feeling Salma & Sabina - Dancing Queen Giorgio Moroder - Lonely Lovers Symphony Love Sculpture - Sabre Dance The Big 3 - Banjo Song Bing Crosbys och David Bowies "little Drummer Boy" vars parodi med Will Ferell och John C. Reilly ni bör titta på HÄR. Maysaa Karaa - White Rabbit Tiken Jah Fakoly - Africain à Paris Knutna Nävar - Lär av historien Ola Magnell - Ta det kallt det är allt Mae Chambers - New York, New York Paul Anka - Rock Swings Jag pratar om huruvida Teitur ligger bakom O helga natt i Skam, men det är Nils Bech jag menade. Spotifylista med alla gästers tåglåtar. Stötta Popkultur med Joseph på Patreon för exklusivt innehåll och annat skoj  Följ mig på instagram, Letterboxd och BlueSky Kom gärna på Popkultur med Joseph-quizet om du bor i Stockholm eller är på besök här. Tisdagar kl 18.30 på Bar Brooklyn, Debaser Strand. Quizen är på engelska. Följ mig på instagram för regelbundna uppdateringar om quizdatum och eventuella avvikelser. Loggan är designad av Ante Wiklund Vinjetten är av Kalle Scherman och Gustav Ramsby

Send us a textA Halloween throwback with teeth: we revisit the moments that make HR feel haunted and explain how to handle them without losing your cool. We kick off with a real company memo that tied election outcomes to potential layoffs and unpack where employer speech ends and voter intimidation begins. The difference between context and coercion matters, so we walk through how to communicate policy risk without turning paystubs into campaign flyers or unraveling trust.From there, we shift to the customer side and the Expensify CEO's mass political email. Using a product mailing list to advocate a candidate is a masterclass in how to torch goodwill. We talk data stewardship, opt-in norms, and the reputational cost when brands push beyond the purpose of their channels. Then we lighten the mood with remote Halloween ideas that don't create HR nightmares, and we draw hard boundaries around costumes that cross into racism, sexual content, or glorified violence. A little guidance in advance can spare everyone a lot of pain later.We also roll up our sleeves for real management work: coaching a leader through their first termination when a remote contractor misses deadlines, hijacks meetings, and submits shaky timesheets. You'll hear the exact steps we use to document performance, run a clean meeting, and close the loop when someone “resigns” after being let go. And yes, we poke at HR's own monsters: job titles that confuse more than they clarify. Fun is fine, but titles should map to market norms so candidates, comp, and compliance stay on solid ground.If you enjoy candid HR insights, practical scripts, and a few spooky laughs, hit follow, leave a review on your favorite podcast app, and tell us your best workplace costume disaster or haunted-office prank. Your stories might make a future show.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

New SPND20 Mixtape just landed - @gina-demarchi in control. ⚡️ Born and raised in Buenos Aires and now resonating across Europe's underground, Gina Demarchi has carved out her own lane between groove, intensity, and drive. A resident at Argentina's iconic Fungi, she's been leaving her mark on floors from Tresor and RSO to HÖR, Rote Sonne, and beyond. Her SPND20 Mixtape is a hypnotic ride at high speeds - maintaining groove and character while hitting with full force. It weaves tribal, hardgroove, and dub techno with flashes of hip-hop-inspired vocals, a nod to DJ Rush and other icons who shaped her expressive sound. Recorded the purist way: two Technics MK2s, a Xone 92, and nothing but vinyl. From the very first second, Gina flips expectations - opening with something completely unexpected before locking into full-speed motion. It's fast, magnetic, and unmistakably her. Turn it up, lock in, and let the rhythm take over.

I dagens avsnitt pratar jag om något livsförändrande, nämligen hur du genom dina mentala förmågor – dina tankar, påverkar dina känslor och din kropp och därefter ditt beteende och dina resultat. Det här handlar om hur du kan ta ledarskapet över ditt liv. SÅ viktigt. Vem är det som bestämmer i ditt liv? Andra eller du själv? De flesta av oss är programmerade att leva utifrån och in. Vi påverkas av andra människors förväntningar, av gamla mönster, av yttre förväntningar, av samhället, av allt det som pågår runt omkring och som vi tar in via våra sinnen. Men tänk om du kunde vända på det? Tänk om du kunde leva inifrån och ut – och bli arkitekten i ditt eget liv? Och det kan du, med hjälp av tankens kraft och genom att använda dina mentala förmågor. Jag ger dig här konkreta exempel på hur du använder detta i din vardagen. Jag går igenom sambandet mellan tanke – känsla – kropp och handling – resultat, dvs hur dina tankar skapar dina resultat. Du får inspiration att börja skapa din framtid, mer medvetet. Varmt välkommen till dagens avsnitt. Vill du fördjupa dig ännu mer kring detta, Möt dig själv & stå i din storhet!Om hur du kan leda dig själv inifrån och ut, välkommen till mitt

Jag har bjudit in mina lärarkollegor Fredrik Braun, Fredrik Volgé och Per Mörk för att spela TRIVIAL PURSUIT i den stora lärarkampen. För att göra podden fortsatt möjlig klickar du HÄR! För att prenumerera på MIDNATTSMINGEL klickar du HÄR!

PROGRAM 400 ÄR (nätt och jämnt) HÄR! Donationerna nådde SÅ PASS NÄRA det lägre målet som krävs för att överhuvudtaget driva vidare denna podcast, så vi gjorde det här programmet i förhoppningen att några hundralappar till trillar in och ger oss grönt ljus att podda hela oktober ut. Ska vi sätta punkt vid 400 eller blir det fortsättning följer på lördag? ENDAST detta swishnummer funkar för Verklighetschecken:  073 846 37 64 (Johan Widéns namn står på numret)Meddelande: Gåva        Om du har anställda som har vuxit upp i en kultur där punktlighet ses som viktigt så är det ju precis vad kunderna får, en god service. Men god service kostar, så istället anställs numera folk som bokstavligt talat inte ens kan stava till ordet ”punktlig.” Följden av det blir ju då så klart att ”snabbhandeln” blir ”snigelhandeln,” och när man väl får sin nu iskalla mat i handen och rapporterar det, så märker man att samma skrot och korn anställs i deras ”kundservice” då man uppmanas ”ta foto på att maten var kall…….!?” Missa inte det här programmet!Flera hundra lördagar har gått, men vi har banne mig fortfarande mycket att prata om – IDAG DETTA:*Fota värmebrist efter migrantens matleverans.*En stinkande värnpliktigs vägran.*En kvinna med konservativt krut i sig står upp mot vänsterfeministerna.*Har vi råd att tänka ”hållbart” gällande mat?*Hur kan ”ringa” stöld fortfarande vara ”ringa” efter tusende gången?*Jag bor granne med en mördare.  MEDVERKANDE:Programledare: Lelle Johansson.Gäster: Johan Widén & Elisabeth EngmanVI SÖKER NYA GÄSTER:VERKLIGHETSCHECKEN@GMAIL.COMFörra programmet:KOSSA FICK KLENIS SPARKAD ÖVER EN LÖGNhttps://www.spreaker.com/episode/kossa-fick-klenis-sparkad-over-en-logn--68008618 Alla program: https://www.spreaker.com/show/verklighetscheckenNÄSTA NYA PROGRAM: Lördagen den 18 oktober 2025.Du hittar även Verklighetschecken här:PODDTOPPEN:https://poddtoppen.se/podcast/1516623687/verklighetscheckenSPOTIFY:https://open.spotify.com/show/3Lvy0LS8zfffv7ad60LwqoRUMBLEhttps://rumble.com/c/c-2636134iTUNES:https://podcasts.apple.com/us/podcast/verklighetschecken/id1516623687?uo=4VECKANS TIPS        LELLECROWN MAGNETAR - Everything Bleedshttps://www.youtube.com/watch?v=4pkRR_s81gs&t=42s  JOHANBill Haley & The Comets "Shake, Rattle And Roll
https://open.spotify.com/track/5z2Gef9D3UgRquZXe7UUW4?si=997b8edda8b14582  ELISABETHMagnus Uggla - 4 sekunder https://www.youtube.com/watch?v=K4BVY6KAEQc

Vad skulle hända om du tog fullt ansvar för ditt liv – för dina tankar, känslor, vanor och resultat? I det här avsnittet bjuder jag in dig att se på ansvar med nya ögon. Inte som något tungt, utan som din största nyckel till frihet. Vi pratar om skillnaden mellan att vara ansvarig för dig själv eller för någon annan. Om hur du börjar förändra dina inre programmeringar (dina gamla ofta omedvetna tankar och vanor) och varför ansvaret alltid är ditt – men också din superkraft. Du får höra: • Hur vi omedvetet lever i mentala fängelser vi själva låst • Hur gamla vanor och programmeringar styr våra resultat • Varför ansvar inte är detsamma som skuld • En övning som hjälper dig ta makten tillbaka • Vad som händer när du blir skaparen av ditt liv Reflektionsfråga: Vilket område i ditt liv skulle förvandlas om du tog fullt ansvar där?

Sandra Stojiljkovic, Charlotta Björck, Cornelius Löfmark och Björn Carlsson spelar TRIVIAL PURSUIT. För att lyssna på hela avsnittet klickar du HÄR!

Send us a textWelcome to Jaded HR, where we say everything you're thinking out loud.This week, Warren and Cee Cee dive deep into the cesspool of professional absurdity. We tackle everything from the shocking politicization of HR to a debate so ill-conceived it smells like a dumpster fire.What We Raged About This Week:SHRM's $1,300 Blueprint to Hell: We try to stay apolitical, but SHRM is forcing our hand by hosting a debate between CNN's Van Jones and Heritage Foundation's Robby Starbuck, who calls DEI "communist" and a "poison." Is this an earnest discussion or just a desperate, badly timed publicity stunt? (We lean heavily toward the latter.)SHRM's Identity Crisis: Why does the world's largest HR organization keep acting like a political lobbying group instead of a resource for practitioners? Cee Cee even details the generic form letter she got after canceling her membership.Faith-Based Hypocrisy: Warren shares a schadenfreude story about a "true believer" business owner who lost a massive contract on day one, thanks to a well-deserved morality clause and a whole lot of cussing. We love to see it.The HR Rights of Passage: We create a cynical checklist of the things all true HR professionals must deal with, including the inevitable hygiene talk (and how the smell of vanilla body spray combined with old ashtray smoke can break a man).The Gen Z Stare & Mama's Helper: Is the new generation of job candidates okay? Cee Cee recounts a chilling, soul-empty experience with a grocery store worker, while Warren's daughter has to deal with applicants whose moms are sitting in on the interview. (Seriously, go practice your active shooter drills instead.)COVID-19 Wednesdays: We share a bonus story about an affinity group we are not going to start: the work-from-home Wednesday Orgy club. Don't worry, the drama was captured on a corporate laptop.Join us as we help you survive HR, one "what the f*ck" moment at a time.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Hör första avsnittet i en helt ny serie där Radioapan åker på äventyr till pyramiderna, istiden, det första djuret, månen samt dinosaurierna. Del 1 av 5. Lyssna på alla avsnitt i Sveriges Radio Play. Tassa har byggt en fiffig resemaskin och Radioapan, Emmot och Ljudmonstret följer med på en resa i tiden. Fy farao så spännande!HÄR finns fler avsnittSerien passar för ca 3-8 år.Radioapans reselåtTill serien hör sången ”Vi tar en tur” som handlar om att åka på en ”även-tur”.MedverkandeText: Jesper LundqvistMusik: Jakob Munck, Karin Strand och David SilvaRegi: Lina SvanbergTack till: Bianca Lynxén, Ida Klum Ekdahl, Alexander Sherwood, Allan Söderström, Jakob Munck, Karin Strand, Minea Paulsson.Ljudproduktion: Frida Claeson JohanssonIllustrationer: Patrik Lindvall, Ingrid Flygare och Kristina PérezProducenter: Lina Svanberg och Jakob Munck, Munck StudiosExekutiv producent: Kristina Pérez, Barnradion

Welcome to another edition of The B4 Podcast, brought to you by B4 Bookings… We've got another exclusive mix coming your way for the next hour, this month courtesy of a brand new signing to the agency - a hugely exciting young Spanish DJ, called Alba Franch… Alba is an emerging talent from Madrid, whose sets just radiate energy and personality… Whether she's setting the tone for international headliners or closing out the night with her trademark intensity, she's equally at home… Be it hard groove, hard house, or even trance, she has a deft ability to move between driving techno and harder rhythms, and she always manages to forge a deep and personal connection with the crowd… Earlier this year, she entered the legendary tiled room of HÖR in Berlin to drop an hour of complete fire, she's recently played her second Face 2 Face set at Mondo Open Air, there've been performances across her homeland these last few weeks, and you're gonna be seeing her name increasingly on lineups around Europe…  Some extensive studio sessions have been happening this summer too, with some quality releases coming you way very soon… Put all this together, and she's guaranteed to be wowing audiences far, far beyond her native Spain for the foreseeable future…  So, enough of an intro, as you really need to actually hear what she's all about - in the mix for the next 60 minutes, prepare to be dazzled by some serious skills on the CDJs, and turn it up, for Alba Franch.

I förra avsnittet hörde vi Matilda Hellström Huring berätta om sin graviditet, förlossningsrädsla och planerat kejsarsnitt. I detta avsnitt berättar hon om hur det första året som mamma har varit. Vad har varit den största omställningen? ”Vi försöker att inte begränsa oss som föräldrar, utan fortsätta leva livet med barn,” säger Matilda som är så glad att hon vågade bli mamma trots sin rädsla över att föda. Välkommen till ett ärligt och mysigt avsnitt! Programledare är Amanda Braw.Du hittar Matildas blogg HÄR och hennes Instagram HÄRFölj oss gärna på Instagram @vattnetgarmammapodd, graviditetserfarenhet, förlossningsrädsla, planerat kejsarsnitt, första året som mamma, livet med barn, småbarnsliv, mammaerfarenhet, föräldraskap, bli mamma, barn och familj, mammaskap, nybliven mamma, föräldratips, mammalivet, barnpodcast, mammaintervju, föräldraskapets utmaningar, nyblivna föräldrar, barnets första årSupport till showen http://supporter.acast.com/vattnetgar. Hosted on Acast. See acast.com/privacy for more information.

Jofi har varit i Göteborg och tittat på en katt, Armann har ställt ut konst, och veckans vikarie Simon Chippen Svensson har besökt konstutställningen i fråga. Vi snackar om Luffar-Lasse, när Ulf Kristersson lämnas utanför, drönare, valet i Moldavien, ofrivilliga figuranter, och en högerdebattörs dödslängtan. Bland en massa annat, säkert. Stötta podden på http://patreon.com/mandag så blir både du och vi mycket glada! Höstsäsongen på världens bästa ståuppklubb i Malmö UNDER JORD är igång! Du ska köpa biljetter på http://underjord.nu nu nu! Måndag den 29 september, också känt som ikväll, så uppträder Jofi på Skratta på Fat Dave's och biljetter köper du HÄR! Simon Svensson släpper snart biljetter till sin soloshow. Kolla in på http://simonsvendssen.dk!

I veckans avsnitt av Vattnet Går möter vi Art Directorn och inredningsentusiasten Matilda Hellström Huring som delar med sig av sin resa genom graviditet och förlossning. Hur är det egentligen att vara gravid när man har förlossningsskräck på grund av tidigare trauman och hur går ett planerat kejsarsnitt till? Detta och lite till får vi reda på i veckans ärliga och avskalade avsnitt som vi hoppas kan vara till hjälp för dig som lider av rädsla inför förlossning. Varmt välkomna att lyssna! Programledare är Amanda Braw.Du hittar Matildas blogg HÄR och hennes Instagram HÄRFölj oss gärna på Instagram @vattnetgarförlossningsskräck, rädsla inför förlossning, graviditetspodd, mamma podcast, graviditetserfarenheter, kejsarsnitt berättelse, planerat kejsarsnitt, förlossningsrädsla, stöd för gravida, mammaliv podd, gravid och rädsla, förlossningsberättelser, mental hälsa graviditet, föda barn rädsla, trygg graviditet, graviditetstips podd, förlossningstrauma, podd för gravida, kvinnors förlossningserfarenheter, Vattnet Går podcastSupport till showen http://supporter.acast.com/vattnetgar. Hosted on Acast. See acast.com/privacy for more information.

Send us a textEver wonder what secrets lurk in your coworkers' desk drawers? Our jaw-dropping opener explores a workplace nightmare when maintenance unlocks a former employee's desk to find multiple journals explicitly rating female colleagues' appearances. This disturbing discovery raises complex questions about hostile work environments, liability after employment ends, and the hidden behaviors that can poison workplace culture.The conversation shifts to the fascinating dual lives employees lead outside the office. We share a story about concert-going medical professionals in full goth makeup expertly handling an emergency, reminding us that our colleagues contain multitudes beyond their workplace personas. This juxtaposition of professional capability and personal expression highlights the rich diversity hidden beneath corporate exteriors.We dive deep into the ongoing return-to-office debate, examining a troubling new trend: companies offering buyouts to employees who refuse to return to physical workspaces. Is this short-sighted during a hiring crisis? We explore generational differences in work preferences, with Gen Z surprisingly pushing for more in-office time while millennials champion remote flexibility. The discussion reveals how career stage, rather than generation, might better explain these preferences - early-career employees crave mentorship while mid-career professionals prioritize work-life balance.The episode closes with thoughtful analysis of how hybrid policies often create unintentional favoritism, with high performers receiving more flexibility than others. When employees notice these double standards, trust erodes. Our candid, sometimes irreverent exploration of these workplace dynamics offers both entertainment and valuable insights for navigating today's complex professional landscape.What workplace mysteries have you uncovered? Share your stories and join our growing community of HR professionals who find humor and solidarity in the daily absurdities of organizational life.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Det är Måndag! Jofi, Armann och Petrina snackar om Dramaten-skådisar som begår övergrepp inför publik, kyrkovalets många förkortningar, budgetens stora vinnare och förlorare, och en massa annat. Du ska lyssna! Stötta podden på http://patreon.com/mandag så blir både du och vi mycket glada! Höstsäsongen på världens bästa ståuppklubb i Malmö UNDER JORD är igång! Du ska köpa biljetter på http://underjord.nu nu nu! Måndag den 29 september uppträder Jofi på Skratta på Fat Dave's och biljetter köper du HÄR! Håll koll på grejer Petrina gör på http://petrina.se!

Send us a textEvery HR professional knows there's a stark difference between what appears in the employee handbook and the wild, messy reality of managing workplace behavior. In this jaw-dropping episode, we dive into what might be the most bizarre workplace investigation we've ever covered—one that begins with rumors of cocaine use and strange "sounds of pleasure" coming from the women's restroom.Our special guest Bill shares his firsthand account of unraveling this workplace mystery, which takes a sharp turn when a clueless manager decides to directly question female employees about masturbating in the bathroom. The investigation ultimately reveals one employee responsible for both the drug use and inappropriate behavior, culminating in a confrontation that perfectly demonstrates why HR professionals need nerves of steel and impeccable judgment.But the workplace madness doesn't stop there. We explore the dangerous trend of employees documenting confidential work procedures on social media, including a store manager who essentially created a security breach tutorial by filming herself accessing safes, handling cash, and showing security credentials—all before being caught napping on her own recording.We also tackle the frustrating phenomenon of "job tourists"—candidates who collect positions like souvenirs without developing real expertise, leaving hiring managers struggling to find qualified talent amid inflated resumes. This leads to a spirited debate about resume gaps and whether employers have the right to question candidates about periods of unemployment.Throughout it all, we embrace our "four walls rule"—creating a safe space where HR professionals can vent about the absurdity of workplace situations without judgment. Because sometimes, you just need to laugh at the unbelievable scenarios that land on your desk when you work in human resources.Have your own wild HR story to share? We'd love to hear from you and possibly feature your experience on an upcoming episode. After all, in the world of HR, truth is always stranger than fiction.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Host: Jason Weber, President, Aluminum Extruders Council (AEC) Guest: Melvin “Mel” Mitchell, EHS Director, MI Metals  Episode Summary  Jason sits down with longtime safety pro Melvin Mitchell to preview AEC's upcoming Safety & HR Workshop + Plant Tour—two tightly packed days at the Westin Atlanta Airport, October 28–29. Why combine Safety and HR? Because that's how the real world runs: overlapping responsibilities, shared culture, and one goal—send everyone home safe while building great teams.  You'll hear what's on the agenda (from molten metal and maintenance safety to employment law and recruiting more women and veterans), why the Bonnell Aluminum—Noonan plant tour is a can't-miss (three+ years with no recordable incidents), and exactly why the best ideas often spark on the post-session barstool. Register early—bus seats for the plant tour are limited, and early/group rates sweeten the deal. The event is open to members and non-members, with sponsorships available.  Why Listen  Get a field-tested map of the two-track program (Safety + HR) and how they connect.  Learn how culture, behavior, and systems turn safety from posters into performance.  Steal practical ideas you can apply next shift—not next year.  Program Highlights  Safety Track  Keynote: Changing mindsets and driving a safety culture transformation (Chris Andrews, EHS Manager, Bonnell Aluminum—Noonan)  Workshops & Breakouts:  Cast house & molten metal safety (and why your scrap prep matters)  Emergency preparedness & first-responder training  Maintenance tech safety: practical risk reduction  Human behavior: common pitfalls and proven fixes  Safety panel: interactive problem-solving with peers  HR Track  Leadership Keynote: “The Power Position”—shifting cultures and driving results (Emily Nichols-Mitchell, Accelerations Group)  Sessions:  Employment law essentials: ICE/I-9, workers' comp, hot-button issues (Philip Russell, Ogletree Deakins)  Integrating veterans into manufacturing teams (John Buckley, Textron Aviation)  Reaching women in operations—expanding the talent pipeline  Future-of-work challenges (Performance Point LLC)  HR panel: candid Q&A on today's toughest people challenges  Plant Tour  Bonnell Aluminum — Noonan, GA See the systems, standards, and behaviors behind 3+ years with no recordable incidents—a live look at excellence in action.  Who Should Attend  Safety leaders, HR pros, operations managers, plant supervisors, and anyone who wears both hats (because… many do).  Key Takeaways  Safety and HR are two sides of one culture—align them and performance compounds.  Behavior + systems beat posters and pep talks.  Peer networking accelerates solutions you can deploy immediately.  Seeing best-in-class operations in person changes how you lead back home.  Logistics & Registration  When/Where: October 28–29, Westin Atlanta Airport (not downtown—easy in/out).  Plant Tour: Wednesday morning; limited coach capacity—register early to secure a seat.  Pricing: Early-bird and multi-attendee discounts available.  Open Access: AEC members and non-members welcome.  Sponsorships: Opportunities available for suppliers and extruders—helps offset costs and boosts visibility.  Pro tip from Mel: Don't leave your hotel to chance—book early. Atlanta traffic doesn't care about your first session.  Register early, bring your team, and claim those tour seats. (And if you're a supplier or extruder, consider a sponsorship—it fuels the content and keeps costs in check.)  https://members.aec.org/events/EventDetails.aspx?id=1970710&group=  

Send us a textLINKS for context: https://youtu.be/9vGQ1VvylS8?si=to_V9RELAhvz4Gnmhttps://www.reddit.com/r/ThatsInsane/s/rrCihdYAtKEver witnessed management decisions so shocking they leave you speechless? This episode dives into three workplace scenarios that'll make your jaw drop – and your blood boil.First, we discuss why water parks might be the worst team-building venue imaginable. As Warren shares from his experience managing one, "I've seen more tail today than I'd see in an aquarium" isn't exactly the feedback you want from your company outing. We break down why swimwear and colleagues simply don't mix, no matter how fun the slides might be.The conversation takes a serious turn as we analyze a viral confrontation between an Alaskan resort employee and management. When managers barged into employee housing demanding sick workers show up, one bartender decided to record the interaction. What follows is a masterclass in how NOT to handle workplace conflict – from false accusations to the dismissive "you're just a bartender" comment that ultimately ignited a termination. We unpack the racial microaggressions, power dynamics, and management failures that turned a fixable situation into a PR nightmare.Most disturbing is our final story about a 19-year-old special needs employee at Meijer grocery who was arrested for eating approximately $110 worth of food over three months. Rather than addressing this through coaching or compassionate conversation, management monitored him for months before involving police – a decision that speaks volumes about their values. As HR professionals, we're outraged by this callous approach to managing vulnerable employees.These stories highlight critical workplace issues around power, dignity, and proportional responses to problems. Whether you're in HR or management, these cautionary tales demonstrate why leading with empathy isn't just morally right – it's essential to functioning workplaces.Subscribe, share your thoughts, and join us in exploring the sometimes jaded world of human resources – where we say everything you're thinking but can't say out loud.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Send us a textHave you ever thought about whether you're experiencing the "good old days" of your career right now? That question frames this week's exploration of workplace dynamics, leadership expectations, and what makes HR professionals stay or leave their roles.The conversation kicks off with Warren and CeeCee sharing the chaos of packed schedules and the surprising speed at which the year is passing. CeeCee reveals insights about her company's new podcast initiative focused on generative AI—highlighting how audio content has become a powerful learning delivery method that meets employees where they are. This innovative approach represents a shift in how companies engage their workforce and deliver professional development.The hosts then dive into a hilariously awkward workplace situation at Gwyneth Paltrow's Goop headquarters, where bathroom etiquette became a company-wide conversation. This springboards into a deeper discussion about leadership communication styles and how executive behavior sets the tone for organizational culture. When leaders discourage even simple acknowledgments like "thanks" or discourage feedback, what message does that send?At the heart of the episode is a thoughtful breakdown of "24 Reasons Why HR Quits," examining how HR professionals often face impossible expectations: fix toxic cultures without authority, implement changes without resources, and take the blame while receiving none of the credit. Warren and Cece offer candid perspectives on these challenges, sharing personal experiences that illustrate the very real frustrations HR faces when positioned as scapegoats rather than strategic partners.The most poignant segment comes when both hosts reflect on their career journeys and realize they may be experiencing their "good old days" right now. This rare moment of professional contentment—working with brilliant colleagues, feeling valued and recognized, and doing meaningful work—stands in stark contrast to past experiences where effort went unacknowledged or where colleagues deliberately made work appear more difficult than it was.Whether you're in HR or any professional role, this episode offers valuable perspective on recognizing and appreciating positive work environments, understanding what truly drives employee satisfaction, and knowing when you've found your professional home.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Send us a textEver had a cringeworthy moment watching people behave badly in public? Warren returns from Costa Rica with hilarious and sometimes disturbing people-watching stories that perfectly illustrate workplace dynamics. From the mother directing her son to take sultry photos of her on a public beach to the nightmare tour group member who almost ruined an excursion, these real-life observations reveal surprising truths about how group composition affects our experiences.The episode kicks off with a deep dive into the viral Coldplay kiss cam incident that exposed a CEO and his Chief Human Resources Officer in a compromising position. Warren and Ceecee explore the spectacular irony of the two people in a company who should absolutely know better getting caught in such a public way. They unpack the power dynamics at play and the swift professional consequences that followed, noting how leadership positions demand higher standards of integrity.Between tales of crocodile encounters, volcanic explorations, and delightfully unprofessional Southwest flight attendants, the hosts weave a narrative about how the quality of people around you can make or break your experience—whether on vacation or in the workplace. The stark contrast between Warren's two excursion groups perfectly illustrates how team composition affects outcomes, with one group filled with difficult personalities and another creating a supportive, enjoyable atmosphere.What makes this episode particularly valuable is how these entertaining travel anecdotes serve as perfect metaphors for workplace dynamics. The airport meltdowns, airplane etiquette failures, and tour guide interactions all mirror situations HR professionals encounter daily. By examining these behaviors in non-work settings, we gain fresh perspective on how to create more positive environments wherever we find ourselves.Want to share your own workplace stories or people-watching disasters? Reach out through our social media or leave us a review. Your experiences might just inspire our next episode as we continue helping you survive HR one "what the fuck" moment at a time.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

17-årige Sebastian Lörstad har i år sprungit 5 km på 13.36 och 3000 meter på 7.54 vilket är den näst bästa U18-tiden någonsin i Europa på distansen. Förra veckan vann han 3000m-loppet på EYOF (European Youth Olympic Festival) fullkomligt överlägset på 8.03 i 42-gradig hetta. Han är dessutom ungefär lika bra på cello som på löpning och har uppträtt i Royal Albert Hall. Hur blir man bäst på allt, vad är planerna framöver och varför är crosstrainer viktigare än distanslöpning? John har rest till Italien och fått tillbaka löplusten i de platta pinjeskogarna. Han har gjort sin första tiomilavecka sedan slaget vid Brunkeberg.  Manne har sprungit oändligt många tidiga morgonpass i Frankrike och blivit hög på tröskel.    Sponsorer: Saucony, Löplabbet och Storytel.   Storytel är med som sponsor och i fyra veckor kör vi den springande bokcirkeln och lyssnar på Löparens hjärta av Markus Torgeby. HÄR kan man få 30 dagar gratis med 100 timmars fri lyssning.      Följ med på vår löparresa till Playitas 1-8 december. Bra ledare, bra träning och fina föreläsningar utlovas!    https://www.apollo.se/resor/traningsresor/traningskalender/loparresan-med-spring-snyggt-podden

Om några dagar går världsmästerskapen i en beermile av staplen. Beermile är kort och gott en engelsk mil så snabbt man kan samtidigt som man ska konsumera fyra starköl på 33 cl under loppets gång. Från att ha börjat som ett jippo för festande collegestudenter, har eventet nu vuxit till att flertalet väldigt meriterade löpare ställer upp och springer ruskigt fort. Världsmästaren och världsrekordshållaren Corey Bellemore fullföljer loppet på 4.28, en bedrift som innebär att han löper själva sträckan på under 4 minuter och dricker fyra öl på 29 sekunder. I veckans avsnitt möter vi delar av det svenska beermilelandslaget, Markus Living och Emil Granqvist som båda har silvermedaljer från mästerskapet. Emil och Markus berättar om vad känslan är under en beermile, varför snabbare löpare än dem inte klarar att springa lika fort och vilka varianter det finns av en beermile om man inte vill bruka alkohol.    Vi möter också Zoran Zoric, löparen från Motala som springer runt fem mil om dagen. Han berättar om den nuvarande skorotationen med Saucony-skor och vilka modeller man bör välja.  Manne är i Frankrike och springer på känsla på vackra franska grusvägar. John har en återigen fått uppleva stigen och går in i en vecka som ska introducera säsongens första kvalité.  Veckans Sponsorer: Nomio, Saucony och Storytel.    Storytel är med som sponsor och i fyra veckor kör vi den springande bokcirkeln och lyssnar på Löparens hjärta av Markus Torgeby. HÄR kan man få 30 dagar gratis med 100 timmars fri lyssning.  Följ med på vår löparresa till Playitas 1-8 december. Bra ledare, bra träning och fina föreläsningar utlovas!    https://www.apollo.se/resor/traningsresor/traningskalender/loparresan-med-spring-snyggt-podden

Patricia Strenius är den mest framgånsrika svenska tyngdlyftaren sedan Starke Arvid (1873-1954). Hon har tagit två EM-guld och ett VM-silver. Hon kan få upp en skivstång med 136 kilo från golvet till spikraka armar.  Isabella von Weissenberg fick på sig landslagskläder ett år efter att hon provade skivstångsträning för första gången. Hon har tagit världsrekord i knäböj åtta gånger och böjt 203 kilo.  Båda personifierar trenden att även styrkeatleter har börjat löpträna, både för att bli bättre lyftare men också för att bli bättre människor. Sedan Hyrox slog igenom ser man allt fler muskelmonster i löparskor. I Isabellas fall hjälpte löpningen henne att ta sig tillbaka till strykelyft efter en lång period av utbrändhet och självtvivel. Patrica tränar mot Stockholm Halvmarathon, utan att offra styrka och spänst.  Hur ska man löpträna om man är superstark? Hur blir man superstark om man mest vill löpträna? Manne fortsätter att stapla 100k-veckor på varandra och har sprungit i Kjell-Erik Ståhls vackra omgivningar.  John är en löpare igen, men också en person som drabbas av mycket svår träningsvärk. För första gången på länge har han behövt be sin far om skjuts från ett avbrutet pass.  Storytel är med som sponsor och i fyra veckor framåt kör vi den springande bokcirkeln och lyssnar på Löparens hjärta av Markus Torgeby. HÄR kan man få 30 dagar gratis med 100 timmars fri lyssning.    3 för 2 på alla kläder på Löplabbet.   Semesterträna på STC!

Ekberg och Zander dissekerar MFF:s insats mot Norrköping med allt från Robin Olsens comeback mellan stolparna till Johan Karlssons växande roll i laget. Vi snackar offensiva taktikskiften, spelarutveckling och varför statistik ibland lurar ögat. Dessutom: returen mot FC Iberia 1999 närmar sig, pressackar blir en snackis, och damernas transferfönster öppnar för nya möjligheter. Allt du behöver veta om Malmö FF... nu och framåt.Som ni hör blir det mycket gött för Patreons så ett tips är att bli det HÄR

Send us a textWhy do employees really leave, and what makes them stay? Beyond the tired generational stereotypes and outdated management philosophies, there's a profound shift happening in how we think about work, loyalty, and flexibility.Amazon Prime Day highlights an interesting workplace dilemma – should companies block shopping sites during major sales events? The answer reveals deeper truths about trust, productivity, and workplace surveillance. When organizations implement restrictive policies to control the behavior of a small percentage of employees, they create environments where even their best talent feels micromanaged and untrusted.We explore a fascinating case study from Uline, where the CEO published a scathing critique of "nomadic" young workers who leave before their two-year anniversary. Rather than examining what might be missing from their own workplace culture, leadership blamed external factors like parental health insurance, stimulus checks, and modern parenting styles. This disconnect exemplifies how companies often look everywhere except inward when addressing retention problems.The conversation shifts to workplace flexibility, examining how progressive organizations are focusing on energy management rather than time management. By acknowledging that productivity happens in natural flows rather than evenly across an arbitrary workday, companies can create environments where employees deliver their best work while maintaining personal well-being. As one host puts it: "If you're not giving people a reason to stay, they're going to leave. Cry about it, Karen."Want to hear more unfiltered workplace truth? Subscribe and join our community of HR professionals saying what everyone's thinking but afraid to say out loud.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Send us a textWhen corporate orders Michael Scott to select the cheapest possible healthcare plan, his first instinct is classic Michael: delegate the responsibility and avoid the difficult conversations entirely. Unfortunately, he chooses Dwight Schrute – perhaps the worst possible candidate for this sensitive task.What follows is a masterclass in workplace dysfunction as Dwight embraces his temporary authority with disturbing enthusiasm, slashing benefits with reckless abandon while demanding employees submit lists of their medical conditions. The result? A healthcare plan so stripped down that Oscar accurately describes it as "effectively a pay cut" for everyone in the office.Meanwhile, the employees mount their own form of resistance. Jim and Pam lead the charge by submitting increasingly absurd fake medical conditions like "hot dog fingers" and "Count Choculitis," turning Dwight's benefits investigation into a farce. But beneath the humor lies a genuine workplace concern – what happens when your health coverage gets decimated overnight?As the deadline approaches, Michael remains conspicuously absent, promising a mystery "surprise" that will somehow make everything better. His desperate attempts to avoid confrontation – hiding in his office, pretending to take calls, and ultimately disappearing altogether – perfectly capture the leadership avoidance that many of us have experienced in our own workplaces.The episode brilliantly highlights how benefits decisions impact workplace morale, trust in leadership, and employee retention. It also demonstrates the stark difference between delegation as a leadership strategy and delegation as an avoidance technique – a distinction that resonates with anyone who's worked under ineffective management.Whether you're in HR, leadership, or just someone who's lived through corporate benefits changes, this episode offers both laughs and uncomfortable recognition of workplace realities. Have you ever experienced a "Dwight" handling important decisions? How did your organization handle tough benefits conversations? Share your stories and join us for more workplace insights through the lens of The Office!Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Send us a textIs eliminating HR departments the bold new frontier in business leadership, or a recipe for legal disasters? We dive into a provocative New York Post op-ed that's generating tons of views by claiming HR has evolved from protecting companies to enforcing "woke ideology." The rage-bait article from a former Levi's executive proudly announces her intention to run a company without HR, complete with intentional misgendering and rejection of workplace respect policies. We break down why this approach isn't just misguided—it's potentially catastrophic from both business and legal perspectives.Between fits of justified outrage, we explore the real-world situations HR professionals navigate daily, including new hire orientation snafus, handbook questions that could be self-solved, and the delicate balance of workplace dress code enforcement. Our discussion reveals how quality HR actually protects businesses while supporting employees, contrary to the mischaracterization of HR as "head girls" and "hall monitors."The conversation takes fascinating detours into international workplace language differences, the evolution of HR as a strategic function, and why so many managers blame HR for decisions they themselves make. We also touch on SHRM's announcement of Joe Biden as a 2025 keynote speaker and what this signals about the organization's positioning.Whether you're an HR professional tired of your profession being maligned or a business leader wondering about HR's true value, this episode offers critical insights into what happens when companies mistake HR for the enemy rather than a strategic partner in business success. Join us as we separate clickbait from reality in the world of workplace management.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Send us a textSometimes the most mundane workplace interactions become the most revealing. After Warren's unexpected hospital stay (complete with gallbladder surgery and online quizzes taken while being wheeled to the operating room), we dive into what's really happening in HR departments across America.The SHRM annual conference saga continues with a plot twist worthy of a sitcom: Bradley Cooper cancels his keynote appearance due to "scheduling conflicts," only to be replaced by Jason Sudeikis – the very speaker who notoriously backed out last year to watch a basketball game. With registration fees approaching $3,000 (plus travel expenses), we question whether traditional professional conferences deliver genuine value or if our newly proposed "Free Range Conferencing" might be a better investment.Beyond the conference circuit drama lies a more significant workplace transformation: Gen Z's wholesale rejection of middle management positions. Unlike previous generations who viewed climbing the corporate ladder as the ultimate success metric, younger workers are prioritizing work-life balance and specialized expertise over leadership titles. Smart organizations are responding by creating dual career tracks and implementing project-based leadership opportunities that allow talent to grow without forcing everyone into management.We also tackle the persistent trust deficit between employees and HR, unpacking why 70% of workers report not trusting their HR departments despite HR rarely being the actual decision-maker on terminations, promotions, or compensation. This disconnect manifests in real-world scenarios like our story about a candidate who confirmed understanding a role's on-site requirements three separate times before demanding remote work after receiving an offer.Whether you're navigating hospital bureaucracy, questioning professional development investments, or rethinking traditional career progression models, this episode offers both practical insights and a healthy dose of workplace reality. After all, sometimes you just need someone to say what everyone's thinking.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

In a letter to Judge Subramanian, the Government opposed the defense's motion to strike exhibits GX E-331-F-R and GX E-331-H-R, which had already been admitted into evidence on June 6, 2025. The Government argued that these exhibits were properly admitted and remain central to proving the sex trafficking allegations against Sean Combs. The letter also addressed the defense's arguments, raised in their June 8th filing and discussed in court, suggesting that the Government's overarching theory of sex trafficking should be limited or curtailed.The prosecution maintained that its theory of sex trafficking, as presented to the jury, is fully supported by both the law and the evidence admitted thus far. The letter emphasized that the exhibits in question are not only relevant but critical to establishing the elements of the trafficking offense, particularly in demonstrating the coercion, pattern of conduct, and exploitation alleged. The Government urged the Court to reject the defense's attempt to narrow the scope of the case or to exclude key evidence that speaks directly to the heart of the charges.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.628425.396.0.pdf

In a letter to Judge Subramanian, the Government opposed the defense's motion to strike exhibits GX E-331-F-R and GX E-331-H-R, which had already been admitted into evidence on June 6, 2025. The Government argued that these exhibits were properly admitted and remain central to proving the sex trafficking allegations against Sean Combs. The letter also addressed the defense's arguments, raised in their June 8th filing and discussed in court, suggesting that the Government's overarching theory of sex trafficking should be limited or curtailed.The prosecution maintained that its theory of sex trafficking, as presented to the jury, is fully supported by both the law and the evidence admitted thus far. The letter emphasized that the exhibits in question are not only relevant but critical to establishing the elements of the trafficking offense, particularly in demonstrating the coercion, pattern of conduct, and exploitation alleged. The Government urged the Court to reject the defense's attempt to narrow the scope of the case or to exclude key evidence that speaks directly to the heart of the charges.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.628425.396.0.pdfBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

In a letter to Judge Subramanian, the Government opposed the defense's motion to strike exhibits GX E-331-F-R and GX E-331-H-R, which had already been admitted into evidence on June 6, 2025. The Government argued that these exhibits were properly admitted and remain central to proving the sex trafficking allegations against Sean Combs. The letter also addressed the defense's arguments, raised in their June 8th filing and discussed in court, suggesting that the Government's overarching theory of sex trafficking should be limited or curtailed.The prosecution maintained that its theory of sex trafficking, as presented to the jury, is fully supported by both the law and the evidence admitted thus far. The letter emphasized that the exhibits in question are not only relevant but critical to establishing the elements of the trafficking offense, particularly in demonstrating the coercion, pattern of conduct, and exploitation alleged. The Government urged the Court to reject the defense's attempt to narrow the scope of the case or to exclude key evidence that speaks directly to the heart of the charges.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.628425.396.0.pdfBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

In this letter to Judge Subramanian, the defense reiterated its renewed objections to the admission of exhibits GXE-331-F-R and GXE-331-H-R, which were introduced during the continued direct examination of the witness “Jane” on June 6, 2025. The defense argued that these exhibits were either improperly authenticated or unfairly prejudicial, lacking the necessary foundation for admission under the Federal Rules of Evidence. They maintained that the government's use of these materials risked misleading the jury and compromising the defendant's right to a fair trial.Additionally, the defense sought to provide broader legal context to guide the Court's rulings on any similar evidentiary issues moving forward. They emphasized the importance of applying a consistent and rigorous standard to the admission of exhibits that could impact witness credibility or the core allegations in the case. The letter urged the Court to sustain the defense's objections and exercise heightened scrutiny to prevent the introduction of unreliable or prejudicial evidence that could unduly influence the jury.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.628425.387.0.pdf

In this letter to Judge Subramanian, the defense reiterated its renewed objections to the admission of exhibits GXE-331-F-R and GXE-331-H-R, which were introduced during the continued direct examination of the witness “Jane” on June 6, 2025. The defense argued that these exhibits were either improperly authenticated or unfairly prejudicial, lacking the necessary foundation for admission under the Federal Rules of Evidence. They maintained that the government's use of these materials risked misleading the jury and compromising the defendant's right to a fair trial.Additionally, the defense sought to provide broader legal context to guide the Court's rulings on any similar evidentiary issues moving forward. They emphasized the importance of applying a consistent and rigorous standard to the admission of exhibits that could impact witness credibility or the core allegations in the case. The letter urged the Court to sustain the defense's objections and exercise heightened scrutiny to prevent the introduction of unreliable or prejudicial evidence that could unduly influence the jury.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.628425.387.0.pdfBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Send us a textThe line between professional attire and personal expression has never been blurrier—especially now that TikTok is giving questionable fashion advice to workplace newcomers. We dive deep into the viral "office siren" trend where primarily Gen Z professionals are showing up to corporate environments in micro-minis and knee-high boots, only to face swift consequences when their romanticized vision of office life collides with reality.Both of us share our own experiences navigating dress code violations from both sides of the HR desk. Would you immediately terminate someone for an inappropriate outfit on their first day, or is this a coachable moment? We explore how dress code enforcement disproportionately impacts women, with one of us recalling valuable feedback received early in her career: "You have great ideas, but I'm afraid your messaging gets lost when people are distracted by how you're dressed." It's an uncomfortable truth that still resonates years later.The workplace sensitivity discussion reaches new heights as we examine the case of a UK employee who won £29,000 (approximately $38,000) after colleagues compared her to Darth Vader in a Star Wars personality test. This lawsuit raises important questions about where we draw the line between harmless team-building and genuinely harmful workplace behavior, especially for those with diagnosed anxiety. While acknowledging mental health challenges are real, we question whether we've gone too far in accommodating hypersensitivity that makes normal workplace interactions increasingly difficult.Is your workplace navigating the delicate balance between self-expression and professionalism? Share your experiences with us and don't forget to subscribe, leave a review, or support us on Patreon if our unfiltered take on HR reality helps you survive your own workplace drama!Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Send us a textRemember that cringeworthy moment when Michael Scott signed his diversity training completion form as "Daffy Duck"? Or when Kelly slapped him after his offensive impersonation? These unforgettable scenes from The Office's "Diversity Day" episode reveal something fascinating about workplace culture both then and now.Twenty years after this controversial episode first aired, we're taking a deep dive into what made it simultaneously problematic yet ahead of its time. The episode brilliantly showcases what happens when an untrained manager attempts to handle sensitive topics without proper expertise – resulting in multiple terminable offenses that would likely get someone fired on the spot today.What's particularly striking about watching "Diversity Day" in 2024 is noticing how Mr. Brown's professional approach to diversity training was surprisingly progressive for 2005. When he corrects Michael's "I don't see color" statement by explaining that's "fighting ignorance with ignorance" and instead emphasizes celebrating diversity, he articulates principles that have become fundamental to modern DEI work.The episode serves as both a time capsule and a cautionary tale, highlighting an essential lesson for organizations: some training topics require specialized expertise. As HR professionals, we see this episode as a perfect example of why sensitive issues like diversity and inclusion often benefit from bringing in qualified external trainers rather than handling them in-house without proper training.Whether you're an Office superfan or an HR professional looking for entertaining examples of workplace don'ts, join us as we analyze all the cringe, examine what's changed in twenty years, and extract valuable lessons that remain relevant today. And stick around for our next episode where we'll tackle "Healthcare" – another HR nightmare courtesy of Dunder Mifflin's most problematic manager.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/