Podcasts about human resources department

Welcome to the second mini-series episode introducing People Allies on Stories from the River! In this episode Heather Greenwood, Director, People is joined by Renee Bradley, Associate Director of Retail Onboarding and Education, and Nicole Gere, Senior Manager of Talent Acquisition, integral leaders of the People Team at Broad River Retail. Together, they discuss the transformation from a traditional Human Resources Department into the more dynamic People Team shedding light on the profound change in perspective and operations. The conversation reflects on the unveiling of the People Department and its emblematic elephant logo, which symbolizes strength, wisdom, and protection, mirroring the values and work culture that the team wants to instill and embody across the organization. Renee and Nicole share their experiences and insights on what it means to be a "People Ally," emphasizing the team's commitment to creating exceptional experiences for all Memory Makers. Nicole discusses the pivotal role her talent acquisition team plays as the first point of contact for potential Broad River Memory Makers, while Renee reflects on her journey and the shift from Human Resources to a more partner-focused People Department. They delve into their department's vision and strategies, highlighting the "RIGHT" approach—doing the right thing, the right way, for the right reasons. The episode concludes with personal reflections on the upcoming spring and summer, underscoring the deep connection to the community and the importance of experiencing joy and growth, both professionally and personally. This episode on YouTube: https://youtu.be/qNTWscUPFkw  Visit https://www.storiesfromtheriver.com for more episodes. Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com                              Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail  

Welcome to the second mini-series episode introducing People Allies on Stories from the River! In this episode Heather Greenwood, Director, People is joined by Renee Bradley, Associate Director of Retail Onboarding and Education, and Nicole Gere, Senior Manager of Talent Acquisition, integral leaders of the People Team at Broad River Retail. Together, they discuss the transformation from a traditional Human Resources Department into the more dynamic People Team shedding light on the profound change in perspective and operations. The conversation reflects on the unveiling of the People Department and its emblematic elephant logo, which symbolizes strength, wisdom, and protection, mirroring the values and work culture that the team wants to instill and embody across the organization. Renee and Nicole share their experiences and insights on what it means to be a "People Ally," emphasizing the team's commitment to creating exceptional experiences for all Memory Makers. Nicole discusses the pivotal role her talent acquisition team plays as the first point of contact for potential Broad River Memory Makers, while Renee reflects on her journey and the shift from Human Resources to a more partner-focused People Department. They delve into their department's vision and strategies, highlighting the "RIGHT" approach—doing the right thing, the right way, for the right reasons. The episode concludes with personal reflections on the upcoming spring and summer, underscoring the deep connection to the community and the importance of experiencing joy and growth, both professionally and personally. This episode on YouTube: https://youtu.be/qNTWscUPFkw  Visit https://www.storiesfromtheriver.com for more episodes. Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com                              Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail  

The death of UnitedHealthcare's CEO has reignited backlash against health insurance practices, particularly prior authorization rules. This episode explores the parallels between today's outrage and the late 1990s backlash. Archelle sits down with Dr. Lee Newcomer, a fellow former Chief Medical Officer at UnitedHealthcare during that era, to share their unique insights. Together, they examine the pros and cons of prior authorization policies and discuss the urgent need for reforms to enhance access to medical care and restore public trust in the healthcare system. Key Takeaways: A Recipe for Navigating Your Prior Authorization Step 1: Have 5-7 days of patience. Step 2: After 5-7 days, call your doctor's and verify that the prior authorization was submitted. Make sure all the info is correct. Step 3: Call customer service and ask for the status of the request. If they don't have an answer, get a commitment on when they will follow up. Mention your intention to contact the Attorney General's Office Step 4: Escalate if there is no follow up within the time promised. Options (you can do all 3) ·     Call the Health Insurance Company CEO and request a referral to the Expedited Appeal Unit ·     Contact the Human Resources Department of your employer ·     Submit a complaint to the Attorney General's office in your state. Here's a link for the AG in each state: https://projects.propublica.org/claimfile/   Don't Forget: Keep your calm and be rationale. You'll get more accomplished that way. If your doctor believes that the medical test or procedure you need is urgent or emergent….don't wait for the prior authorization. Get the medical care you need and if its denied, you can appeal it later. Links: Attorney General Offices in each state State: https://projects.propublica.org/claimfile/ Connect with Archelle ArcHealth Newsletter: https://www.archellemd.com/newsletter Email: SpeakUpForYourHealth@gmail.com Instagram:  https://instagram.com/speakupforyourhealth Facebook: https://www.facebook.com/speakupforyourhealth

We are Digging Deeper into the 2 Dec 24 Nip Impressions Column by Jim Thompson, “What is the purpose of the Human Resources Department?"

Hi Hii our loved listeners IAAS Wanna Talks! Di episode kali ini kita kedatangan speaker dari internal IAAS LC UNDIP nihh. Fissilmi Zetta, staff internal dari Human Resources Department yang memiliki tanggapan yang menarik terhadap ketahanan dan kemandirian pangan serta lingkungan yang ada di Indonesia. kepedulian akan perubahan dari kehidupan seorang petani melalui jalur pendidikan akademisi. Yuk langsung aja dengerin sharing dari Kak Zetta!

David Scott is the Construction Industry Advocate at Encore Electric, where he helps the company continue to grow within the Rocky Mountain West. During his years at Encore Electric, Scott has helped to reshape the Human Resources Department to fit the company's expanding needs. His emphasis on a culture that focuses on teamwork, collaboration and ethics, and that rewards success, has placed Encore Electric among the top electrical contracting firms in Colorado. His extensive leadership and apprenticeship training programs support the company's long-term growth goals and incorporate knowledge gained over his 23 years in a wide variety of industries and disciplines within Human Resources. On this episode of A Seat at the Table, David discusses his fierce advocacy for the skilled trades, talks at length about Encore's unique apprenticeship program, and he and Debbie go in depth about the future of both education and labor.  Hosted by Colorado Business Roundtable President Debbie Brown.  Rate, review and subscribe on your favorite podcatcher. For more of our events, podcasts, and news, please visit the Colorado Business Roundtable website.

Listen to today's podcast... Our lives can become filled with anxiety, fear, and uncertainty and with little information on where to turn, we find ourselves struggling on our own. We know that this stress can have a profound effect on our health and the lives of those around us. Traumatic events can bring about an extreme stress disorder. Whether it be living through an earthquake, surviving childhood abuse, witnessing violent acts of terrorism or being a first responder to an accident, all of these can bring about PTSD. Post-traumatic Stress can seemingly creep into our lives when we least expect it. Take One Action Today To Build Your #Resiliency! Here are today's Tips For Building Resiliency and Celebrating PTSD Awareness Day: Treatment depends on the severity and persistence of symptoms. Support, debriefing, therapy, and medications have all been shown to be effective ways of managing PTSD. We do know that having the opportunity to share your feelings and memories with others who have also experienced similar tragedies can be helpful in processing and recovering from a trauma. The number one tip is: Don't Be Afraid To Reach Out For Support We must develop our supports as they can provide a protective barrier. Talk to friends and family about your fears. If they seem overwhelming contact your doctor or a counselor. Your workplace Human Resources Department or Employee Assistance Program may also be a valuable support. Remember, If you like today's wellness tips, let me know. You can leave me a review on amazon or through your #alexa app. For more information on coping with mental health issues, sign up for one of my on-line courses at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr

Better Banking requires the bestest staff! And that's the responsibility of Jasmine Jimenez and Gain FCU's Human Resources Department. Jasmine joins our hosts to discuss the HR department, working at Gain, and how YOU could become our next associate. As a corporate trainer, it's Jasmine's job to get new employees acquainted with the credit union's culture and quality standards so they're ready to provide Better Banking at every turn. We cover training, hiring, and what makes working at a credit union better than working at a bank! To Know More visit TheBetterBankingPodcast.com Follow us on social: Facebook: GainCreditUnion Twitter: @gainfcu Instagram: @gainfcu The views and opinions expressed by hosts and guests of The Better Banking Podcast are not those of Gain Federal Credit Union. Gain is insured by the NCUA and an Equal Housing Lender. NMLS #407810. © 2024 Gain Federal Credit Union

This week on Run Piece we go undercover in the Dressrosa SMILE factory to reveal a massive amount of OSHA violations. The Tontattas are clearly not being paid on time, not being given their mandatory lunch breaks, and there's no sign of any Human Resources Department to address these concerns.PatreonRed Bubble ShopLinktreeThank you for listening! Save 20% off when you use "TakeDevonsSoundboardAway" and get a free soundboard at the Panda Shop~Support the show

In this episode, we are talking about using AI (ChatGPT) in your HR department. Please don't forget to leave a review, like, and subscribe! Also, leave a voice comment or write me at support@helpdeskforHR.com and I will be sure your comment or question is addressed in an upcoming episode! Send in your questions using this link and I will answer them on an upcoming show! ⁠https://podcasters.spotify.com/pod/show/small-business-spoonfuls/message⁠ Until next time, Be Audit-Secure ™! Lisa Smith, SPHR, SCP --- Send in a voice message: https://podcasters.spotify.com/pod/show/small-business-spoonfuls/message

Right Wing Media will have you know that Sherita Hill Golden is the DEI (Diversity, Equality, Inclusion) officer at John Hopkins Medical Center and she sent out an email that said that white people, Christians, and men are privileged.  The slant of the articles and opinion pieces and onscreen televangelists – sorry we mean onscreen television news casters – would have you believe that she is calling for America to open up prison camps for white Christian males.  They don't say that explicitly, but for sure they are stoking the fires of fear with their rhetoric.  They also don't explain that the list of “privileged people” included people who speak English. What they further fail to mention is that Dr. Sherita Hill Golden is an actual doctor, not some activist hack who landed a position in the Human Resources Department.  She is the Professor of Medicine and Vice President as well as Chief Diversity Officer at John Hopkins Medical Center.  She speaks English and identifies as Christian.  What she isn't is white and male and that seems to be largely what set off alarm bells throughout the right-wing media EchoSphere. Dr. Sherita Hill Golden apologized.  That's right, she apologized for being right and there wasn't any snark in her apology at all. We have the last laugh as we reveal the right-wing's playbook for how to take over America and consider the value of an apology that never needed to be offered. OR IF YOU PREFER TO READ THE AI SUMMARY OF THIS EPISODE - UNTOUCHED AND UNDOCTORED BY HUMAN HANDS (not even Dr. Hill Golden's hands would be allowed to edit this): Press play on 'Apologies Accepted', an enlightening podcast episode featuring Theo and Juliette as they traverse through light-hearted banter to profound discussions. They paint a vivid picture of their personal experiences, balanced perfectly with engaging dialogues on critical global issues.Google The episode swoops into action with an amusing update on Theo's Scottish Christmas and Philippines' journey, contrasted beautifully with Juliette's Canadian snowstorm escapade and mouse invasion encounter. The opening sets the stage for the episode's crucial discussion. Crunch into the kernel of the episode that discusses the incendiary backlash to Dr. Sherita Hill Golden's definition of 'privilege.' Dissect the unfolding controversy that involves the prestigious medical professor and Vice President at Johns Hopkins University, her explanatory email on 'privilege,' and the subsequent apology that reveals the distortion of the privilege issue at large. Dive deep into discussions critiquing selective media treatment towards diversity, equity, and inclusion efforts, the attacks on Vice President Kamala Harris and how privilege is distorted in various societal circles. Get swept into a thought-provoking journey that extends to unpack increasing conflicts between right-wing organizations and financial institutions in the US, instigated by a controversial event involving JP Morgan Chase and the National Committee for Religious Freedom. This episode serves not only as an exploration of political bias, institutional instability, and manipulative narratives, but also as an eye-opener that discerns facts from distortion. Tune into this engaging podcast that perfectly blends the personal and the political with tales of apologizing in the public eye. (thank you, AI.  We accept your praise and you are totally right about us!).

In this episode IDS Chair Angela Byars-Winston talks to Jirs Meuris about his research on the sorts of policies and practices that make a difference for organizations that want to promote diversity. Meuris is an Assistant Professor in the Management and Human Resources Department at the Wisconsin School of Business at the University of Wisconsin–Madison. To learn more about IDS, visit our website at ids.wisc.edu. Consider checking out our donate page if you're interested in supporting our work. 

In this episode of Jefferson County's Podcast for the People, we take a look at how the Human Resources Department is impacting the workforce by adding value to all employees who come on board with Jefferson County. Chief Human Resources Officer Melody Banks tells us about her role as she leads with a dedicated team, she also  gives us an up close look at what potential employees can expect when they apply for positions posted weekly on our social media platforms as well as how they can prepare for opportunities that open. We also learn how the HR Department is reshaping their team to increase retention within the County structure and much more! For all job openings and postings be sure to log on to www.jobsquest.org or contact 205.325.5249. Have an idea for a County podcast? Contact the Director of Public Information, Helen Hays at haysh@jccal.org

GDP Script/ Top Stories for Nov 15th Publish Date:  Nov 14th HENSSLER 15 From the Henssler Financial Studio Welcome to the Gwinnett Daily Post Podcast. Today is Wednesday, November 15th and Happy Birthday to Randy Macho Man Savage. ***11.15.23 - BIRTHDAY - MACHO MAN RANDY SAVAGE*** I'm Bruce Jenkins and here are your top stories presented by Peggy Slappy Properties. Lanier High School Bus Driver Arrested and Accused of 'Inappropriate Contact' with Students Georgia Gwinnett College Nursing Program Reaccredited Author of 'The Reformatory' to Speak Thursday at Snellville Library Branch Plus, my conversation with Leah McGrath from Ingle Markets on cottage cheese. All of this and more is coming up on the Gwinnett Daily Post podcast, and if you are looking for community news, we encourage you to listen daily and subscribe! Break 1: PEGGY SLAPPY STORY 1: Lanier High School Bus Driver Arrested and Accused of 'Inappropriate Contact' with Students A former Lanier High School bus driver resigned and was arrested following allegations of "inappropriate contact" with students on the bus. The incident was reported to Gwinnett County Public Schools on Oct. 17, leading to the immediate removal of the driver, who resigned on Oct. 20. The case has been referred to GCPS police and the Human Resources Department. The school reassured parents that a substitute driver has taken over, emphasizing student safety. The specific charges against the driver have not been disclosed as the case is under open criminal investigation.   STORY 2: Georgia Gwinnett College Nursing Program Reaccredited Georgia Gwinnett College's baccalaureate degree program in nursing has received re-accreditation from the Commission on Collegiate Nursing Education (CCNE). The accreditation, based on CCNE's 2018 Standards for Accreditation of Baccalaureate and Graduate Nursing Programs, is valid for 10 years. The achievement reflects the program's consistent high quality and the dedication of faculty, staff, and students. The nursing program, known for its selectivity, will surpass 400 graduates at the upcoming commencement ceremony, with a strong record of over 90% first-time pass rates on the NCLEX professional licensing exam. The spring 2023 graduating class achieved a 100% first-time pass rate.       STORY 3: Tananarive Due — Author of 'The Reformatory' — to Speak Thursday at Snellville Library Branch Author Tananarive Due, set to speak at the Gwinnett County Public Library, discusses her latest book "The Reformatory" and her diverse projects. Having ventured into Hollywood, Due served as an executive producer for the documentary "Horror Noire: A History of Black Horror" and earned her first TV credit for an episode of "The Twilight Zone." She's also working on an adaptation for a pilot based on one of her novels and overseeing the filming of "The Reformatory." Due appreciates the collaborative nature of Hollywood, contrasting it with the solitude of novel writing, and looks forward to engaging with readers during her book tour.   We have opportunities for sponsors to get great engagement on these shows. Call 770.874.3200 for more info. We'll be right back Break 2: M.O.G. – TOM WAGES – DTL   STORY 4: Genetic testing can identify patients with family history of high cholesterol Genetic testing can identify familial hypercholesteremia (FH), an inherited condition affecting around 1 in 250 people, often without visible signs until a heart attack occurs. Research from the HerediGene: Population Study, part of a large DNA mapping initiative, suggests that genetic screening can identify individuals with FH, making them candidates for targeted treatment to prevent heart attacks, strokes, and death. The study highlights the importance of genetic testing for individuals with unexplained high cholesterol, enabling aggressive treatment and reducing the risk of major heart events. Early intervention through medication can enhance the quality of life and save lives.   STORY 5: 2 ways to get a ‘do-over' on Social Security You can get a "do-over" on your Social Security benefits in certain circumstances, allowing you to secure a higher monthly benefit. If you filed for benefits before full retirement age and are not yet 70, you can suspend your benefits, earning delayed retirement credits of up to 8% annually. Alternatively, if you started receiving benefits less than 12 months ago, you can withdraw your benefits and refile later, increasing your potential benefit. It's essential to understand the differences between suspension and withdrawal, including when you can file and the repayment of benefits. Consultation with a retirement advisor is recommended due to Social Security's complexities.   We'll be back in a moment   Break 3:  ESOG - INGLES 9   STORY 6: LEAH MCGRATH And now here is my conversation with Leah McGrath from Ingles Markets on cottage cheese.   STORY 7: LEAH MCGRATH ***LEAH MCGRATH INERVIEW***   We'll have final thoughts after this.   Break 4: Henssler 60   Signoff – Thanks again for hanging out with us on today's Gwinnett Daily Post podcast. If you enjoy these shows, we encourage you to check out our other offerings, like the Cherokee Tribune Ledger Podcast, the Marietta Daily Journal, the Community Podcast for Rockdale Newton and Morgan Counties, or the Paulding County News Podcast. Read more about all our stories and get other great content at Gwinnettdailypost.com. Did you know over 50% of Americans listen to podcasts weekly? Giving you important news about our community and telling great stories are what we do. Make sure you join us for our next episode and be sure to share this podcast on social media with your friends and family. Add us to your Alexa Flash Briefing or your Google Home Briefing and be sure to like, follow, and subscribe wherever you get your podcasts. www.wagesfuneralhome.com  www.psponline.com www.mallofgeorgiachryslerdodgejeep.com  www.esogrepair.com www.henssler.com  www.ingles-markets.com www.downtownlawrencevillega.com  www.gcpsk12.org  www.cummingfair.net www.disneyonice.com www.downtownlawrencevillega.com #NewsPodcast #CurrentEvents #TopHeadlines #BreakingNews #PodcastDiscussion #PodcastNews #InDepthAnalysis #NewsAnalysis #PodcastTrending #WorldNews #LocalNews #GlobalNews #PodcastInsights #NewsBrief #PodcastUpdate #NewsRoundup #WeeklyNews #DailyNews #PodcastInterviews #HotTopics #PodcastOpinions #InvestigativeJournalism #BehindTheHeadlines #PodcastMedia #NewsStories #PodcastReports #JournalismMatters #PodcastPerspectives #NewsCommentary #PodcastListeners #NewsPodcastCommunity #NewsSource #PodcastCuration #WorldAffairs #PodcastUpdates #AudioNews #PodcastJournalism #EmergingStories #NewsFlash #PodcastConversationsSee omnystudio.com/listener for privacy information.

Troy Burden, Roshni Patel and Dan Klingenberger discussed helping employers plan for and execute effective open enrollment.  Troy offered great insight into the opportunities available on the market today and the limits and thresholds employers are experiencing with health benefits, 401(k) contributions, HSA plans and other benefits.   Roshni discussed the steps the Human Resources Department can take to strategically implement changes to benefits offered to employees.  During the podcast we also discussed the significant compliance obligations employers must contend with each year. Host Contact information:   Roshni Patel, HR Consultant/President of Thrive HR Consulting  roshni@thrivehrc.com (661) 360-6886  Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP dklingenberger@lebeauthelen.com (661) 325-8962  Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company troy@lynncompany.com (661) 301-1247 Disclaimer:  The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter's employer or firm.

On this Election 2023 re-air, Crystal chats with Teresa Mosqueda about her campaign for King County Council District 8 - why she decided to run, the experience and lessons she'll bring to the County from serving on Seattle City Council, and her thoughts on addressing progressive revenue options, public service wage equity and morale, housing and homelessness, public safety, transit rider experience, climate change, and budget transparency. As always, a full text transcript of the show is available below and at officialhacksandwonks.com. Follow us on Twitter at @HacksWonks. Find the host, Crystal Fincher, on Twitter at @finchfrii and find Teresa Mosqueda at @TeresaCMosqueda.   Teresa Mosqueda As a Progressive Labor Democrat, Teresa Mosqueda is committed to creating healthy and safe communities, investing in working families through job training, childcare and transit access, and developing more affordable housing for all residents. She brings a proven track record of successfully passing progressive policies and building broad and inclusive coalitions. Teresa was named one of Seattle's Most Influential People 2018 for acting with urgency upon getting elected, received the Ady Barkan Progressive Champion Award from Local Progress in 2019; and earned national attention by leading the passage of JumpStart progressive revenue to invest in housing, economic resilience, green new deal investments, and equitable development. Prior to elected office Teresa worked on community health policies from SeaMar to the Children's Alliance, and championed workers' rights at the WA State Labor Council, AFL-CIO, where she helped lead state's minimum wage increase, paid sick leave, farmworker protections, workplace safety standards, and launched the Path to Power candidate training with the AFL-CIO.   Resources Campaign Website - Teresa Mosqueda   Transcript [00:00:00] Crystal Fincher: Welcome to Hacks & Wonks. I'm Crystal Fincher, and I'm a political consultant and your host. On this show, we talk with policy wonks and political hacks to gather insight into local politics and policy in Washington state through the lens of those doing the work with behind-the-scenes perspectives on what's happening, why it's happening, and what you can do about it. Be sure to subscribe to the podcast to get the full versions of our Friday almost-live shows and our midweek show delivered to your podcast feed. If you like us, the most helpful thing you can do is leave a review wherever you listen to Hacks & Wonks. Full transcripts and resources referenced in the show are always available at officialhacksandwonks.com and in our episode notes. I am very excited today to have joining us - current Seattle City Councilmember Teresa Mosqueda, who is a candidate for King County Council District 8, which covers Seattle - including West Seattle, South Park, Georgetown, Chinatown International District, and First Hill - as well as Burien, part of Tukwila, and unincorporated King County - in White Center and Vashon Island. Welcome to the program - welcome back. [00:01:22] Teresa Mosqueda: Thank you so much for having me back - I appreciate it. [00:01:25] Crystal Fincher: Absolutely. So I guess the first question is - what made you decide to run for King County Council after being on the Seattle City Council? [00:01:35] Teresa Mosqueda: I've been really, really honored to be able to serve the full City of Seattle - 775,000 residents at this point - to be able to pass progressive policies like progressive revenue through JumpStart, Green New Deal and affordable housing that it was funding, to be able to quadruple the investments in affordable housing, to expand worker protections. But the truth is, we know that much of the population that I was elected by - the folks that I really center in my public policy - also work and have family outside of the City of Seattle. And in many ways, I want to build on what I've been able to accomplish in Seattle - investments in affordable housing, investments in new career pathways, good union jobs, to expand on the childcare and working family supports that I've centered in my work on City Council. But in order to reach the broader population of working families who are just outside of Seattle's borders but may work in Seattle and come in and out of the City - I want to create greater equity and stability across our region - the County is the place to do it. And in terms of stability, the County is the only place that has purview over public health, has the purse strings for behavioral health investments. And so if I want to complement efforts to try to house folks and create long-term housing stability, especially for our most vulnerable community members, the County is the place to do that - through investments in behavioral health, by sitting on the Public Health Board, by being directly involved in the budget that has purview over public health and behavioral health investments. I see it as an extension of my work at the City to create housed and healthy communities. And it actually goes full circle back to my roots where I started my career in community health. It is exciting opportunity, and I see it as a growth and expansion of the work that we've done in Seattle. [00:03:24] Crystal Fincher: Absolutely. You talk about progressive revenue - the JumpStart Tax, which is a really, really important source of revenue that has been so helpful for businesses in the City, for residents, so many people in need - and has been a benefit to the City, especially in this time of a budget downturn in that the JumpStart Tax helped to bail out a budget shortfall there. So this revenue seemed to come just in time. You had to fight for it. You led the fight for it. What lessons do you take out of that fight to the County, and what progressive revenue options are there at the county level that you would be willing to pursue? [00:04:05] Teresa Mosqueda: I think one major lesson is how I've approached building these big progressive policies that have not only earned the majority of votes, but the vast majority - if not unanimous vote sometimes - that have withstood the test of time, have not been overturned, and have not been overturned by legislative councilmatic action nor by the courts. I will take with me to King County the ability to build these broad coalitions. And think about JumpStart - who was there when we launched it? It was ironworkers and hardhats, along with business entrepreneurs from both small and large business, with community and housing advocates standing collectively together to say - We will not only stand by this progressive revenue, we will stand by it knowing that it's five times the amount of the previous policy and it's twice as long. That's a huge effort that took place to try to get people on the same page, and we had to - with growing income inequality, growing needs, an increase in our population. There was no other option. This had to succeed, and so I will take that same approach to King County Council. So much is on the needs list right now in the "wake" of the global pandemic. We have the ongoing shadow pandemic. We have increased needs for mental health and community health investments. We have increased needs for food security and housing stability. There is not an alternative. We must invest more and we must do it in a way that withstands the test of time, like I've done on Seattle City Council. So for me, it's the how I bring people together that I will bring to King County Council. And I think it's also the what - not being afraid to push the envelope on what's possible. Many people said it was impossible to pass the Domestic Workers Bill of Rights - and we got sued, and we won. People said it was impossible to legislate having hotel workers get access to guaranteed healthcare at the gold level, protections from retaliation, maximum workload. We not only passed that in legislation, but we withstood that in the court. And the same is true of JumpStart. We withstood multiple litigation attempts to try to take away JumpStart, and it's withstood the test of time. And I'm excited to see what else we can do in a city that sees so much growth but incredible inequity across our region - to bring people together to address these pressing needs. [00:06:24] Crystal Fincher: Absolutely. You talked about housing and homelessness, and one thing called out by experts as a barrier to our homelessness response is that frontline worker wages don't cover their cost of living. Do you believe our local service providers, a lot of whom are nonprofits, have a responsibility to pay living wages for the area? And how can we make that more likely with how we bid and contract for services at the county level? [00:06:54] Teresa Mosqueda: Yeah, two things I would say. One is - absolutely, we need to make sure that folks who are working on the frontline as human service providers - think folks who are the counselors to youth, or people who have mental health or substance abuse needs that we need to help address so that they can get stably housed, think about services to our vets and seniors. These are workers on the frontline who rely on relationships and have skills, expertise in the human service category. They need to have investments in these deeply needed services. And in order for us to create greater stability, we need to be paying them living wages. I say "we" - because this is not about the nonprofits needing to pay them more. It is about we, the public entities, needing to increase our contracts to these organizations who then employ people to be on the frontline. For better or worse, we have a human services system that has largely relied on contracting out critical services that are arguably public services. They are supported by public dollars, and we, public officials, have a responsibility to pay those organizations enough so that they can invest in the wages for frontline workers. That is what I have tried to do at Seattle City Council. The first year that I came in at Seattle City Council, the Human Services Coalition came to me and said - We have not had a cost of living increase in 10 years. To not have a COLA in 10 years for most workers in our region and across the country is unheard of, but it's especially unheard of for the very folks on the frontline trying to address the most pressing crisis in our country right now - and that is housing instability and homeless services. So we worked in 2019, and we passed the Human Services cost of living adjustment - that is just the tip of the iceberg in terms of what needs to be addressed. The historic and chronic underfunding of these positions still needs to be addressed. We are not going to be able to close this gap of 40, 50, 60% turnover in our critical organizational partners, organizations, if we don't address the wage stability issue. So I think actually going to the County and bringing that experience of having worked directly with the human service providers and hearing their stories about why it was so critical not only to have a cost of living adjustment, but to get at this chronic underfunding is going to be really coming at a pivotal moment. Seattle does have a cost of living adjustment. I want to bring that cost of living adjustment to King County and collectively with Seattle, I want to work to address the underpayment for human service providers as well. [00:09:26] Crystal Fincher: There's been a lot of action when it comes to addressing housing and homelessness from the King County Regional Homelessness Authority to new legislation, and potentially even more legislation coming out through the end of this legislative session. We're currently recording this in mid-April, so it may come out a little bit further when there's a definitive answer for everything that happens. But amid a lot of this work that is currently being implemented or has just been authorized, there's a lot in process but still seemingly a lot more that needs to be done. What would your top priorities be to make a noticeable and meaningful difference in both homelessness and housing affordability if you're elected to this position? [00:10:11] Teresa Mosqueda: Resources for housing is critically needed across King County. Resources will help local jurisdictions be able to implement the new requirements that are going to be coming forth from our State Legislature, which - I want to thank our State legislative members - every year they go to Olympia and every year we ask them to be bold - be bold on housing solutions, recognizing that housing is the solution to being houseless. Housing helps people who have multiple compounding factors get healthy, get stable, and be productive members of our community. Housing is the solution to this biggest crisis that we see, not only in Seattle and King County, up and down the West Coast, but across our entire country. We have not built enough housing to house our current population plus the population who will continue to come to our region. So one of the things that I think I can take to the County is the desire to make sure that local jurisdictions, whether it's Burien or Tukwila, or unincorporated areas like in Vashon and Maury Island or in White Center - that they have resources as well to help build the type of housing that's being requested from the State Legislature - to do so in accordance with their Comprehensive Plan so that people can implement it in the time frame that works for those local jurisdictions, but to help them take away the barrier of not having enough resources. Seattle is unique in that we have pushed forward different resources. We have different types of tax revenues - thanks to JumpStart, for example - but in areas that don't have those type of resources, I hope the County can continue to be a good partner, in addition to the state, to build the type of diverse housing that we're now going to be required to build and hopefully we can do even more. The State Legislature is actually creating a new floor. We should be building upon that, and where we can go higher and denser - that is good for the local environment, it is good for the local economy, it's good for the health of workers and small businesses. And it's what I've heard from Vashon Island to Tukwila - people have said, "We don't have enough workforce housing." Small business owners have said, "I don't have enough workers in this area because they can't afford to live here." So I want to hopefully break down misperceptions about what type of housing we're talking about. We're talking about housing for seniors and vets, kiddos, youth, workers. We're talking about supporting the creation of that housing with additional revenue - that's one of the things I'd like to bring to the County. And to also recognize that when we have diverse economies that are prosperous, it's because workers can live next to their place of employment. Workers can walk to their childcare. We don't have time to spend two hours in the car commuting back and forth - that's not good for our health, our family's health, and it sure isn't good for the health of our planet. So it's a win-win-win, and I think that's something that I can really bring in as a County Councilmember - the knowledge that these local jurisdictions want to do more, but sometimes are limited with their resources. And wherever I can, I want to help step up and provide that support. [00:13:08] Crystal Fincher: Absolutely. Public safety has also been an area where the County continues to make a lot of news, has a lot of responsibility - they operate a jail, and that has itself made a lot of news. Over the past couple years throughout the pandemic, some of the employees of the jails - the guards - other people, the Public Defenders Association have called out overcrowding conditions, unsafe conditions in the jail. There's been times where the jail has not had clean water, several illness outbreaks, people not being treated correctly. It seems to be a really bad situation. Recently, the King County Council just voted to extend a contract to rent additional beds from a SCORE facility in Des Moines. This, during a backdrop of events where the King County Executive has made a promise to close the King County Jail, but it seems like we're getting further away from that, or at least not getting closer to that. Would you have voted to extend the SCORE contract? And should we close the jail? What is your vision for the short term? [00:14:17] Teresa Mosqueda: I think that the move to close down a jail that's both outdated and unsafe is not only good for the inmates, it's good for the folks who are working there. I think this is another example of where there's a false perception of sides. People who work within the jail, as well as those who are incarcerated, have expressed their not only horror when seeing mold and deterioration of the building, but it is extremely unsafe as well - as you mentioned - due to overcrowding. There's a few things that I think we can do. Number one, we should address upstream - who was being sent to these facilities in the first place. In a presentation that the Seattle City Council received from the City Attorney's Office, there was a large number of people who were initially booked and jailed, and ultimately were released because there was no grounds to put forward charges. And I think we need to stop the habit or the practice of putting folks in that situation to begin with. Even if they are not incarcerated for long periods of time, the fact that people are being jailed - especially youth - creates consequences down the road, mental health consequences, consequences for your housing, for your livelihood, your employment. And the negative impact of just being booked in the first place - both for the physical health of somebody, but also the trajectory of their life - is quantifiable. It is known, and we should stop that practice early. I agree with the effort to move folks into a situation that is healthier, but I also want to continue to look at how we can reduce the chance that someone is ever incarcerated in the first place, invest more in restorative justice practices. I'm optimistic by some of the conversations I've heard from folks in the community, specifically in Burien, about the ways in which some of the initial conversations have taken place with the Burien City Police Chief Ted Boe, and some of the commitments that have been made to try to look at restorative justice differently. And I think that holistically we need to look at what leads someone to be in that situation in the first place and back up to see what additional community investments we can be making so that people can have greater access to economic security, community safety, and reduce the chance that someone ever interacts with the carceral system to begin with. [00:16:40] Crystal Fincher: What do you think, or for people who are considering this voting decision and who are looking around and who are feeling unsafe, and who are not quite sure what the right direction is to move forward, or what can be done but feel like something should be done - what is your message to them? And what can make us all safer? [00:17:01] Teresa Mosqueda: There's a few things that I think have really come to light, especially during the pandemic. We tell people to stay home to stay healthy. Well, if people don't have a home, they can't stay healthy. If we can think about the increased situation where many of us have probably seen loved ones in our lives - whether it's family members or friends - who have turned to substances to cope, to self-medicate with the stress, the trauma, the isolation that has only increased during the pandemic. I hope there's greater empathy across our community and across our country for why people may be self-medicating to begin with. And I think if we think about these recent examples of where we have seen people become more unstable in their housing situation or turn to substances because of increasing stress and pressure, that hopefully there's greater empathy for why it is so critical that we invest upstream. It is not an either/or - it's creating greater balance with how we invest in community safety, in what we know equals the social determinants of health. When we invest in housing, it helps reduce the chance that someone is going to engage in criminal activities later in life. When we invest in early learning, in job opportunities, in youth interactive programs, when we invest in even gun reduction and youth violence reduction strategies, it helps create healthier individuals and healthier populations, reduce the chance that someone ever interacts with an officer to begin with. These are public safety investments, and they shouldn't be seen as a separate silo from "traditional safety." It actually saves lives, and there's a huge return on investment when we make some of these upstream program policies a priority. I think it actually creates healthier communities, and for those who are looking at it through the economic lens, healthier economies - knowing that that return on investment has been proven time and time again. And it's good for individuals and community health as well. [00:19:02] Crystal Fincher: Absolutely. Now, there's a shortage of workers across the board - certainly King County is included in this shortage of county workers in several areas, including in many front-line positions that impact public safety - maintenance, care, health - all of those that are crucial to delivering services and help that the residents of the County need. We've seen hiring, retention, and referral bonuses for public safety employees. Do you think we should be considering those for other employees? [00:19:39] Teresa Mosqueda: Absolutely. This is part of the conversation that I raised while at Seattle City Council. There is, I think, a detrimental impact to workplace morale across public servants when we're not uniformly treating people the same. It's not what I feel, it's not that that's my perception - that's actually coming from workers within the City of Seattle who completed a survey that our Human Resources Department, in addition to Seattle Police Department and other Seattle agencies, completed to ask, "What would you like to see? How would you feel if certain employees got a hiring bonus or retention bonus?" And overwhelmingly, workers in public service said that they thought that this would hurt morale - if existing public servants weren't treated the same. I mentioned that in the Human Services category, there's a 40% to 60% turnover rate for our nonprofit organizations who are helping folks on the frontline. There's a huge turnover rate, as well, within our Human Services Department - we've had to freeze the hiring, and reduce hours, and reduce positions. Public libraries, community centers are front-facing programs for the community during COVID and we are slowly starting to scale those back up, but they're nowhere at capacity right now. And what workers themselves have said within the City of Seattle is - they want to see greater strategies for retention. Investments in childcare keeps coming up. Investments in more affordable housing keeps coming up. And if you want to look specifically at the Seattle Police Department, the officers themselves said that they did not think that hiring bonuses was the way to address retention and morale issues - that played out in their comments in the press, as well as the survey results that we saw. I think that there's a more equitable approach that we should be taking. I think that we should be looking at how we recruit and train and incentivize people to come to public service overall, whether that means you're coming in to work as a firefighter or a police officer, or whether that means that we want to recruit you to be serving the public in libraries or as a lifeguard - which we don't have enough of - or as a childcare provider, which we don't have enough of. We should be looking across the board at these public service programs and figuring out ways to both address retention and morale, and to do so equitably. And to listen to what workers have said - they want housing, they want childcare, they want regular and routine transit. And they want us to, especially within the City of Seattle, address disparity in wages for folks of color and women compared to their counterparts. Those are some things that I think we should be taking on more seriously. [00:22:17] Crystal Fincher: Definitely. Now, you talk about people saying they want regular and routine transit. Lots of people want that. Lots of people - more importantly - need that, are relying on that. And there's been lots of talk about the rider experience around safety on transit, but also about the availability and accessibility of service and all-day service - not just some of those commuter-centric commute-time service bumps that we've seen. What would your approach to Metro be as a councilmember? [00:22:50] Teresa Mosqueda: So I appreciate that you raise safety because it is an issue that comes up for riders as well as the drivers. Members of ATU, who drive buses around King County, have expressed increased concern around their safety. Whether they're driving in the day or night - given COVID has increased interpersonal violence across our country, they are on the receiving end of that as well. So I'm excited to talk with ATU, with members who have been out on the frontline as our bus drivers, as well as riders to talk about how we can improve safety for everyone. That is - again, on the preventative side, trying to figure out ways that structurally and through public policy we can ensure that riders and drivers are safe. There's also two things that drivers have talked to me about and folks within King County Metro. They say there's a lot of focus on new routes and how do we expand routes - routes, routes, routes - which I also agree with. But they've also brought up that we need to continue to invest in the people, maintenance, and operation to make sure that there's enough people to be working on existing routes and new routes to come. Similar to housing, we don't want to just build units. We want to make sure that for those who need personnel in those units to make sure that folks stay stably housed, we're investing in the workforce to ensure that that housing, that that unit is successful. We need to be looking at investments in the workforce, recruiting folks to come to these good living wage union jobs, and to be thinking about how we improve retention and stability as well. And for as far as maintenance is concerned - thinking more about how we can invest in greener fleets, greener maintenance opportunities, and ensure that those vehicles are running well and routinely. So those are two of the things that have come directly from the frontline drivers themselves. And then more broadly - workers. You mentioned all-day services. I would also argue all-night services to the degree that we can add additional stops, because many of the childcare providers who are coming in early in the morning, construction workers who are coming in early in the morning, janitors who might be going out late at night, talk about how they have to rely on vehicles because there are not times that the buses are showing up to get them to work and back home in time. So I think that it's multi-prong. But again, I think the common ground here is that the workers in this sector are agreeing with the recipients of the service. And collectively, I'm hoping that we can address safety, workforce needs, and increase routes as well. [00:25:23] Crystal Fincher: Definitely, and I really appreciate you bringing up the workforce needs. I know a couple people who use transit regularly but ended up getting vehicles because of the unpredictable cancellations due to staff shortages, whether it's maintenance or drivers, just making it unreliable to get to work on time. And already the time taken to commute that way is a lot, so that would improve the experience greatly - definitely appreciate that. Transit is also very, very important to achieving our climate goals. And by most measures, we're behind on our 2030 climate goals - while we're experiencing devastating impacts from climate change, including extreme heat and cold, wildfires, floods. What are your highest-priority plans to get us on track to meet our 2030 climate goals? [00:26:17] Teresa Mosqueda: One thing might surprise folks in that category - probably not a huge surprise for folks who have heard me talk before - but I think if we can invest in additional housing, dense housing across our region, it will actually reduce CO2 emissions. And it's really common sense, right? We are the third-highest mega-commuter city or region in the nation. We have more people who are commuting back and forth to work than most of the country. And the reason is because they can't afford to find a house near their place of employment. If CO2 emissions from cars - single-occupancy cars - is the number-one contributor to pollution in our region, I believe that is at the top of our list for helping to reduce our carbon footprint across the country and across the globe. We should be increasing density. We should see it not only as a good economic stimulant, what's right to do for workers and working families, but it is one of the best things that we could also do for our climate. I think that there's - again, a misperception or a false divide between folks who are environmentalists and want to see more trees, and their perception that additional housing or density takes that away. It does not. We can both create setbacks for higher buildings and use the airspace to create living opportunities, while we plant additional trees and preserve old growth. I've gone to at least three ribbon-cutting ceremonies for Habitat for Humanity, who created - basically - townhouses connected altogether. We don't have a lot of row houses in Seattle, but row houses, if you will, around trees created in the shape of a U with old-growth trees in the middle - allowing for greater shade, and a play area for kiddos, and a place to sit for elders. It is very much possible to build dense housing options and preserve old growth while planting new trees. So I think in addition to creating density, we can plant more trees. We can do more to incentivize good living-wage jobs in industries that are cleaner. I heard from our friends in Georgetown Community Center that they had to beg and plead for one of the local industries to incorporate more greener options for a glass manufacturer down there. And we should simultaneously be seeing the opportunity to promote good jobs as a requirement for also promoting good green jobs. And I worked very hard with members of both the environmental community and the labor community in the past to push Just Transition policies - to ensure that as we transition to greener economies or greener manufacturing strategies, that we're preserving good living-wage jobs and, even better, preserving good union living-wage jobs. So I look forward to making sure that we have denser cities, that we have greener cities, and that we have greener industries. [00:29:13] Crystal Fincher: Now, King County does incremental budgeting, making it more challenging for people to understand how county funds are allocated in a base budget. The budget is known as one of your areas of strength. What do you think can be done to make the budget process easier for the public to understand and influence at the county level? [00:29:35] Teresa Mosqueda: I've been really proud of what we've been able to accomplish in Seattle. And coming from working the halls of Olympia on behalf of the Washington State Labor Council for eight years and then for three years before that with the Children's Alliance, I was used to this concept of having these biennial budgets that needed to be seen in full, that you could see the red line to know what was the investment from last year versus the upcoming year. Unfortunately, the City of Seattle doesn't have such a budget document. It's basically like single pages - page after page of narrative descriptions of what the dollars will do. That's fine for some budget notes, but what I think we are working towards in the City of Seattle - a preview for folks who love budget talk - is we're going to one day have a true biennial budget and an actual budget document where you will be able to see the red line, either additions or subtractions to specific programs so that everyone knows what is being invested in, how funding is changing, and where priorities are showing up in the budget. I am excited about being able to build on that work that I've done in Seattle, especially as Budget Chair, in some of the most pressing economic times in recent history, starting in 2020. And have been able to not only allocate millions of dollars from the American Rescue Plan Act, but also to create greater transparency in how we budget. One of the things that I think is maybe misunderstood out there is the way in which we've helped to provide transparency in the entire budget, but specifically the Seattle Police Department. It had not been exposed year-over-year that Seattle Police Department actually had about $40 million that was rolling over year-over-year on top of funding that the chief, that the mayor, that the department had acknowledged they could not use. And in a time where we saw an economic crisis on the horizon, growing needs in our community, and knew that that was $40 million that was not going to be put to use, not going into direct services for the community - and for those who wanted to see additional officers, wasn't even going to be able to use to increase the hiring plan. It's good budgeting to be able to make sure that that funding is transparently accounted for in the General Fund - and where we can deploy it to things like food, housing, childcare, economic security for small businesses that we do so. That's something I'm really proud of - that we were able to show what the full picture was, not only for that department, but for all departments. And to make some important investments in mental health services, behavioral health services, youth violence, gun violence reduction strategies - things that similarly invest in community safety, but we were able to show where those line items move. I will bring to King County Council the ability to structurally push for greater transparency for members of the public, encourage us as the legislative branch to own the separate but equal branch of government that the council is as the legislative branch, and ensure that the public has an opportunity to dive into the proposal that comes from the executive, just like the proposal that comes from the governor to the State Legislature. You receive that, you dissect it, you talk to community about what it means - and then ultimately the legislative branch reconvenes, reconfigures the budget, and presents it to the executive for a signature. It's good governance, it's good transparency. I think it's understandable from folks across whatever political spectrum - it's important to have budget transparency and accountability, and that's what I've been able to accomplish in the City of Seattle. [00:33:02] Crystal Fincher: It is, and I think there are a number of people, especially listeners to Hacks & Wonks, who do enjoy budget conversations, who would definitely look forward to more budget transparency at the County level, like you've been working towards at the City level. As we close here and as people are going to be making the decision about who they're going to be voting for for this County Council position, what is your message to voters and people listening about why they should choose you? [00:33:30] Teresa Mosqueda: I'm very thrilled to be in this race for King County Council. I think I have not only proven that I'm an effective legislator at the council level, but that I know how to center folks who have been left out of policy conversations in the room, but more importantly - follow the lead of those who've experienced the injustices over the years. We have been able to move historic, monumental, national-headline-grabbing policies within the City of Seattle in my now going into six years in Seattle City Council. And it has been done, I believe, in a collaborative way, in a way that has made transformational change, and in a way that I think has always centered - been centered on my progressive commitments to investing in working families, folks of color, and the LGBTQ community, workers to ensure that there's greater opportunity and prosperity. And creating housing and stability - that is something that is good for our entire community. I do this work because it's all about how we create healthy communities. You have to have investments in good living wage jobs and housing stability and opportunity education to have self-determination and control over your own life and your own decisions. And I think through public policy, through investments with public resources, we can create greater opportunity across our county. I am excited, as well, to be coming to this race as a woman, as a Latina, as a Chicana - poised to be the first Latina ever elected to King County Council. And with a King County population that is made up of half people of color and a quarter immigrant and refugee, it is critical that we have more voices with folks who have the lived experience coming from communities of color serving in these positions. I think that's why I've been able to effectively and efficiently move policy through so quickly - because I have put at the front of the line many of the community members who are often left out of policy discussions. I hope to bring in my commitment to working with folks who are workers, women, folks of color, members of the LGBTQ community to hear more about what we can do at King County Council. I know I have big shoes to step into with Councilmember McDermott and his commitment to public health, working with the LGBTQ community, his tenure in the State Legislature - and I'm also excited to add to that and serve our broader region and our growing needs. [00:35:59] Crystal Fincher: Thank you so much, Councilmember Mosqueda, for spending this time with us today and having this conversation. Sincerely appreciate it, and we'll certainly be following your campaign eagerly over the next several months. Thank you. [00:36:13] Teresa Mosqueda: Thank you so much - I appreciate it. [00:36:15] Crystal Fincher: Thank you for listening to Hacks & Wonks, which is co-produced by Shannon Cheng and Bryce Cannatelli. You can follow Hacks & Wonks on Twitter @HacksWonks. You can catch Hacks & Wonks on iTunes, Spotify, or wherever you get your podcasts - just type "Hacks and Wonks" into the search bar. Be sure to subscribe to the podcast to get the full versions of our Friday almost-live shows and our midweek show delivered to your podcast feed. If you like us, leave a review wherever you listen. You can also get a full transcript of this episode and links to the resources referenced in the show at officialhacksandwonks.com and in the episode notes. Thanks for tuning in - talk to you next time.

Did you know that only 1 of 10 podcasts make it past their 6th episode? Dial in as Katy Murray talks about avoiding “podfade”, the basics of social media engagement, and rock-solid podcast launch tips. Stay tuned to keep your show running and reaching new heights!   WHAT TO LISTEN FOR Common podcast launch mistakes and how to avoid them Targeted daily engagement (TDE): What it is and how it works Essential tips for aspiring podcasters The value of passion and progression over perfection An exciting element of being a podcaster and how to find success   RESOURCES/LINKS MENTIONED Reddit Facebook Instagram LinkedIn 86. The Most Important Thing for Building and Growing Your Business with Marisa Lonic Canva   Visit growyourshow.com/examples to craft your unique visuals and discover tons of ideas for your episode cover art.    Ace podcasting and avoid podfade by signing up for Katy's Podcast 101 course at https://bit.ly/3r3Kn19. Be a well-informed podcaster, establish a strong foundation, and start your show the right way today!   ABOUT KATY MURRAY Katy Murray is the founder of ​Katy Murray Photography, which focuses on brand photos for small businesses. She hosts Ginger Biz the Podcast, sharing tips and education for business- and career-driven individuals. And she co-owns Katy and Co, VA. Which is a virtual assistant firm helping Businesses reach their ideal clients, as her passion lies in helping people. Katy is also the head of the Human Resources Department at a Private Country Club.    CONNECT WITH KATY Website: Katy Murray Photography Podcast: Ginger Biz | Apple Podcasts and Spotify   CONNECT WITH US If you are interested in getting on our show, email us at team@growyourshow.com. Thinking about creating and growing your own podcast but not sure where to start? Click here and Schedule a call with Adam A. Adams!

Welcome to our annual EO/ESOP Podcast Summer School series. We selected some of our favorite episodes over the past year for your enjoyment while we spend the rest of our summer catching our breath and working on launching our exciting Season 7, beginning in September 2023. In this episode, Bret Keisling was joined by Samantha "Sam" O'Neill, Chief Culture Officer at Cirtronics Corp. [www.cirtronics.com], who discusses how employee ownership impacts human resources and management decisions, how Cirtronics engages and motivates, and how EO builds camaraderie, job satisfaction, and wealth. Sam also oversees the Human Resources Department and The Learning Center at Cirtronics, which is responsible for onboarding, continuing education, and tracking employees' success during the first several years in a position. She shares the company's approach to succession planning, which extends beyond the C-suite to key positions throughout the company. Further show notes, and all of our past episodes, are available on our website at https://www.theesoppodcast.com/post/esop-summer-school-23-esops-through-the-hr-lens

On this Primary Week re-air, Crystal chats with Teresa Mosqueda about her campaign for King County Council District 8 - why she decided to run, the experience and lessons she'll bring to the County from serving on Seattle City Council, and her thoughts on addressing progressive revenue options, public service wage equity and morale, housing and homelessness, public safety, transit rider experience, climate change, and budget transparency. As always, a full text transcript of the show is available below and at officialhacksandwonks.com. Follow us on Twitter at @HacksWonks. Find the host, Crystal Fincher, on Twitter at @finchfrii and find Teresa Mosqueda at @TeresaCMosqueda.   Teresa Mosqueda As a Progressive Labor Democrat, Teresa Mosqueda is committed to creating healthy and safe communities, investing in working families through job training, childcare and transit access, and developing more affordable housing for all residents. She brings a proven track record of successfully passing progressive policies and building broad and inclusive coalitions. Teresa was named one of Seattle's Most Influential People 2018 for acting with urgency upon getting elected, received the Ady Barkan Progressive Champion Award from Local Progress in 2019; and earned national attention by leading the passage of JumpStart progressive revenue to invest in housing, economic resilience, green new deal investments, and equitable development. Prior to elected office Teresa worked on community health policies from SeaMar to the Children's Alliance, and championed workers' rights at the WA State Labor Council, AFL-CIO, where she helped lead state's minimum wage increase, paid sick leave, farmworker protections, workplace safety standards, and launched the Path to Power candidate training with the AFL-CIO.   Resources Campaign Website - Teresa Mosqueda   Transcript [00:00:00] Crystal Fincher: Welcome to Hacks & Wonks. I'm Crystal Fincher, and I'm a political consultant and your host. On this show, we talk with policy wonks and political hacks to gather insight into local politics and policy in Washington state through the lens of those doing the work with behind-the-scenes perspectives on what's happening, why it's happening, and what you can do about it. Be sure to subscribe to the podcast to get the full versions of our Friday almost-live shows and our midweek show delivered to your podcast feed. If you like us, the most helpful thing you can do is leave a review wherever you listen to Hacks & Wonks. Full transcripts and resources referenced in the show are always available at officialhacksandwonks.com and in our episode notes. I am very excited today to have joining us - current Seattle City Councilmember Teresa Mosqueda, who is a candidate for King County Council District 8, which covers Seattle - including West Seattle, South Park, Georgetown, Chinatown International District, and First Hill - as well as Burien, part of Tukwila, and unincorporated King County - in White Center and Vashon Island. Welcome to the program - welcome back. [00:01:22] Teresa Mosqueda: Thank you so much for having me back - I appreciate it. [00:01:25] Crystal Fincher: Absolutely. So I guess the first question is - what made you decide to run for King County Council after being on the Seattle City Council? [00:01:35] Teresa Mosqueda: I've been really, really honored to be able to serve the full City of Seattle - 775,000 residents at this point - to be able to pass progressive policies like progressive revenue through JumpStart, Green New Deal and affordable housing that it was funding, to be able to quadruple the investments in affordable housing, to expand worker protections. But the truth is, we know that much of the population that I was elected by - the folks that I really center in my public policy - also work and have family outside of the City of Seattle. And in many ways, I want to build on what I've been able to accomplish in Seattle - investments in affordable housing, investments in new career pathways, good union jobs, to expand on the childcare and working family supports that I've centered in my work on City Council. But in order to reach the broader population of working families who are just outside of Seattle's borders but may work in Seattle and come in and out of the City - I want to create greater equity and stability across our region - the County is the place to do it. And in terms of stability, the County is the only place that has purview over public health, has the purse strings for behavioral health investments. And so if I want to complement efforts to try to house folks and create long-term housing stability, especially for our most vulnerable community members, the County is the place to do that - through investments in behavioral health, by sitting on the Public Health Board, by being directly involved in the budget that has purview over public health and behavioral health investments. I see it as an extension of my work at the City to create housed and healthy communities. And it actually goes full circle back to my roots where I started my career in community health. It is exciting opportunity, and I see it as a growth and expansion of the work that we've done in Seattle. [00:03:24] Crystal Fincher: Absolutely. You talk about progressive revenue - the JumpStart Tax, which is a really, really important source of revenue that has been so helpful for businesses in the City, for residents, so many people in need - and has been a benefit to the City, especially in this time of a budget downturn in that the JumpStart Tax helped to bail out a budget shortfall there. So this revenue seemed to come just in time. You had to fight for it. You led the fight for it. What lessons do you take out of that fight to the County, and what progressive revenue options are there at the county level that you would be willing to pursue? [00:04:05] Teresa Mosqueda: I think one major lesson is how I've approached building these big progressive policies that have not only earned the majority of votes, but the vast majority - if not unanimous vote sometimes - that have withstood the test of time, have not been overturned, and have not been overturned by legislative councilmatic action nor by the courts. I will take with me to King County the ability to build these broad coalitions. And think about JumpStart - who was there when we launched it? It was ironworkers and hardhats, along with business entrepreneurs from both small and large business, with community and housing advocates standing collectively together to say - We will not only stand by this progressive revenue, we will stand by it knowing that it's five times the amount of the previous policy and it's twice as long. That's a huge effort that took place to try to get people on the same page, and we had to - with growing income inequality, growing needs, an increase in our population. There was no other option. This had to succeed, and so I will take that same approach to King County Council. So much is on the needs list right now in the "wake" of the global pandemic. We have the ongoing shadow pandemic. We have increased needs for mental health and community health investments. We have increased needs for food security and housing stability. There is not an alternative. We must invest more and we must do it in a way that withstands the test of time, like I've done on Seattle City Council. So for me, it's the how I bring people together that I will bring to King County Council. And I think it's also the what - not being afraid to push the envelope on what's possible. Many people said it was impossible to pass the Domestic Workers Bill of Rights - and we got sued, and we won. People said it was impossible to legislate having hotel workers get access to guaranteed healthcare at the gold level, protections from retaliation, maximum workload. We not only passed that in legislation, but we withstood that in the court. And the same is true of JumpStart. We withstood multiple litigation attempts to try to take away JumpStart, and it's withstood the test of time. And I'm excited to see what else we can do in a city that sees so much growth but incredible inequity across our region - to bring people together to address these pressing needs. [00:06:24] Crystal Fincher: Absolutely. You talked about housing and homelessness, and one thing called out by experts as a barrier to our homelessness response is that frontline worker wages don't cover their cost of living. Do you believe our local service providers, a lot of whom are nonprofits, have a responsibility to pay living wages for the area? And how can we make that more likely with how we bid and contract for services at the county level? [00:06:54] Teresa Mosqueda: Yeah, two things I would say. One is - absolutely, we need to make sure that folks who are working on the frontline as human service providers - think folks who are the counselors to youth, or people who have mental health or substance abuse needs that we need to help address so that they can get stably housed, think about services to our vets and seniors. These are workers on the frontline who rely on relationships and have skills, expertise in the human service category. They need to have investments in these deeply needed services. And in order for us to create greater stability, we need to be paying them living wages. I say "we" - because this is not about the nonprofits needing to pay them more. It is about we, the public entities, needing to increase our contracts to these organizations who then employ people to be on the frontline. For better or worse, we have a human services system that has largely relied on contracting out critical services that are arguably public services. They are supported by public dollars, and we, public officials, have a responsibility to pay those organizations enough so that they can invest in the wages for frontline workers. That is what I have tried to do at Seattle City Council. The first year that I came in at Seattle City Council, the Human Services Coalition came to me and said - We have not had a cost of living increase in 10 years. To not have a COLA in 10 years for most workers in our region and across the country is unheard of, but it's especially unheard of for the very folks on the frontline trying to address the most pressing crisis in our country right now - and that is housing instability and homeless services. So we worked in 2019, and we passed the Human Services cost of living adjustment - that is just the tip of the iceberg in terms of what needs to be addressed. The historic and chronic underfunding of these positions still needs to be addressed. We are not going to be able to close this gap of 40, 50, 60% turnover in our critical organizational partners, organizations, if we don't address the wage stability issue. So I think actually going to the County and bringing that experience of having worked directly with the human service providers and hearing their stories about why it was so critical not only to have a cost of living adjustment, but to get at this chronic underfunding is going to be really coming at a pivotal moment. Seattle does have a cost of living adjustment. I want to bring that cost of living adjustment to King County and collectively with Seattle, I want to work to address the underpayment for human service providers as well. [00:09:26] Crystal Fincher: There's been a lot of action when it comes to addressing housing and homelessness from the King County Regional Homelessness Authority to new legislation, and potentially even more legislation coming out through the end of this legislative session. We're currently recording this in mid-April, so it may come out a little bit further when there's a definitive answer for everything that happens. But amid a lot of this work that is currently being implemented or has just been authorized, there's a lot in process but still seemingly a lot more that needs to be done. What would your top priorities be to make a noticeable and meaningful difference in both homelessness and housing affordability if you're elected to this position? [00:10:11] Teresa Mosqueda: Resources for housing is critically needed across King County. Resources will help local jurisdictions be able to implement the new requirements that are going to be coming forth from our State Legislature, which - I want to thank our State legislative members - every year they go to Olympia and every year we ask them to be bold - be bold on housing solutions, recognizing that housing is the solution to being houseless. Housing helps people who have multiple compounding factors get healthy, get stable, and be productive members of our community. Housing is the solution to this biggest crisis that we see, not only in Seattle and King County, up and down the West Coast, but across our entire country. We have not built enough housing to house our current population plus the population who will continue to come to our region. So one of the things that I think I can take to the County is the desire to make sure that local jurisdictions, whether it's Burien or Tukwila, or unincorporated areas like in Vashon and Maury Island or in White Center - that they have resources as well to help build the type of housing that's being requested from the State Legislature - to do so in accordance with their Comprehensive Plan so that people can implement it in the time frame that works for those local jurisdictions, but to help them take away the barrier of not having enough resources. Seattle is unique in that we have pushed forward different resources. We have different types of tax revenues - thanks to JumpStart, for example - but in areas that don't have those type of resources, I hope the County can continue to be a good partner, in addition to the state, to build the type of diverse housing that we're now going to be required to build and hopefully we can do even more. The State Legislature is actually creating a new floor. We should be building upon that, and where we can go higher and denser - that is good for the local environment, it is good for the local economy, it's good for the health of workers and small businesses. And it's what I've heard from Vashon Island to Tukwila - people have said, "We don't have enough workforce housing." Small business owners have said, "I don't have enough workers in this area because they can't afford to live here." So I want to hopefully break down misperceptions about what type of housing we're talking about. We're talking about housing for seniors and vets, kiddos, youth, workers. We're talking about supporting the creation of that housing with additional revenue - that's one of the things I'd like to bring to the County. And to also recognize that when we have diverse economies that are prosperous, it's because workers can live next to their place of employment. Workers can walk to their childcare. We don't have time to spend two hours in the car commuting back and forth - that's not good for our health, our family's health, and it sure isn't good for the health of our planet. So it's a win-win-win, and I think that's something that I can really bring in as a County Councilmember - the knowledge that these local jurisdictions want to do more, but sometimes are limited with their resources. And wherever I can, I want to help step up and provide that support. [00:13:08] Crystal Fincher: Absolutely. Public safety has also been an area where the County continues to make a lot of news, has a lot of responsibility - they operate a jail, and that has itself made a lot of news. Over the past couple years throughout the pandemic, some of the employees of the jails - the guards - other people, the Public Defenders Association have called out overcrowding conditions, unsafe conditions in the jail. There's been times where the jail has not had clean water, several illness outbreaks, people not being treated correctly. It seems to be a really bad situation. Recently, the King County Council just voted to extend a contract to rent additional beds from a SCORE facility in Des Moines. This, during a backdrop of events where the King County Executive has made a promise to close the King County Jail, but it seems like we're getting further away from that, or at least not getting closer to that. Would you have voted to extend the SCORE contract? And should we close the jail? What is your vision for the short term? [00:14:17] Teresa Mosqueda: I think that the move to close down a jail that's both outdated and unsafe is not only good for the inmates, it's good for the folks who are working there. I think this is another example of where there's a false perception of sides. People who work within the jail, as well as those who are incarcerated, have expressed their not only horror when seeing mold and deterioration of the building, but it is extremely unsafe as well - as you mentioned - due to overcrowding. There's a few things that I think we can do. Number one, we should address upstream - who was being sent to these facilities in the first place. In a presentation that the Seattle City Council received from the City Attorney's Office, there was a large number of people who were initially booked and jailed, and ultimately were released because there was no grounds to put forward charges. And I think we need to stop the habit or the practice of putting folks in that situation to begin with. Even if they are not incarcerated for long periods of time, the fact that people are being jailed - especially youth - creates consequences down the road, mental health consequences, consequences for your housing, for your livelihood, your employment. And the negative impact of just being booked in the first place - both for the physical health of somebody, but also the trajectory of their life - is quantifiable. It is known, and we should stop that practice early. I agree with the effort to move folks into a situation that is healthier, but I also want to continue to look at how we can reduce the chance that someone is ever incarcerated in the first place, invest more in restorative justice practices. I'm optimistic by some of the conversations I've heard from folks in the community, specifically in Burien, about the ways in which some of the initial conversations have taken place with the Burien City Police Chief Ted Boe, and some of the commitments that have been made to try to look at restorative justice differently. And I think that holistically we need to look at what leads someone to be in that situation in the first place and back up to see what additional community investments we can be making so that people can have greater access to economic security, community safety, and reduce the chance that someone ever interacts with the carceral system to begin with. [00:16:40] Crystal Fincher: What do you think, or for people who are considering this voting decision and who are looking around and who are feeling unsafe, and who are not quite sure what the right direction is to move forward, or what can be done but feel like something should be done - what is your message to them? And what can make us all safer? [00:17:01] Teresa Mosqueda: There's a few things that I think have really come to light, especially during the pandemic. We tell people to stay home to stay healthy. Well, if people don't have a home, they can't stay healthy. If we can think about the increased situation where many of us have probably seen loved ones in our lives - whether it's family members or friends - who have turned to substances to cope, to self-medicate with the stress, the trauma, the isolation that has only increased during the pandemic. I hope there's greater empathy across our community and across our country for why people may be self-medicating to begin with. And I think if we think about these recent examples of where we have seen people become more unstable in their housing situation or turn to substances because of increasing stress and pressure, that hopefully there's greater empathy for why it is so critical that we invest upstream. It is not an either/or - it's creating greater balance with how we invest in community safety, in what we know equals the social determinants of health. When we invest in housing, it helps reduce the chance that someone is going to engage in criminal activities later in life. When we invest in early learning, in job opportunities, in youth interactive programs, when we invest in even gun reduction and youth violence reduction strategies, it helps create healthier individuals and healthier populations, reduce the chance that someone ever interacts with an officer to begin with. These are public safety investments, and they shouldn't be seen as a separate silo from "traditional safety." It actually saves lives, and there's a huge return on investment when we make some of these upstream program policies a priority. I think it actually creates healthier communities, and for those who are looking at it through the economic lens, healthier economies - knowing that that return on investment has been proven time and time again. And it's good for individuals and community health as well. [00:19:02] Crystal Fincher: Absolutely. Now, there's a shortage of workers across the board - certainly King County is included in this shortage of county workers in several areas, including in many front-line positions that impact public safety - maintenance, care, health - all of those that are crucial to delivering services and help that the residents of the County need. We've seen hiring, retention, and referral bonuses for public safety employees. Do you think we should be considering those for other employees? [00:19:39] Teresa Mosqueda: Absolutely. This is part of the conversation that I raised while at Seattle City Council. There is, I think, a detrimental impact to workplace morale across public servants when we're not uniformly treating people the same. It's not what I feel, it's not that that's my perception - that's actually coming from workers within the City of Seattle who completed a survey that our Human Resources Department, in addition to Seattle Police Department and other Seattle agencies, completed to ask, "What would you like to see? How would you feel if certain employees got a hiring bonus or retention bonus?" And overwhelmingly, workers in public service said that they thought that this would hurt morale - if existing public servants weren't treated the same. I mentioned that in the Human Services category, there's a 40% to 60% turnover rate for our nonprofit organizations who are helping folks on the frontline. There's a huge turnover rate, as well, within our Human Services Department - we've had to freeze the hiring, and reduce hours, and reduce positions. Public libraries, community centers are front-facing programs for the community during COVID and we are slowly starting to scale those back up, but they're nowhere at capacity right now. And what workers themselves have said within the City of Seattle is - they want to see greater strategies for retention. Investments in childcare keeps coming up. Investments in more affordable housing keeps coming up. And if you want to look specifically at the Seattle Police Department, the officers themselves said that they did not think that hiring bonuses was the way to address retention and morale issues - that played out in their comments in the press, as well as the survey results that we saw. I think that there's a more equitable approach that we should be taking. I think that we should be looking at how we recruit and train and incentivize people to come to public service overall, whether that means you're coming in to work as a firefighter or a police officer, or whether that means that we want to recruit you to be serving the public in libraries or as a lifeguard - which we don't have enough of - or as a childcare provider, which we don't have enough of. We should be looking across the board at these public service programs and figuring out ways to both address retention and morale, and to do so equitably. And to listen to what workers have said - they want housing, they want childcare, they want regular and routine transit. And they want us to, especially within the City of Seattle, address disparity in wages for folks of color and women compared to their counterparts. Those are some things that I think we should be taking on more seriously. [00:22:17] Crystal Fincher: Definitely. Now, you talk about people saying they want regular and routine transit. Lots of people want that. Lots of people - more importantly - need that, are relying on that. And there's been lots of talk about the rider experience around safety on transit, but also about the availability and accessibility of service and all-day service - not just some of those commuter-centric commute-time service bumps that we've seen. What would your approach to Metro be as a councilmember? [00:22:50] Teresa Mosqueda: So I appreciate that you raise safety because it is an issue that comes up for riders as well as the drivers. Members of ATU, who drive buses around King County, have expressed increased concern around their safety. Whether they're driving in the day or night - given COVID has increased interpersonal violence across our country, they are on the receiving end of that as well. So I'm excited to talk with ATU, with members who have been out on the frontline as our bus drivers, as well as riders to talk about how we can improve safety for everyone. That is - again, on the preventative side, trying to figure out ways that structurally and through public policy we can ensure that riders and drivers are safe. There's also two things that drivers have talked to me about and folks within King County Metro. They say there's a lot of focus on new routes and how do we expand routes - routes, routes, routes - which I also agree with. But they've also brought up that we need to continue to invest in the people, maintenance, and operation to make sure that there's enough people to be working on existing routes and new routes to come. Similar to housing, we don't want to just build units. We want to make sure that for those who need personnel in those units to make sure that folks stay stably housed, we're investing in the workforce to ensure that that housing, that that unit is successful. We need to be looking at investments in the workforce, recruiting folks to come to these good living wage union jobs, and to be thinking about how we improve retention and stability as well. And for as far as maintenance is concerned - thinking more about how we can invest in greener fleets, greener maintenance opportunities, and ensure that those vehicles are running well and routinely. So those are two of the things that have come directly from the frontline drivers themselves. And then more broadly - workers. You mentioned all-day services. I would also argue all-night services to the degree that we can add additional stops, because many of the childcare providers who are coming in early in the morning, construction workers who are coming in early in the morning, janitors who might be going out late at night, talk about how they have to rely on vehicles because there are not times that the buses are showing up to get them to work and back home in time. So I think that it's multi-prong. But again, I think the common ground here is that the workers in this sector are agreeing with the recipients of the service. And collectively, I'm hoping that we can address safety, workforce needs, and increase routes as well. [00:25:23] Crystal Fincher: Definitely, and I really appreciate you bringing up the workforce needs. I know a couple people who use transit regularly but ended up getting vehicles because of the unpredictable cancellations due to staff shortages, whether it's maintenance or drivers, just making it unreliable to get to work on time. And already the time taken to commute that way is a lot, so that would improve the experience greatly - definitely appreciate that. Transit is also very, very important to achieving our climate goals. And by most measures, we're behind on our 2030 climate goals - while we're experiencing devastating impacts from climate change, including extreme heat and cold, wildfires, floods. What are your highest-priority plans to get us on track to meet our 2030 climate goals? [00:26:17] Teresa Mosqueda: One thing might surprise folks in that category - probably not a huge surprise for folks who have heard me talk before - but I think if we can invest in additional housing, dense housing across our region, it will actually reduce CO2 emissions. And it's really common sense, right? We are the third-highest mega-commuter city or region in the nation. We have more people who are commuting back and forth to work than most of the country. And the reason is because they can't afford to find a house near their place of employment. If CO2 emissions from cars - single-occupancy cars - is the number-one contributor to pollution in our region, I believe that is at the top of our list for helping to reduce our carbon footprint across the country and across the globe. We should be increasing density. We should see it not only as a good economic stimulant, what's right to do for workers and working families, but it is one of the best things that we could also do for our climate. I think that there's - again, a misperception or a false divide between folks who are environmentalists and want to see more trees, and their perception that additional housing or density takes that away. It does not. We can both create setbacks for higher buildings and use the airspace to create living opportunities, while we plant additional trees and preserve old growth. I've gone to at least three ribbon-cutting ceremonies for Habitat for Humanity, who created - basically - townhouses connected altogether. We don't have a lot of row houses in Seattle, but row houses, if you will, around trees created in the shape of a U with old-growth trees in the middle - allowing for greater shade, and a play area for kiddos, and a place to sit for elders. It is very much possible to build dense housing options and preserve old growth while planting new trees. So I think in addition to creating density, we can plant more trees. We can do more to incentivize good living-wage jobs in industries that are cleaner. I heard from our friends in Georgetown Community Center that they had to beg and plead for one of the local industries to incorporate more greener options for a glass manufacturer down there. And we should simultaneously be seeing the opportunity to promote good jobs as a requirement for also promoting good green jobs. And I worked very hard with members of both the environmental community and the labor community in the past to push Just Transition policies - to ensure that as we transition to greener economies or greener manufacturing strategies, that we're preserving good living-wage jobs and, even better, preserving good union living-wage jobs. So I look forward to making sure that we have denser cities, that we have greener cities, and that we have greener industries. [00:29:13] Crystal Fincher: Now, King County does incremental budgeting, making it more challenging for people to understand how county funds are allocated in a base budget. The budget is known as one of your areas of strength. What do you think can be done to make the budget process easier for the public to understand and influence at the county level? [00:29:35] Teresa Mosqueda: I've been really proud of what we've been able to accomplish in Seattle. And coming from working the halls of Olympia on behalf of the Washington State Labor Council for eight years and then for three years before that with the Children's Alliance, I was used to this concept of having these biennial budgets that needed to be seen in full, that you could see the red line to know what was the investment from last year versus the upcoming year. Unfortunately, the City of Seattle doesn't have such a budget document. It's basically like single pages - page after page of narrative descriptions of what the dollars will do. That's fine for some budget notes, but what I think we are working towards in the City of Seattle - a preview for folks who love budget talk - is we're going to one day have a true biennial budget and an actual budget document where you will be able to see the red line, either additions or subtractions to specific programs so that everyone knows what is being invested in, how funding is changing, and where priorities are showing up in the budget. I am excited about being able to build on that work that I've done in Seattle, especially as Budget Chair, in some of the most pressing economic times in recent history, starting in 2020. And have been able to not only allocate millions of dollars from the American Rescue Plan Act, but also to create greater transparency in how we budget. One of the things that I think is maybe misunderstood out there is the way in which we've helped to provide transparency in the entire budget, but specifically the Seattle Police Department. It had not been exposed year-over-year that Seattle Police Department actually had about $40 million that was rolling over year-over-year on top of funding that the chief, that the mayor, that the department had acknowledged they could not use. And in a time where we saw an economic crisis on the horizon, growing needs in our community, and knew that that was $40 million that was not going to be put to use, not going into direct services for the community - and for those who wanted to see additional officers, wasn't even going to be able to use to increase the hiring plan. It's good budgeting to be able to make sure that that funding is transparently accounted for in the General Fund - and where we can deploy it to things like food, housing, childcare, economic security for small businesses that we do so. That's something I'm really proud of - that we were able to show what the full picture was, not only for that department, but for all departments. And to make some important investments in mental health services, behavioral health services, youth violence, gun violence reduction strategies - things that similarly invest in community safety, but we were able to show where those line items move. I will bring to King County Council the ability to structurally push for greater transparency for members of the public, encourage us as the legislative branch to own the separate but equal branch of government that the council is as the legislative branch, and ensure that the public has an opportunity to dive into the proposal that comes from the executive, just like the proposal that comes from the governor to the State Legislature. You receive that, you dissect it, you talk to community about what it means - and then ultimately the legislative branch reconvenes, reconfigures the budget, and presents it to the executive for a signature. It's good governance, it's good transparency. I think it's understandable from folks across whatever political spectrum - it's important to have budget transparency and accountability, and that's what I've been able to accomplish in the City of Seattle. [00:33:02] Crystal Fincher: It is, and I think there are a number of people, especially listeners to Hacks & Wonks, who do enjoy budget conversations, who would definitely look forward to more budget transparency at the County level, like you've been working towards at the City level. As we close here and as people are going to be making the decision about who they're going to be voting for for this County Council position, what is your message to voters and people listening about why they should choose you? [00:33:30] Teresa Mosqueda: I'm very thrilled to be in this race for King County Council. I think I have not only proven that I'm an effective legislator at the council level, but that I know how to center folks who have been left out of policy conversations in the room, but more importantly - follow the lead of those who've experienced the injustices over the years. We have been able to move historic, monumental, national-headline-grabbing policies within the City of Seattle in my now going into six years in Seattle City Council. And it has been done, I believe, in a collaborative way, in a way that has made transformational change, and in a way that I think has always centered - been centered on my progressive commitments to investing in working families, folks of color, and the LGBTQ community, workers to ensure that there's greater opportunity and prosperity. And creating housing and stability - that is something that is good for our entire community. I do this work because it's all about how we create healthy communities. You have to have investments in good living wage jobs and housing stability and opportunity education to have self-determination and control over your own life and your own decisions. And I think through public policy, through investments with public resources, we can create greater opportunity across our county. I am excited, as well, to be coming to this race as a woman, as a Latina, as a Chicana - poised to be the first Latina ever elected to King County Council. And with a King County population that is made up of half people of color and a quarter immigrant and refugee, it is critical that we have more voices with folks who have the lived experience coming from communities of color serving in these positions. I think that's why I've been able to effectively and efficiently move policy through so quickly - because I have put at the front of the line many of the community members who are often left out of policy discussions. I hope to bring in my commitment to working with folks who are workers, women, folks of color, members of the LGBTQ community to hear more about what we can do at King County Council. I know I have big shoes to step into with Councilmember McDermott and his commitment to public health, working with the LGBTQ community, his tenure in the State Legislature - and I'm also excited to add to that and serve our broader region and our growing needs. [00:35:59] Crystal Fincher: Thank you so much, Councilmember Mosqueda, for spending this time with us today and having this conversation. Sincerely appreciate it, and we'll certainly be following your campaign eagerly over the next several months. Thank you. [00:36:13] Teresa Mosqueda: Thank you so much - I appreciate it. [00:36:15] Crystal Fincher: Thank you for listening to Hacks & Wonks, which is co-produced by Shannon Cheng and Bryce Cannatelli. You can follow Hacks & Wonks on Twitter @HacksWonks. You can catch Hacks & Wonks on iTunes, Spotify, or wherever you get your podcasts - just type "Hacks and Wonks" into the search bar. Be sure to subscribe to the podcast to get the full versions of our Friday almost-live shows and our midweek show delivered to your podcast feed. If you like us, leave a review wherever you listen. You can also get a full transcript of this episode and links to the resources referenced in the show at officialhacksandwonks.com and in the episode notes. Thanks for tuning in - talk to you next time.

Post the pandemic, with work becoming remote and hybrid, it became tricky for the businesses to keep their employees motivated and lead the teams. This period showcased, yet again, the importance of the role of the Human Resources Department in ensuring that employees deliver the work while also staying motivated and content. In this episode, with the esteemed figure in academia, professor TV Rao, we discuss the importance of the role of HR in business success. [00:40] - About Prof TV Rao Professor Rao is the Chairman of TVRLS and the former Professor of the Indian Institute of Management, Ahmedabad. He has been credited to have conceptualized and initiated the concept of human resources development. Professor Rao has authored and co-authored over 60 books. --- Support this podcast: https://podcasters.spotify.com/pod/show/tbcy/support

Listen to today's podcast... Our lives can become filled with anxiety, fear, and uncertainty and with little information on where to turn, we find ourselves struggling on our own. We know that this stress can have a profound effect on our health and the lives of those around us. Traumatic events can bring about an extreme stress disorder. Whether it be living through an earthquake, surviving childhood abuse, witnessing violent acts of terrorism or being a first responder to an accident, all of these can bring about PTSD. Post-traumatic Stress can seemingly creep into our lives when we least expect it. Take One Action Today To Build Your #Resiliency! Here are today's Tips For Building Resiliency and Celebrating PTSD Awareness Day: Treatment depends on the severity and persistence of symptoms. Support, debriefing, therapy, and medications have all been shown to be effective ways of managing PTSD. We do know that having the opportunity to share your feelings and memories with others who have also experienced similar tragedies can be helpful in processing and recovering from a trauma. The number one tip is: Don't Be Afraid To Reach Out For Support We must develop our supports as they can provide a protective barrier. Talk to friends and family about your fears. If they seem overwhelming contact your doctor or a counselor. Your workplace Human Resources Department or Employee Assistance Program may also be a valuable support. Remember, If you like today's wellness tips, let me know. You can leave me a review on amazon or through your #alexa app. For more information on coping with mental health issues, sign up for one of my on-line courses at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr

On this midweek show, Crystal chats with Teresa Mosqueda about her campaign for King County Council District 8 - why she decided to run, the experience and lessons she'll bring to the County from serving on Seattle City Council, and her thoughts on addressing progressive revenue options, public service wage equity and morale, housing and homelessness, public safety, transit rider experience, climate change, and budget transparency. As always, a full text transcript of the show is available below and at officialhacksandwonks.com. Follow us on Twitter at @HacksWonks. Find the host, Crystal Fincher, on Twitter at @finchfrii and find Teresa Mosqueda at @TeresaCMosqueda.   Teresa Mosqueda As a Progressive Labor Democrat, Teresa Mosqueda is committed to creating healthy and safe communities, investing in working families through job training, childcare and transit access, and developing more affordable housing for all residents. She brings a proven track record of successfully passing progressive policies and building broad and inclusive coalitions. Teresa was named one of Seattle's Most Influential People 2018 for acting with urgency upon getting elected, received the Ady Barkan Progressive Champion Award from Local Progress in 2019; and earned national attention by leading the passage of JumpStart progressive revenue to invest in housing, economic resilience, green new deal investments, and equitable development. Prior to elected office Teresa worked on community health policies from SeaMar to the Children's Alliance, and championed workers' rights at the WA State Labor Council, AFL-CIO, where she helped lead state's minimum wage increase, paid sick leave, farmworker protections, workplace safety standards, and launched the Path to Power candidate training with the AFL-CIO.   Resources Campaign Website - Teresa Mosqueda   Transcript [00:00:00] Crystal Fincher: Welcome to Hacks & Wonks. I'm Crystal Fincher, and I'm a political consultant and your host. On this show, we talk with policy wonks and political hacks to gather insight into local politics and policy in Washington state through the lens of those doing the work with behind-the-scenes perspectives on what's happening, why it's happening, and what you can do about it. Be sure to subscribe to the podcast to get the full versions of our Friday almost-live shows and our midweek show delivered to your podcast feed. If you like us, the most helpful thing you can do is leave a review wherever you listen to Hacks & Wonks. Full transcripts and resources referenced in the show are always available at officialhacksandwonks.com and in our episode notes. I am very excited today to have joining us - current Seattle City Councilmember Teresa Mosqueda, who is a candidate for King County Council District 8, which covers Seattle - including West Seattle, South Park, Georgetown, Chinatown International District, and First Hill - as well as Burien, part of Tukwila, and unincorporated King County - in White Center and Vashon Island. Welcome to the program - welcome back. [00:01:22] Teresa Mosqueda: Thank you so much for having me back - I appreciate it. [00:01:25] Crystal Fincher: Absolutely. So I guess the first question is - what made you decide to run for King County Council after being on the Seattle City Council? [00:01:35] Teresa Mosqueda: I've been really, really honored to be able to serve the full City of Seattle - 775,000 residents at this point - to be able to pass progressive policies like progressive revenue through JumpStart, Green New Deal and affordable housing that it was funding, to be able to quadruple the investments in affordable housing, to expand worker protections. But the truth is, we know that much of the population that I was elected by - the folks that I really center in my public policy - also work and have family outside of the City of Seattle. And in many ways, I want to build on what I've been able to accomplish in Seattle - investments in affordable housing, investments in new career pathways, good union jobs, to expand on the childcare and working family supports that I've centered in my work on City Council. But in order to reach the broader population of working families who are just outside of Seattle's borders but may work in Seattle and come in and out of the City - I want to create greater equity and stability across our region - the County is the place to do it. And in terms of stability, the County is the only place that has purview over public health, has the purse strings for behavioral health investments. And so if I want to complement efforts to try to house folks and create long-term housing stability, especially for our most vulnerable community members, the County is the place to do that - through investments in behavioral health, by sitting on the Public Health Board, by being directly involved in the budget that has purview over public health and behavioral health investments. I see it as an extension of my work at the City to create housed and healthy communities. And it actually goes full circle back to my roots where I started my career in community health. It is exciting opportunity, and I see it as a growth and expansion of the work that we've done in Seattle. [00:03:24] Crystal Fincher: Absolutely. You talk about progressive revenue - the JumpStart Tax, which is a really, really important source of revenue that has been so helpful for businesses in the City, for residents, so many people in need - and has been a benefit to the City, especially in this time of a budget downturn in that the JumpStart Tax helped to bail out a budget shortfall there. So this revenue seemed to come just in time. You had to fight for it. You led the fight for it. What lessons do you take out of that fight to the County, and what progressive revenue options are there at the county level that you would be willing to pursue? [00:04:05] Teresa Mosqueda: I think one major lesson is how I've approached building these big progressive policies that have not only earned the majority of votes, but the vast majority - if not unanimous vote sometimes - that have withstood the test of time, have not been overturned, and have not been overturned by legislative councilmatic action nor by the courts. I will take with me to King County the ability to build these broad coalitions. And think about JumpStart - who was there when we launched it? It was ironworkers and hardhats, along with business entrepreneurs from both small and large business, with community and housing advocates standing collectively together to say - We will not only stand by this progressive revenue, we will stand by it knowing that it's five times the amount of the previous policy and it's twice as long. That's a huge effort that took place to try to get people on the same page, and we had to - with growing income inequality, growing needs, an increase in our population. There was no other option. This had to succeed, and so I will take that same approach to King County Council. So much is on the needs list right now in the "wake" of the global pandemic. We have the ongoing shadow pandemic. We have increased needs for mental health and community health investments. We have increased needs for food security and housing stability. There is not an alternative. We must invest more and we must do it in a way that withstands the test of time, like I've done on Seattle City Council. So for me, it's the how I bring people together that I will bring to King County Council. And I think it's also the what - not being afraid to push the envelope on what's possible. Many people said it was impossible to pass the Domestic Workers Bill of Rights - and we got sued, and we won. People said it was impossible to legislate having hotel workers get access to guaranteed healthcare at the gold level, protections from retaliation, maximum workload. We not only passed that in legislation, but we withstood that in the court. And the same is true of JumpStart. We withstood multiple litigation attempts to try to take away JumpStart, and it's withstood the test of time. And I'm excited to see what else we can do in a city that sees so much growth but incredible inequity across our region - to bring people together to address these pressing needs. [00:06:24] Crystal Fincher: Absolutely. You talked about housing and homelessness, and one thing called out by experts as a barrier to our homelessness response is that frontline worker wages don't cover their cost of living. Do you believe our local service providers, a lot of whom are nonprofits, have a responsibility to pay living wages for the area? And how can we make that more likely with how we bid and contract for services at the county level? [00:06:54] Teresa Mosqueda: Yeah, two things I would say. One is - absolutely, we need to make sure that folks who are working on the frontline as human service providers - think folks who are the counselors to youth, or people who have mental health or substance abuse needs that we need to help address so that they can get stably housed, think about services to our vets and seniors. These are workers on the frontline who rely on relationships and have skills, expertise in the human service category. They need to have investments in these deeply needed services. And in order for us to create greater stability, we need to be paying them living wages. I say "we" - because this is not about the nonprofits needing to pay them more. It is about we, the public entities, needing to increase our contracts to these organizations who then employ people to be on the frontline. For better or worse, we have a human services system that has largely relied on contracting out critical services that are arguably public services. They are supported by public dollars, and we, public officials, have a responsibility to pay those organizations enough so that they can invest in the wages for frontline workers. That is what I have tried to do at Seattle City Council. The first year that I came in at Seattle City Council, the Human Services Coalition came to me and said - We have not had a cost of living increase in 10 years. To not have a COLA in 10 years for most workers in our region and across the country is unheard of, but it's especially unheard of for the very folks on the frontline trying to address the most pressing crisis in our country right now - and that is housing instability and homeless services. So we worked in 2019, and we passed the Human Services cost of living adjustment - that is just the tip of the iceberg in terms of what needs to be addressed. The historic and chronic underfunding of these positions still needs to be addressed. We are not going to be able to close this gap of 40, 50, 60% turnover in our critical organizational partners, organizations, if we don't address the wage stability issue. So I think actually going to the County and bringing that experience of having worked directly with the human service providers and hearing their stories about why it was so critical not only to have a cost of living adjustment, but to get at this chronic underfunding is going to be really coming at a pivotal moment. Seattle does have a cost of living adjustment. I want to bring that cost of living adjustment to King County and collectively with Seattle, I want to work to address the underpayment for human service providers as well. [00:09:26] Crystal Fincher: There's been a lot of action when it comes to addressing housing and homelessness from the King County Regional Homelessness Authority to new legislation, and potentially even more legislation coming out through the end of this legislative session. We're currently recording this in mid-April, so it may come out a little bit further when there's a definitive answer for everything that happens. But amid a lot of this work that is currently being implemented or has just been authorized, there's a lot in process but still seemingly a lot more that needs to be done. What would your top priorities be to make a noticeable and meaningful difference in both homelessness and housing affordability if you're elected to this position? [00:10:11] Teresa Mosqueda: Resources for housing is critically needed across King County. Resources will help local jurisdictions be able to implement the new requirements that are going to be coming forth from our State Legislature, which - I want to thank our State legislative members - every year they go to Olympia and every year we ask them to be bold - be bold on housing solutions, recognizing that housing is the solution to being houseless. Housing helps people who have multiple compounding factors get healthy, get stable, and be productive members of our community. Housing is the solution to this biggest crisis that we see, not only in Seattle and King County, up and down the West Coast, but across our entire country. We have not built enough housing to house our current population plus the population who will continue to come to our region. So one of the things that I think I can take to the County is the desire to make sure that local jurisdictions, whether it's Burien or Tukwila, or unincorporated areas like in Vashon and Maury Island or in White Center - that they have resources as well to help build the type of housing that's being requested from the State Legislature - to do so in accordance with their Comprehensive Plan so that people can implement it in the time frame that works for those local jurisdictions, but to help them take away the barrier of not having enough resources. Seattle is unique in that we have pushed forward different resources. We have different types of tax revenues - thanks to JumpStart, for example - but in areas that don't have those type of resources, I hope the County can continue to be a good partner, in addition to the state, to build the type of diverse housing that we're now going to be required to build and hopefully we can do even more. The State Legislature is actually creating a new floor. We should be building upon that, and where we can go higher and denser - that is good for the local environment, it is good for the local economy, it's good for the health of workers and small businesses. And it's what I've heard from Vashon Island to Tukwila - people have said, "We don't have enough workforce housing." Small business owners have said, "I don't have enough workers in this area because they can't afford to live here." So I want to hopefully break down misperceptions about what type of housing we're talking about. We're talking about housing for seniors and vets, kiddos, youth, workers. We're talking about supporting the creation of that housing with additional revenue - that's one of the things I'd like to bring to the County. And to also recognize that when we have diverse economies that are prosperous, it's because workers can live next to their place of employment. Workers can walk to their childcare. We don't have time to spend two hours in the car commuting back and forth - that's not good for our health, our family's health, and it sure isn't good for the health of our planet. So it's a win-win-win, and I think that's something that I can really bring in as a County Councilmember - the knowledge that these local jurisdictions want to do more, but sometimes are limited with their resources. And wherever I can, I want to help step up and provide that support. [00:13:08] Crystal Fincher: Absolutely. Public safety has also been an area where the County continues to make a lot of news, has a lot of responsibility - they operate a jail, and that has itself made a lot of news. Over the past couple years throughout the pandemic, some of the employees of the jails - the guards - other people, the Public Defenders Association have called out overcrowding conditions, unsafe conditions in the jail. There's been times where the jail has not had clean water, several illness outbreaks, people not being treated correctly. It seems to be a really bad situation. Recently, the King County Council just voted to extend a contract to rent additional beds from a SCORE facility in Des Moines. This, during a backdrop of events where the King County Executive has made a promise to close the King County Jail, but it seems like we're getting further away from that, or at least not getting closer to that. Would you have voted to extend the SCORE contract? And should we close the jail? What is your vision for the short term? [00:14:17] Teresa Mosqueda: I think that the move to close down a jail that's both outdated and unsafe is not only good for the inmates, it's good for the folks who are working there. I think this is another example of where there's a false perception of sides. People who work within the jail, as well as those who are incarcerated, have expressed their not only horror when seeing mold and deterioration of the building, but it is extremely unsafe as well - as you mentioned - due to overcrowding. There's a few things that I think we can do. Number one, we should address upstream - who was being sent to these facilities in the first place. In a presentation that the Seattle City Council received from the City Attorney's Office, there was a large number of people who were initially booked and jailed, and ultimately were released because there was no grounds to put forward charges. And I think we need to stop the habit or the practice of putting folks in that situation to begin with. Even if they are not incarcerated for long periods of time, the fact that people are being jailed - especially youth - creates consequences down the road, mental health consequences, consequences for your housing, for your livelihood, your employment. And the negative impact of just being booked in the first place - both for the physical health of somebody, but also the trajectory of their life - is quantifiable. It is known, and we should stop that practice early. I agree with the effort to move folks into a situation that is healthier, but I also want to continue to look at how we can reduce the chance that someone is ever incarcerated in the first place, invest more in restorative justice practices. I'm optimistic by some of the conversations I've heard from folks in the community, specifically in Burien, about the ways in which some of the initial conversations have taken place with the Burien City Police Chief Ted Boe, and some of the commitments that have been made to try to look at restorative justice differently. And I think that holistically we need to look at what leads someone to be in that situation in the first place and back up to see what additional community investments we can be making so that people can have greater access to economic security, community safety, and reduce the chance that someone ever interacts with the carceral system to begin with. [00:16:40] Crystal Fincher: What do you think, or for people who are considering this voting decision and who are looking around and who are feeling unsafe, and who are not quite sure what the right direction is to move forward, or what can be done but feel like something should be done - what is your message to them? And what can make us all safer? [00:17:01] Teresa Mosqueda: There's a few things that I think have really come to light, especially during the pandemic. We tell people to stay home to stay healthy. Well, if people don't have a home, they can't stay healthy. If we can think about the increased situation where many of us have probably seen loved ones in our lives - whether it's family members or friends - who have turned to substances to cope, to self-medicate with the stress, the trauma, the isolation that has only increased during the pandemic. I hope there's greater empathy across our community and across our country for why people may be self-medicating to begin with. And I think if we think about these recent examples of where we have seen people become more unstable in their housing situation or turn to substances because of increasing stress and pressure, that hopefully there's greater empathy for why it is so critical that we invest upstream. It is not an either/or - it's creating greater balance with how we invest in community safety, in what we know equals the social determinants of health. When we invest in housing, it helps reduce the chance that someone is going to engage in criminal activities later in life. When we invest in early learning, in job opportunities, in youth interactive programs, when we invest in even gun reduction and youth violence reduction strategies, it helps create healthier individuals and healthier populations, reduce the chance that someone ever interacts with an officer to begin with. These are public safety investments, and they shouldn't be seen as a separate silo from "traditional safety." It actually saves lives, and there's a huge return on investment when we make some of these upstream program policies a priority. I think it actually creates healthier communities, and for those who are looking at it through the economic lens, healthier economies - knowing that that return on investment has been proven time and time again. And it's good for individuals and community health as well. [00:19:02] Crystal Fincher: Absolutely. Now, there's a shortage of workers across the board - certainly King County is included in this shortage of county workers in several areas, including in many front-line positions that impact public safety - maintenance, care, health - all of those that are crucial to delivering services and help that the residents of the County need. We've seen hiring, retention, and referral bonuses for public safety employees. Do you think we should be considering those for other employees? [00:19:39] Teresa Mosqueda: Absolutely. This is part of the conversation that I raised while at Seattle City Council. There is, I think, a detrimental impact to workplace morale across public servants when we're not uniformly treating people the same. It's not what I feel, it's not that that's my perception - that's actually coming from workers within the City of Seattle who completed a survey that our Human Resources Department, in addition to Seattle Police Department and other Seattle agencies, completed to ask, "What would you like to see? How would you feel if certain employees got a hiring bonus or retention bonus?" And overwhelmingly, workers in public service said that they thought that this would hurt morale - if existing public servants weren't treated the same. I mentioned that in the Human Services category, there's a 40% to 60% turnover rate for our nonprofit organizations who are helping folks on the frontline. There's a huge turnover rate, as well, within our Human Services Department - we've had to freeze the hiring, and reduce hours, and reduce positions. Public libraries, community centers are front-facing programs for the community during COVID and we are slowly starting to scale those back up, but they're nowhere at capacity right now. And what workers themselves have said within the City of Seattle is - they want to see greater strategies for retention. Investments in childcare keeps coming up. Investments in more affordable housing keeps coming up. And if you want to look specifically at the Seattle Police Department, the officers themselves said that they did not think that hiring bonuses was the way to address retention and morale issues - that played out in their comments in the press, as well as the survey results that we saw. I think that there's a more equitable approach that we should be taking. I think that we should be looking at how we recruit and train and incentivize people to come to public service overall, whether that means you're coming in to work as a firefighter or a police officer, or whether that means that we want to recruit you to be serving the public in libraries or as a lifeguard - which we don't have enough of - or as a childcare provider, which we don't have enough of. We should be looking across the board at these public service programs and figuring out ways to both address retention and morale, and to do so equitably. And to listen to what workers have said - they want housing, they want childcare, they want regular and routine transit. And they want us to, especially within the City of Seattle, address disparity in wages for folks of color and women compared to their counterparts. Those are some things that I think we should be taking on more seriously. [00:22:17] Crystal Fincher: Definitely. Now, you talk about people saying they want regular and routine transit. Lots of people want that. Lots of people - more importantly - need that, are relying on that. And there's been lots of talk about the rider experience around safety on transit, but also about the availability and accessibility of service and all-day service - not just some of those commuter-centric commute-time service bumps that we've seen. What would your approach to Metro be as a councilmember? [00:22:50] Teresa Mosqueda: So I appreciate that you raise safety because it is an issue that comes up for riders as well as the drivers. Members of ATU, who drive buses around King County, have expressed increased concern around their safety. Whether they're driving in the day or night - given COVID has increased interpersonal violence across our country, they are on the receiving end of that as well. So I'm excited to talk with ATU, with members who have been out on the frontline as our bus drivers, as well as riders to talk about how we can improve safety for everyone. That is - again, on the preventative side, trying to figure out ways that structurally and through public policy we can ensure that riders and drivers are safe. There's also two things that drivers have talked to me about and folks within King County Metro. They say there's a lot of focus on new routes and how do we expand routes - routes, routes, routes - which I also agree with. But they've also brought up that we need to continue to invest in the people, maintenance, and operation to make sure that there's enough people to be working on existing routes and new routes to come. Similar to housing, we don't want to just build units. We want to make sure that for those who need personnel in those units to make sure that folks stay stably housed, we're investing in the workforce to ensure that that housing, that that unit is successful. We need to be looking at investments in the workforce, recruiting folks to come to these good living wage union jobs, and to be thinking about how we improve retention and stability as well. And for as far as maintenance is concerned - thinking more about how we can invest in greener fleets, greener maintenance opportunities, and ensure that those vehicles are running well and routinely. So those are two of the things that have come directly from the frontline drivers themselves. And then more broadly - workers. You mentioned all-day services. I would also argue all-night services to the degree that we can add additional stops, because many of the childcare providers who are coming in early in the morning, construction workers who are coming in early in the morning, janitors who might be going out late at night, talk about how they have to rely on vehicles because there are not times that the buses are showing up to get them to work and back home in time. So I think that it's multi-prong. But again, I think the common ground here is that the workers in this sector are agreeing with the recipients of the service. And collectively, I'm hoping that we can address safety, workforce needs, and increase routes as well. [00:25:23] Crystal Fincher: Definitely, and I really appreciate you bringing up the workforce needs. I know a couple people who use transit regularly but ended up getting vehicles because of the unpredictable cancellations due to staff shortages, whether it's maintenance or drivers, just making it unreliable to get to work on time. And already the time taken to commute that way is a lot, so that would improve the experience greatly - definitely appreciate that. Transit is also very, very important to achieving our climate goals. And by most measures, we're behind on our 2030 climate goals - while we're experiencing devastating impacts from climate change, including extreme heat and cold, wildfires, floods. What are your highest-priority plans to get us on track to meet our 2030 climate goals? [00:26:17] Teresa Mosqueda: One thing might surprise folks in that category - probably not a huge surprise for folks who have heard me talk before - but I think if we can invest in additional housing, dense housing across our region, it will actually reduce CO2 emissions. And it's really common sense, right? We are the third-highest mega-commuter city or region in the nation. We have more people who are commuting back and forth to work than most of the country. And the reason is because they can't afford to find a house near their place of employment. If CO2 emissions from cars - single-occupancy cars - is the number-one contributor to pollution in our region, I believe that is at the top of our list for helping to reduce our carbon footprint across the country and across the globe. We should be increasing density. We should see it not only as a good economic stimulant, what's right to do for workers and working families, but it is one of the best things that we could also do for our climate. I think that there's - again, a misperception or a false divide between folks who are environmentalists and want to see more trees, and their perception that additional housing or density takes that away. It does not. We can both create setbacks for higher buildings and use the airspace to create living opportunities, while we plant additional trees and preserve old growth. I've gone to at least three ribbon-cutting ceremonies for Habitat for Humanity, who created - basically - townhouses connected altogether. We don't have a lot of row houses in Seattle, but row houses, if you will, around trees created in the shape of a U with old-growth trees in the middle - allowing for greater shade, and a play area for kiddos, and a place to sit for elders. It is very much possible to build dense housing options and preserve old growth while planting new trees. So I think in addition to creating density, we can plant more trees. We can do more to incentivize good living-wage jobs in industries that are cleaner. I heard from our friends in Georgetown Community Center that they had to beg and plead for one of the local industries to incorporate more greener options for a glass manufacturer down there. And we should simultaneously be seeing the opportunity to promote good jobs as a requirement for also promoting good green jobs. And I worked very hard with members of both the environmental community and the labor community in the past to push Just Transition policies - to ensure that as we transition to greener economies or greener manufacturing strategies, that we're preserving good living-wage jobs and, even better, preserving good union living-wage jobs. So I look forward to making sure that we have denser cities, that we have greener cities, and that we have greener industries. [00:29:13] Crystal Fincher: Now, King County does incremental budgeting, making it more challenging for people to understand how county funds are allocated in a base budget. The budget is known as one of your areas of strength. What do you think can be done to make the budget process easier for the public to understand and influence at the county level? [00:29:35] Teresa Mosqueda: I've been really proud of what we've been able to accomplish in Seattle. And coming from working the halls of Olympia on behalf of the Washington State Labor Council for eight years and then for three years before that with the Children's Alliance, I was used to this concept of having these biennial budgets that needed to be seen in full, that you could see the red line to know what was the investment from last year versus the upcoming year. Unfortunately, the City of Seattle doesn't have such a budget document. It's basically like single pages - page after page of narrative descriptions of what the dollars will do. That's fine for some budget notes, but what I think we are working towards in the City of Seattle - a preview for folks who love budget talk - is we're going to one day have a true biennial budget and an actual budget document where you will be able to see the red line, either additions or subtractions to specific programs so that everyone knows what is being invested in, how funding is changing, and where priorities are showing up in the budget. I am excited about being able to build on that work that I've done in Seattle, especially as Budget Chair, in some of the most pressing economic times in recent history, starting in 2020. And have been able to not only allocate millions of dollars from the American Rescue Plan Act, but also to create greater transparency in how we budget. One of the things that I think is maybe misunderstood out there is the way in which we've helped to provide transparency in the entire budget, but specifically the Seattle Police Department. It had not been exposed year-over-year that Seattle Police Department actually had about $40 million that was rolling over year-over-year on top of funding that the chief, that the mayor, that the department had acknowledged they could not use. And in a time where we saw an economic crisis on the horizon, growing needs in our community, and knew that that was $40 million that was not going to be put to use, not going into direct services for the community - and for those who wanted to see additional officers, wasn't even going to be able to use to increase the hiring plan. It's good budgeting to be able to make sure that that funding is transparently accounted for in the General Fund - and where we can deploy it to things like food, housing, childcare, economic security for small businesses that we do so. That's something I'm really proud of - that we were able to show what the full picture was, not only for that department, but for all departments. And to make some important investments in mental health services, behavioral health services, youth violence, gun violence reduction strategies - things that similarly invest in community safety, but we were able to show where those line items move. I will bring to King County Council the ability to structurally push for greater transparency for members of the public, encourage us as the legislative branch to own the separate but equal branch of government that the council is as the legislative branch, and ensure that the public has an opportunity to dive into the proposal that comes from the executive, just like the proposal that comes from the governor to the State Legislature. You receive that, you dissect it, you talk to community about what it means - and then ultimately the legislative branch reconvenes, reconfigures the budget, and presents it to the executive for a signature. It's good governance, it's good transparency. I think it's understandable from folks across whatever political spectrum - it's important to have budget transparency and accountability, and that's what I've been able to accomplish in the City of Seattle. [00:33:02] Crystal Fincher: It is, and I think there are a number of people, especially listeners to Hacks & Wonks, who do enjoy budget conversations, who would definitely look forward to more budget transparency at the County level, like you've been working towards at the City level. As we close here and as people are going to be making the decision about who they're going to be voting for for this County Council position, what is your message to voters and people listening about why they should choose you? [00:33:30] Teresa Mosqueda: I'm very thrilled to be in this race for King County Council. I think I have not only proven that I'm an effective legislator at the council level, but that I know how to center folks who have been left out of policy conversations in the room, but more importantly - follow the lead of those who've experienced the injustices over the years. We have been able to move historic, monumental, national-headline-grabbing policies within the City of Seattle in my now going into six years in Seattle City Council. And it has been done, I believe, in a collaborative way, in a way that has made transformational change, and in a way that I think has always centered - been centered on my progressive commitments to investing in working families, folks of color, and the LGBTQ community, workers to ensure that there's greater opportunity and prosperity. And creating housing and stability - that is something that is good for our entire community. I do this work because it's all about how we create healthy communities. You have to have investments in good living wage jobs and housing stability and opportunity education to have self-determination and control over your own life and your own decisions. And I think through public policy, through investments with public resources, we can create greater opportunity across our county. I am excited, as well, to be coming to this race as a woman, as a Latina, as a Chicana - poised to be the first Latina ever elected to King County Council. And with a King County population that is made up of half people of color and a quarter immigrant and refugee, it is critical that we have more voices with folks who have the lived experience coming from communities of color serving in these positions. I think that's why I've been able to effectively and efficiently move policy through so quickly - because I have put at the front of the line many of the community members who are often left out of policy discussions. I hope to bring in my commitment to working with folks who are workers, women, folks of color, members of the LGBTQ community to hear more about what we can do at King County Council. I know I have big shoes to step into with Councilmember McDermott and his commitment to public health, working with the LGBTQ community, his tenure in the State Legislature - and I'm also excited to add to that and serve our broader region and our growing needs. [00:35:59] Crystal Fincher: Thank you so much, Councilmember Mosqueda, for spending this time with us today and having this conversation. Sincerely appreciate it, and we'll certainly be following your campaign eagerly over the next several months. Thank you. [00:36:13] Teresa Mosqueda: Thank you so much - I appreciate it. [00:36:15] Crystal Fincher: Thank you for listening to Hacks & Wonks, which is co-produced by Shannon Cheng and Bryce Cannatelli. You can follow Hacks & Wonks on Twitter @HacksWonks. You can catch Hacks & Wonks on iTunes, Spotify, or wherever you get your podcasts - just type "Hacks and Wonks" into the search bar. Be sure to subscribe to the podcast to get the full versions of our Friday almost-live shows and our midweek show delivered to your podcast feed. If you like us, leave a review wherever you listen. You can also get a full transcript of this episode and links to the resources referenced in the show at officialhacksandwonks.com and in the episode notes. Thanks for tuning in - talk to you next time.

Katie Spadoro | Riderflex - Recruiting & Sourcing Katie Spadoro works as a Founder & Chief Executive Officer & Small Business HR Specialist at CYB Human Resources, which is a Business Services company with an estimated 5 employees; and was founded in 2015. They are part of the Human Resources team within the Human Resources Department, and their management level is C-Level. Katie graduated from Rutgers and is currently based in Denver, United States. CYB Human Resources is an HR and management consulting company, which means we're here to help you structure the back end of your company to keep you compliant with current regulations and avoid liability. Our business is built on trust and relationships. We offer one-to-one consultations and support, which enables us to get to know you and your business in order to offer realistic recommendations that will make a significant and lasting impact on your office. Put simply, at CYB Human Resources, we help you Cover Your Bases Meet CYB Human Resources: https://cybhumanresources.com/ Watch the Full Interview: https://youtu.be/4TxOI16jt2Q Get your copy of "The Riderflex Guide: Inspiring & Hiring." It contains 30+ years of experience in entrepreneurship and executive leadership. Managers don't always have all the answers. This guide can help with some of the most basic but sought-after answers. Get your copy of "The Riderflex Guide: Inspiring & Hiring" - https://amzn.to/3N16Y4M     On the Riderflex podcast, CEO Steve Urban interviews some of the most successful entrepreneurs, CEOs, and business leaders. Hear them tell the "REAL" stories of what it's like to start and lead businesses.  Riderflex is a national, Colorado-based, premier headhunter, RPO, and employment agency; recruits and searches the top talent for staffing your teams. Top Executive Recruiting Firm - https://riderflex.com/ #entrepreneur #humanresources #managementdevelopment #theriderflexguide #theriderflexpodcast #podcast #interview #entrepreneur #BestColoradoRecruitingFirm #BestExecutiveRecruitingFirm #headhunter #staffingfirm #Denver #Colorado Podcast sponsor: Marketing 360 is the #1 platform for small businesses, and it's everything you need to grow your business. marketing360.com/riderflex  --- Support this podcast: https://podcasters.spotify.com/pod/show/riderflex/support

Born in Roseville, CA Shauna Pompei grew up in a house with a mother who dreamt of becoming an opera singer. The house was always full of music, mostly easy listening and movie soundtracks played on the family's living room console. Shauna's mother could be heard singing in their house regularly. When The Beach Boys and The Beatles hit, Shauna found herself and her music.Like a number of women that went on to head up departments at MTS, Inc, Shauna was sent to Tower's small corporate offices by a temp agency and was interviewed by Tony Valerio. Shauna remembers it well or at least what Tony was wearing; green shades, a white silk shirt with red polka dots, red plaid pants, white shoes and a white belt. Her first job was in the accounting department balancing statements for the indie labels Tower did business with.Shauna eventually moved over to the Payroll department after an interview with Bud Martin. At the time the department was only five people and they handled Payroll, Benefits and fielding calls from the Employee Complaint line. It was after a particularly ridiculous action by a manager to an employee and the rapid growth of the company. Shauna strongly suggested to Bud Martin and Stan Goman about breaking off into a separate Human Resources department to handle the volume of issues in the stores. Ginny Danielson was the first Manager of the Human Resources Department and Shauna took over when she left. In this episode Shauna talks about the various ways her department went about trying to keep the stores compliant, innovative ways to train managers that ended up in the New York Times, successes her department and Tower in general had in the area of HR, having to manage the art at the Main office as harassment free workplaces became integral to the 1990's, her first concert in 1969 and the status of the 2500 DelMonte Street offices currently.Join us for a fascinating insight into the inner workings of Tower Records Human Resources and the person who headed up the department the longest, Shauna Pompei.

How can a dairy operation uplevel their human resources department to go beyond payroll and compliance? Michelle Shambeau, human resources manager at Ebert Enterprises in Algoma, Wis., talks about culture, onboarding, implementing employee reviews and the foundational steps she took to formalize an HR department that serves 160 employees across the Ebert's dairy and other diversified meat and food businesses. What you'll learn: - 3 critical steps to formalizing HR functions - How to get employee buy-in to change - Onboarding, reviews and training - What Michelle learned from spending 2 months in Guatemala This episode is sponsored by Nicolet National Bank. If you are looking to Uplevel your banking relationship with a lender who understands dairy and farming, Nicolet is here for you. With their team of 15 bankers serving Wisconsin, Minnesota and Upper Michigan, Nicolet specializes in sitting down at the table with dairy, crop and livestock farmers to position their businesses for a legacy of success. Real people, real conversations. That's what you can expect from the Nicolet ag lending team. www.NicoletBank.com Head to UplevelDairy.com to read the blog and join the Uplevel Dairy email list to receive new podcasts, blogs, and offers from Uplevel Dairy in your inbox. To listen to more episodes, head over to Apple Podcasts or Spotify. Don't forget to rate and review! Connect with Peggy: peggy@upleveldairy.com Follow Uplevel Dairy on Facebook, Instagram, and LinkedIn

Human Resources Director Crystal Ritchie joins Mayor Simison to talk about the City of Meridian's HR Department. For more information about the Human Resources Department, please visit https://meridiancity.org/hr.Current employment opportunities at the City of Meridian may be found here: https://meridiancity.org/jobs.Questions about the podcast? Email communications@meridiancity.org. Hosted on Acast. See acast.com/privacy for more information.

Bret Keisling is joined by Samantha "Sam" O'Neill, Chief Culture Officer at Cirtronics Corp. [www.cirtronics.com], who discusses how employee ownership impacts human resources and management decisions, how Cirtronics engages and motivates, and how EO builds camaraderie, job satisfaction, and wealth. Sam also oversees the Human Resources Department and The Learning Center at Cirtronics, which is responsible for onboarding, continuing education, and tracking employees' success during the first several years in a position. She shares the company's approach to succession planning, which extends beyond the C-suite to key positions throughout the company. Further show notes, and all of our past episodes, are available on our website at https://www.theesoppodcast.com/post/221-esops-through-the-hr-lens

While the names have evolved, the functions of HR have also evolved over the years.  It is not longer just a place for on-boarding and termination and salary documentation. This episode of The Teamwork Advantage focuses on how today's incarnation of the Human Resources Department can help both team leaders and employees.Lisa Cardinal talks with us about the roles within HR and how people, and employees, have changed in recent years. She talks about the advent of hybrid work forces and what is being done to keep business leaders abreast of trends in the workforce today.

Brooke VelasquezAn industry leader in direct placement recruiting - Your Silver lining to find top talent!Call or email me for more info or to start your search today! 858-243-6104brooke@brightskyrecruiting.comAddress:9921 Carmel Mountain Rd., #246San Diego, CA 92129We have over 18 years of Talent Acquisition experience and hundreds of satisfied clients.  With a tested and tailored process for each client, we are experts in connecting the right people with the right company!  Our team utilizes a number of different resources to source and recruit the ideal candidate for each position.  We know how important it is to fill a vacant position quickly so you can depend on us to be responsive throughout the entire process; from initial screening to interviewing and hiring, we are with you every step of the way! Hiring ManagersWorking with committed clients for over 18 years has allowed us to build a large network of candidates. These candidates know that when we call, the opportunity is a serious opportunity that fits with their goals.- Our process is focused on only sending qualified, well screened candidates that match with your unique search profile.- This search profile is formed by working with you, the individual hiring manager or your Human Resources Department, to not only understand your higher level needs, but also the micro skills, company culture, and desired personality fit.CandidatesKnow that someone is looking out for your best interests!  You can rest assured that when we discuss a role, the company is as well-vetted as the candidates.  You will always receive tangible feedback to improve your interviewing skills.  We will never leave you in the dark!

This week's special guest on Trapital is entertainment lawyer Karl Fowlkes. As part of his own The Fowlkes Firm, Karl represents entertainers across many domains — from music to sports to media, including hip-hop's rising star, Blxst. He pulled double duty, not only appearing on the podcast, but guest-writing for the newsletter about the need for the artist contract to evolve.In particular, Karl predicts shared equity between not only artists and record labels, but also with other parties like distributors or fintech companies. The days of record labels having 100-percent ownership of an artists' masters could slowly be phased out over the next decade in favor of a split much more friendly toward the artist.Karl also has advice for an artist, or any content creator for that matter, signing a new contract — LOMO. The acronym stands for length, obligation, money, and ownership. These are the top-line items creators should prioritize when inking deals, according to Karl. Karl has a ton more insights into how artists and creators can maximize their long term value, plus how deals will change in the near and distant future. Here's everything we covered during our interview:[4:13] The Future Of The Artist Deal[5:50] Changes With Major Record Labels[7:36] Will Record Labels Exist In 10-20 Years?[11:20] Artists Wanting A Partnership, Not Signing [15:50] Karl's Advice To All Content Creators Signing Contracts[19:18] The Issue With Music Royalties[22:42] The Hip-Hop “Middle Class”[24:47] Building EVGLE Brand Alongside Blxst[25:08] Blxst Partnership Status With “Major” LabelsListen: Apple Podcasts | Spotify | SoundCloud | Stitcher | Overcast | Amazon | Google Podcasts | Pocket Casts | RSSHost: Dan Runcie, @RuncieDan, trapital.coGuest: Karl Fowlkes, @esqfowlkes, Fowlkes FirmEnjoy this podcast? Rate and review the podcast here! ratethispodcast.com/trapital Trapital is home for the business of hip-hop. Gain the latest insights from hip-hop's biggest players by reading Trapital's free weekly memo. TRANSCRIPTION[00:00:00] Karl Fowlkes If you're making $20,000 to $30,000 a month off music. I mean, damn, that's pretty, you know, that's solid money. No, that's nothing to shirk off. And some of these people, if they were independent, they might not be the global superstars that they are, they might be a little bit more in control, they might have less obligations, and they might still be able to put out the music that they want to put out. And all that stuff sort of creates sort of a concoction of, man, and maybe I will be happier, maybe I wouldn't have to get fake teeth, get a bunch of gold chains. I wouldn't have to do that because I'm living a lifestyle that's conducive for long-term success. [00:00:38]  Dan Runcie Hey, welcome to The Trapital podcast. I'm your host and the founder of Trapital, Dan Runcie. This podcast is your place to gain insights from executives in music, media, entertainment, and more, who are taking hip-hop culture to the next level. [00:00:58] Dan Runcie Today's episode is all about the deals that artists sign. There are so many more options and ways that artists can level up and types of companies that they can partner with. It's no longer just the record labels. There's alternative finance options, their distribution platforms, and more. And I broke this down today with my friend and well-respected entertainment attorney, Karl Fowlkes. And he runs an entertainment practice called The Fowlkes Firm where he represents artists like Blxst, producers, entertainers, athletes, and more. [00:01:30]  Dan Runcie So I talked to Karl about his experience with this and what he sees as the future landscape. And Karl has this phrase that I think he needs to trademark, he has this phrase called LOMO, which is focused on the four key elements that artists should be focusing on when they're signing deals. The important thing about LOMO. And more broadly, this conversation is that this doesn't just apply to artists, look at all the different types of creators right now. There's so many deals that they're doing, there's so many opportunities from different companies that want to partner with them. And whenever those things happen, there are more and more contracts that aren't always set up in the easiest way for you to be able to understand and break this down. So we talked about that and where things are heading and how it really is shifting to a place where artists aren't just giving the keys to a big corporation to handle everything. Let's have them, build the businesses around themselves, partner with the different companies to fill in the different roles you need, and build up from there. This was a great conversation. I think it's really insightful for all the creators out there. So I hope you enjoy it. Here's my chat with Karl Fowlkes. All right, today, we got Karl Fowlkes with us who's back on the podcast from The Fowlkes Firm, you represent Blxst and a bunch of other artists. But we're here to talk about this guest piece that you wrote for Trapital, a really great piece about the future of the artists deal. So let's start at the top. Why did you want to write this piece?[00:02:56] Karl Fowlkes  I think right now, you know, historically, there's, there's been a few players. And those few players are really just record labels. So it kind of pigeonholes what the what the deal is going to look like, you know, now, there's so many different players out there. Technologies is infused all through the music industry. So there's, you know, there's distributors, there's advanced companies, right, they're just trying to like, you know, model what they can give you based on streaming algorithms, you know, companies like beatBread, for example. And then you still got those major labels, they're sort of offering a lot of those services. So the landscape is so different, I think, because there's so many different parties and so many different solutions. I think the deal has to change with the times that we're in. And oftentimes, you know, what I'm seeing, you know, I'm not seeing, you know, those changed deal terms. And, you know, I just think it's something that we need to get ahead of.[00:03:48] Dan Runcie  Yeah. And I feel like now you're hearing more than ever, people talk about ownership artists, whether or not they may have enough behind it, want to make sure that they're owning everything when they're coming to try to negotiate contracts. Do you feel like that's shifted the landscape? I mean, I feel like it's definitely improved the conversation around it, but do you feel like that's actually having an impact on the deals that are being made?[00:04:13] Karl Fowlkes  Yeah, and it's been quite effective. You know, I think most people who are in my position, you know, doing deals on the attorney side are seeing contracts that, especially if there's any built-up leverage that almost exclusively, you know, have a license period, right? So instead of the full transfer of ownership or work-for-hire language I've seen in the past, I'm seeing a lot more 20-year licenses, 25-year licenses, 15-year licenses. So the artist is you know, almost exclusively, you want to get the masters back. Now some of the other top line terms might not be that different in terms of the royalty rate, or some, you know, the ancillary income. But you know, the ownership paradigm is definitely, definitely changing. And I think that's the unique thing about it today.[00:04:59] Dan Runcie  Yeah, because I feel like, especially with the major record labels is kind of two things happening, right? On one hand, you're streaming revenues are continuing to grow. And you have all these other revenue sources from outside of the digital streaming providers, whether that's with Peloton or Roblox and all these other partners that want a license deal. So while that's increasing, but on the other hand, more and more artists are not going to want to  just give up their masters in perpetuity. So the labels are also counteracting that piece of it. So I see them in a lot of ways, they're hoping that the revenue from all of these areas can offset the loss that's eventually going to come from the masters, because eventually you can earn money from the back catalog forever if the current artists are going to keep that back catalog, and the labels aren't going to be able to have it.[00:05:50] Karl Fowlkes  3,000%. So I think, I almost wonder why some of the record labels out there don't sort of take from their publishing counterparts, right? Because the co-pub deal is sort of set up as a joint ownership structure, 50-50, right? So the songwriter usually owns half the composition, and the publisher owns the other half of the composition. And, you know, when the term is up, the kind of, the songwriter can go do what they want with their 50%. And they can have, you know, whoever collects on it, and then you know, the record label can, sorry, the publisher can take their 50% and go collect on it as well. So it's a shared equity model. It's something that I think tends to work for better parties. I know, there's some mechanisms that are a little bit different, you know, as it relates to distribution of music versus collection of music. But I think that's sort of a precursor to, you know, maybe something we'll see, you know, happen over the next 10 to 20 years.[00:06:46] Dan Runcie  What do you think the next 10 to 20 years will look like? Because I often have this conversation with a lot of people, some people go to the extreme of being like, no record labels will be extinct by then. And I've never quite gotten to that perspective, just because the people still ignore the desire that people have to be the biggest star in the world and where they feel like they need to go in order to do that. But I do think that we'll likely see more of these shared equity or more of these flexible options because I feel like one of the things you highlight in the piece is that it's great that there's so many distributors and places that you can release your music, but it's still a pretty big difference where it's like, okay, you either got to give up everything, and we'll make you a superstar, or you try to do it your own. But it's still hard to get to that level without some additional support.[00:07:36] Karl Fowlkes Yeah, I think the next 10 to 20 years are going to be a very interesting time. And I don't think anything's going to be figured out in the next 10 to 20 years, just because I think there are so many different emerging business models, right? Like, I keep talking about these music tech companies, kind of coming in and offering using algorithms and, you know, formulas to sort of create an estimate on, you know, what your royalties could be, will make in the next three to four years. They'll give you a big advance, right, and now to reference beatBread, because, you know, I just saw they did that for a massive artist recently. And they're, they're not really they're not offering service or anything, we're just going to give you that funding element. And I think historically, if you look at startups, and you know, there's always been a lot of artists, our founders' conversation in the past five years, but when you look at a lot of startups, it's really hard to scale a business without capital. So capital is always going to be sort of the driving force on any decision I think you have to make in your business journey at a certain point. So I think what will happen is labels will realize I think the all-or-nothing approach of sort of either doing a license deal or completely owning the masters isn't really probably in anyone's best interest, including theirs. And I think we'll see more shared equity, right, and more investing in artists, you know, being in business with an artist forever, like in a tasteful way, right? Like, owning 20% of somebody's master for perpetuity seems a lot better than owning 100% of someone's, you know, master in perpetuity, right. There's, there's like a natural, if you're an artist, you might be able to live with that, hey, this person gave me a million dollars. They have different access, resources, and funding opportunities throughout and they have a history of helping artists, you know, why don't I, we can we could share this thing forever, but you know, I'll be in control. I think that makes a lot more sense.[00:09:32] Dan Runcie  Yeah. And what I think it does is it itemizes how to look at the value add that you're either getting from a record label or from another type of partner, right? Because at its core, a record label deal is very similar to a private equity model. I know a lot of people make the venture capital comparison. But I think it's a bit more like private equity or even more so an M&A deal where you are essentially selling yourself as the business, at least to the recorded music business of what you're doing, to this company. And then in return, they are paying you for the services, and they're obviously going to try to maximize it as much as they can with everything they offer, from marketing to promotion to all the other services that you can essentially get counsel advice, so on. But I think the shift and what we're seeing a lot more artists do, more so I'd say on the independent side, I think we'll see some of the bigger artists do it, too, they want to create the business, they want to be the one that is doing the actual tasks, and how can they have, you know, things set up around them in order to do that. And it's something we see with all creatives to some extent, right? I feel like some people are always going to, maybe they want to gravitate more towards the business side of things, maybe they want to gravitate more towards the art that they actually do need to make. But still, if you're going to take the business side of it, then yeah, there is likely going to be a company you go to for marketing support, there's going to be a company you go to for PR or for distribution or for those things. And if you do it that way, then you're likely going to have a better approach about how you're making deals. And I feel like this is one of the key things that, like, you and I've been talking about for years now, just in terms of like how these things get set up, and how these things should be set up, especially for the artists that are willing to put in the work.[00:11:20] Karl Fowlkes  Yeah, I think what artists and their teams, too, are realizing are, you know, they're still doing a ton of work, even after they signed to the record label, right. And I think some of those things, historically, that we may be thought or attributed to regularly, but whether it's right or wrong, are things that in this generation, you know, teams, managers, other team members on that direct artists' team are being tasked with, and, and they're executing, you know, to some extent, right? We're seeing TikTok campaigns being launched. And then that being the driving force of, of an artist being signed to a multimillion-dollar license deal, right, because that artists and their team leverage, you know, that music technology to create some moment, momentum and drive the price of that deal up. We're seeing a lot of that. So I think all that's making artists and their teams do is say, hey, if we're going to do a lot of the strategy and, and work to get signed, maybe signing doesn't necessarily make sense, maybe we're looking for, for something else, maybe it's not traditional, we signed to you model. It's like, let's partner, I need you for a few things. The rest we can take care of, we need some funding, and you know, we need some support on you know, a radio, we need some money, some of your tools that you might have and your staffing, but you know, eventually, we think we'll be able to do that stuff down the line. I think that's kind of the fut ure more and more sort of artists' companies. And you see some of these catalogs, you're like, yeah, that's like, that's, you know, that's a mini-company. You know, I know, we talked, we saw Justin Timberlake's catalog sold for, I believe, roughly $100 million. But you think about companies that could sell for $100 million, like, they have more than, like, two employees, where it's actually a company. Like, there's people driving marketing campaigns, there's the Human Resources Department, there's, you know, so I always think it's funny, because when you actually look at the valuation of the IP, and what something is actually making year over year, and, you know, that's like, that's a pretty sizable company, that that's probably not staffed correctly. I think that's probably what we'll see in the future is, hopefully, these companies and they can get staffed correctly.[00:13:35] Dan Runcie  And it makes you also think about, okay, let's take the Justin Timberlake example, obviously, someone that had a very successful and still has had a very successful solo career. But how much more value could there have been if he had created things in the way that, you know, we're talking about here? Obviously, there's a trade-off there, because I do think he's clearly someone that benefited more than the average person for a number of reasons from the major record label system and the broader media system that we're in. But yeah, $100 million, like, you think about a startup that is reaching $100 billion, you already have the idea of how big that startup is, what's that startup's trajectory looks like. And obviously, this is a little bit different because it's based on that recurring revenue stream. But still, I mean, it's huge,[00:14:22] Karl Fowlkes  Right? And I think like it's when we talk about sales and you know, when a company has to do get due diligence done on them, right so you look under the hood and you know, you're trying to see what that company actually owns. Do they even own the rights? Do they own the pub rights? Do they own the likeness? Do they own the trademarks, right? But if a company, for an artist, you know, driven company It doesn't have to be one artist. I think, you know, obviously, there's going to be a lot more collective and smarter labels, I think, in the future that are successful and, you know, running this model. But, you know, if you do due diligence on a company, and they do own all the IP, they do own all the trademarks, they do own the pub, and they do own the record, and there's employees in place, and there's procedures in place, and there's a history and books to sort of show what's happening over the past 5 to 10 years, you know, you're right, like, you know, these, these evaluations are probably being done on just raw numbers. But if you were to factor in some of this other stuff, it's like, man, this is like a, this is a well-oiled machine, this might be worth a little bit more.[00:15:22] Dan Runcie  Yeah, for sure. And I feel like once we were able to get there, a lot of it is focused on the type of deals, people can make and how specific they're getting about these. And you have been pushing and promoting this acronym about how artists, and I think this even extends beyond artists, how anyone that is creating content or making any type of deal should be looking at things. So what's the advice there that you give for that? And what are the elements to look out for?[00:15:50]  Karl Fowlkes  Yeah, yeah, you know, a strategy I've sort of been using and I created, I believe it was about a year and a half ago in talking to a few clients was, you know, length, obligation, money, and ownership. And those four key things are sort of the top line things you need to worry about when you're forming a contract. And also, I like to think about, you know, clients and people I'm talking to, when I'm discussing LOMO, just prioritizing those things, right? Because you're not going to have, you're not going to have the perfect deal where you have a short term, you get, you get a lot of money, your obligations low, and you get to own everything. That's just not, that's just not realistic. But what I do think is realistic is, you know, putting together a strategy that you can sort of, you know, put those things in order and you know, 5, 6, 7 years down the line, be happy with whatever sort of business you set up for yourself because you knew what you were getting into. You knew what your priorities were and you knew what you were signing. So I think those four top line terms: length, obligation, money, and ownership are the driving force of, they're for sure the backbone of every contract, and for better or worse, I think those terms have decided whether an artist is going to be on Twitter in five years, talking about how they hate their contract, or they're going to be, you know, being able to sell their catalog for $50 to $100 million in 10 years, right? So I think LOMO is really important, and they'll help you sort of prioritize your needs if you are an artist. And again, that's not just for the artists, that's for the artists' team. That's where these collectives that are coming up, I think those are probably will be the ones enforcing that strategy. But you know, LOMO is very, it's very useful, I think.[00:17:35] Dan Runcie You got LOMO trademarked?[00:17:37] Karl Fowlkes I haven't gotten LOMO trademark, man, that's crazy. Maybe after this episode.[00:17:42] Dan Runcie  I mean, I feel like you got it, I mean, because that's so many of these things, right? How do you, like, simplify things to just make it clear and take away so much of the legalese that I think is in there, and many times as a tactic itself to confuse artists?[00:18:00] Karl Fowlkes  Yeah, I mean, and again, like some of the legal, you hire an attorney to do the hard legal work, right? That's like the job of, you know, when people are generally saying artists, you need to understand your deals, we're not saying you need to become an attorney overnight because you still need an attorney, you need someone who's, that's someone else's job. Your job is to sort of run your company, you know, have a little bit of insight on some of these objectives and stuff that you're building. But you should really have a key indicator of those top line terms, that's what you really need to know. You're not going to know what the indemnification clause is, or you're not going to get into the warranties and representation. That's not the best use of your time. But you should know how long the contract is. You should know how much money, how much royalty you're going to get, or how the royalties are even paid out. You should know what you're required to do. You know, all those good things are the core of a contract. And I think that artists need to focus less on some of the nitty-gritty of the contract. You're not going to read too much legalese in a contract. But you know, those four things will help you sort of, you know, understand what you're signing.[00:19:03] Dan Runcie  Yeah, I agree. And you mentioned earlier about the artists that are going to be on Twitter complaining about their deal. Is there an area of LOMO that you think they're most likely to complain about or have an issue about?[00:19:18] Karl Fowlkes  Oh, yeah, that's a really good question. I think oftentimes, it's a combination of usually two things, but I think it's the maybe the way royalties are paid out. I think once you really understand recoupment, you know, it's not like a net profit. It's not like an off top thing, and what I mean by that is, if you're recouping at the royalty rate, I mean, If you have a 20% royalty rate, you got to make five times, you know, to recoup, right, to get even, right? because, you know, you're, if a dollar of money is generated, only 20 cents of that dollar is counting toward, you know, paying back the label, right? So you got to make five, you got to make 25 times over. I think that's the part that really rubs people the wrong way, right? Just because if it was a net profit situation, or an off top, right, you know, all costs go toward recoupment,, and then you get 80. And I get 20. and still be bad, but it'd be a little better, it'd be, it'd be a little less bad. So I think it's that part of the money that really, really gets people upset, because I'm not even sure that, you know, these companies really don't have to do that. Like, that is just, and I'm not, I'm not in the business of, I don't care. Like, that's just stupid. That's a bad business model. I think that's the reason why a lot of disruptions happen, because that just so that's so one-sided.[00:20:36] Dan Runcie  Yeah, it makes me think of Meek Mill, when he had posted, at some point earlier this year, I don't know when I'm going to get paid, or I haven't gotten paid for this. And this is someone that, you know, could sell hundreds of thousands in his first week with, at least to do with Championships, or whatever the album was when he, llike, first came out of prison, but he still doesn't know, and he's also someone that runs a record label himself, or he has the joint venture with Roc Nation for his Dream Chasers. So it's like, even at that level, artists still don't know.[00:21:08] Karl Fowlkes Yeah, I mean, Benny The Butcher, definitely a favorite rapper of mine. But you know, I was listening to a Freestyle yesterday, he did, I think, with Charlie Sloth on London. And he said, these rappers, you know, they're doing 100k first week, but you know, he's still not recouped. And I always, that is interesting, right? Because, you know, we all care about these sorts of, these first week numbers, but, you know, how much money is it taking to get to those first week numbers? And, you know, still, you're still probably in a hole, depending on the advances you've got. Advances are good, but it's also a way for you to continue to be locked in that contract, right? Would you rather. have some people want that $5 million check. But you know, you lose leverage me the more money you take. That's just the reality of it.[00:21:56] Dan Runcie  Right. Yeah. I, I think that Benny, of course. And I think Griselda overall, they figured it out in a model that actually works for them. And I think Russ probably falls in this category as well, where it's like, okay, you know, we don't care about the first week numbers. We actually want to have a business that runs, right? So Griselda could sell $75 or $100 vinyls or, you know, butcher cleaves, or whatever it is, in order to, you know, have, like, high-end merch that people are going to want to buy. And I think for a lot of artists, yeah, there is at least a bit of a trade-off to some extent, like, do you care more about the revenue? Or do you care more about the fame and the accolades and the media and stuff? And I don't think that's as black and white for most artists as they think it is.[00:22:42] Karl Fowlkes   Yeah, because like, the real metrics that people should care about, you know, we're not in this all for money, but I think money and ownership, if you have those things, and you're building a model that sort of is conducive, and not just because you're doing shows all the time, like, you know, I'm not sure Russ passed pop out ar nightclubs, you know, just to pay his bills, I know for a fact he doesn't have to do that, right. And that sort of the flexibility and freedom that I think guys really want when they hop into the rap game. They want to be able to, you know, sit down sit by the Dame Dash Calls it that “by the pool money,” right? You know, I want to be able to put my feet up by the pool, have their residual income coming in, and you know, and really be a boss really be a CEO not have to perform in Shreveport, Louisiana, you know, at a nightclub to pay my bills because I'm not getting any money from my music. Streaming is not the best model yet, from a payout standpoint, but because of how often and consistently people are streaming music, it's still an effective way for you to get money, right? So I think, when Russ posts TuneCore statements, you know, that is, obviously not everyone's going to have that sort of consistency and hard work. But you know, a lot of that's real, I mean, if you have five, I always talk about that, that hip-hop, middle class that needs to emerge, and you need to be happy and we need to celebrate those people. And because if you're making $20,000 or $30,000 a month of music, damn, I mean you could talk, you know, that's solid money. No, that's nothing to shirk off. And some of these people, if they were independent, they might not be the global superstars that they are, they might be a little bit more in control, they might have less obligations, and they might still be able to put out the music that they want to put out. And all that stuff sort of creates sort of a concoction of, man, and maybe I will be happier, maybe I wouldn't have to get fake teeth and get a bunch of gold chains. I wouldn't have to do that because I'm living a lifestyle that's conducive for long-term success. So I think that I think that's really important, too. I mean, that's, that's kind of where I am. And that's not the sort of education that I'm putting out.[00:24:47] Dan Runcie And I feel like that's also how you're building the businesses that you have and what you're associated with, right? I look at what you and Vic and the team are building, with Blxst as well, and what you're building with Evgle, and I feel like this is exactly that. Like, you're building the company that structured around this. Can you talk a bit about how you all have things set up?[00:25:08] Karl Fowlkes Yeah, so Evgle is a company that I am an equity partner in. It's me, Victor Burnett, who was the president and is also Blxst's manager. And then you obviously have Blxst, who is the key cog, the creative genius, and really someone who's sort of, you know, been patient, and made this all possible. But, you know, the way we're set up is, you know, we were, we're a company, privately-owned, and we've been able to partner with entities in, you know, retain 100% ownership of IP, make sure we're getting, you know, some of that mail, that by the pool money at all times, and in putting ourselves in a position for us to, you know, not just build vertically, but horizontally. We're building out, you know, we have a full staff, you know, we have health care for everybody. We have office space, all those, all that fun stuff, that I think that, you know, isn't probably celebrated enough in building a company and particularly in hip-hop. So that's kind of how we're building. And I think long term,  we're empowering our artists and the people that come next, to do the same thing. It's not going to be, hey, you signed with Evgle, or we're taking your masters, and you're taking ownership and control of everything. That's, that's just not what we're doing. And, you know, I think Vic and Blxst in particular, are very, very cognizant of that. And so I think, I think we're trying to lead the way in that regard.[00:26:34] Dan Runcie  So is the plan to continue to build the company solely around the brand of Blxst himself as the creative or do you also want to bring on other artists, too?[00:26:46] Karl Fowlkes  Yeah, so we already signed another I'll call a multi-hyphenate, you know talent as well. He's an artist and producer. So we'll be rolling him out sometime later this summer, maybe early fall, then we have another producer signed on or partnered on, sometimes I use old terms, but partnered on the publishing side. So there are two other creatives already, you know, in-house, and I think the goal will be to get bigger, you know, as time goes by[00:27:14] Dan Runcie  And then in terms of Blxst specifically, what does his relationships look like with the major record label system and being able to amplify the work that he does?[00:27:25] Karl Fowlkes  Yeah, I mean, that's a great question. You know, we obviously have a public relationship with Red Bull Records, who's our partner on the record side, and it's been a super fruitful partnership. You know, Blxst has, you know, elevated his career. They've been really helpful in allowing Evgle to stay, you know, 100% independent, and building what we built. So, kudos to Red Bull. And those guys over there, in Red Bull's distributor, is The Orchard. So we do have a, I guess, major label tie, righ?. So you know, but that's really kind of, you know, I think all three of us, you know, Blxst is a multi-hyphenate to the truest extent ever, you know, he's, he can edit his own videos, he does his design work, he can produce his songs, he engineers it. You know, Vic, similar type of talent, you know,  he's, you know, he's, he's a merch guru, you know, great leader, great manager. And same with myself, obviously, I'm a lawyer, but, you know, as an operator, and someone who builds businesses on the sort of technical and admin side, you know, I love that part. So we're talking about three people who are multi-hyphenates. I think when you have people like that, you don't have to outsource as much throughout the different phases of growth. And we've been able to resist some of the pitfalls that other companies have had to go through because we've been able to scale to  2x to 5x by doing a lot of stuff in-house and I think I don't think that's going to change. And you know, our growth has been incremental and positive, you know, year after year and I think that's because we're taking the steps and we're not trying to build something really quickly.[00:29:11] Dan Runcie  Yeah, you're trying to build for the long haul, right? And if Blxst's someday going to have his triple-figure catalog sale, if he want ever wants that, that's going to be done by, you know, building step by step. You're building for the long term, even though I'm sure, right now, especially after the Kendrick feature, and he's just been blowing up especially I feel like for the past two years now, but I feel like especially the past, like, 12, 18 months, you've been seeing more and more, at least publicly, I feel like, it may seem like it, you know, things are going fast, but I feel like, you know, talking to you all, yeah, you know, this is a long game.[00:29:46] Karl Fowlkes  Yeah, it's a long game. And you also know, like, you know, behind the scenes, we've been aggressive, in know, diversifying our company profile and our portfolio and what we're trying to build, you know, outside of music. You know, I think all of us also realize the entertainment industry is also just a vehicle, to impact the world. So, you know, at some point, your vehicles change. And I think we're also we also realize that, you know, everything that we're building today, you know, has to be bigger than, bigger than just the industry that we that we exist in. That's just not, it wouldn't be fulfilling for for any of us. So, I think that's it, we're very cognizant of that.[00:30:23] Dan Runcie  That makes sense. That makes sense. Good stuff, man. I am excited to see not just more change in the industry, but obviously, I think you wrote this piece for a really timely reason. And we're gonna continue to see the impact of that. So yeah, if you're listening, definitely go check out The Future of the Artist Deal. It's up now on the Trapital website. And Karl, before we let you go, anything else that you want to plug? Or let the listeners know about now?  [00:30:50] Karl Fowlkes No, man. I mean, honestly, just keep your eyes out for everything we're doing at Evgle, I think there's going to be a lot of fun, disruptive stuff that we announced, and we do over the next couple of months to a year. And, you know, personally, you know, The Fowlkes Firm is growing as a disruptor in the law firm space. So, you know, look out for those two things. And, you know, I just challenge everyone to challenge the status quo. You know, that's, that's what we're all here for.[00:31:17] Dan Runcie That's the only way the industry grows, right? [00:31:19] Karl Fowlkes Yeah.[00:31:19] Dan Runcie  Exactly. I appreciate you, man. Thank you.[00:31:22] Karl Fowlkes All right.[00:31:24] Dan Runcie  If you enjoyed this podcast, go ahead and share it with a friend. Copy the link, text it to a friend, post it in your group chat, post it in your Slack groups, wherever you and your people talk, spread the word. That's how Trapital continues to grow and continues to reach the right people. And while you're at it, if you use Apple podcast, go ahead, rate the podcast. Give it a high rating and leave a review. Tell people why you liked the podcast. That helps more people discover the show. Thank you in advance. Talk to you next week. Advertising Inquiries: https://redcircle.com/brands

Our lives can become filled with anxiety, fear, and uncertainty and with little information on where to turn, we find ourselves struggling on our own. We know that this stress can have a profound effect on our health and the lives of those around us. Traumatic events can bring about an extreme stress disorder. Whether it be living through an earthquake, surviving childhood abuse, witnessing violent acts of terrorism or being a first responder to an accident, all of these can bring about PTSD. Post-traumatic Stress can seemingly creep into our lives when we least expect it. Take One Action Today To Build Your #Resiliency! Here are today's Tips For Building Resiliency and Celebrating PTSD Awareness Day: Treatment depends on the severity and persistence of symptoms. Support, debriefing, therapy, and medications have all been shown to be effective ways of managing PTSD. We do know that having the opportunity to share your feelings and memories with others who have also experienced similar tragedies can be helpful in processing and recovering from a trauma. The number one tip is: Don't Be Afraid To Reach Out For Support We must develop our supports as they can provide a protective barrier. Talk to friends and family about your fears. If they seem overwhelming contact your doctor or a counselor. Your workplace Human Resources Department or Employee Assistance Program may also be a valuable support. Remember, If you like today's wellness tips, let me know. You can leave me a review on amazon or through your #alexa app. For more information on coping with mental health issues, sign up for one of my on-line courses at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr

This episode is a special segment recorded at the Small Business Development Center at Indian River State College. In this segment, we featured two standout guests representing the FloridaMakes network. FloridaMakes focuses on results for small to medium-sized manufacturing companies. Their services are designed to help further the goals for profitability and productivity for these businesses. Depending on the needs and goals of the organization, which can include helping solve a specific manufacturing problem, increasing productivity, adopting best practices, determining how core capabilities might be used to enter a new market, or enhancing processes through appropriate advanced technology or training. Both Marcelo and Susan work in the Talent Development division which means that part of their job is to find solutions for workforce and talent problems facing manufacturers on the Treasure Coast and all throughout Florida. On this episode host Tom Kindred discusses the Employer of Choice program with Marcelo and Susan. As an employer you need to promote your organization as a desirable place to work – after all, recruiting and retaining talent is essential for growing your organization! The Manufacturing Employer of Choice program is conducted by a third-party consulting firm via a "no-cost” 40 question survey to determine how your company ranks among peer groups within the industry, in providing the elements necessary to be a great place to work. The survey instrument is completed by your company's Human Resources Department or Management Team that handles talent recruitment & selection, compensation & benefits and training & development functions. All participating manufacturers will receive a valuable benchmarking analytics report based on survey results. This year's winners will be recognized at the 2022 statewide MakeMore Manufacturing Summit on October 13 taking place in The GuideWell Innovation Center in Orlando. Become a part of this program and reap the benefits. It only takes 25-30 minutes of your time to apply! Apply Here: https://www.floridamakes.com/service-offerings/workforce-development/eoc     

How exactly does the Human Resources department support our workplace? We find out with Elysia Yardley.

Jeremy Diamond is from the United States, but he has been living in Japan for the last 15 years. He works in the Human Resources Department of a company called Sumitomo Rubber Industries, which makes tires, medical supplies and sports equipment. He mainly teaches English to employees who work at subsidiaries around the world, but he is also involved in various Diversity and Inclusion programs. He is married with two young boys (6 and 2). ...Oh, and according to friends, this one included, he might just be the nicest person on Earth! Find us, follow us, like us, and subscribe!Web: mikeyopp.comTwitter: @coffintalkpod IG: @coffintalkpodcastFB: coffintalkpodcastSupport the show Get full access to The Casual Casuist at mikeyopp.substack.com/subscribe

Merriam-Webster's Word of the Day for April 10, 2022 is: liaison • lee-AY-zahn • noun A liaison can mean "a person who helps organizations or groups to work together and provide information to each other" or "a close bond or connection." // She acts as a liaison between the mayor's office and city schools. // The Human Resources Department has a close liaison with employees. Examples: "It expects to have one staffer stationed in Duluth to begin with, who'll lead the preservation work here and also serve as a liaison to city councils and others." — editorial, The Duluth (Minnestoa) News-Tribune, 22 Feb. 2022 Did you know? If you took French in school, you might remember that liaison is the word for the phenomenon that causes a silent consonant at the end of one word to sound like it begins the next word when that word begins with a vowel, so that a phrase like beaux arts sounds like boh zahr. We can thank French for the origin of the term, as well. Liaison comes from Middle French lier, meaning "to bind or tie." Other English senses of liaison apply it to all kinds of bonds—from people who work to connect different groups to the kind of relationship sometimes entered into by two people who are attracted to one another.

Merriam-Webster's Word of the Day for April 10, 2022 is: liaison • lee-AY-zahn • noun A liaison can mean "a person who helps organizations or groups to work together and provide information to each other" or "a close bond or connection." // She acts as a liaison between the police department and city schools. // The Human Resources Department has a close liaison with employees. See the entry > Examples: "It expects to have one staffer stationed in Duluth to begin with, who'll lead the preservation work here and also serve as a liaison to city councils and others." — editorial, The Duluth (Minnestoa) News-Tribune, 22 Feb. 2022 Did you know? If you took French in school, you might remember that liaison is the word for the phenomenon that causes a silent consonant at the end of one word to sound like it begins the next word when that word begins with a vowel, so that a phrase like beaux arts sounds like boh zahr. We can thank French for the origin of the term, as well. Liaison comes from Middle French lier, meaning "to bind or tie." Other English senses of liaison apply it to all kinds of bonds—from people who work to connect different groups to the kind of relationship sometimes entered into by two people who are attracted to one another.

Representatives from the Clark County Deputy Sheriff's Guild met with County Manager Kathleen Otto and the county's representative from the Human Resources Department last week to discuss the staffing crisis at the Clark County Sheriff's Office. https://loom.ly/FmAq6nM #ClarkCountyWa #ClarkCountyCouncil #ClarkCountySheriffsOffice #CCSO #CountyManager #KathleenOtto #CountyChair #KarenDillBowerman #SgtBrianKessel #StaffingCrisis #LawEnforcement #SheriffChuckAtkins #VancouverWa #ClarkCountyNews #ClarkCountyToday

Nicole Pugh has volunteered with Mercy Ships since 2012. She serves as Assistant Manager in the Human Resources Department onboard our hospital ship, the Africa Mercy. 

Content advisory: Non-graphic mentions of sexual assault and predatory behavior; use of some terms that have been held as offensive toward cultures.   What is an ‘offense', and how can we arrive at a process that centers relationships and growth when emotionally disruptive types of communication emerge? In this conversation, Andy shares how using shadow work helped him to process a poorly structured workplace intervention, Lev shares the difficulties of arbitrating language and accusations, and together, they envision how harmony and understanding might come from misunderstandings.   snakesinthegardenpodcast@gmail.com

Today we sit down with Lauren. Lauren and her family have had to learn about mental health the hard way.  Unfortunately, that seems to be how many people tend to learn about caring for themselves. Today Lauren tells us her story of walking out this journey in her own family. Today's episode contains talk about depression, self-harm, and suicide. If you need help at any time please reach out to a trained professional. We recommend the National Alliance on Mental Illness Helpline at 1-800-950-6264. Your state mental health department and your Human Resources Department are also good places to start. As always, we are here to help in any way possible. Please reach out to us at https://www.destinationconnections.com/. 

Recent reports show consumer prices rose 6.2 percent year over year in October 2021. Adding pressure on employers to raise wages. It's the largest wealth fund increase in over 30 years. So how should Christian-led organizations address compensation practices? Well, listen in as I talk with a compensation expert that can help us get a good grasp on this important topic.  Today, we're going to look at Rewarding Compensation, the fifth of the eight drivers that can take the health of your workplace culture to the next level. Rewarding Compensation is all about providing tangible resources in return for the service your employees provide. My guest has so many wonderful stories and practical strategies that can speak to your own compensation plan and how it can strengthen your organization's workplace culture. With that, I want to welcome in my guest, Susan Byers, the founder of Church Compensation Services. Based in Dallas, Church Compensation Services specializes in developing compensation programs utilizing the most relevant, reliable, and robust compensation data available for large and growing churches, and this publication is called the MegaChurch Compensation Report. Prior to founding Church Compensation Services, Susan served in the Human Resources Department of a large health care organization as the Compensation and Benefits Director. Susan, I'm so glad you can join us here as part of our new, going series on “The Eight Ways to Build a Flourishing Workplace Culture.” Find full show notes here: https://bit.ly/susanbyerscompensationplan Share the love. If you enjoyed this episode, please rate it on Apple Podcasts and write a brief review. https://podcasts.apple.com/us/podcast/the-flourishing-culture-podcast/id1060724960?mt=2  By doing so, you will help spread our podcast to more listeners, and thereby help more Christian workplaces learn to build flourishing cultures. Follow our Host, Al Lopus, on Twitter https://twitter.com/allopus Follow our Host, Al Lopus, on LinkedIn https://www.linkedin.com/in/allopus/ Email our host at info@bcwinstitute.org 

This month, we sit down with Elaine Johnson, our Human Resources Director, and Penny Reed, our Human Resources Analyst, to discuss what makes Gloucester County, Virginia Government such a good place to work. This episode discusses the rich employment benefits, current opportunities, and what makes the Gloucester County Team so special.To learn about current job opportunities with Gloucester County Government, visit https://www.gloucesterva.info/347/Job-Opportunities. For other information, including a full list of benefits, visit the Human Resources Department page at https://www.gloucesterva.info/316/Human-Resources. 

What's currently Trending in Peoria Unified? Retaining the Best Teachers Possible! This is the time of year our Human Resources Department begins to recruit teachers for the next school year. Today, I am joined by Nina Buckley, our Lead Instructional Coach, who is leading the efforts to modernize our workforce. Nina supports all of our new teachers and we are so glad to have her here to discuss the ways in which Peoria Unified teachers are supported. I am also joined by Megan Cox, teacher at Coyote Hills, who for the last 3 years has had students with the highest math scores in the district. She shares her strategy for supporting her 8th graders along their educational journey.

Rod and Karen recap The Walking Dead. Twitter: @rodimusprime @SayDatAgain @TBGWT Instagram: @TheBlackGuyWhoTips Email: theblackguywhotips@gmail.com Blog: www.theblackguywhotips.com Teepublic Store Voice Mail: 704-557-0186 Live Show Tickets

Next on #3UNIQUES is Danielle Mitchell, Senior Director, Indigenous Cultural Safety & Partnership in the Human Resources Department at the BC Provincial Health Services Authority. Danielle is passionate about serving and advocating for her Indigenous community. She is a leader within her organization which is delivering advanced health care to all areas of the British Columbia in Canada. She is especially focused on ensuring the workplace is setting strategies and policies that create equity, diversity, inclusiveness and belonging for BIPOC people.  Danielle permitted us a glimpse into her personal life as well, by sharing the incredible family support structure she has available to her and how they inspire her everyday with their culture, community and belonging. You can learn more about Danielle Mitchell here. And you can follow #3UNIQUES here.

Join City Manager Stefan Chatwin as he sits down with Maria Zelonis to discuss the City's Human Resources Department. Learn more about how the department adjusted to operating during Covid-19, how to apply for a job with the City of Fairfield, and what the City looks for in potential employees. Find out about all this and more on the latest episode of Talk Around Town!

Raushawna Price, known as the Giver of Awesomeness, is an Author, Coach, Speaker, and Radio Personality. She is a fierce advocate for those who have experienced bullying. Her systematic and supportive approach to deep, personal exploration helps individuals identify the source of hurt, recover from the trauma, and build confidence. Raushawna has a passion for helping people understand why bullies come in to their lives and the lessons learned when they leave. Her popular iHeartRadio™ show, “Awesomeness In Action”, is a powerful platform for people to share their personal stories of overcoming adversity and changing negativity in to awesomeness. Raushawna is the former Senior Director for Talent Acquisition, a part of the Human Resources Department, for the 15th largest public-school system in the country. Her experiences have provided the opportunity to work with renowned leaders from various organizations such as: Shaw University, World Overcomers Christian Church, Prince Chapel A.M.E. Church, Renaissance West Community Initiative, General Mills, Inc, Rolls-Royce, Wake County Public Schools, Education Pioneers: Emerging Human Capital Leaders Initiative, and more. She has also been a featured speaker with OneWoman™ Fearless Women's Summit and Academy. Raushawna holds a Bachelor's and Master's degree in Industrial and Systems Engineering from North Carolina Agricultural and Technical State University and Purdue University, respectively. She holds a Master's Degree in Education Leadership from the Broad Center. She resides in the York County, South Carolina area with her husband, two beautiful children, and dog, Frankie. She is a lover of superhero movies and CrossFit workouts! #raushawnaprice #sherrygideons #highvibenation You can find Raushawna Price on the web: raushawnaprice.com | eyriesuccess.com JOIN my Private FB Group - giverofawesomeness.org Follow High Vibe Nation on Social Media: Facebook: https://facebook.com/thehighvibenation Instagram: https://instagram.com/thehighvibenation Youtube: https://www.youtube.com/channel/UCUH5fG6ZBWCmDoPlRCtkDwQ To Your Success Sherry Gideons The High Vibe Nation www.thehighvibenation.com The High Vibe Nation Movement www.thehighvibenationmovement.com Wednesday, 3/3/2021 @ 5:00 pm MST - Watch in HD www.TheHighVibeNation.com and get the replay. #TheHighVibeNationLiveShow #TheHighVibeNation #TheHighVibeNationMovement #PositiveTvNetwork #PositiveMedia #Highvibes --- Support this podcast: https://anchor.fm/thehighvibenation/support

Peter van Onselen joined Jonesy & Amanda to chat about Brittany Higgins' alleged sexual assault.See omnystudio.com/listener for privacy information.

While knowing how to start an HR department from scratch is not the easiest thing on earth to do, it can be if you have a proper checklist in place. Join "The Shark CFO" Vidal Espinosa as he starts how to start an HR Department that will help you business thrive. Join our Spanish Entrepreneur community today: https://www.facebook.com/groups/haciendonegocioeneu Follow us on Instagram: http://instagram.com/invictusadvisorsusa Follow us on Twitter: https://twitter.com/InvictusAdvisor Follow us on Facebook: https://www.facebook.com/InvictusAdvisorsUSA/ Schedule your 15 minutes to talk with The Shark CFO at https://invictus-advisors.com/shark #humanresources #B2B #BizTips #business #BusinessOwner #entrepreneurs #Entrepreneurship

Raushawna Price, known as the Giver of Awesomeness, is an Author, Coach, speaker, and radio personality. She is a fierce advocate for those who have experienced bullying. Her systematic and supportive approach to deep, personal exploration helps individuals identify the source of hurt, recover from the trauma,  and build confidence. Raushawna has a passion for helping people understand why bullies come into their lives and the lessons learned when they leave. Her popular iHeartRadioTM show, "AWESOMENESS IN ACTION", is a powerful platform for people to share their personal stories of overcoming adversity and changing negativity into awesomeness.  Raushawna is the former Senior Director for Talent Acquisition, a part of the Human Resources Department, for the 15th largest public school system in the country. Her experiences have provided the opportunity to work with renowned leaders from various organizations such as Shaw University, World Overcomers Christian Church, Prince Chapel A.M.E. Church, Renaissance West Community Initiative, General Mills, Inc. Rolls-Royce, Wake Count Public Schools, Education Pioneers: Emerging Human Capital Leaders Initiative and many more. She has also been a featured speaker with OneWomanTM Fearless Women's Summit and Academy.   Raushawna Price holds a Bachelor's and Masters degree in Industrial and Systems Engineering from North Carolina Agricultural and Technical State University and Purdue University, respectively. She also holds a Masters Degree in Education Leadership. In this interview, Raushawna explains how her degree in industrial engineering has shaped how she runs her LLC today. All parts of the system are working together for the best.