Podcasts about Navient

In this episode, we're excited to welcome Tricia Shields, Chief Human Resource Officer at Navient, as our guest. Tricia shares her extensive experience in HR technology transformation, walking us through Navient's journey from paper-based processes to automation and digitization. This episode provides actionable insights for any organization looking to streamline HR operations. Episode Highlights: • Readiness Assessment: How to evaluate if your organization is prepared for HR digital transformation. • Paper to Digital: Practical steps for converting paper-based processes into efficient digital systems. • Core Implementation Strategies: Implementing document retention, data security, and building a centralized content repository. • Leveraging Existing Tech: Maximizing platforms like OnBase, ADP Workforce, and other vendor tools for automation and electronic forms. • Actionable Advice: Tips for organizations at every stage of their HR tech journey, whether starting from scratch or optimizing current processes.   Helpful Resources Contact Your Host, Jim Morgan About MRA Get HR assistance however, wherever, and whenever you need it. Plan your organization's strategies for growth. Find, develop, and retain the right people to build a high-performing workforce.    

Ralph welcomes Middle East expert and executive VP of the Quincy Institute for Responsible Statecraft, Trita Parsi, to fill us in on the consequences of Israel boobytrapping pagers and walkie-talkies in Lebanon and how those tactics have the potential to blow back on us in the United States. Then we welcome back surgeon and humanitarian, Dr. Feroze Sidhwa, who has worked in Gaza during the Israeli assault, to update us on his efforts to get the Biden Administration to convince Israel to stop the killing. Trita Parsi is the executive vice president of the Quincy Institute for Responsible Statecraft, and the co-founder and former President of the National Iranian American Council. He is an expert on US-Iranian relations, Iranian foreign policy, and the geopolitics of the Middle East, and has worked for the Swedish Permanent Mission to the UN, where he served in the Security Council, handling the affairs of Afghanistan, Iraq, Tajikistan, and Western Sahara, and in the General Assembly's Third Committee, addressing human rights in Iran, Afghanistan, Myanmar, and Iraq. He has authored three books on US foreign policy in the Middle East, with a particular focus on Iran and Israel— Treacherous Alliance: The Secret Dealings of Iran, Israel and the United States, A Single Roll of the Dice – Obama's Diplomacy with Iran, and Losing an Enemy: Obama, Iran and the Triumph of Diplomacy.We're in a very sad situation in which we have a president who has been sitting on the front lines of American foreign policy for one-fifth of America's history, who thinks that he knows everything best, and clearly doesn't seem to be listening to anyone. And there's plenty of discontent inside the Biden administration itself—and people appear to have just given up and are waiting for the elections—but there's no clear signs yet that there won't necessarily be much of a change even after that.Trita ParsiLet's first remember that if any other entity had done this to Israel—or to us—we would not have hesitated for a second. We would have called it an act of terrorism, and we would have called it an act of war.Trita ParsiDr. Feroze Sidhwa is a trauma and critical care surgeon as well as a Northern California Veterans Affairs general surgeon, and he is Associate Professor of Surgery at the California Northstate University College of Medicine. Dr. Sidhwa served at the European Hospital in Khan Younis in March and April of this year, and he has done prior humanitarian work in Haiti, the West Bank, Ukraine, and Zimbabwe. Dr. Sidhwa and 45 other American doctors and nurses who have served in Gaza recently sent a letter exhorting President Biden, VP Harris, and First Lady Dr. Jill Biden to effect an immediate ceasefire.It's hard to appreciate, but really literally everything in Gaza that makes a place a society has been destroyed. I think of it in three levels— at the very base is agriculture, food production, and housing, at the level above that is healthcare, and at the level above that is things that are for a higher level of society, education, arts, industry, whatever. That top level is gone. Literally every university in Gaza has been obliterated, physically destroyed…The hospital system is almost completely useless right now…the functionality of the hospitals is very little more than a four walled space in which people can walk into and ask for a doctor to put bandages on them. And then even the lowest level…something like 85 or 90 % of the water sanitation and hygiene infrastructure in Gaza has been destroyed.Dr. Feroze SidhwaThis is just outrageous. I mean, why are we doing this even to ourselves? Is it worth corrupting the entire executive department of the United States so that we can murder more children? Is that what Americans want? I don't think so.Dr. Feroze SidhwaLet's talk about Lebanon itself, not just Hezbollah. This is war on Lebanon—that has a dysfunctional government, to be sure— but it is a state that the U.S. is allied with in a way, supplying modest weapons to the Lebanese army, and France has had long relations with Lebanon going back to the mandate period. In the U.S., this is a whole new constituency where they're losing relatives and friends.Ralph NaderMore links to the letter sent by Dr. Sidhwa and his colleagues:To Prime Minister Justin Trudeau in CanadaTo Prime Minister Keir Starmer in the UKHow to email the PresidentHow to call the PresidentWrite or Call the White HouseIn Case You Didn't Hear with Francesco DeSantisNews 9/25/241. On September 11th, Senator Patty Murray and Progressive Caucus Chair Pramila Jayapal sent a letter to the Biden administration demanding “an immediate, transparent, credible, and thorough independent U.S. investigation…into the killing of [Ayşenur] Eygi,” the American citizen murdered by Israeli forces during a protest in the West Bank. Senator Murray and Representative Jayapal both represent Washington state, where Ms. Eygi attended university. In this letter, Murray and Jayapal also list the numerous American citizens killed by Israeli soldiers even before the current explosion of tensions in the region, ranging from Rachel Corrie in 2003 to Shireen Abu Akleh in 2022. Senator Bernie Sanders echoed this call in his own statement on September 13th. Despite this pressure, the administration has not launched an investigation. The government of Turkey however – where Ms. Eygi was born, though she moved the United States when she was less than a year old – will pursue charges against Israel in the International Criminal Court and International Court of Justice, Reuters reports.2. The Intercept reports that the Uncommitted Movement will not endorse Vice President Kamala Harris' presidential campaign. In their official statement, the Movement leaders write “Vice President Harris's unwillingness to shift on unconditional weapons policy or to even make a clear campaign statement in support of upholding existing U.S. and international human rights law has made it impossible for us to endorse her.” Harris proved unwilling to even meet with the Uncommitted leaders. This cold shoulder could have disastrous consequences, particularly in Michigan where Uncommitted garnered over 100,000 votes in the Democratic primaries.3. Boeing is again in crisis. On September 20th, the New York Post reported that the chief of the company's space unit, Ted Colbert, had been ousted after Boeing's Starliner capsule left astronauts Suni Williams and Butch Wilmore stranded on the International Space Station. This comes amid a massive strike by Boeing machinists, 96% of whom voted in favor of the strike per Ryan Simms of KOMO News. The New York Post adds that Boeing's shares have lost over 40% of their value so far this year.4. In more union related news, on September 18th, the Congressional Workers Union announced that “staff in the Office of Congressman Mark Pocan and Congresswoman Val Hoyle secured the first-ever Memorandums of Understanding…between congressional staff and their members.” These MOUs include salary increases, back pay, and immediate cost-of-living adjustments. The union will continue to press for the first ever Congressional office collective bargaining agreement.5. On September 12th, the Consumer Financial Protection Bureau “filed a proposed order against student loan servicer Navient for its years of failures and lawbreaking.” If approved by the court, this order would permanently “remove Navient from a market where it, among other illegal actions, steered numerous student loan borrowers into costly repayment options…illegally deprived student borrowers of opportunities to enroll in more affordable income-driven repayment plans and forced them to pay much more than they should have.” Additionally, Navient would be forced to pay out $100 million to harmed borrowers, on top of a $20 million penalty. CFPB Director Rohit Chopra is quoted saying “For years, Navient's top executives profited handsomely by exploiting students and taxpayers…By banning the notorious student loan giant from federal student loan servicing and ensuring the winddown of these operations, the CFPB will finally put an end to the years of abuse.” Navient, formerly Sallie Mae, is described as “a repeat offender with a long history of regulatory violations,” and when the CFPB first took legal action against the company in 2017, it was the largest student loan servicer in the country.6. More Perfect Union's Jordan Zakarin reports the National Labor Relations Board has ruled that Starbucks illegally closed all three of its Ithaca, New York locations and that the NLRB “ordered that those stores be re-opened, with the unionized staff re-hired and given 16 months of backpay.” Yet, Zakarin notes that because this was decided by an administrative law judge, Starbucks can and more than likely will appeal this decision. This case starkly exemplifies why the capitalist class feels so threatened by the newly reinvigorated NLRB.7. A deeply disturbing story sheds light on sexual assault by CIA officers in postings around the world. The AP reports Brian Jeffrey Raymond, a longtime CIA agent, was sentenced to 30 years in federal prison for drugging, photographing, and sexually assaulting more than two dozen women in postings around the globe. Yet Raymond's case is just the tip of the iceberg. “[A]nother veteran CIA officer faces…charges in Virginia for allegedly reaching up a co-worker's skirt and forcibly kissing her during a drunken party in the office…Still another former CIA employee…is scheduled to face a jury trial next month on charges he assaulted a woman…at the agency's Langley, Virginia, headquarters. That case emboldened some two dozen women to come forward to authorities and Congress with accounts of their own of sexual assaults, unwanted touching and what they contend are the CIA's efforts to silence them.” Tellingly, even Raymond's own attorneys contended that his “quasi-military” work at the CIA in the years following 9/11 contributed to his “emotional callousness [and] objectification of other people,” that led to his preying upon women. It is well worth remembering that, once set in motion, dehumanization is not easily stopped.8. Amid an expansive corruption probe in New York City, Gothamist reports just how much the NYPD is receiving in overtime pay in the subway; whereas last year, this slice of overtime pay totaled $4 million in taxpayer money, this year it has ballooned to $155 million, a nearly 4,000% increase. Meanwhile the Mayor continues to slash budgets for essential city services, such as libraries.9. Rolling Stone reports the Crypto lobby is spending gargantuan sums of money to take out Ohio Democratic Senator Sherrod Brown – reportedly $32 million by the end of September, or $800,000 per day. Aware that their cause is unpopular, they are not running pro-Crypto ads, but instead spots that say his opponent will stop “illegal immigrants from taking Ohio's tax dollars.” As Luke Goldstein of the American Prospect puts it “Dems are getting played like a fiddle by crypto; Schumer caved to their demands to stop the bleeding and then crypto PACs said thanks we're still dropping $32 mil in OH to knock out your senate majority.”10. Finally, in a story featuring a dizzying array of the worst things imaginable, Bloomberg reports “The owner of the shuttered Three Mile Island nuclear plant in Pennsylvania will invest $1.6 billion to revive it, agreeing to sell all the output to Microsoft…as the tech titan seeks…electricity for data centers to power [AI].” This story notes that “one of the site's two units permanently closed almost a half-century ago after the worst…nuclear accident” in American history, but Constellation Energy is “planning to reopen the other reactor, which shut in 2019 because it couldn't compete economically.” In other words, Microsoft is dumping money into a defunct nuclear power plant that has proven to be unsafe for the sole purpose of powering AI that has no proven benefits. Corporate greed caused a catastrophe at Three Mile Island before. Corporate hubris could easily cause another.This has been Francesco DeSantis, with In Case You Haven't Heard. Get full access to Ralph Nader Radio Hour at www.ralphnaderradiohour.com/subscribe

Scandals, Subpoenas, and Student Loan Shakeups - Edu News for September 2024Here's the 16:1 Education News Headline Roundup for September, 2024. Don't forget to sign up for the 16:1 podcast email newsletter for the latest news, resources, workshop offerings, and more!We start with a touch of chaos in Columbus, where the State Teacher Retirement System continues its rocky 2024 trajectory. A controversial board member is out, as is the executive director who was subject of a workplace misconduct allegation.Columbus City Schools board members are facing mounting pressure to address leadership concerns after the leaking of a memo that encouraged district leadership to use “racial dynamics” to drive a wedge between the district's unions.A new Pro Publica report has just been released highlighting Ohio's unprecedented foray into using public, taxpayer funding for the construction and renovation of private religious schools.California may soon join a handful of other states in banning legacy college admissions at private educational institutions.Student loan servicer Navient has been banned from providing services for federal student loans after reaching a $120 million settlement “years of failures and lawbreaking.”Sources & Resources:CFPB Bans Navient from Federal Student Loan ServicingHere's which Navient student loan borrowers may qualify for relief under $120 million settlementNavient banned from federal student loan servicing, will pay borrowers $100 million in compensation. - CBS NewsChaos-filled day at Ohio teachers' pension board leading to even more ethical concernsAlleged ‘backdoor ties' between retired teachers' pension fund & investment firmOhio AG Yost files subpoenas in teachers pension scandal; investment firm respondsCCS - Investigation Report 06.04.24 | Download Free PDF | CommunicationColumbus school board recordings show efforts to spin document leakIn an Unprecedented Move, Ohio Is Funding the Construction of Private Religious SchoolsTakeaways from AP's report on churches starting schools in voucher states | AP NewsCalifornia lawmakers vote to ban legacy admissions at universities like StanfordPenalties Removed from California Bill to Ban Donor and Legacy Preferences in Private College AdmissionsBig publishers think libraries are the enemyInternet Archive Loses Lawsuit Over E-Book Copyright Infringement. Here's What to KnowSecond Circuit Says Libraries Disincentivize Authors To Write Books By Lending Them For Free | TechdirtThe Boys in the Boat - The Book LoftMajor Publishers Sue Florida Over Banned School Library Books - The New York Times2023 Bill Summaries - The Florida SenatePenguin Random House, 5 Additional Publishers, & Authors Guild File Landmark Lawsuit Against State of Florida for Unconstitutional Book-Banning Provisions With House Bill 1069Major publishers sue over law leading to book removals | The CapitolistHow to confirm your voter registration status | USAGov

Learn how the Fed's interest rate cuts may affect your loans, savings, and investments, as well as what to do about refinancing. How could interest rate cuts affect credit card debt? Will it be easier or cheaper to get a mortgage or auto loan with interest rates going down? Is now a good time to refinance? Hosts Sean Pyles and Anna Helhoski break down how the Federal Reserve's expected interest rate cuts could impact your finances. They discuss the potential impact on credit cards, mortgages, and savings accounts, as well as how these changes might influence borrowing and investing decisions. Then, Sean and Anna cover some of the top money headlines from the past week, including the latest inflation figures, household income trends, and new developments in student loan servicing following the Consumer Financial Protection Bureau's lawsuit against Navient, formerly known as Sallie Mae.  Refinancing your student loans can save you thousands or lower your monthly payment. NerdWallet has a tool to help: https://www.nerdwallet.com/refinancing-student-loans  In their conversation, the Nerds discuss: interest rate cuts, Federal Reserve, mortgage rates, credit card debt, loan refinancing, auto loans, savings accounts, inflation trends, household income, student loans, personal loans, CD rates, adjustable-rate mortgages, refinancing, high-yield savings, financial planning, debt consolidation, interest rate changes, fed rate cut, mortgage refinancing, investment strategies, federal student loans, FAFSA, CFPB, inflation report, personal finance tips, money headlines, inflation rate, mortgage interest rates, loan interest rates, private student loans, car loan refinancing, variable interest rates, economic data, financial markets, personal debt, interest rate savings, cost of borrowing, and loan interest. To send the Nerds your money questions, call or text the Nerd hotline at 901-730-6373 or email podcast@nerdwallet.com. Like what you hear? Please leave us a review and tell a friend.

Friday, September 13th, 2024Today, for the first time ever, the Biden Administration has declared the vote count on January 6th 2025 a National Special Security Event; Springfield City Hall was evacuated due to a bomb threat after Donald's racist rhetoric sparked hate; Harvey Weinstein has been indicted on additional sex crimes charges; Alina Habba quietly settles with ex-Bedminster waitress Involved In hush money deal; Donald Trump says officially that he will not agree to another ass whooping by Kamala Harris; JD Vance says he's open to privatizing the VA; the National Association of Letter Carriers Union has endorsed Kamala Harris and Tim Walz; the Consumer Financial Protection Bureau bars Navient from ever servicing student loans again; and Allison and Dana deliver your good news.Go to drinkAG1.com/dailybeans to try AG1 and get a FREE 1-year supply of Vitamin D3 AND K2 AND 5 FREE AG1 Travel Packs with your first purchase.Give to the Kamala Harris Presidential CampaignKamala Harris — Donate via ActBlue (MSW Media's Donation Link)Guest:John Fugelsanghttps://www.johnfugelsang.com/tmehttps://podcasts.apple.com/us/podcast/the-john-fugelsang-podcast/id1464094232The Sexy Liberal Save The World Comedy Tourhttps://sexyliberal.comStoriesNALC endorses Harris-Walz (calc.org)Congress to get Super Bowl-level protection on Jan. 6, 2025 (Politico)Harvey Weinstein indicted on additional sex crimes charges ahead of New York retrial (AP News)Trump Lawyer Alina Habba Quietly Settles With Ex-Bedminster Waitress Involved In Hush Money Deal (NOTUS)CFPB Bans Navient from Federal Student Loan Servicing and Orders the Company to Pay $120 Million for Wide-Ranging Student Lending Failures (consumerfinance.gov)For more information on your rights, visit consumerfinance.gov.Check out other MSW Media podcastshttps://mswmedia.com/shows/Subscribe to Lawyers, Guns, And MoneyAd-free premium feed: https://lawyersgunsandmoney.supercast.comSubscribe for free everywhere else:https://lawyersgunsandmoney.simplecast.com/episodes/1-miami-1985Subscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.comFollow AG and Dana on Social MediaDr. Allison Gill https://muellershewrote.substack.comhttps://twitter.com/MuellerSheWrotehttps://www.threads.net/@muellershewrotehttps://www.tiktok.com/@muellershewrotehttps://instagram.com/muellershewroteDana Goldberghttps://twitter.com/DGComedyhttps://www.instagram.com/dgcomedyhttps://www.facebook.com/dgcomedyhttps://danagoldberg.comHave some good news; a confession; or a correction to share?Good News & Confessions - The Daily Beanshttps://www.dailybeanspod.com/confessional/From The Good NewsMackinac Island, MI (michigan.org)vote411.orgvote.org Check out other MSW Media podcastshttps://mswmedia.com/shows/Subscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.com Follow AG and Dana on Social MediaDr. Allison Gill https://muellershewrote.substack.comhttps://twitter.com/MuellerSheWrotehttps://www.threads.net/@muellershewrotehttps://www.tiktok.com/@muellershewrotehttps://instagram.com/muellershewroteDana Goldberghttps://twitter.com/DGComedyhttps://www.instagram.com/dgcomedyhttps://www.facebook.com/dgcomedyhttps://danagoldberg.comHave some good news; a confession; or a correction to share?Good News & Confessions - The Daily Beanshttps://www.dailybeanspod.com/confessional/ Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:The Daily Beans on Apple PodcastsWant to support the show and get it ad-free and early?Supercasthttps://dailybeans.supercast.com/OrPatreon https://patreon.com/thedailybeansOr subscribe on Apple Podcasts with our affiliate linkThe Daily Beans on Apple Podcasts

Former President Donald Trump says he won't debate Vice President Kamala Harris again. We have new developments on Trump's election subversion case in Georgia and criminal hush money case in New York. A North Dakota judge has struck down a law banning nearly all abortions in the state. The US has banned Navient from servicing federal student loans. Plus, we'll explain why the bird flu virus poses a risk this time of year. Learn more about your ad choices. Visit podcastchoices.com/adchoices

From Wall Street to Main Street, the latest on the markets and what it means for your money. Updated regularly on weekdays, featuring CNBC expert analysis and sound from top business newsmakers. Anchored and reported by CNBC's Jessica Ettinger.

Botello v. Navient Solutions

Botello v. Navient Solutions

Navient's Q4 2023 earnings call, unedited

Description: Explore the intersection of HR and cutting-edge technology in this week's episode of 30 minute THRIVE. Join us as our expert guest, Tricia Shields, VP of HR at MRA member company Naviant, Inc., delves into how AI and technology are transforming HR practices, addressing challenges, and shaping the future of work. Tricia shares valuable insights, examples, and tips for HR professionals navigating this exciting landscape. Resources: Naviant - Human Resource Process Solutions  MRA Membership  About MRA  Let's Connect: Guest LinkedIn Profile - Tricia Shields  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:46:12 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. So episode 65, actually. So it's kind of a special one today. But today we're really going to be exploring the intersection of HR and cutting edge technology. So I'm joined with our expert guests on the topic. Tricia Shields. She's a vice president of HR at MRA member company NAVIENT. 00:00:46:14 - 00:00:57:14 Unknown And Navient actually provides business process and digital transformation consultations. So it's a perfect topic to talk with you today. Tricia I'm excited you're here. 00:00:57:14 - 00:01:11:09 Unknown Yeah. Thank you. Sophia. I'm glad to be here, actually. And i know you actually talked on this topic at our HR Conference this past year, too, and this topic has just been a really highly requested one from our listeners to on the podcast. 00:01:11:09 - 00:01:34:11 Unknown So i'm excited to just hear your insights and tips and any advice you really have for professionals that are starting to or in the middle of kind of navigating this landscape. So could you provide just a quick overview on how technology has really evolved over the years and kind of where we are today with technology and in the field of HR 00:01:34:11 - 00:01:38:21 Unknown Specifically? Yeah, that sounds great. Thanks again for having me. 00:01:38:21 - 00:01:59:17 Unknown Yes, i kind of think about the history in a lot of ways. I feel like I've kind of grown up with technology now that technology's always been available to me. But if I think about the beginning of my career, which is just kind of over 20 years ago now, when I was first interacting with technology as it relates to HR, I really wasn't interacting with it at all. 00:01:59:17 - 00:02:25:06 Unknown So, you know, I think about my first job out of college when I needed to do something from an HR perspective, from an employee perspective, I was walking down to the HR department and I was filling out a piece of paper. And that HR professional was taking that information and maybe just storing it in their filing cabinet. Maybe they were untreated it into the system. 00:02:25:07 - 00:02:53:17 Unknown So certainly HR systems were around in that kind of late nineties time. Some organizations had adopted those and kind of the availability of the types of technologies that were available in them was vastly different across different organizations. So certainly we've seen a lot with the evolution of HR systems over the last 20 years and how we're utilizing those within our organizations. 00:02:53:19 - 00:03:26:12 Unknown We've also seen a lot evolve as it relates to process specific technologies. So, you know, thinking about things like our applicant tracking systems or performance management systems, maybe our learning management systems, but we've seen a lot more technologies coming on to the market to help support some of those key focus areas within HR. And then I think about today and just the rapid expansion that's happened maybe over the last five, seven years. 00:03:26:14 - 00:03:46:20 Unknown You know, we're talking about these more robust human capital management systems that are really taking care of a broad scope of a lot of the work we're doing within HR. You know, I commonly am in conversations about integrations and how do we integrate all these technologies so that they're talking to each other. 00:03:46:20 - 00:03:53:22 Unknown Automation technologies is is huge. That's a lot of where we're seeing a lot of the time savings 00:03:53:22 - 00:03:58:17 Unknown and and maybe more of the A.I. components of HR technology. 00:03:58:17 - 00:04:34:02 Unknown And we're hearing a lot more around the automation technology space. So definitely, you know, seemingly more complex technologies. But their technology is nowadays that if we're able to adapt to them and lean in, they should be making our lives easier as HR Professionals know. Absolutely. And i, i would just add on to that just communication like in general, like, I'm just thinking of our HR team here, and, I mean, if our internal HR team needs anything from me or any employee in the organization, I'll get a little chat from them. 00:04:34:02 - 00:04:42:16 Unknown It's not like they need to come walking down and grab me, right? It's just so quick and easy, like you mentioned. And even the two. 00:04:42:16 - 00:04:48:04 Unknown Just like that. Quick, easy automated messaging, like you mentioned tools. Yeah, changed. 00:04:48:04 - 00:04:58:15 Unknown We're kind of just going off of that conversation. Can you provide or do you have any examples of how these technologies today are being utilized in HR? 00:04:58:17 - 00:05:18:15 Unknown Yeah, I mean, even maybe before speaking specifically to any sold technology, you know, I think digitization is a really big foundational piece in the HR space as it relates to technology and how we're going to use technology within our organization. So just that whole, 00:05:18:15 - 00:05:34:00 Unknown you know, we made a commitment certainly at Navient and a lot of organizations have to digitizing their documents so that we're no longer kind of tied to paper processes and the manual process that really comes along with that. 00:05:34:00 - 00:06:01:15 Unknown So just finding opportunities and this was always my question as I built out our automation and technology usage at Navient was, all right, I have paper documents. Do they need to be in paper form? I mean, I'm excited to share that we're 100% paperless at Navient. And, you know, organizations absolutely have the ability to do that. And once your documents are digitized, there's so much more that you can do with those from a technology perspective. 00:06:01:16 - 00:06:28:16 Unknown So I would like to share that kind of kind of as a kind of based or within HR Some of the technologies and I'll just name a few. I mean, we're using technologies for all aspects of HR, so I could really rattle on like, the entire candidate and employee experience and how we're using technology. But one example that I'll give is performance management system at Navient, we call them our quarterly check ins. 00:06:28:16 - 00:06:52:13 Unknown I know some organizations will do those annually, some different timeframes as we do those from a quarterly perspective. And I think about how did that look historically. When I started in my role at Navient 15 years ago, it was a piece of paper and I printed it and I walked it to the manager's office with their kind of stack for their employees, and they gave it to their employee to fill out their portion. 00:06:52:13 - 00:07:14:08 Unknown The employee gave it back to the manager. Hopefully the manager gave it back to the HR Professional performance management was always such a big lift. And HR, like all HR Professionals that had to go through that had it in those historic days will speak to that. You had to be kind of a nagra department nagging people like i got to get these back. 00:07:14:14 - 00:07:40:15 Unknown But now if i look at how we're utilizing technology, so we're utilizing and process automation technology that essentially is taking that digitized document and it's it's, it's re re rerouted that flow or not reroute it, but it's kind of it's designed that flow around how we used to do that manually. So I actually don't even see that performance management process in action. 00:07:40:17 - 00:07:44:18 Unknown The forms are provided to the managers and the employees real time 00:07:44:18 - 00:08:12:10 Unknown specific to some predefined dates and how we want that process structured. Now as an HR Professional, i'm no longer having a follow up on those manual processes, but i also have the information available to me if i do need it. So if i want to look in and maybe have access to the final results when those are completed each quarter or an annual result, i can create my access into that system to see that as well. 00:08:12:10 - 00:08:24:16 Unknown So that's a great example of how we can use technology within that performance management space. I'll even just say on the employee data management side, and you made a great reference to that, Sofi, with 00:08:24:16 - 00:08:41:10 Unknown how you're interacting with HR And I look at just these self-serve options that are available within a lot of the platforms that we're utilizing, whether that's your system or some other type of employee technology system that you've adopted organizationally, 00:08:41:10 - 00:08:49:07 Unknown you know, back in the day, i used to, you know, fill out a piece of paper of my address, change and hand that into HR 00:08:49:09 - 00:09:15:00 Unknown Well, I don't need that anymore. I don't want to spend time collecting that paperwork, needing to store it, doing the data entry into the different systems. Instead, I can utilize technology to give the employee a self-serve option that they can go in whenever it's convenient for them, make those changes, and then really train the technology to make the appropriate updates. 00:09:15:02 - 00:09:42:05 Unknown Like I may never need to know if you just moved from one neighborhood within the same city to the next that navient We're 100% remote and hub remote company across the nation, so i do need to know or one of our HR Professionals does need to know if they're moving multistate and so we can set up that notification within the technology to really give us the information that we need real time for each one of those users. 00:09:42:07 - 00:09:49:13 Unknown Yeah, I love that you brought up the notification aspect, too, because I know personally that's just something that's helped me a lot 00:09:49:13 - 00:10:06:17 Unknown with any anything HR Related time sheets or goal setting or goal setting system. You know, you get your notification every week or so. Hey, make sure. Yeah. So it's not so much a job of nagging people anymore. 00:10:06:17 - 00:10:32:16 Unknown It's like an automated. Hey, make sure you fill this out like an email each week, which is so nice and right. We don't have to, like, manually remember these things either. Yeah, absolutely. And like with our goal setting system, like my manager is able to tell when I go in there and edit something or change something. So I don't always have to be like, Hey, can you go in there and work and write my goals or anything? 00:10:32:16 - 00:10:36:07 Unknown So yeah, examples. But 00:10:36:07 - 00:11:07:00 Unknown kind of going off of that, do you see any specific challenges or really pain points in HR That technology is really helping to improve or address? Yeah. I mean, i would definitely say, you know, one of the key drivers is time. You know, just the scope of what HR Professionals has is working on has really evolved over all the time that all this technology has been available to us. 00:11:07:01 - 00:11:41:14 Unknown You know, i would think back to kind of my early years of HR I was doing kind of the things that HR professionals typically do as far as managing, you know, specific processes. But our world has changed and we're being asked to find ways to be more strategic and how are we being strategic and bringing in really solid candidates to the organization and how are we being strategic to have a really whole employee experience so that we're retain in our top talent And so we need time to do that. 00:11:41:14 - 00:12:02:15 Unknown So if we're still manually processing tasks and and entering things in multiple systems and trying to manage that data, we don't really have that time to be strategic. I just think about, you know, my interaction with other HR professionals during the pandemic and all the things that came up that were kind of additional duties for us to do during that time. 00:12:02:17 - 00:12:17:14 Unknown You know, how do we have time to be strategic? And my answer is lean in and technology, because these pieces are available to help save you time so that you can, you know, spend more time being strategic. My kind of tagline or one 00:12:17:14 - 00:12:25:06 Unknown piece that I always like to say is utilizing technology is allowing us to put the human back in human resources. 00:12:25:06 - 00:12:46:21 Unknown So I don't want to spend my time updating an employee's address or moving, you know, a piece of data from one place in the organization to the other. I want to have meaningful conversations with our employees and with our candidates. And I really feel like, you know, leading edge technology allows us to do that. 00:12:46:21 - 00:12:51:07 Unknown Just that. And the other piece I would bring up is just kind of the management of the amount of data. 00:12:51:07 - 00:12:57:12 Unknown I mean, we are holding so much data within HR And it's hard to keep that all straight 00:12:57:12 - 00:13:07:22 Unknown as far as where the data should be stored. How long should we be storing it for? Who should have access to the data, who needs it at these different periods of time 00:13:07:22 - 00:13:12:23 Unknown to try to do that from a manual perspective or not utilizing technology? 00:13:13:00 - 00:13:21:02 Unknown Maybe it's even in an Excel spreadsheet that you're kind of keeping track of this. There's just so many more opportunities for there to be error with that 00:13:21:02 - 00:13:33:19 Unknown that I feel like, you know, that the managed utilizing technology to manage the data is a huge benefit of these HR Technologies. And I even think about that from a compliance perspective, right? 00:13:33:21 - 00:13:54:13 Unknown It used to be that we would hand out employee handbooks in a paper form and then we'd ask them to sign a piece of paper to say that you received the new employee handbook for the year and turn that back into HR Well, did i get everybody's form back? Did I miss an employee that maybe started while i was doing that process? 00:13:54:13 - 00:14:20:08 Unknown So being able to leverage technology for pieces like that from a compliance perspective is is priceless. Yeah, those are all great, great points. And I'm, I guess I'm curious to know what you're doing at Navient too. Can you share any examples of successful HR Technology implementations that have really positively impacted your organization? Yeah, 00:14:20:08 - 00:14:22:05 Unknown you know, our applicant tracking system. 00:14:22:05 - 00:14:30:24 Unknown So we're utilizing an applicant tracking system to manage our candidate experience. You know, historically, prior to utilizing that technology, 00:14:30:24 - 00:14:46:08 Unknown we were manually managing that. So just, you know, thinking about the number of candidates that we see at any given time for our organization, we're getting flooded with candidates when we open a new requisition. I know that's not the case for everybody. 00:14:46:08 - 00:14:56:13 Unknown And every industry, but certainly being a remote company in the technology space that's opening our candidate pool to the entire nation, that makes a significant difference. 00:14:56:13 - 00:15:10:17 Unknown So that's a challenge. We need to figure out how we're going to manage all the data points that come with that. So, you know, this technology is handling the posting and its handling the communication with candidates. 00:15:10:19 - 00:15:33:08 Unknown It's handling the communication with our internal staff. And that would always be kind of a exchange of emails. And did I send this person this email to communicate that or not about this specific candidate or that's all happening right within the it's platform. You know, this technology can handle scheduling, which can be complex, especially when you get multi interviewers and things like that. 00:15:33:08 - 00:15:40:21 Unknown We're also using that technology for our offer management, so we want it to be paperless and seamless with that process as well. 00:15:40:21 - 00:15:48:17 Unknown And then we have other built in integrations with that for like our assessment tool that we have all new or all candidates complete 00:15:48:17 - 00:16:15:18 Unknown as well as our recorded interview. So that's another one that I'll share. So in this came off of a partnership with Amira is we were introduced to the idea and the concept of utilizing video technology in lieu of recorded or in lieu of phone screenings, which is kind of how all of our organizations, I think historically did that was have an HR professional call and ask questions, not really sharing 00:16:15:18 - 00:16:26:03 Unknown a lot at that time, but just asking questions and receiving the information, Well, why wouldn't we utilize a video technology to do that instead? There are so many wins that come along with that. 00:16:26:03 - 00:16:28:19 Unknown So that's another one that I'll mention. 00:16:28:19 - 00:16:37:18 Unknown And then I guess the last piece just kind of on talking specifically about the Navy and technologies that we utilized is really our employee process automation. 00:16:37:18 - 00:16:41:10 Unknown So in it's candidate and employee, but 00:16:41:10 - 00:16:42:15 Unknown it's a little, 00:16:42:15 - 00:17:06:04 Unknown you know, I guess I'll explain it like these are the technologies like Navient specifically is using a technology called OnBase and OnBase is what is flowing our data through our organization. And you can have different applications, but what's really creating the process flow that in a professional or somebody else in the organization would historically be doing. 00:17:06:06 - 00:17:18:18 Unknown So this automation technology, we've kind of trained it to do the manual repeatable things that HR Professionals or others in the organization have historically been doing. 00:17:18:18 - 00:17:33:09 Unknown So it's everything from the higher process through retire. So it's our performance management system. It's where our new hire surveys are tracked. It's where HR Is communicating with our internal i.t. Team to say we have a new employee. 00:17:33:09 - 00:17:55:11 Unknown Let's make sure that all their i.t. Things are set up prior to their first days. So that's been probably the biggest component of our technology offering and really what's made a big significant difference on an hourly perspective. Absolutely. That's those are awesome ideas and that's great to hear that they're there working out for your organization. They're successful. 00:17:55:11 - 00:17:58:22 Unknown And I know working with technology isn't always easy. 00:17:58:22 - 00:18:25:18 Unknown And some people may say they are like tech savvy or some people are just uncomfortable, or some organizations even are uncomfortable with kind of moving forward with technology. So do you have any or I guess have you seen any like common misconceptions or concerns that HR Professionals have about adopting technology into into their work? Yeah. 00:18:25:18 - 00:18:29:24 Unknown I'll address this one in a really short way and hopefully this is reflective. 00:18:29:24 - 00:19:04:04 Unknown And it's not just any it's not just HR Professionals. I think it's anyone that might be a bit hesitant. Technology. One of my favorite quotes that i heard kind of just working in this space is we're not going to be replaced by technology. So if that's a concern that maybe the technology is going to do my job going forward and the organization will need me, we're going to be replaced by people that have adopted technology and leaned into it and really explored how they can use it, because technology is here and just more of this is coming. 00:19:04:04 - 00:19:24:02 Unknown So your ability to adapt and be open minded to how you can utilize technology and how you can use it to your benefit to potentially be more strategic is a huge benefit to each of us. That's that's a great point too. I feel like I hear that all the time. Like we're all going to get replaced by tech, right? 00:19:24:04 - 00:19:53:03 Unknown But that's like the opposite. Like you want to know everything you can about technology to use that and better yourself and in your organization. Yeah, absolutely. So we've talked about how technology has evolved throughout the years, but how about the role of HR Professionals? How has how is that evolved with the integration of technology and what new skills are really becoming essential now nowadays? 00:19:53:05 - 00:20:25:04 Unknown Yeah. Good question. I think about that even with the question prior, you know, our our role has how that's evolved is we're no longer managing data at a micro level. So hopefully. Right. That's the case and that's certainly how our HR kind of experience is evolving. You know, I may never touch someone's benefit election form where that was likely a multi-touch historically before I was utilizing technology 00:20:25:04 - 00:20:35:09 Unknown and then really kind of what skills can we adapt to be more essential in our roles is becoming more technical and strategic. 00:20:35:09 - 00:21:01:16 Unknown And I know that's kind of a very generic answer, but, you know, HR is not doing what HR used to do. Yes, those core functionalities fall within our space, but our day to day work is really changing. And so finding ways to kind of think outside the box and I think we'll talk in a little bit as well about some of those key skills about how to embrace and engage technology. 00:21:01:18 - 00:21:30:08 Unknown Absolutely. And how about now looking at kind of at a different angle, are there any ethical or privacy considerations that HR Professionals need to be aware of one kind of going through this technological landscape and process. Yeah, definitely. I mean, you know, i think about that ethical and privacy consideration. It's huge in HR Right. We are holding some of the most confidential data within the organization. 00:21:30:08 - 00:21:54:14 Unknown You know, people's personal information is kind of within the realm of what we have in our systems. And really it's the same rules apply as have always applied. You know, we've always had that sensitivity piece and actually it's many more rules because there's a lot more state and federal compliance pieces that are coming out around employment law that we need to track and sure, we're being sensitive to. 00:21:54:14 - 00:21:58:20 Unknown So, you know, I think that piece absolutely still applies. 00:21:58:20 - 00:22:13:03 Unknown I think our own s as HR Professionals as really to ensure that we understand those and ensure that they're supported within the technology cases that we're using and ask those questions of the vendors and partners that we're working with. 00:22:13:03 - 00:22:16:12 Unknown You know, I think about even just digitizing filing cabinets. 00:22:16:12 - 00:22:40:03 Unknown And i think i spoke a little bit to that earlier. And what technology are you going to store that data and who's going to have access to the different types of file? Certainly not always the same people to all the different types of data. How are you doing document retention in a digitized system versus how we used to do that and more of a paper system. 00:22:40:05 - 00:22:45:21 Unknown So certainly employer employee filing cabinets is a significant piece of that as well. 00:22:45:21 - 00:23:08:06 Unknown I'm going to give just a little warning here. So I would say don't avoid technology and the benefits that you can get from utilizing technology because of these fears almost heighten your experience and your curiosity, the technology that you're going to use or thinking about using based on that fear. 00:23:08:06 - 00:23:31:01 Unknown Right. Ask questions, do research, you know, talk to your peers, talk to other partners, like Emory is a great partner. You know, what are they doing from a technology perspective? Certainly when I'm looking to evaluate a new technology, I'm ensuring that I'm feeling pretty confident that those things are answered prior to investing in that technology. 00:23:31:01 - 00:23:34:24 Unknown Absolutely. And I guess that's a perfect way into the next question. 00:23:35:01 - 00:24:00:08 Unknown Some organizations or HR Teams may have not tapped into any technology yet. So do you have any best practices or advice for teams looking to start incorporating technology into their organizations? Yeah. And actually, when we did the MRA conference last year, we did a poll to kind of see where people at from that technology adoption or adoption perspective. 00:24:00:08 - 00:24:26:09 Unknown So, you know, kind of core is digitizing and like finding opportunities to digitize. Are there documents that are in paper form that can be digitized and identifying what those are and kind of moving forward with that? I would say utilizing your vendors so vendors, partners, you know, who is really speaking in that HR Technology space trusted partners that you can lean on to help 00:24:26:09 - 00:24:28:05 Unknown help you with that incorporation. 00:24:28:05 - 00:24:49:10 Unknown You don't have to be a technology expert, but you need to have kind of the right partners and the right vendors that kind of talked about, you know, be curious, you know, look at look at your current processes. I think about that almost every day. Is there a process that I'm doing that I don't need to do because it's very manual and it's not using my human element in order to achieve that? 00:24:49:12 - 00:24:53:02 Unknown Is that something I can put within one of the technologies that are available? 00:24:53:02 - 00:25:06:22 Unknown Yeah. And so kind of that B curious piece. The other thing I'll add to that real quick is, you know, like I remember last year everyone was talking about or me was earlier this year, everyone was talking about techy beauty and what does that technology mean and how are we going to utilize that? 00:25:06:22 - 00:25:27:05 Unknown And I mean, that was true for me too. I was asked by a fellow up here, what did I think about chat and how that was going to change the landscape of human resources and how we adopt technology. And I don't know. So then I look into that. I talk to people who's using chatbot for HR What are they using it for? 00:25:27:07 - 00:25:50:05 Unknown Are there opportunities? You know, and i kind of ask myself these questions rather than why shouldn't i use that you and how should I use that? Or how could I use that? And who else is using it in a really successful way? And would that make sense within our organization? Yeah, absolutely. I always be curious and always be reevaluating your current processes. 00:25:50:07 - 00:26:07:10 Unknown Absolutely. So we've talked a lot about HR Technology implementation with the organization and the employer specifically. But how about from an employee perspective, what are really the benefits of an employee using technology? 00:26:07:10 - 00:26:22:17 Unknown Yes, i think two things i would point out here. One, we've kind of already cover, which is the self-service piece. I mean, there's such a huge value in employees being able to have the data that they want real time, whether that's going in to have access to a system to update their address or is it? 00:26:22:17 - 00:26:34:05 Unknown I want to see what my manager and I collaborated on around performance management last quarter, just to refresh myself, if I'm, you know, kind of keeping up with what we had talked about, 00:26:34:05 - 00:26:46:09 Unknown there's just a huge value in them having real time information and self-serve options. The other piece that I would say is a potential benefit is really how HR 00:26:46:09 - 00:27:07:04 Unknown Can be utilized within your organization. You know, i don't really want to talk to employees about like, here's a copy of last year's w-4. I want them to have access to that so that I can be having really meaningful conversations with our employees. You know, my day is primarily spent talking to employees about, you know, how are they driving their careers forward? 00:27:07:06 - 00:27:35:19 Unknown Are there communication challenges that they're having within the organization that we can walk through and help to strengthen that development for them? How are they learning and growing or things like that that are more of the human element side of HR For sure. Well, you kind of mentioned this chat to bettina. Last question, but everyone always wants to know, like, what's the next biggest technology thing? 00:27:35:19 - 00:28:08:00 Unknown What's the latest and greatest thing? So I guess what trends do you really foresee in the future of our technology and do you have any advice on how HR Professionals can really prepare for these changes? Yeah, you know, i don't know that i would speak to any one specific technology. I think we're going to continue to see more growth in some of our more robust like the risks or hcm technologies we're going to be hearing more about. 00:28:08:02 - 00:28:37:01 Unknown I mean, I think we've just cracked the surface and I don't even know that we're fully utilized in that to its full capabilities within HR So i think more around that artificial intelligence, certainly the automation space as we see our organizations adopting to more automation type technologies for their core line of business. I think our professionals are going to have opportunity to really tap into that, to provide automations for the work that they do. 00:28:37:03 - 00:28:40:12 Unknown Definitely more around integrations. We're seeing a lot with 00:28:40:12 - 00:28:58:07 Unknown technologies that have the ability to integrate with other technologies, but we're also still using some technologies that won't integrate, or they have very limited integration capabilities. So I think we're going to see more around that. And then certainly some of these emerging technologies, you know, and catch up would certainly be an example of that. 00:28:58:07 - 00:29:01:01 Unknown And then I guess maybe I'll answer on the preparing for, 00:29:01:01 - 00:29:03:13 Unknown you know, and I think this kind of just goes back to, 00:29:03:13 - 00:29:23:15 Unknown you know, lean in now so that it almost eases that lift later on. So what aren't you familiar with in the technology space right now, or what gives you hesitation in the technology space? Have, you know, have dialog and learn more about that now because it's not going to get scaled back and it's not going to stay the same. 00:29:23:17 - 00:29:43:19 Unknown We're going to continue to grow this technology experience as we're seen in kind of all areas of our lives. And so kind of jumping on that and starting to take just some initial steps will absolutely benefit folks as they can to as we continue to go. Yeah, absolutely. And there's great resources out there and we'll provide some resources on 00:29:43:19 - 00:29:47:10 Unknown just specific tools or different HR 00:29:47:11 - 00:30:08:10 Unknown Technologies that you can learn more about. But as we wrap wrap up here, are there any other specific platforms, tools or resources that you want to recommend to our listeners and our HR Professionals who are interested in kind of exploring technology in their work. Yeah, absolutely. So, i mean, i would say some of the standard ones, you know, HR 00:30:08:12 - 00:30:35:23 Unknown I asked tools, whatever that might be. Explore what you have, explore what the offering is within that certainly app our applicant tracking systems. I will kind of do a shout out for the recorded interviews where using a technology called badge and we got that through. We got that partnership through our partnership with MRA. But it's been a game changer on the candidate side, both in the candidate experience as well as our internal experience. 00:30:36:00 - 00:30:52:04 Unknown And then I think just this whole piece around document management technologies and automation technologies. So I mentioned we're utilizing OnBase as the technology that we're utilizing. But I think just leaning into those automation processes, it's it's a significant 00:30:52:04 - 00:30:59:00 Unknown value on the side. Yeah, No, that's helpful to hear kind of where you're at and what's been successful for you. 00:30:59:00 - 00:31:19:17 Unknown So that's that's great. But Tricia, I want to thank you for being on the podcast today and really sharing your expertise and tips on the latest in HR Technology. So to our listeners, if you liked our chat and topic today, i would urge you to comment something new that you learn or anything that you really want to add on to this conversation. 00:31:19:18 - 00:31:43:00 Unknown We want to hear what you're doing. What are your trends? What are your ideas? And don't forget to share out this episode and consider joining MRA. If you aren't a member or member already. We have all the resources you need in the show Notes below, including resources on our topic today and Tricia's contact information. If you want to get in touch with her or ask any follow up questions otherwise. 00:31:43:00 - 00:32:03:03 Unknown Thank you so much for tuning in today. And Tricia, thank you again. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute Thrive so you don't miss out. 00:32:03:04 - 00:32:07:21 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

1.   CRISIS EN SALUD: El tecnólogo José Sánchez nos narra de un proyecto de ley que busca permitir a las farmacias hacer pruebas que sólo hacen los laboratorios clínicos y el riesgo que esto representa para la salud. Los cabilderos y políticos impulsan este cambio que en los Estados Unidos fracasó y se detuvo. Más botadera de dinero. 2. Orden de mordaza para “gran parte” del Departamento de Justicia. Nueva orden administrativa dice a empleados y contratistas que en el Departamento de Justicia casi todo es confidencial. Esto es parte de la estrategia del secretario Emanuelli de limitar el acceso a la prensa y seguir ocultando información. 3. Tres años y un mes de cárcel al exalcalde de Humacao Reinaldo Vargas 4. Alcalde de Ponce solicitará anulación de multas por irregularidades en su comité de campaña 5.    Espacios Abiertos denuncia falta de transparencia y gasto de sobre $1,500 millones en consultoría por parte de la Junta 6.   Senado aprueba enmienda importante a la ley de Educación Especial que presentó la senadora María de Lourdes Santiago Negrón, portavoz del Partido Independentista Puertorriqueño (PIP).. 7.   Proyecto Dignidad denuncia asalto a la democracia 8.   Persiste la escasez de tratamientos de quimioterapias y se combina con dilación de las aseguradoras. El asunto se discutió en una vista pública de la Comisión de Salud de la Cámara, a la que asistieron solo tres de los 11 miembros y en la que no participó el Departamento de Salud, pese a que había sido citado. 9.   Justicia demanda a empresa por préstamos estudiantiles supuestamente abusivos que habrían afectado a 20,000 alumnos. El Departamento exige que Navient cancele cerca de $12 millones en deudas de los prestatarios en el archipiélago, entre otros remedios 10. DRNA afirma que no hay duda de que invasores de bahía Jobos ocupan terrenos del gobierno. La agencia solicitó que la controversia se resuelva mediante sentencia sumaria, pues entiende que los hechos estipulados son suficientes para que el juez emita un dictamen a su favor 11.El fenómeno viral que ha conquistado la lista de ‘Billboard' en EE UU. El cantautor Oliver Anthony irrumpe en el número uno de los éxitos sin experiencia previa gracias al tema ‘Rich Men North of Richmond' Estas son algunas de las noticias que tenemos hoy En Blanco y Negro con Sandra. Este es un programa independiente y sindicalizado, esto significa que se transmite simultáneamente por una serie de emisoras de radio y medios que son las más fuertes en sus respectivas regiones, por sus plataformas digitales, aplicaciones para dispositivos móviles y redes sociales. Estos medios son: 1.  Cadena WIAC - WYAC 930 AM Cabo Rojo- Mayagüez 2. Cadena WIAC – WISA 1390 AM Isabela 3. Cadena WIAC – WIAC 740 AM Área norte y zona metropolitana 4. WLRP 1460 AM Radio Raíces La voz del Pepino en San Sebastián 5. X61 – 610 AM en Patillas 6. X61 – 94.3 FM Patillas y todo el sureste 7. WPAB 550 AM - Ponce 8. ECO 93.1 FM – En todo Puerto Rico 9. Mundo Latino PR.com Podcast disponible en Spotify, Soundcloud, Apple Podcasts, Google Podcasts y otras plataformas https://anchor.fm/sandrarodriguezcotto  También nos pueden seguir en: · Redes: Facebook, X (Twitter), Instagram, Threads, LinkedIn, Tumblr, TikTok · Blog En Blanco y Negro con Sandra http://enblancoynegromedia.blogspot.com ·  Substack, plataforma de suscripción de prensa independiente https://substack.com/@sandrarodriguezcotto ·  Medios digitales ¡Ey! Boricua, Revista Seguros y otros --- Support this podcast: https://podcasters.spotify.com/pod/show/sandrarodriguezcotto/support

"Technology is an extension of you. AI technology will never be able to manage people. People have to manage people."Today's episode of The Shape of Work podcast features Jodi Brandstetter, founder of By Design Brainery. Jodi has over 13 years of work experience and earned her Bachelor of Science in Business Administration from the University of Evansville. She worked as a manager for HCTEC and the Director of Talent Acquisition for Navient. She has also published two Amazon Best Sellers: Hire By Design and HR By Design.In this episode, Jodi Brandstetter discusses hiring and the key aspects of HR. She also talks about the impact of technology in this field.Episode Highlights:How hiring managers can find the best person for a specific roleHR trends and practices that will dominateWhether technology will surpass people in HROvercoming mental and physical challengesFollow Jodi on LinkedinProduced by: Priya BhattPodcast Host: Archit Sethi About Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

With Boomers delaying retirement, Gen Xers in top management roles, Millennials moving up the ladder, and Gen Z entering the workforce, there are four generations working side-by-side in the workplace, with wildly different priorities, communication styles, habits, and career goals.In the Season Two premiere of Conversations with Kelly, Jim Lee of Strategic Foresight Investments (StratFi), and Michael Smith of Navient sit down to discuss how we can work together harmoniously, and how older generations can support their younger colleagues and mentees.

Cy pres is the practice of awarding class-action settlement funds to third-party organizations when distribution of settlement funds directly to class members is considered impractical. Champions of cy pres awards – which can amount to tens of millions of dollars – claim that the practice directly aids the causes in question. They also note its convenience and the importance of deterrence. Cy pres critics contend that such awards lead to conflicts of interest, the failure of class attorneys to prioritize class recovery, and First Amendment concerns over the compelled support of political beneficiaries. By a 6-5 vote, the Eighth Circuit recently declined en banc review of an opinion affirming approval of a Monsanto settlement that paid $16 million to cy pres while leaving 98% of the class uncompensated. The Second Circuit affirmed approval of a settlement with Navient that paid the class of student debtors nothing with all settlement proceeds going to a few nonprofits affiliated with the teachers' union funding the class action. Both courts rejected objectors' First Amendment and Rule 23 arguments, and both cases are now the subject of cert petitions.Ted Frank, who argued Frank v. Gaos and is counsel of record in St. John v. Jones and Yeatman v. Hyland, and Brian Fitzpatrick, author of The Conservative Case for Class Actions, will debate the pros, cons, and legality of cy pres and discuss possible Supreme Court review.Featuring:--Theodore "Ted" Frank, Director of Litigation & Senior Attorney, Hamilton Lincoln Law Institute--Brian T. Fitzpatrick, Milton R. Underwood Chair in Free Enterprise, Vanderbilt University Law School

In der heutigen Folge „Alles auf Aktien“ sprechen die Finanzjournalisten Anja Ettel und Holger Zschäpitz über den Aktiensplit bei Tesla. Außerdem geht es um Nvidia, Salesforce, Peloton, Nelnet, Navient, Snowflake, Victoria's Secret, CTS Eventim, VanEck Sustainable World Equal Weight ETF (WKN: A12HWR), VanEck Sustainable World Equal Weight ETF (WKN: A12HWR), Tesla, Mercadolibre, Booking Holdings, Cable One, Alleghany, Altrion, Graham und Coca Cola Consolidated. Wir freuen uns an Feedback über aaa@welt.de. Disclaimer: Die im Podcast besprochenen Aktien und Fonds stellen keine spezifischen Kauf- oder Anlage-Empfehlungen dar. Die Moderatoren und der Verlag haften nicht für etwaige Verluste, die aufgrund der Umsetzung der Gedanken oder Ideen entstehen. Für alle, die noch mehr wissen wollen: Holger Zschäpitz können Sie jede Woche im Finanz- und Wirtschaftspodcast "Deffner&Zschäpitz" hören. Impressum: https://www.welt.de/services/article7893735/Impressum.html Datenschutz: https://www.welt.de/services/article157550705/Datenschutzerklaerung-WELT-DIGITAL.html

The Grand Junction Daily Sentinel's biggest headlines quickly dispensed.  The perfect OTC for people on the go! For the subscription-strength version, sign up for Your Daily Dose newsletter.   For more on these and other stories, visit our official website. TODAY'S TOP NEWS STORIES: PREGNANT PAUSE? DEBT OF GRATITUDE TAKING THE RAINS VEHICLES FOR CHANGE

Navient got sued by multiple states for unscrupulous behavior that pushed borrowers to use forbearance instead of income-driven repayment plans. Things to expect in this episode:Nii talks about how much he's getting from the class-action lawsuit against NavientNii talks about how the multiple forbearances ballooned his loans from $240,000 to $330,000NPR reports Problems with Income-Driven Repayment PlanCrazy work schedules to pay off student loansFill out the Docs Outside the Box SurveyThe Batman brief reviewWE WANT TO HEAR FROM YOU!!!! TELL US WHAT YOU WANT TO HEAR ON FUTURE EPISODES!!!!FILL OUT THE DOCS OUTSIDE THE BOX PODCAST SURVEY (in partnership w INCROWD)INCROWDMAKE EXTRA MONEY AS A RESIDENT OR ATTENDING - COMPLETE MEDICAL SURVEYS WITH INCROWDWATCH THIS EPISODE ON YOUTUBE!https://www.youtube.com/drniidarkoJoin our communityText word PODCAST to 833-230-2860 Twitter: @drniidarkoInstagram: @drniidarkoEmail: team@drniidarko.comPodcasting Course: www.docswhopodcast.comMerch: https://docs-outside-the-box.creator-spring.comFactor: I'm eating quick and easy, flavorful food with Factor while on locums. Click HERE to get $40 off the 1st Box you order!!!This episode is sponsored by:Set For Life Insurance. What the Darkos use for great disability insurance at a low cost!! Check them out at www.setforlifeinsurance.comLocumstory. Learn how locum tenens helps doctors make more and have the lifestyle they deserve!. Check them out HERE!Locumstory. Learn how locum tenens helps doctors make more and have the lifestyle they deserve!. Check them out at HERE!

Over on the Debt Free Dudes podcast, Damon Day and I talk about the confusion, complexities, and misinformation about the announcements that Navient forgiveness of student loans. There are so many important details the headlines can't give you. Debtors will be confused and may wind up angry if they think some or all of their student loans are going to be forgiven as the result of the settlement I wrote about at https://getoutofdebt.org/167223/ In this podcast, Damon and I talk about how confusing this process has been and why many Navient student loan debtors will not turn out to be winners. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/get-out-of-debt-guy/message

People are flat out confused about the announcements of student loan forgiveness that Steve talked about in his post here.People believe their private and federal student loans may be forgiven under this widely announced settlement but as Damon says, "the devil is in the details."Even Navient representatives have been confused about what loans are forgiven. In this podcast, Damon and Steve attempt to give advice, information, and feedback to help people be better prepared for the reality of this settlement with most, but not all, states.

The loan servicing structure needs to be fixed, but how and why? Join me as I welcome Bobby Matson, CEO and Founder of Payitoff, to talk about why the state of the student loan serving industry is broken and how we might be able to mend it. Without getting overly cynical, we shed light on the incentive structure of student loan servicers, the problems that can arise when student loans are cancelled, and the changes and opportunities in loan servicing you can expect in the next few years. In today's episode, you'll find out: Servicers get paid $25-30 per borrower. What kind of incentive structure does that create? What does Payitoff do and how does it help institutional customers manage and pay off debt? Why did Navient exit the business of loan serving? Why the politics of student loans are brutally cynical right now. Is there a solution? The frustrating problem with cancelling student loans. How student loans systems are increasing disparities in outcomes and increasing defaults, even for communities that need the programs. What you can expect in the next few years: NextGen servicing contract? Will I need to visit my servicer's website in the future? Will I experience service interruptions? Why the loan servicing structure needs to be fixed. Opportunities in educating senators on how federal loans work. Should I reach out to Payitoff for help with debt repayment?

This week on “Off the Cuff,” Justin and Karen are joined by Jon Fansmith, the American Council on Education's assistant vice president for government relations, to recap President Joe Biden's State of the Union address and discuss the speech's implications for the administration's higher education agenda. The team then dives into additional administrative priorities, with Karen highlighting the impact of the White House's extension of the national emergency declaration, as well as other pressing issues concerning the Public Service Loan Forgiveness (PSLF) program and the practice of transcript withholding. Hugh then provides a recap of some higher education news, including a recent hearing hosted by a House Education and Labor subcommittee, an update from FSA on the processing time of payment counts for PSLF borrowers, as well as a recent settlement Navient made with a group of state attorneys general.

The Big student loan lie. Black History Month is optional now?

The Big student loan lie. Black History Month is optional now?

The Big student loan lie. Black History Month is optional now?

We started off this week's show by chatting with Mr. Floor himself, Igor Murokh, about what sets their floor cleaning products apart from other companies. Next, the ‘Student Loan Assassin,' Rae Kaplan  joined the show to talk about the newest controversial Navient settlement. Then, real estate tax attorney David Schlueter shares how two Home Sweet […]

Intro Question of the Week Ayyyye yuuung Covid numbers STILL going down Mask mandates still confusing Brooklyn Gang 4.3 million in unemployment Kanye crazy ex boyfriend This kind of "love" ain't good Has desperation ever worked? Navient settled 1.7 billion in student loans Devry and ITT Tech lied about job opportunities Wrap Up

Navient loans forgiven for those not paying but an interesting lesson for those that were.  Luxury cars burning at sea, a 90 minute trip to space for only $450K and mortgage rates on the rise.  Plus annuities as a default 401(k) option and BNPL vacations are all the rage.

Thursday, February 3, 2022: Find out current snow emergency levels, what snow expectations are for today, what you'll find on our live weather blog, how Olympic officials are handling COVID quarantines, what Olympic gold medalist Katie Nageotte says about competing during a pandemic, the Browns' response to Hue Jackson implying he was paid to lose, and more on 3News Now with Stephanie Haney. Need a break from bad news? Watch It's All Good (News!) with Stephanie Haney, every Wednesday: https://www.youtube.com/watch?v=tMyXqO1tPuw Like this show? Check out the 3 Things to Know with Stephanie Haney podcast: http://wkyc.com/3thingstoknow Connect with Stephanie here: http://twitter.com/_StephanieHaney http://instagram.com/_StephanieHaney http://facebook.com/thestephaniehaney Read more here: Level 3 Snow Emergency issued in multiple Northwest Ohio counties: Here's what that means for you https://www.wkyc.com/article/weather/level-3-snow-emergency-winter-storm-ohio-erie-huron-ottawa-sandusky-seneca/95-ce1e90b8-3e63-4df1-be79-8397b7583dda FORECAST | Heavy, blustery snow expected through the afternoon and evening https://www.wkyc.com/article/weather/forecast/northeast-ohio-weather-forecast/95-99643b63-4b79-4d67-8d5f-7f54d07d30f0 LIVE BLOG | Winter storm in Northeast Ohio: Real-time updates and traffic conditions as snow impacts the region https://www.wkyc.com/article/weather/winter-storm-northeast-ohio-live-updates-blog-cleveland-akron-odot-school-closings-traffic/95-d3a7a4a1-4042-420f-84dc-0415d97cdf61 It's back! 3News' Ice Desk makes triumphant return https://www.wkyc.com/article/entertainment/television/3news-ice-desk-makes-triumphant-return/95-b47b25d2-e2a4-4982-bb02-d5957b790834 What you need to know about the Navient student loan settlement: Legally Speaking with Stephanie Haney https://www.wkyc.com/article/life/legally-speaking/who-qualifies-navient-student-loan-settlement-loan-cancellation-debt-forgiveness-legally-speaking-stephanie-haney/95-70fa483d-5dc8-406a-a3ef-355a7ec0fc9b COVID-19 in Ohio: State reports 5,737 new cases in the past 24 hours https://www.wkyc.com/article/news/health/coronavirus/coronavirus-numbers/coronavirus-ohio-updates/95-e2faeb56-d02a-443a-bcdb-141f2c7fafe8 Olympic officials move quickly after skeleton rider posts tearful video from COVID isolation https://www.wkyc.com/article/sports/olympics/kim-meylemans-covid-isolation-social-video/507-2b1b62fc-2a98-4271-9dc0-356c73ae7407 Olympic gold medalist Katie Nageotte shares advice for 2022 Winter Olympics athletes, and more: 3 Things to Know with Stephanie Haney podcast https://www.wkyc.com/article/sports/olympic-gold-medalist-katie-nageotte-advice-for-2022-winter-olympics-athletes-beijing-3-things-to-know-with-stephanie-haney/95-7dc51dba-e968-4dd5-80a2-6ac7fb04ae78 Hue Jackson implies he was paid extra to lose while coaching Cleveland Browns; team denies allegations https://www.wkyc.com/article/sports/nfl/browns/cleveland-browns-hue-jackson-brian-flores-allegations/95-e97f7238-56aa-4d7d-a61d-b7e3213b49aa Hue Jackson clarifies allegations against Cleveland Browns; says he'll consider joining Brian Flores' lawsuit vs. NFL https://www.wkyc.com/article/sports/nfl/browns/hue-jackson-clarifies-allegations-against-cleveland-browns/95-c8fb8a53-b327-4220-918e-cbdaccf819d2 How much do you have to spend in order to win the Powerball lottery, and can playing Powerball be an effective strategy to pay off student loans? https://www.wkyc.com/article/news/lottery/how-much-do-you-have-to-spend-to-win-powerball-can-playing-powerball-be-effective-strategy-to-pay-off-student-loan-debt/95-ce9cbbcd-ed63-4246-9b90-31b98d37d4c7

The debate over Critical Race Theory continues. Navient settles massive law suit are you entitled to some money? Let's talk about it.

The debate over Critical Race Theory continues. Navient settles massive law suit are you entitled to some money? Let's talk about it.

Federal student loan company Navient, formerly known as Sallie Mae, agreed to a lawsuit settlement that will give some debt relief and a slight payout to borrowers.

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The debate over Critical Race Theory continues. Navient settles massive law suit are you entitled to some money? Let's talk about it.

Your 60-second money minute. Today's topic: Navient Settlement Cancels Student Loans

Rod and Karen discuss Coronavirus News, boy loses nipples in dare, cruise ship changes destination to avoid the repo-man, TX teacher has candid moment, surgeon tries to sell x-ray as NFT, Cracker Barrel loses lawsuit, parachutist injured, Navient forgiving some student loans, toad venom, supreme court will take on affirmative action, Awkwafina nominated for NAACP Award, client ask for racist refund and sword ratchetness. Our Anchor Referral Link Twitter: @rodimusprime @SayDatAgain @TBGWT Instagram: @TheBlackGuyWhoTips Email: theblackguywhotips@gmail.com Blog: www.theblackguywhotips.com Teepublic Store Amazon Wishlist Crowdcast Voice Mail: 704-557-0186 Sponsor: Site: ManScaped Code: TBGWT

In today's bonus episode, Shalewa and Gastor talk about Facebook facing a class action lawsuit in the UK, Elmo vs. Rocco, and Navient being made to forgive student debt. Instagram: @WarReportPod @SilkyJumbo @GastorAlmonte Twitter: @SilkyJumbo @GastorAlmonte Theme music "Guns Go Cold" provided by Kno of Knomercyproductions Twitter: @Kno Instagram: @KnoMercyProductions --- Support this podcast: https://anchor.fm/warreportpod/support

In this episode, Julius From Earth, B. Davis, and Eso discuss recovering from COVID, preparation for hunting and gathering, men receiving flowers,  decreasing time on social media, the money behind Arby's, Navient and the $12.7 billion student loan cancellation and more! Join us every Thursday for a brand new audio episode on all DSP's and don't forget to like, subscribe, and share. Check us out on YouTube at The From Earth Podcast.Music produced by Tsunami IG: @Julius_from_Earth/@es0t3r1c/@bdavisprojectTwitter: @Julius4rumEarth/@BlackCrownRoyal/@BdavisprojectEmail: juliusfromearth@gmail.comYouTube: The From Earth PodcastSupport the show

In this episode the fellas talk Microsoft cashing out on Activision, they discuss how and  if the message of Dr. Martin Luther King Jr. rings hollow today and try to wrap their minds around the Navient student loan settlement. This weeks Not So Breaking Newshttps://www.cnet.com/personal-finance/is-your-bank-reducing-its-overdraft-fees-heres-what-you-need-to-know/https://www.msn.com/en-us/entertainment/news/did-the-rock-have-a-30-million-t-rex-skull-behind-him-during-manningcast-appearance/ar-AASSPKg?ocid=msedgntp Follow The Hot Seed Podcast:Instagram https://www.instagram.com/thehotseedpodcast/Facebook https://m.facebook.com/hotseedpodcast/Instacart - Groceries delivered in as little as 1 hour. Free delivery on your first order over $35.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

Fowler is back and better than ever! On this weeks episode, we discuss the ending of the hit show Insecure and the overall love story of friendships. We also discuss President Biden's extension on Federal Student Loans along with Navient having to pay back 1.7 billion dollars due to alleged misleading practices. The pandemic has taken so much from so many including relationships as break ups and divorce are on the rise. Covid cases continue to soar as winter is in full effect and we delve into life insurance policies in corporate America. Maya Angelou is on the American Quarter for a limited time and Bank of America changes its rules for overdraft fees. We also share our views on the latest in tv shows and movies along with the most current social media news and current events. In The Rehab Corner, we discuss the Netflix movie “The God Committee” and how rehab therapists play a role in transplants and the success of them. Don't forget to follow us on all social media platforms including IG, Twitter and YouTube @thefaceoffpod. On FB, follow us @thisisthefaceoffpodcast Please Like, Comment, Share, Download and Subscribe! Visit www.myapothecary.com for all of your CBD needs to help you “Curate a Well-thy Lifestyle”! For sponsor information, please email us @thefaceoffpod@gmail.com

(1/10/2022-1/16/2022) Some breaking news from over the weekend. Tune in! --- Support this podcast: https://podcasters.spotify.com/pod/show/isaiah-m-edwards/support

In today's top stories, student loan company Navient will pay out a $1.86B settlement. The deal was reached with a coalition of 39 state attorneys general. In other news, Biden will send military medical teams to struggling hospitals in 6 states. And finally, your local GameStop might be hosting an in-store PS5 restock today.

Comprehensive coverage of the day's news with a focus on war and peace; social, environmental and economic justice. President Joe Biden unsure whether Democrats can pass voting rights legislation, amidst filibuster debate. +100 mayors sign letter urging legislation to protect voting rights. 12 members of far right group Oath Keepers charged with sedition for January 6th attack on U.S. capitol. Republican Kevin McCarthy refuses to cooperate with House panel investigating January 6th attack. Supreme Court rejects President Biden's vaccine mandate for large employers, upholds mandate for health care workers. President Biden beefs up military medical personnel, COVID-19 tests and N95 masks to respond to surge. Navient settles predatory student loan suit for $1.85 billion, impacting debts of 350,000 borrowers. Nurses hold nationwide day of action to oppose relaxing of COVID-19 safety measures, amidst surge. Essential workers in California demand reinstatement of paid sick leave amidst COVID-19 surge. The post Voting rights legislation on shaky ground amidst filibuster debate; Navient settles predatory student loan suit for $1.85 billion; Nurses hold nationwide day of action to oppose relaxing of COVID-19 safety measures, amidst surge appeared first on KPFA.

Comprehensive coverage of the day's news with a focus on war and peace; social, environmental and economic justice. President Joe Biden unsure whether Democrats can pass voting rights legislation, amidst filibuster debate. +100 mayors sign letter urging legislation to protect voting rights. 12 members of far right group Oath Keepers charged with sedition for January 6th attack on U.S. capitol. Republican Kevin McCarthy refuses to cooperate with House panel investigating January 6th attack. Supreme Court rejects President Biden's vaccine mandate for large employers, upholds mandate for health care workers. President Biden beefs up military medical personnel, COVID-19 tests and N95 masks to respond to surge. Navient settles predatory student loan suit for $1.85 billion, impacting debts of 350,000 borrowers. Nurses hold nationwide day of action to oppose relaxing of COVID-19 safety measures, amidst surge. Essential workers in California demand reinstatement of paid sick leave amidst COVID-19 surge. The post Voting rights legislation on shaky ground amidst filibuster debate; Navient settles predatory student loan suit for $1.85 billion; Nurses hold nationwide day of action to oppose relaxing of COVID-19 safety measures, amidst surge appeared first on KPFA.

Today, Daphné and Shamil discuss the latest student loan and higher education news updates.  Some of the topics covered today include: Navient transitioning student loan borrower accounts over to Maximus; Public Service Loan Forgiveness lawsuit settlement; and the possibility that free community college will be taken out of the current budget package being negotiated by Congress. Visit the show notes for links to the articles discussed in today's episode: https://thestudentloanpodcast.com/episode52 Visit our podcast sponsor at StartNoo to learn how you can exchange service hours in the community for direct payments towards your student loans or tuition. 

We break down how much federal loan servicer like Fedloan and Navient make per loan. Hint: much less than you think.

We break down how much federal loan servicer like Fedloan and Navient make per loan. Hint: much less than you think. The post How Much Do Federal Student Loan Servicers Make Per Loan? appeared first on The College Investor.

We have interviewed everyone who has shared their story with us regarding the free credit repair program we want to give away. The chosen extra credit listener is announced! Also - A consumer has filed a lawsuit against Equifax and Navient Solutions alleging a disregard for accurate reporting his loan performance. The consumer says they have tried repeatedly to dispute and validate the incorrect credit reporting information but has had no luck. According to the complaint the consumer had 13 separate loans with Navient and they were paid off in full in July 2016. After the loans were paid off, both Experian and TransUnion both correctly reflected the loan status. The suit says, “Equifax failed to update Plaintiff's accounts to reflect the payoff and closure of the accounts and instead continued to list each of the accounts as open and with a monthly payment amount and/or a balance.”  We breakdown the merit of the lawsuit and discuss how this consumer was injured...or not injured based on the allegations! Check it out!!   Submit your questions to have them answered on the show: TheExtraCreditShow@gmail.com Available on Itunes, Stitcher, Google Play, and everywhere Podcasts are found. Instagram: @TheExtraCreditShowFacebook: www.facebook.com/TheExtraCreditShow Web: www.TheExtraCreditShow.com Watch the show on YouTube : https://youtu.be/RVq0jCjwpxY Contact: TheExtraCreditShow@gmail.com

Navient tried me, but I walked away a better person. --- Support this podcast: https://anchor.fm/keisha-boston5/support

We're all about understanding student loans in this episode! We confront our own loan confusion and get expert advice from Heather Jarvis, a lawyer and student loan consultant who who offers student debt training and advice. Then we hear how the federal government thinks about student debt from former Department of Education Undersecretary Ted Mitchell, who oversaw the ENTIRETY of federal student aid from 2014 to 2017. And to cap it off, we learn how Navient, the biggest student loan servicer around, was fined millions of dollars for shady methods around handling student loans. Do you have ideas for money or finance topics we should cover? Send us an email at payoffpod@mic.com. Learn more about your ad choices. Visit podcastchoices.com/adchoices