Podcasts about one community

Send us Fan MailThis week we revisit an episode from September 2025 where the team discusses out of work behavior and what implications that can have on workplaces. ----We've seen it in the news and around social media - someone did something controversial and they went viral for it. Next thing we hear, they've either tastefully resigned from their job or the company has issued a statement saying they do not stand by the actions and the person has been removed from the company. If you have an employee that goes viral for all of the wrong reasons, what response is within your legal rights? And more importantly, can you set yourself up to be more protected as a company from ill-perceived behavior that employees may take part in outside of work hours? Yes, you can! Join Chuck and John as they go through important steps to take to avoid being in a legal battle and how to make sure employees are aware of expectations.   Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailVeterinary technician Mariel Hendricks, MVEd, RVTg, FVTE, shares how a major career disappointment ultimately led her to discover a new path in veterinary education, mentorship, and leadership.We explore veterinary technician utilization, building trust within veterinary teams, mentorship, self-advocacy, career transitions, and why being an educator can extend far beyond the classroom.This is Episode 2 of 10 of the One Community series highlighting veterinary technician education and the people shaping the profession.Resources:Video episode on YouTubeKey takeaways and application guide on the Sprinkle of Wisdom SubstackAVTEMentor VetEpisode 1 of the One Community series. Episodes will launch every first Monday of the month. AVTE - One Community SeriesOne Community, created in partnership with the Association of Veterinary Technician Educators. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showMore Vet Life Reimagined?

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Send us Fan MailRevisit this episode, originally from summer of 2025!-----Welcome to another Listener Q&A with The Team at HR Stories! Today's episode goes into these questions:Can you terminate an employee just for a bad attitude?What should you do when an employee walks off the job mid-shift?Can quid pro quo harassment happen between coworkers? Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailBad documentation can create a bigger mess than no documentation at all. Chuck Simikian and John Thalheimer break down why the real goal is not paperwork for paperwork's sake, but creating a record that protects decisions, clarifies expectations, and makes the workplace better.Chuck shares a real HR moment that could have gone sideways fast, until one email proved exactly what was communicated and when. From there, he and John unpack why documentation matters most in the moments managers usually want to rush past: benefits changes, attendance issues, performance concerns, and the ADA interactive process.What you'll learn:Why "document, document, document" is only useful if the record is actually clear and usefulHow one email can answer a compliance question before it becomes a problemWhat the ADA interactive process should show in writing, including requests, discussions, options, and undue hardship analysisWhy a vague or emotional note can become exhibit A for the other sideHow to write documentation so someone who was not in the room can understand what happened laterWe all know documentation gets treated like an annoying extra task unless leaders explain why it matters. There's a simple rule that turns documentation into a leadership tool, not just a legal shield - write it so a judge, jury, auditor, or future manager can understand it months later.The team also gets into the difference between being audit proof and audit secure, and why checklists, standard operating procedures, and consistent follow-through matter long before anyone asks questions. The episode closes on a bigger truth: documentation should capture good judgment, not manufacture a defense after the fact.Essential listening if you manage people, coach managers, or want practical HR advice that reduces risk while building a fairer, more accountable workplace. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

In today's episode, Justin challenges the idea that digital marketing is always the best way to get new patients. He shares why community events can be one of the most effective ways for chiropractors and clinic owners to grow their practice, but only when there's a real system behind them.Justin breaks down the five-step process his team uses to turn events like 5Ks into real business opportunities. From defining the right outcome to creating a client journey before the event even begins, he explains how to stop wasting weekends at community events and start using them to build relationships, generate leads, and grow your practice.In this episode, you'll hear about:Why community events can outperform digital marketing when they're executed with the right strategy.The five-step system for turning a community event into leads, conversations, and eventually new patients.How to build relationships before event day, create a follow-up system, and improve every event by asking how you can make it 20% better.Your Host: Justin Rabinowitz, Founder of Rehab Chiro Coach. Justin works with chiropractors and clinic owners to build profitable, scalable practices rooted in clear business models and disciplined execution.Ready to take the next step?Join us September 18th, 19th, and 20th at RC Mastermind Live in New Jersey for hands-on business training designed to help you leave with an actual blueprint and plan you can execute in your practice.Get your FREE non-member ticket here:https://go.rehabchirocoach.com/non-member-tix-sept-26?utm_source=organicPrefer to watch instead of listen?Watch the full episode on the Rehab Chiro Coach YouTube channel.Want help growing your practice?Book a free strategy call with the Rehab Chiro Coach team:https://go.rehabchirocoach.com/call-organic?el=podcastJane.app PartnerTo get your first month free with Jane.app, use code rehabchiro1mo when you book your demo:https://janesoftware.partnerlinks.io/JRRehabChiro1MO

Send us Fan MailWhen employees mess up in the workplace, accountability and consistency is crucial to maintaining employee trust. But what is the right move when things go wrong? In today's episode, Chuck and John go through the ins and outs of discipline in the workplace while recapping a story that shows what happens when you don't document behaviors properly. THE DISCIPLINE CHECKLISTSo if you are sitting in HR—or you are a manager working with HR—and you are trying to decide the appropriate level of discipline, here are the questions I want you asking: How serious was the conduct? What does our policy actually say? What is the employee's prior record? Is this the first occurrence, or is there a pattern? How have we handled similar situations before? Did the employee accept responsibility? Does the employee understand the impact of the behavior? Do we believe the conduct can realistically be corrected? What impact has the incident had on the other employee and the rest of theworkplace? Is there a safety concern?And then maybe the biggest question of all: Can I confidently put this employee back into the workplace? Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

When people want very different experiences from the same winter landscape, can a map help them find common ground?Winter travel plans determine where snowmobiles and other over-snow vehicles may travel on public lands—and where areas are managed for quieter, non-motorized recreation, wildlife, and other resources.In this episode, panelists draw on examples from Idaho, Colorado, and Montana to explore how local collaboration can shape fair, durable plans, even as federal capacity and the policies guiding that work become increasingly uncertain.The conversation was moderated by Winter Wildlands Alliance Executive Director David Page, who died unexpectedly in July 2026. We are deeply grateful to share David's voice and to hear him doing what he did so well: asking thoughtful questions, bringing people together, and imagining a better future for public lands. We dedicate this episode to his memory.IMPORTANT DISCLAIMER: This episode was recorded at the Grassroots Advocacy Conference in September 2025. Since then, the Rio Grande National Forest in Colorado has released its Draft Environmental Impact Statement (DEIS) for winter travel management and completed a public comment period. While some of the discussion in this episode reflects an earlier stage of the process, planning on the Rio Grande National Forest is actively moving forward.SPEAKERS:Brittany Leffel, Colorado Policy Manager, Winter Wildlands AllianceLynn Padgett, Commissioner, Ouray County, ColoradoZach Angstead, Federal Legislative Director, Wild MontanaModerator: David Page, Executive Director, Winter Wildlands AllianceRESOURCESWinter Wildlands Alliance Action CenterWhat Is Winter Travel Management?Change Is an Endurance Sport: 25 Years of Winter Wildlands AllianceRio Grande National Forest Draft Winter Travel PlanRio Grande National Forest Over-Snow Travel Management ProjectKootenai Winter Travel CollaborativeOuray Regional Recreation and Conservation AllianceColorado Outdoor Regional Partnerships InitiativeCREDITSProduced and co-hosted by Anneka Williams and Emily ScottEdited by Adam TitmussTheme music by Rattlesnake Preachers featuring Kerry McClayAdditional music by Blue Dot Sessions

Send us Fan MailManagers are carrying too much, employees are feeling less connected, and AI is about to expose every weak workplace system that already exists. Chuck from HR Stories and leadership expert John Thalheimer break down Gallup's 2025 State of the Global Workplace findings and reveal what they actually mean for 2026.The headline number is hard to ignore: global employee engagement fell to 20%, costing the world an estimated $10 trillion in lost productivity. But the real story is not just disengagement, but rather what is driving it, from overwhelmed managers and broken processes to unclear priorities, poor systems, and workplaces that ask people to care without giving them a reason to.Chuck and John unpack why engagement is a result, not a goal you can simply demand. They dig into the manager decline, the emotional burden of leadership, and why so many organizations keep promoting high performers into roles they were never trained to handle. You'll hear why “pizza party” perks do not fix culture, why agency matters more than inspirational posters, and why meaningful choice, contribution, and progress are the real ingredients of better work. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Enter the CircleWeek 2“One Church. One Community. One Calling: The Story God Has Always Been Writing”Notes: https://www.bible.com/events/49648081

Janet Michael sits down with Lauren Fleming, Tap Room Manager for Dividing Creek Beer Co., and Friends of Old Town's Brady Cloven, for a bonus Old Town Winchester conversation about how a brewery became a full-blown community living room. Lauren shares the winding path that brought her back to Winchester, the chaos of a surprise opening day in the middle of the pandemic, and why she fought (and lost) a battle over a crab on the logo. The three also dig into the tap list — including a purple ube lager and a crab-seasoned summer gose — First Friday plans, and why the best breweries these days are as much about art, trivia, and thrifting as they are about beer. FIRST FRIDAY EVENT DETAILS  DORA in Effect / Sip & Stroll: 5:00–10:00 PM — grab a drink to go from Dividing Creek or other participating spots and walk the mall Community Open Mic Night with The River House: Taylor Pavilion, 5:00–9:00 PM, performers roughly every 15–20 minutes — spoken word, poetry, and singer-songwriter acts Artist Alley: led by Shen Arts, set up on Boscawen; additional vendors from Moon Phased near the south end Friends of Old Town table (Taylor Pavilion): info on The River House nonprofit, kids' arts & activities, new Friends of Old Town shirts, pre-order Dawg Days of Summer shirts (design by Valerie Burgess of Big Fog), and remaining ornaments At Dividing Creek specifically: Lauren will be on-site that evening as the featured local artist, showcasing/selling framed photography, prints, and mixed-media work LINKS & RESOURCES Dividing Creek Beer Co. - dividingcreekbeerco.com Dividing Creek Beer Co. on Facebook and Instagram Friends of Old Town - friendsofoldtown.org    Friends of Old Town on Facebook and Instagram Dawg Days of Summer: Get tickets Wasteland Winchester (Thrift on Tap vintage markets) on Facebook THE VALLEY TODAY with Janet Michael — A decade of conversations. New podcast episodes drop weekdays at 11 AM. Catch the show on The River 95.3 and Fox Sports 1450 AM weekdays just after noon. Subscribe and listen at thevalleytodaypodcast.com — available on Apple Podcasts, Spotify, and wherever you get your podcasts. If you enjoy the show, please take a moment to leave a rating or review — it helps more listeners find us. Connect with us: Facebook — facebook.com/ValleyTodayFanPage Instagram — instagram.com/thevalleytoday

Send us Fan MailToday's episode covers the critical role of government agencies like the EEOC and Department of Labor, which are tightening enforcement, reshaping compliance, and redefining what a fair and equitable workplace looks like.Why should you care? Because the current trajectory risks creating a workplace environment where loyalty diminishes, reputations are damaged, and talent quietly disengages all because organizational decisions are driven by short-term power, not people's realities. But there's hope: by understanding these trends, HR professionals and leaders can clean up the chaos, foster genuine trust, and build systems that truly support their workforce's changing needs.Perfect for HR leaders, managers, and anyone navigating the new realities of work, this episode arms you with critical insights into a chaotic market and how to turn it into an opportunity for transformation. Whether you're questioning hiring strategies, benefit policies, or compliance tactics, this is essential listening for understanding what's really happening beneath the surface. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailWhat does it look like to live by the words "good thoughts, good words, good deeds" for nearly 50 years — across multiple countries, species, and universites?Dr. Mehdi Mobini's answer is this episode.This is the first in our new One Community series, created in partnership with AVTE — the Association of Veterinary Technician Educators. One Community is built on three pillars: leadership, innovation, and mentorship. Dr. Mobini embodies all three.A veterinarian trained in Iran who came to Auburn during the hostage crisis with no money and no safety net, Dr. Mobini went on to become a small ruminant specialist, a veterinary technician program director, a six-year AVMA Board member, and one of the most consistent advocates for the veterinary technician profession in rooms where that voice has not always been welcome.Learn more: avte.net/avtecoreResources & LinksWatch the video of this episode on YouTubeAVTE — Association of Veterinary Technician Educators: avte.netAVMA Committee on Veterinary Technician Education and Activities (CVTEA): avma.orgAmerican Association of Small Ruminant Practitioners: aasrp.orgPodcast Club Guide for takeaways and applicationVet Life Reimagined | AVTE One Community Series Episode 1 | Dr. Mehdi MobiniThe Animal Health, Nutrition, Technology Innovation (AHNTI) conference will be in Boston on Oct 26-28. Registration closes July 12th, so don't wait. Learn more at AHNTI-US.com and use code VETLIFE10 to save 10% on registration.AVTE - One Community SeriesOne Community, created in partnership with the Association of Veterinary Technician Educators. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showMore Vet Life Reimagined?

In this episode of LiberatED, host Kerry McDonald speaks with Melody Rider, president of ConnectED Polk, a Florida nonprofit helping build stronger connections between education and industry. Rather than creating programs in isolation, ConnectED Polk serves as a community intermediary—bringing together K–12 schools, higher education, employers, and civic organizations to better prepare students for success after graduation. Melody shares how ConnectED Polk has reached thousands of students through career exploration events and is expanding work-based learning opportunities, including internships, apprenticeships, and other real-world experiences designed to help students discover their interests and build durable career skills. The conversation also explores ConnectED Polk's partnership with WonderHere to launch an innovative microschool inside a Title I public elementary school in Polk County, which Kerry wrote about at Forbes. They discuss the importance of helping traditional public schools innovate alongside charter and private school growth, and why durable human skills matter more than ever in an AI-driven economy. Whether you're an educator, parent, policymaker, or employer, this episode offers a compelling look at how community collaboration can create more meaningful pathways from education to employment—and better outcomes for students. *** Sign up for Kerry's free, weekly email newsletter on education trends at edentrepreneur.org. Kerry's latest book, Joyful Learning: How to Find Freedom, Happiness, and Success Beyond Conventional Schooling, is available now wherever books are sold!

Send us Fan MailWorkplaces are changing. Benefits are shrinking, employees are being sent back to in-office work, and AI is fundamentally changing the hiring process for applicants and recruiters alike. In today's episode, Chuck and John dive into what information you actually need to take away from these latest Gallup State of the Global Workplace: 2026 Report and how you can apply these learnings to your workplaces.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Season 4, Episode 18 of The Front Porch Podcast 100 Episodes. Countless Stories. One Community.Every community has a story, but it's the people who make it worth telling.In this special 100th episode of The Front Porch Podcast, we look back on the journey that has brought us here with three familiar voices: City Manager Jason Little, Facilities Director and former Mayor Reed Greer, and Executive Director of Administrative Services Gail Dansby.Together, they reflect on Melissa's remarkable growth over the past two decades, the culture that has made the community so special, and the people who have chosen to invest their lives in building something bigger than themselves. From a city of just a few employees to one of the fastest-growing communities in North Texas, they share the intentional decisions, partnerships, and servant leadership that have helped Melissa grow without losing its heart.The conversation takes a deeply personal turn as Jason opens up about one of the most difficult seasons of his life and how the kindness of this community changed him forever. It's a powerful reminder that Melissa isn't defined by its growth, its buildings, or its boundaries. It's defined by people who show up for one another.After 100 episodes and more than 100 stories, one thing has become clear: the heart of Melissa has always been its people.Thank you for being part of the journey. Here's to the next 100 stories.Links:Gail Dansby Podcast: Listen NowJason Little Podcast: Listen NowReed Greer Podcast: Listen NowCity of Melissa: WebsiteMusic: https://www.purple-planet.com

Send us Fan MailIn this second part of, "You can be kind and..." series, Chuck and John will dive into the ways that being kind creates accountability and fairness in the workplace while maintaining your boundaries.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailThis episode is a practical, high-impact conversation for HR professionals, managers, and business entrepreneurs who want to lead with kindness without losing accountability. Drawing from an infographic, by Dr. Oliver Degnan, on how you can be kind and still say no, be honest, set boundaries, feel your emotions, make tough decisions, and lead with compassion, Chuck and John break down what mature leadership really looks like in the workplace.If you've ever struggled with employee relations, performance conversations, difficult decisions, toxic behavior, or protecting your time, this discussion gives you a clear framework for handling it all with confidence. The team explains why kindness is not weakness, why honesty prevents bigger problems later, and why strong leaders must balance empathy with standards, consistency, and documentation.You'll hear real-world HR and leadership examples that show how to address conflict without escalating drama, how to set boundaries without guilt, and how to make hard decisions in a way that protects both the organization and the people in it. This episode is especially useful for HR leaders, supervisors, team leads, and entrepreneurs who want to build healthier cultures, reduce burnout, and improve decision-making.Key themes include:Kindness and accountability in leadershipHow HR professionals can say no with claritySetting workplace boundaries that protect time and prioritiesEmotional intelligence in difficult conversationsDealing with toxic behavior and protecting team cultureMaking tough business decisions with compassion Whether you lead a team, run a company, or support people at work, this episode offers a thoughtful reminder: the best leaders don't choose between care and standards; they deliver both. C-Suite PerspectivesElevate how you lead with insight from today's most influential executives.Listen on: Apple Podcasts SpotifySupport the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

→ How did a Virginia school principal help to merge two rival schools into one?→ How can we build positive school culture during times of change and transition?→ How can we translate our school mission and values into meaningful daily practices?Timestamps from This Episode0:00:00 - Derek Cantrell was named the 2026 Outstanding Principal of Virginia1:45 - The story of the merger in Better Together5:08 - Honoring the traditions of both schools8:33 - Including student voice during the transition12:48 - Biggest lessons learned from the merger14:47 - Retaining teachers, logistical challenges16:57 - Improving attendance and engagement post-merger22:36 - Reinforcing school values on a daily basis24:00 - Using AI tools to improve lessons28:00 - Using AI to improve efficiency as a school administrator31:59 - One hope for the coming school year33:14 - How and where to connect with Derek onlineAbout This Guest, Derek CantrellDerek is the principal of Alleghany High School and was named 2026 Outstanding High School Principal of Virginia. He is the author of Better Together: Building One School, One Culture, and One Community from Two Rivals, sharing lessons learned from leading a successful school consolidation while building a unified culture focused on relationships, student success, and community. Derek is a frequent presenter on school culture, leadership, and practical applications of AI in education, helping school leaders create systems that put people first while improving outcomes for students and staff.Connect with Derek Cantrell on LinkedIn and on X @derekcatch19.Visit the home of Teachers on Fire at https://teachersonfire.net/.Song Track Credit: Tropic Fuse by French Fuse - retrieved from the YouTube Audio Library.

Send us Fan MailMost CEOs might not fire their entire HR team. But when Ryan Breslow, CEO of Bolt, did just that, the headlines sparked outrage. He claimed HR was “creating problems that didn't exist” and insisted that once the department was gone, those issues simply vanished. But is that story as simple as it sounds? Or is there a deeper lesson about leadership, culture, and the real role HR plays in building a resilient workplace?In this episode, Chuck and John unpack the controversial decision that turned headlines into a valuable conversation about the true impact and potential pitfalls of HR departments. They explore whether HR is truly the department of no or if it's the silent engine behind a company's success. You'll discover how the story reflects broader truths about organizational culture, accountability, and what happens when leadership tries to ‘fire away' at problems that are often just a conversation away from surfacing. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

How One Community Hospital Got MEDITECH Expanse and AI Right with Schneck's VP/CIO, Craig Rice Host: Phil Sobol, Chief Commercial Officer at CereCore Guest: Craig Rice, CHCIO, CDH-E, Vice President and Chief Information Officer, Schneck Medical Center Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen

Fluent Fiction - Serbian: River Guardians: How One Community United for Change Find the full episode transcript, vocabulary words, and more:fluentfiction.com/sr/episode/2026-07-02-07-38-20-sr Story Transcript:Sr: Сунчев зрак пробио се кроз густо лишће на обалама реке Градац, бацајући златне одсјаје по воденој површини.En: A sunbeam broke through the dense foliage on the banks of the reka Gradac, casting golden reflections on the water's surface.Sr: Тај дан је био посебан за Вука, младог заштитника природе који је био одлучан да очува чистоћу реке.En: That day was special for Vuk, a young nature protector determined to preserve the river's purity.Sr: Његов покојни деда је често говорио о лепоти природе и важности чувања њених ресурса, а Вук је чуво те речи у срцу.En: His late grandfather often spoke about the beauty of nature and the importance of conserving its resources, and Vuk kept those words in his heart.Sr: Био је Ивандан, старински празник који слави средину лета.En: It was Ivandan, an ancient holiday celebrating the middle of summer.Sr: Многи мештани су се окупили у долини ради прославе.En: Many locals gathered in the valley for the celebration.Sr: Вук је знао да је ово савршена прилика за организовање традиционалног ритуала чишћења реке.En: Vuk knew this was the perfect opportunity to organize a traditional river-cleaning ritual.Sr: Желео је да привуче што више људи, али је знао да неће сви бити подједнако одушевљени.En: He wanted to attract as many people as possible, but he knew not everyone would be equally enthusiastic.Sr: Међу њима је био и Марко, Вуков пријатељ, који је увек тврдио да су такве ствари губљење времена.En: Among them was Marko, Vuk's friend, who always claimed that such efforts were a waste of time.Sr: „Река ће ионако сама себе очистити,“ говорио је задиркујући Вука.En: "The river will clean itself anyway," he said, teasing Vuk.Sr: Али Вук није одустајао.En: But Vuk didn't give up.Sr: Његова истрајност и љубав према природи били су његове покретачке снаге.En: His persistence and love for nature were his driving forces.Sr: Ускоро је започела изненадна летња киша, претворивши реку у брзу, мутну бујицу.En: Soon, a sudden summer rain began, turning the river into a fast, muddy torrent.Sr: Многи су се склонили под кровове, али Вук је остао.En: Many took shelter under rooftops, but Vuk stayed.Sr: Покушавао је да убеди мештане да се придруже његовој акцији.En: He tried to convince the locals to join his cause.Sr: У томе му је помогла Александра, утицајна жена у заједници.En: He was helped by Aleksandra, an influential woman in the community.Sr: Њена подршка дала је додатни подстрек локалном становништву.En: Her support gave additional motivation to the locals.Sr: „Дођите, покажимо да можемо заједно да чувамо нашу реку,“ рекла је.En: "Come, let's show that we can protect our river together," she said.Sr: Уз Александрино вођство и Вукову истрајност, група је почела са радом.En: With Aleksandra's leadership and Vuk's persistence, the group began their work.Sr: Док су кишнице претиле да униште њихов труд, заједнички су радили, обезбедивши обалу и наставивши да чисте отпатке.En: Though the rain threatened to ruin their efforts, they worked together, securing the bank and continuing to clean up debris.Sr: Док су облаци полако одлазили, сунце се вратило, а река је засијала под његовим светлом.En: As the clouds slowly departed, the sun returned, and the river shone under its light.Sr: Вук и његова група завршили су ритуал, а становништво је, гледајући чисту воду, коначно схватило важност очувања свог окружења.En: Vuk and his group completed the ritual, and the locals, looking at the clean water, finally realized the importance of preserving their environment.Sr: Захваљујући Вуковој упорности и Александриној подршци, заједница је променила свој став.En: Thanks to Vuk's perseverance and Aleksandra's support, the community changed its attitude.Sr: Вук је стекао њихово поштовање и показао колико снаге има када се људи уједине.En: Vuk earned their respect and demonstrated the power of unity.Sr: Река Градац текла је мирно, као симбол нечега што вреди и треба сачувати за наступајуће генерације.En: The reka Gradac flowed peacefully, as a symbol of something valuable, something to be preserved for future generations. Vocabulary Words:sunbeam: сунчев зракfoliage: лишћеdense: густоreflections: одсјајиpurity: чистоћаprotector: заштитникresource: ресурсancient: старинскиopportunity: приликаenthusiastic: одушевљенpersistence: истрајностtorrent: бујицаshelter: склоништеinfluential: утицајанmotivation: подстрекleadership: вођствоdebris: отпатциthreatened: претилеdeparted: одлазилиpreserving: очувањеperseverance: упорностattitude: ставunity: уједињењеsymbol: симболvaluable: вредноgenerations: генерацијеdetermined: одлучанritual: ритуалcelebration: прославаrealized: схватило

Pleasure is good for you! Researcher Dr. Candice Nicole Hargons joins me to discuss the data on the wellness benefits of masturbation. Learn some suprising upsides for your sleep, confidence and stress level with the results of this study on self-pleasure and vibrator use.Learn more about Dr. CandiceMentioned in this episode:Dr. Candice in Season FiveMasturbation with August McLaughlinResearcher Debby Herbenick on the podcast: Rise in rough sexWhy vibrators work for women and how to choose oneCommunity questions: Vibrators, Edging and Anal SexNatural health benefits of orgasmsThe pleasure crisis and why good sex mattersORDER my Book: Permission for Pleasure: Tending Your Sexual GardenJOIN my Newsletter: Good Education for Good SexFOLLOW on Instagram @cindyscharkeyVISIT my website and blog

Send us Fan MailMost HR professionals aren't prepared for the seismic shift happening around discrimination laws and missing it could cost you millions. What if your workplace policies are unknowingly trending toward unconstitutional practices, risking hefty fines and legal battles? This episode reveals the surprising changes to disparate impact guidelines, the real story behind recent legal opinions, and why your current practices might be out of step with federal standards. When the Department of Justice and EEOC start emphasizing intent and individual decision-making over broad policies, HR teams need to rethink everything from background checks to AI screening tools. You'll discover how a seemingly neutral rule, like a blanket criminal background check, can disproportionately harm protected groups without explicit discrimination. We break down real-world examples of unintended consequences, from hiring policies to physical ability tests, and how to identify hidden barriers that could expose your company to litigation.You'll also learn how recent legal opinions are reshaping the landscape, highlighting the importance of causation and the role of less discriminatory alternatives. We explore practical frameworks for assessing whether your employment practices are truly job-related and necessary, helping you avoid costly missteps. Plus, we delve into the intricacies of AI tools in hiring: Are these systems fair? Do they measure what matters? And how can HR stay involved without taking on undue risk?Tune in with Chuck and John to get all of the details you'll need to navigate these guidelines.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailMost workplaces are ignoring the silent killer of culture that's hiding in plain sight: tolerance. In this eye-opening episode, HR experts John Thalheimer and Chuck reveal why avoiding tough conversations about performance and behavior can be a leader's biggest mistake and why sometimes, firing is the kindest move of all.Why do workplaces with disengaged, disorganized, and seemingly unaccountable staff stay afloat? John shares a remarkable story of an auto repair shop whose owner boldly fired the entire team. Not because he wanted to be harsh, but because he recognized that real culture isn't about cleaning house. It's about building standards from the ground up. You'll discover the crucial link between culture and performance, how success can obscure deeper issues, and why leaders often tolerate behaviors that threaten their future sustainability.In this episode, you'll uncover:The telltale signs that your workplace's culture is deteriorating, even if results look good on paperWhy ‘tolerance'—not firing—can be the true culture killer, and how to identify it earlyThe role of accountability and consistent consequences in embedding values into day-to-day operationsHow post-merger fatigue can mask core issues and what real leadership looks like during transitionsPractical strategies for leaders: setting expectations, giving fair chances, and knowing when to say goodbyeYou'll learn why focusing solely on firing can be a mistake, and how cultivating a culture of accountability, clarity, and fit creates a workplace where termination becomes rare, not routine. If you're tired of the cycle of bad hires, disengaged teams, and cultural cracks widening beneath your organization, this episode is your wake-up call.Perfect for HR leaders, managers, and anyone committed to building healthier, more resilient workplaces, because your culture is the foundation of every success story. When you understand the truth behind tolerances and consequences, you'll transform how you lead, hire, and develop your team. Are you ready to reset your standards and build a culture where firing is no longer the only solution? Listen in now and discover the real story behind the headlines—because a thriving workplace starts with you. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

In this episode of the Better Learning Podcast, host Mark Barga sits down with Dr. Tim Matlack (superintendent), Ken Bonkoski (director of facilities), and Phil Leinbach (architect, EM Architects) to tell the story of Antietam School District's response to a catastrophic flash flood on July 9, 2023 — and how a small, resource-limited district turned disaster into opportunity. Episode Takeaways: Crisis demands rapid, creative pivoting. When floodwaters destroyed 110,000 sq. ft. of educational space housing grades 7-12 and the district office — with FEMA providing zero financial assistance — the team had to improvise immediately. Students were relocated to a church, a neighboring elementary building, and eventually modular units, all while school opened on time that fall. Institutional trust is the foundation of effective school construction. With a decades-long relationship between the district and EM Architects, the team could move fast without losing alignment. Phil's advice: don't discard your architect like swapping doctors — that institutional knowledge of budgets, building history, and community context is irreplaceable. Flood-resilient design is possible, not just theoretical. The new Stony Creek Elementary is being built eight feet above the breach point of the 2023 flood, with solid creek-facing walls, storm water infrastructure, and a simplified rectangular footprint — giving the community genuine confidence without making promises nobody can guarantee. A strong school culture is built on shared purpose, not just shared hardship. Staff, neighboring districts (Exeter SD), community volunteers, and the National Guard all rallied around the district. Tim credits the faculty's family-like culture — which predates the flood — as the reason the district bent but didn't break. Flexibility is the greatest ability in school design and leadership. Phil's maxim: "Be like Gumby — bend, don't break." Ken's approach: don't get overwhelmed by the mountain in front of you; prioritize logistically, stay calm (mostly), own your mistakes, and keep moving. Tim's anchor: shared values around student outcomes are what let a team push through frustration and disagreement.   About Dr. Tim Matlack: It was a singular honor for Dr. Timothy A. Matlack to rejoin the Mounts community in the role of Superintendent.  From 2007-2022, he was fortunate enough to serve in a number of roles within the Antietam School District.   For ten years, Dr. Matlack taught at the Middle-Senior High School in the Language Arts Department.  For the next five years, he was given the opportunity to be an Assistant Principal K-12, Athletic Director and Curriculum Supervisor.  In that time, he came to understand Antietam for the unique, supportive and tenacious community that it is.   From 2022-2024, while he was the Director of Teaching and Learning at Tulpehocken Area School District, he thought often of Antietam and leapt at the opportunity to return as the Superintendent. About Ken Bonkoski: Ken Bonkoski is a facilities and maintenance professional based in Reading, Pennsylvania, known for his dedicated service in public education. He serves as the Facilities Manager for the Antietam School District, where he oversees building operations and ensures a safe, functional environment for students and staff. In addition to his work in education, Bonkoski is the owner of KB Construction, a company he founded in 1996. Through decades of hands-on experience, he has built a reputation for quality craftsmanship, reliability, and attention to detail across a wide range of construction and maintenance projects. Bonkoski gained wider recognition after being selected as a 2026 Pennsylvania RISE (Recognizing Inspiring School Employees) Award honoree, a distinction that highlights non-teaching school staff who make exceptional contributions to their communities. Colleagues and community members praise his strong work ethic and commitment. He is known for going beyond his standard responsibilities—often arriving early and staying late—to keep school facilities running smoothly and to support both students and staff. About Phil Leinbach: Philip began his career at AEM Architects in 1991 as a graduate architect and received his PA registration in 1994.  He joined ownership of the firm in 2000 and ascended to President in 2012.   Philip's background is in construction having worked for the family construction company prior to attending college.  For over 35 years, his architectural philosophy has centered around the concept that the greatest design is worthless if it cannot be constructed effectively and efficiently by the skilled contractors in the local marketplace. He is a hands-on professional focused on creating programmatic and operational value for his clients and providing responsive construction administration that is critical to the success of all projects.   Episode 334 of the Better Learning Podcast For more information on our partners: Association for Learning Environments (A4LE) - https://www.a4le.org/ Education Leaders' Organization - https://www.ed-leaders.org/ Second Class Foundation - https://secondclassfoundation.org/ EDmarket - https://www.edmarket.org/ Catapult @ Penn GSE - https://catapult.gse.upenn.edu/ Want to be a Guest Speaker? Request on our website  

Fluent Fiction - Swedish: How One Community Fought to Save Their Beloved Park Find the full episode transcript, vocabulary words, and more:fluentfiction.com/sv/episode/2026-06-07-07-38-19-sv Story Transcript:Sv: Våren hade svept genom den lilla svenska bostadsområdet som en mild bris.En: Spring had swept through the small Swedish residential area like a gentle breeze.Sv: Liljor och syrener blomstrade överallt och fyllde luften med sin söta doft.En: Lilies and lilacs bloomed everywhere, filling the air with their sweet scent.Sv: Men trots den idylliska miljön fanns en oro som genomsyrade samhället.En: But despite the idyllic surroundings, there was an anxiety that permeated the community.Sv: Ett nytt byggprojekt hotade att förstöra den älskade grönskan i deras park, den där lilla oasen där invånarna samlades för att fira, spela och koppla av.En: A new construction project threatened to destroy the beloved greenery in their park, that little oasis where residents gathered to celebrate, play, and relax.Sv: Elin var på väg hem från jobbet när hon hörde rykten om det planerade bygget.En: Elin was on her way home from work when she heard rumors about the planned construction.Sv: Hon stannade mitt på gatan, med händerna fyllda med kassar, och kände en blandning av ilska och oro.En: She stopped in the middle of the street, with her hands full of bags, feeling a mix of anger and worry.Sv: Hon kände sin roll som gemenskapens ledare.En: She felt her role as the community's leader.Sv: Det var hennes ansvar att agera.En: It was her responsibility to act.Sv: Hon svängde in på den välbekanta vägen mot huset där hennes granne och vän Oskar bodde.En: She turned onto the familiar road leading to the house where her neighbor and friend Oskar lived.Sv: Oskar öppnade dörren och hälsade henne med ett vänligt men frågande leende.En: Oskar opened the door and greeted her with a friendly but questioning smile.Sv: "Har du hört talas om bygget i parken?"En: "Have you heard about the construction in the park?"Sv: frågade Elin med en röst som darrade av beslutsamhet.En: asked Elin with a voice trembling with determination.Sv: Oskar nickade sakta.En: Oskar nodded slowly.Sv: "Ja, jag hörde det.En: "Yes, I heard.Sv: Många verkar tro att vi inte kan göra något åt det."En: Many seem to think we can't do anything about it."Sv: "De har fel," sa Elin bestämt.En: "They're wrong," said Elin firmly.Sv: "Vi måste göra något.En: "We have to do something.Sv: Vi måste samla alla."En: We must gather everyone."Sv: Med Midsommar på intåg och den gemensamma känslan av samhörighet som firandet förde med sig, fick Elin en idé.En: With Midsommar approaching and the shared sense of togetherness that the celebration brought, Elin got an idea.Sv: Hon bestämde sig för att organisera ett möte i den centrala parken.En: She decided to organize a meeting in the central park.Sv: Hon visste att hon var tvungen att agera snabbt.En: She knew she had to act quickly.Sv: Några dagar senare, när solen precis började gå ner, samlades grannarna under lummiga träd och lyktor av pappersblommor.En: A few days later, as the sun was starting to set, the neighbors gathered under leafy trees and lanterns of paper flowers.Sv: Det var en skör, men hoppfull stämning i luften.En: There was a fragile, yet hopeful atmosphere in the air.Sv: Inte alla var övertygade.En: Not everyone was convinced.Sv: Några rynkade på pannan och muttrade skeptiskt.En: Some frowned and muttered skeptically.Sv: Elin kände av deras tvivel och hennes egna osäkerheter gnagde inom henne.En: Elin sensed their doubts and her own insecurities gnawed at her.Sv: Men med Oskars uppmuntrande nick vid sin sida, steg hon fram.En: But with Oskar's encouraging nod by her side, she stepped forward.Sv: "Jag förstår," började hon, "att vi alla känner oro och kanske tvivel.En: "I understand," she began, "that we all feel worry and maybe doubt.Sv: Men titta runt er.En: But look around you.Sv: Det vi har här är värt att kämpa för.En: What we have here is worth fighting for.Sv: Vi kan göra skillnad."En: We can make a difference."Sv: Hennes ord väckte en gnista i många.En: Her words sparked an interest in many.Sv: Diskussioner blossade upp, vissa höll med och andra uttryckte sina farhågor.En: Discussions flared up, some agreed and others expressed their concerns.Sv: Men Elin lyssnade tålmodigt, lät alla röster höras och delade även sina egna rädslor och tvivel.En: But Elin listened patiently, let all voices be heard, and shared her own fears and doubts as well.Sv: När skymningen föll och eldflugorna började dansa, märktes det en förändring.En: As dusk fell and fireflies began to dance, a change was noticed.Sv: Sakta men säkert enades grannarna.En: Slowly but surely, the neighbors united.Sv: De lovade att arbeta tillsammans för att bevara sin park.En: They promised to work together to preserve their park.Sv: Mötet slutade med ett gemensamt skratt och en känsla av att de kunde skapa en bättre framtid.En: The meeting ended with a shared laughter and a feeling that they could create a better future.Sv: Elin kände sig lättad, men mer än så, hon kände sig stärkt.En: Elin felt relieved, but more than that, she felt strengthened.Sv: Hon hade fått mod att leda men även att visa sina svagheter.En: She had gained the courage to lead but also to show her vulnerabilities.Sv: Och det, insåg hon, gjorde henne bara starkare.En: And that, she realized, only made her stronger.Sv: Midsommar närmade sig fylld av ljus och samhörighet.En: Midsommar approached full of light and unity.Sv: Deras lilla bostadsområde var redo att möta framtiden tillsammans, tack vare Elins mod och Oskars tysta men starka stöd.En: Their little residential area was ready to face the future together, thanks to Elin's courage and Oskar's silent but strong support. Vocabulary Words:residential: bostadsområdegentle: mildbreeze: brislilies: liljorlilacs: syreneridyllic: idylliskpermeated: genomsyradeconstruction: byggprojektdestroy: förstöragreenery: grönskaoasis: oasrumors: ryktendetermination: beslutsamhetapproaching: på intågtogetherness: samhörighetquickly: snabbtfragile: skörhopeful: hoppfullskeptically: skeptisktdoubts: tvivelinsecurities: osäkerhetergnawed: gnagdesparked: väckteconcerns: farhågorpatiently: tålmodigtdusk: skymningfireflies: eldflugorrelieved: lättadstrengthened: stärktcourage: mod

This episode dives into the raw, unfiltered business journey of Tommy D, a man who built a booming roofing company, lost nearly everything in the 2008 crash, missed a once‑in‑a‑lifetime chance to buy a bank, and still clawed his way back to owning 17 companies and generating millions.Joseph and Tommy unpack the mindset, the mistakes, the near‑misses, and the massive rebound that shaped one of the most unconventional entrepreneurial careers you'll hear this year.Roofing Empire — how Tommy built a highly profitable roofing company before the crash2008 Collapse — the moment everything fell apart and what it taught himMissed Bank Deal — the opportunity that could have changed everythingRebuilding Wealth — the strategy behind launching and scaling 17 companiesOpportunity Zones — how he leveraged OZs to create long‑term, community‑focused wealthDiversified Leadership — why Tommy now operates across construction, development, healthcare, and tourismThe high‑cashflow roofing years and what made the business explodeHow the 2008 crash wiped out his momentum and forced a total resetThe story of the bank he could have bought—and why he still thinks about itThe mindset shift that turned failure into fuelHow he built 17 companies by focusing on systems, partnerships, and community impactWhy he believes underutilized communities hold the next wave of generational wealthThe role of healthcare, construction, and development in rebuilding distressed areasTommy's path is anything but linear. After making serious money in roofing, losing it, and rebuilding from scratch, he now serves as:Director of Development at Titan Impact GroupLeader at Land Shark MastermindCertified Opportunity Zone AdvisorGeneral Contractor & Custom Home BuilderFormer Emergency Department NursePublished author and scientific researcherGhost town tour guide with TNT Ghost Town ToursHis academic background includes Doctor of Science studies at Arizona State University, a BSN from Chamberlain University, and studies at Pasco‑Hernando State College.Failure is a pivot point, not a dead endWealth is built through diversification, not single‑lane successMissed opportunities can sharpen your vision for the next oneCommunity‑focused development is both profitable and purpose‑drivenReinvention is possible at any stage of lifeThis is a story of grit, loss, reinvention, and massive comeback energy. Tune in to hear how Tommy turned a crash into a catalyst and built an empire that spans industries and communities.

This episode's Community Champion Sponsor is Ossur. To learn more about their ‘Responsible for Tomorrow' Sustainability Campaign, and how you can get involved: CLICK HEREEpisode Overview: Physician shortages, relentless reimbursement cuts, and rising burnout are quietly destabilizing the hospitals that communities depend on most.Dr. John Birkmeyer is confronting these challenges head-on as president of Sound Physicians, a physician-founded organization partnering with more than 400 hospitals across 45 states to deliver high-quality inpatient care.A Harvard Medical School graduate and member of the National Academy of Medicine, Dr. Birkmeyer brings decades of health services research alongside executive leadership at Dartmouth Health to bear on the most pressing problems in hospital medicine today.Join us to discover how Dr. Birkmeyer and Sound Physicians are leveraging data-driven performance improvement, physician-led culture, and emerging AI tools to reduce burnout, navigate reimbursement pressures, and build a more sustainable future for inpatient care. Let's go!Episode Highlights:Dr. Birkmeyer joined Sound Physicians serendipitously, connecting through a headhunter after Dartmouth hospital partnerships fell through.Sound Physicians serves 400+ hospitals across 45 states, employing roughly 5,000 clinicians in hospital-based specialties.Medicare physician payment cuts of 7 to 8% follow six years of annual cuts, accelerating consolidation and threatening independent practices.Physician burnout stems not just from overwork, but from loss of autonomy and control over their daily practice decisions.AI will reduce documentation burden (25 to 30% of physician time) while hospital-at-home models represent Sound's next major growth frontier.About our Guest:Dr. John Birkmeyer leads the Sound medical group and is responsible for clinical affairs and performance across all specialties. A graduate of Harvard Medical School and member of the National Academy of Medicine, Dr. Birkmeyer served as Executive Vice President and Chief Academic Officer for Dartmouth Health. He is a nationally recognized health services researcher with expertise in understanding variation in hospital and provider performance, scalable strategies for quality improvement, and value-based reimbursement.Links Supporting This Episode: Sound Physicians page: CLICK HEREDr. John Birkmeyer LinkedIn page: CLICK HERESound Physicians LinkedIn page: CLICK HEREMike Biselli LinkedIn page: CLICK HEREMike Biselli Twitter page: CLICK HEREVisit our website: CLICK HERESubscribe to newsletter: CLICK HEREGuest nomination form: CLICK HERE

Send us Fan MailIn this episode of NATA-Cast, hosts Mollie Pillman, MS, MBA, CAE, and Katie Scott, MS, ATC, CAE, explore what NATA's annual convention means across different stages of an athletic training career. Joining the conversation are Axel Moncada, MA, LAT, ATC, a fourth-year certified athletic trainer; Michelle Holt, MA, ATC, OPE-C, an athletic trainer for thirteen years and working in physician practice with an orthopedic surgeon; and Tom Abdenour, DHSc, ATC, CES, a Hall of Famer with nearly five decades in athletic training spanning professional basketball and collegiate athletics. Together, they reflect on the energy, connection and professional growth that define the convention experience. Axel shares lessons learned from attending early in his career, Michelle discusses the value of reconnecting with colleagues and getting involved through volunteering and Committee Day, and Tom highlights the importance of lifelong learning and the significance of his Hall of Fame induction. The episode also offers practical advice for first-time attendees, including finding a convention buddy, stepping outside your comfort zone and taking advantage of opportunities ranging from networking to on-demand education and pre-conference programming.NATA 2026 is June 29 - July 2 and happening in Philly.  Learn more and register to attend at convention.nata.org.NATA-Cast is produced by Association Briefings. Follow The National Athletic Trainers' Association on social media!FacebookXInstagramLinkedInHave an idea for an episode or series? Send us an email! thenatacast@nata.org

Samantha McCarthy's story reflects both the challenges and strength that can come with a multiple sclerosis diagnosis. As part of MS Ireland's national campaign MS Journeys: Many Faces, One Community, Samantha shares her experience of living with MS and her message that life after diagnosis can still be full, positive, and meaningful. World MS Day, marked globally on 30 May, aims to raise awareness of MS and highlight the realities of diagnosis. Samantha joined Daragh Dolan on Wednesday's Morning Focus.

Send us Fan MailMost HR conversations overlook the real drivers behind employee retention and wage satisfaction. What if the secret isn't just about raising minimum wages, but understanding why people stay or leave? This episode dives deep into the hidden forces shaping compensation and workplace culture—revealing surprising insights on how pay, benefits, and environment influence your team's longevity and engagement.Join us as we unpack the overlooked impact of minimum wage trends—from the 1970s to today—and how wage compression and salary compression threaten your ability to attract and retain talent. We explore the science and psychology behind fair pay, highlighting why many organizations underestimate the subtle, yet powerful, effects of culture, benefits, and intrinsic motivation on employee happiness.You'll discover:Why minimal wage levels (like $7.25) are less relevant than you think, and how wage floors influence upward pressure across salaries.The secret science and complexity behind compensation decisions, even for HR pros. Spoiler: It's not just market rates, but perceived fairness and culture fit.How supply and demand, job difficulty, and societal factors like gas prices impact employees' decision to stay or jump ship, often unnoticed by leadership.The critical importance of benefits and company culture in fostering engagement, especially for long-term employees who've "checked out" but stay out of comfort or routine.Why money motivates during overtime but isn't the main factor fueling daily work passion.In a climate where workers are overwhelmed by economic pressures, such as rising gas costs or inflation, it's more vital than ever to understand what motivates your team beyond paychecks. Ignoring these insights risks high turnover, disengagement, and a workplace where employees feel undervalued despite seemingly competitive salaries.Whether you're an HR leader, manager, or business owner, this episode equips you with the knowledge to rethink your compensation strategies, improve workplace culture, and build loyalty from the inside out. Perfect for anyone committed to creating workplaces where people want to stay long-term. Don't miss these game-changing insights!If you want to understand the real levers behind employee retention, this discussion will give you a fresh perspective that combines data, psychology, and practical wisdom. Tune in and get ready to transform your approach to compensation and engagement. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailMost HR advice misses the real secret to building thriving teams and it's not just about training or benefits. On this episode, leadership guru John shares a powerful, simple framework for transforming your workplace from the inside out.Discover how clarity, capabilities, and capacity can be the game-changers for your team's decision-making, motivation, and energy. John reveals how understanding and enhancing these three ingredients can lead to higher engagement, better decisions, and a more resilient workplace. He breaks down practical strategies like aligning team values with behavior norms, assessing resource gaps, and managing energy like a capacitor, so you can improve decision quality at every level.You'll learn why traditional HR tactics often fall short and how focusing on decision-making conditions can unlock hidden potential. Whether you're a manager, HR professional, or leader, this episode gives you the tools to foster a culture where employees are energized, aligned, and equipped to succeed. Don't settle for mediocre teams! Harness the power of these insights to make work better for everyone. Perfect for workplace leaders looking to elevate decision-making, engagement, and team dynamics. This is your blueprint for creating resilient, motivated, and high-performing teams. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailWhen a medical facility told a new mother that she could take a couple of minutes to pump ONLY if they were well-staffed, it wasn't a benefit they were withholding. They took away her rights. While it's easy for managers to feel that following the law is getting in the way of the operation, it's important for them to understand how the law works and where there isn't any room for exceptions.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailWhen your employees experience moments of friction that make them question their relationship with their job or the company they work for, you want to make sure there's enough "love in the tank" to sustain their relationship with the job. How do you get ahead of these moments of friction to make sure the overall satisfaction in the job outweighs the frustrations they encounter? Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailHaving a solid succession plan at your company can not only help you have the right people to fill a role and provide clarity for your employees, but it could also save you from a lawsuit. In today's story, you'll see that even the EEOC couldn't escape a court battle when an employee claimed their succession plan was exclusionary and violated their own laws. Were the claims accurate? Listen to find out! Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailInternships have long been seen as stepping stones in careers, but recent developments have raised serious questions about their structure and compensation. As corporate America grapples with evolving norms, young professionals must navigate this changing landscape. In this episode, we'll explore the current state of internships, the implications of recent legal cases, and what you can do to protect yourself in this competitive field. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailWhen a patient requests that they re-assign a home-health nurse because they didn't want them to be black, the company made a dangerous and costly agreement to try and make the customer happy. Can customers make requests based on discriminatory reasons and, if they do, how do you handle it? Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send us Fan MailOffice gossip is an unavoidable fixture of the work environment and can even have benefits to the relationships your teams build. But when does it cross the line? When is concern around gossip just a manager's ego talking? And what does gossip actually point to as the real issue in the workplace? Listen to Chuck and John break it down for you on this weeks episode with a five-part solution to tackling gossip head on.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

Send a textWhen Coca Cola hosted a company-sponsored networking event for female employees, the flag was raised to the EEOC for discrimination. So does this mean that women's retreats and networking groups have seen their final days? Not exactly. How you approach these events can make all the difference; from who you invite to how you advertise it, it's important to be mindful every step of the way.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Send a textWhen you have a legitimate reason to terminate an employee, can they still sue you? The answer may make you feel uneasy. While you can't stop a lawsuit from coming your direction, you can be prepared with a solid defense if you have the right documentation.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

In Renfrew County, near Ottawa, opioid deaths were at an all time high in 2023. That prompted first responders, city officials and outreach workers to band together, to rethink how they were dealing with the crisis. Now, nearly a year into a community care model, opioid deaths have dropped by more than half, and fewer people are ending up in emergency departments. Here's how it works.

Send a textAI is here and there are ongoing court cases to determine the legality of using it for screening candidates. While the courts work to determine their position, there are steps and ways of thinking that HR professionals need to keep in mind. Don't wait for AI to happen to your organization - prepare for how you can use it safely. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Send a textIn today's fast-paced business environment, HR leaders face a myriad of challenges that demand their immediate attention. From the rise of artificial intelligence to the increasing need for pay transparency, the landscape is constantly evolving. This episode delves into these key themes, highlighting the pressures HR professionals encounter and offering insights to navigate these turbulent waters.Check out the program outline for the HR Certificate Workshop that John has been hosting. It's currently set up for Nonprofit Leaders but let us know if you'd be interested in having it outside of nonprofit! Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

The Guthrie family's emotional plea as the search for their beloved mother Nancy Guthrie intensifies. Also, NBC's Tom Llamas sits down in an exclusive interview with President Trump. Plus, a look into the nationwide support rallying around the Guthrie family.  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Send us a textChuck and John discuss the latest news in the HR world, including impacts of the weather, a recent EEOC decision, a shift to return to office response, and a changing job market. Could 2026 be the year of the great turnover? Find out what it could mean for you and your company.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

John Maytham speaks to chair of the Southbroom Property Owners Association; Eric Annegarn on how they’ve created a local government model to improve their village – without relying on government. Afternoon Drive with John Maytham is the late afternoon show on CapeTalk. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 to 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Send us a textWelcome to another Listener Q&A with The Team at HR Stories! Today's episode goes into these questions:Can an employee be disciplined for misuse of intermittent FMLA?Can you change someone's ADA accommodations?What do we have to pay for when it comes to USERRA?What are the biggest mistakes with handling discrimination complaints and how do you avoid retaliation? Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Send us a textWelcome back to part two of the Employment Law series, where the team looks at changes coming to the laws *you need to know about* in 2026. In this episode, follow along as the team provides some guidance on the following issues: - The impact of the National Labor Relation Board reaching quorum.- Independent Contractor classification may be in flux with the Department of Labor decisions.- Expect changes to non-competes.- States are doing the heavy lifting with employment law right now. Prepare your organization for tracking these changes.- How to make sure your managers are prepared with the resources and training to avoid gaps and legal issues.- How to avoid burnout in HR during uncertain times Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Is Major League Baseball on the horizon? Women's basketball? Nascar?Today we check in on the professional sports eco-system in Nashville: baseball, football, soccer, how far hockey has come — and the $2 billion dome going up for a team that's coming off one of its worst seasons to date.This episode was produced by Mary Mancini.Guests: Emma May-Bradley, Co-founder, Playmakers; sports marketing professional David Boclair, Veteran Nashville sports reporter, host of First & Tenn pod and Digital Producer for Nashville Banner Will General, Director of Marketing, Music City Baseball Johari Matthews, Vice President & Executive Director of ONE Community & Titans Foundation, Board of Directors,  Playmakers Nate Rau, Axios Nashville Erin Ryder, Professor of Practice, Department of Sport Administration, Belmont University; Co-founder,  Playmakers