Podcast appearances and mentions of Paul Edwards

  Holding to our own convictions while also staying genuinely curious about the convictions of others -- it's the goal of a new council that was just announced by the group Braver Angels. This advisory council features 23 leaders who disagree on many things, but still find ways to find common ground. This includes Governor Spencer Cox, several Deseret News contributors, and the director of BYU's Wheatley Institute, Paul Edwards. He joins the show to talk more about this new initiative. 

Dr. Stephen Paul Edwards is an author who explores the complexities of human behavior, relationships, and personal transformation. Through his work, including The Venus Flytrap, he examines how individuals can become emotionally and psychologically entangled in patterns that shape their lives, often without realizing it. With a focus on vulnerability, self-awareness, and accountability, he brings a candid and introspective perspective to conversations about identity, growth, and reinvention, encouraging others to better understand themselves and create meaningful change. For more information, visit vft23.com and vft23.com/coaching-and-counseling for question about coaching.

Welcome to Wake Up! with Joni, the podcast where embodied consciousness meets leadership through awareness — awakening lived, not theorized. What happens when heartbreak cracks open the identity you spent a lifetime building? In this deeply honest, funny, and transformational conversation, Joni sits down with Dr. Stephen Paul Edwards — spiritual counselor, speaker, and author of The Venus Flytrap — to explore trauma, toxic relationships, reinvention, emotional healing, and the awakening that can emerge from life's darkest nights. After childhood trauma, psychiatric hospitalization, addiction, multiple marriages, and profound emotional collapse, Steven shares the wisdom he gained through heartbreak, obsession, boundaries, healing, and remembering who he truly is. Together, Joni and Steven unpack: ✨ Why we repeat relationship patterns ✨ The hidden gifts inside heartbreak and emotional pain ✨ Trauma, triggers, and emotional healing ✨ Why "toxic" relationships may actually be teachers ✨ The power of boundaries and vulnerability ✨ Attachment, identity, and freedom ✨ Why we keep running — and what happens when we stop ✨ Remembering who you really are beneath the pain This episode is filled with humor, truth, compassion, and powerful perspective shifts for anyone navigating heartbreak, reinvention, trauma, or personal awakening. Connect with Dr. Stephen Paul Edwards

Welcome to the CanadianSME Small Business Podcast, hosted by Kripa Anand. Today, we explore how AI-powered devices, mobile security, and intelligent productivity tools are transforming the way professionals work in an increasingly connected business environment. Joining us is Paul Edwards, VP & GM of Enterprise Mobility at Samsung Electronics Canada. Paul shares how agentic AI, enterprise mobility, and the latest Samsung innovations are helping businesses streamline workflows, enhance security, and empower employees to achieve more. Key Highlights The Rise of Agentic AI: Paul explains how smartphones are evolving into proactive productivity partners. Redefining Mobile Productivity: Paul shares how the Galaxy S26 Ultra supports modern business workflows. Enterprise Security in the AI Era: Paul highlights the importance of secure mobile ecosystems for businesses. The Power of Connected Devices: Paul explains how the Samsung ecosystem improves collaboration and efficiency. The Future of Enterprise Mobility: Paul shares how AI-driven devices will reshape professional productivity. Special Thanks to Our Partners: UPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWA ADP Canada: https://www.adp.ca/en.aspx For more expert insights, visit www.canadiansme.ca and subscribe to the CanadianSME Small Business Magazine. Stay innovative, stay informed, and thrive in the digital age! To learn more about how we are supporting the ecosystem, please visit the CanadianSME Small Business Foundation at smbfoundation.ca. Disclaimer: The information shared in this podcast is for general informational purposes only and should not be considered as direct financial or business advice. Always consult with a qualified professional for advice specific to your situation.

This week on Kickin' It With KeKe: Life, Love, & Mindset, special guest Dr. Stephen Edwards joins the conversation for a powerful and eye-opening discussion about the relationship patterns we repeat, the truths we avoid, and the mindset shifts necessary for real growth.Why do we keep attracting the same types of people? Is it really self-love… or self-deception disguised as comfort and familiarity? In this episode, Dr. Edwards breaks down the deeper emotional and mental patterns that influence how we love, communicate, handle conflict, and show up in relationships.Together, KeKe and Dr. Edwards dive into accountability in relationships, emotional maturity, healing from unhealthy cycles, and how shifting your mindset can completely transform the way you experience love and life. This conversation challenges listeners to stop repeating patterns, start facing hard truths, and turn painful life lessons into personal growth.If you've ever struggled with heartbreak, toxic cycles, emotional triggers, or learning how to love yourself honestly while building healthier connections, this episode is for you.

In Episode #248 of World Awakenings: The Fast Track to Enlightenment, we welcome Dr. Stephen Paul Edwards, international speaker, author, and expert in spiritual transformation, consciousness, and Quantum Wealth.In this powerful and deeply personal conversation, Dr. Edwards shares his extraordinary life journey as a spiritual being navigating the full human experience—exploring love, chaos, healing, and self-discovery. With a PhD in Spiritual Counseling and decades of insight into the mind-body-spirit connection, Stephen reveals how embracing our flaws and releasing shame can unlock true personal freedom and spiritual awakening.Originally from Blackpool, UK, and now based in Florida, Dr. Edwards has become a leading voice in the world of Quantum Wealth and conscious living. His new book, “The Venus Fly Trap,” is a raw, fearless, and often humorous true story that invites readers to embrace the beauty, madness, and transformation of being fully human.✨ If you're seeking spiritual growth, enlightenment, self-healing, and deeper meaning in life, this episode is a must-listen.To find out more about Dr. Stephen paul Edwards, and to get a copy of his book, head over to this website https://vft23.com/What part of Dr. Stephen Paul Edwards' journey resonated with you the most?

There's a trite piece of advice that every man has heard a thousand times, and is bored of hearing: Choose a woman for her character, NOT her beauty.And I won't repeat that advice; I contend that the savvy seducer can get both virtue and beauty in one package. That's what I did, and I wrote a 500-page book about how to make that magic happen. Recently, I finished a book that makes an almost comically perfect companion to mine: "Venus Fly Trap" — the memoir of a man who seduced the enduring affections of a succubus from the ninth circle of hell. I'm speaking metaphorically. Just barely.I'm joined by Stephen Paul Edwards, who has a PhD in Spiritual Counseling and 20+ years working alongside leaders like Anthony Robbins, Robert Kiyosaki, and Dean Graziosi. Stephen brings an experiential lens to personal growth, and he's the author of "Venus Fly Trap."3:52 Why do elite men have "low standards?"8:25 Geographic deregulation of the sexual marketplace10:55 Mental health & self-sabotage12:47 Master teachers21:30 Where boundaries and compromise fail28:00 Tactical and practical: Seduction, good game, and boundaries result in tranquility 35:35 About Venus Fly Trap39:20 Character is revealed early in a relationship45:48 Toxic relationships52:51 Abundance mindset: what it costs you and how to hack it58:23 Timeline therapy1:00:00 How successful men waste their sexual market value01:06:57 Age differences in relationships01:15:41 Tough love: This was a regrettable relationship01:21:51 Venus Fly Trap - NOT relationship adviceRead

In Part 2 of this conversation, Bella and Lee continue their discussion with Stephen Paul Edwards, author of Venus Flytrap: Madness and Mayhem, moving beyond the story and into the deeper lessons around healing, communication, self-worth, and conscious relationships.This episode explores what happens after the chaos when you begin reflecting on your patterns, learning to be alone, recognizing where you have abandoned yourself, and rebuilding healthier ways of relating.Bella, Lee, and Stephen also unpack communication in marriage, emotional safety, masculine and feminine dynamics, self-awareness, and what it really takes to grow together instead of apart.In this episode, we talk about: • healing after toxic relationships • journaling and reflection • learning to be alone without feeling lonely • self-worth and identity in relationships • healthy communication and emotional safety • red flags, boundaries, and self-abandonment • masculine and feminine roles in modern relationships • what real partnership looks like over timeIf you are healing from heartbreak, trying to understand your patterns, or wanting to build a healthier relationship with yourself or someone else, this episode is for you.

In this second conversation with Stephen Paul Edwards, Chris and Stephen shift the focus toward financial freedom, investing, and the mindset required to build long term wealth. They break down why most people are never taught how money actually works and why relying on income alone will rarely create true financial security.Stephen shares practical insights on leveraging time and money, paying yourself first, and building assets that grow over time. The conversation explores why saving alone is not enough, how wealthy people make money work for them, and why understanding investments is one of the most important skills men can develop.They also discuss the importance of creating a financial statement, understanding your net worth, and learning to think differently about money, time, and opportunity.About StephenStephen Paul Edwards is a coach, author, and speaker focused on personal development, wealth thinking, and human potential. Through his work he encourages people to challenge limiting beliefs, take responsibility for their financial future, and build lives based on purpose, ownership, and long term thinking.Connect with Stephen Paul EdwardsWebsite: VFT23.comConnect with Motivated Masculine Men

In Part 1 of this conversation, Bella and Lee sit down with Stephen Paul Edwards, author of Venus Flytrap: Madness and Mayhem, to explore the deeply personal experiences that shaped his life and relationships.Stephen opens up about childhood trauma, mental health struggles, shame, self-worth, and the toxic relationship patterns that can keep people stuck far longer than they know they should stay. He shares how unresolved pain followed him into adulthood, how emotional chaos can become familiar, and why even self-aware people can still lose themselves in unhealthy dynamics.This is an honest, raw, and at times surprisingly funny conversation about the parts of ourselves we often try to hide.In this episode, we talk about:How childhood wounds can shape adult relationshipsWhy toxic relationships can feel so hard to leaveThe connection between shame, self-worth, and attachmentWhat it means to lose yourself in someone elseWhy red flags often make sense only in hindsightThe difference between being a victim and being a volunteer in your own patternsIf you have ever questioned why people stay, why they go back, or why love can sometimes feel more like chaos than connection, this episode will resonate deeply.Because awareness does not always come before the lesson.Sometimes it comes through it.

n this episode, Stephen Paul Edwards shares a raw and honest look at relationships, addiction, mental health, and personal growth. We explore how toxic relationships can become powerful teachers, why understanding values matters, and how men lose themselves when they ignore truth and intuition.Stephen opens up about masculinity, self love, belief systems, and the inner work required to grow into a grounded man. This conversation moves through darkness and clarity, touching on purpose, environment, manifestation, and the responsibility men have to know themselves deeply.Guest BioStephen Paul Edwards is a coach, author, and speaker focused on human potential, self discovery, and conscious relationships. His life journey includes working with Tony Robbins, navigating addiction and mental health challenges, and writing his memoir The Venus Flytrap, a deeply personal exploration of love, attachment, and self awareness.Stephen brings a perspective shaped by lived experience, reflection, and a relentless commitment to truth.Connect with Stephen Paul EdwardsWebsite: VFT23.comConnect with Motivated Masculine Men

Stephen Paul Edwards shares his personal growth journey, highlighting how a challenging relationship with a former international supermodel helped him accept both his light and dark sides, leading to increased self-awareness and freedom. He discusses how exposing his vulnerabilities and past struggles in his book allowed him to feel unburdened and authentic, emphasizing the importance of self-acceptance and the freedom that comes from embracing one's true self.Key takeawaysStephen shares his personal journey working with Tony Robbins and developing his own spiritual and transformational practiceHe discusses how emotional stress impacts physical health and the importance of accepting both light and dark aspects of oneselfPersonal experiences and challenges often lead to the most authentic ways of helping othersHe explores how trauma gets stored in the body and the importance of release through practices like meditationThe conversation highlighted the value of finding purpose and passion in life rather than pursuing material possessionsHighlights the importance of continuous learning and personal growth throughout lifeWith a PhD in Spiritual Counseling, Stephen has spent decades helping others find alignment between mind, body, and soul. As an international speaker, he has inspired audiences across the globe to break free from fear, rediscover their purpose, and fully embrace who they are. Learn more at vft23.com Visit ConfidenceThroughHealth.com to find discounts to some of our favorite products.Follow me via All In Health and Wellness on Facebook or Instagram.Find my books on Amazon: No More Sugar Coating: Finding Your Happiness in a Crowded World and Confidence Through Health: Live the Healthy Lifestyle God DesignedProduction credit: Social Media Cowboys

Paul Edwards is the founder and CEO of CEDR HR Solutions. He and his team are leading providers of one-on-one expert HR guidance, custom employee handbooks, and management education for more than 3000 private dental practices across the US. You can join Paul on his popular HR Podcast, “What the Hell Just Happened?!”  CEDR is the All-in-One People Problem HR solution for dental practices. Custom Employee Handbooks. Unlimited HR Support. Simplified Software Tools. Seamless Payroll. Tailored for Your Practice and Your Team. Whether you need a compliant Employee Handbook for 1 or 200 employees, user-friendly HR software, or expert answers to people problems, they're here for you. As a CEDR member, you can leverage comprehensive software, HIPAA training, personalized support, and expert HR coaching for healthcare business owners and managers.Learn more about CEDR HR Solutions:www.cedrsolutions.comLearn more about AADOM: https://www.dentalmanagers.com/

Mes chers camarades, bien le bonjour !Imaginez : vous êtes au large des côtes nordiques à bord de votre navire viking, aux côtés de vos camarades. La mer s'étend à perte de vue, sa surface bleue profonde vous appelle à avancer. Et pourtant, aucun compas, aucune carte moderne pour vous guider. Seulement la mémoire des marins et la lecture des courants, du soleil, des étoiles, le bruit des oiseaux. Comment les vikings naviguaient-ils réellement à cette époque sans instrument moderne ? Les sagas nordiques et chroniques anciennes regorgent de descriptions fascinantes et les découvertes archéologiques complètent ces récits. Mais seulement en partie. En mai 2025, une étude publiée dans “Journal of Archaeological Method and Theory” propose de combiner archéologie expérimentale et modélisations numériques pour compléter les sources écrites et archéologiques. Après tout, c'est en forgeant qu'on devient forgeron. Alors peut-être que c'est en naviguant qu'on devient navigateur ?Bonne écoute !➤ Un grand merci à Lucie Malbos pour avoir répondu à mes questions ! Découvrez ses différents livres sur les peuples du Nord : https://fr.wikipedia.org/wiki/Lucie_Malbos#Ouvrages

As a small business owner, you often experience exciting growth and success — and when your top employee decides to move on, it's an opportunity to adapt and strengthen your team even further. With the right plans and procedures in place, you can navigate transitions smoothly and come out even more resilient. Paul Edwards has guided many businesses through these moments with confidence. As the founder and CEO of CEDR HR Solutions, he works with over 3,000 companies that employ more than 46,000 people. His expertise in human resources for small businesses helps entrepreneurs turn challenges into opportunities for growth and success. So in this episode, we're going to ask him: What should small business owners do when a top employee quits? How can small business owners use exit interviews to improve? How quickly should employers try to fill a vacancy? How to talk to your employees when someone quits or is fired? What are common reasons that employees quit? Are you ready to take control of your future and start building your legacy? Visit⁠⁠⁠⁠⁠⁠ getprovide.com⁠⁠⁠⁠⁠⁠. Provide is a division of Fifth Third Bank, National Association. All opinions expressed by the participant are solely their current opinions and do not reflect the opinions of Provide, its affiliates, or Fifth Third Bank. The participant's opinions are based on information they consider reliable, but neither Provide, its affiliates nor Fifth Third Bank warrant its completeness or accuracy and should not be relied upon as such. This content is for informational purposes and does not constitute the rendering of legal, accounting, tax, or investment advice, or other professional services by Provide or any of its affiliates. Please consult with appropriate professionals related to your individual circumstances. All lending is subject to review and approval.

Susie Shaw, APAC CEO, We Are Social and Paul Edwards, an advisor to We Are Social's new reputation practice and Director at John Connolly and Partners, discusses the evolving landscape of corporate communication and reputation management. There was a time corporate reputations were managed by corporate communications, shaping messages for shareholders, government and the public. But then social media arrived, and it is not just shaping but driving corporate reputation. In the new report, “Reputation at the speed of social,” it is shown how reputation has become more volatile, more visible, and far more public.  Here they explore the impact of social media on corporate reputation, the disconnect between consumer expectations and shareholder demands, and the importance of internal culture in shaping external perceptions.  The conversation also delves into the challenges of diversity and inclusion, the anxiety surrounding technology, and the rise of vocal advocates in brand advocacy. Ultimately, they emphasize the need for collaboration between marketing and corporate strategy to effectively manage reputation in today's fast-paced digital environment. Listen on Apple: https://podcasts.apple.com/au/podcast/managing-marketing/id1018735190   Listen on Spotify: https://open.spotify.com/show/75mJ4Gt6MWzFWvmd3A64XW?si=a3b63c66ab6e4934   Listen on Stitcher: https://www.stitcher.com/show/managing-marketing   Listen on Podbean: https://managingmarketing.podbean.com/    For more episodes of TrinityP3's Managing Marketing podcast, visit https://www.trinityp3.com/managing-marketing-podcasts/   Recorded on RiversideFM and edited, mixed and managed by JML Audio with thanks to Jared Lattouf.

Send us a textGrant Thornton has announced it will acquire Stax, a leading strategy consulting firm serving private equity clients worldwide. What does this deal mean for the consulting industry and the future of PE-focused advisory?In this episode, Jenny Rae sits down with Paul Edwards, Global Practice Lead at Stax, to unpack the acquisition. They discuss Stax's growth journey, cultural DNA, and how the partnership with Grant Thornton will impact clients, consultants, and the broader market.Resources:Read the official PR releaseExplore open roles at StaxGet case interview ready with Black BeltListen to the Market Outsiders podcast, the new daily show with the Management Consulted teamConnect With Management Consulted Schedule free 15min consultation with the MC Team. Watch the video version of the podcast on YouTube! Follow us on LinkedIn, Instagram, and TikTok for the latest updates and industry insights! Join an upcoming live event - case interviews demos, expert panels, and more. Email us (team@managementconsulted.com) with questions or feedback.

Our Chairman, Dave Wiliams, was thrilled to have addressed the American Council of the Blind (ACB) at their 64th Annual National Conference & Convention held in Dallas, Texas. On 10 July 2025, Dave delivered the keynote speech at the annual Convention banquet to a sold out audience. He called for greater investmentt in braille as a proven literacy tool that can transform the lives of blind people around the world. He was introduced by ACB Treasurer and Master of Ceremonies, the Reverend Michael Garrett, from Missouri City, Texas. Sponsorship With thanks to Dot Inc. for sponsoring Dave's attendance. Find out more about Dot Pad X and the Raising the Dots Podcast. Dot is proud to have played its part in the Monarch, in partnership with the American Printing House for the Blind (APH) and HumanWare. Links Related to the Braillists National Braille Press (NBP) Touch of Genius Prize for Innovation Points of Light award 1982, 8 February 2023 Links Related to Braille The International Council on English Braille (ICEB) Links Related to RNIB RNIB, the Royal National Institute of Blind People RNIB Tech Talk Links Related to ACB ACB Media Braille Revival League Links Related to the World Blind Union and European Blind Union World Blind Union (WBU) European Blind Union (EBU) Living Braille, the website of the EBU Braille Working Group Links Related to Running Parkrun UK Couch to 5K (C25K) Abbott World Marathon Majors Full Text of Dave's Speech Good evening ACB President, friends, advocates, everyone here and online. Thank you for your hospitality! I am grateful for your invitation to share in ACB's “Big Dreams and Bold Ideas”, not only this week here in Dallas, but over many decades in many places far beyond your shores. It is a privilege to stand before you tonight, as someone whose life has been profoundly shaped by this movement. Let me begin with a deeply personal truth: for a long time, I resented my blindness. Like many, I struggled to accept blindness as part of my identity. Through you, I learned to think differently, to dream boldly, and to act decisively. That shift in perspective changed everything. It is why I am here tonight—to celebrate what is possible when we embrace who we are and empower others to do the same. Our blindness stories break down barriers and build bridges. They turn isolation into community, fear into action, and doubt into confidence. Together, I believe we can ignite that transformation for countless others. When I talk about blind people, I intend “blind” in the broadest sense. Whether you identify as blind, low vision, vision impaired, we are all valued in this community and our voices carry equal importance. And if you are a sighted person who works to elevate the voices of blind people, we thank you for your solidarity. Before I share how it was you in this movement who taught this northern English lad to feel differently about my blindness, becoming a passionate braille advocate and Six-star World Marathon Majors Finisher, we must extend our gratitude to our friends at Dot, who's support means I can be with you here tonight. I know many of you took the opportunity this week to get your hands on Dot Pad X, a highly versatile multiline braille and tactile display portable enough to be carried in a schoolbag. Dot's technology is disrupting the braille display industry. Using Dot Pad and the Dot Canvas app, I recently supported my sighted 16-year-old son's math revision and got to touch his signature for the first time. Dot and partners are delivering new educational and employment opportunities we could only dream of just a few years ago. Do we have any first timers here? My first ACB Convention was Birmingham, Alabama. Your Birmingham in July is a bit warmer than our Birmingham near my home in England. We simply do not have anything like these blindness conventions in the UK. I jumped in at the deep end with you. 2003 was an eventful year for ACB. General Session ran over into an extra day. As Director of ACB Radio, I was responsible for making sure ACB's membership, and listeners tuned in from offices and homes in countless countries, could hear our coverage. And while we were very well looked after by ACB's Alabama affiliate, the internet connectivity at convention that year was especially problematic and seamed to get even more challenging during the liveliest debates. My purpose then, as it is today, is to empower as many blind people as possible by increasing our access to the information and tools we need to live our best lives. A year before Birmingham, ACB Radio's founder and mentor to many of us decided to move on. I took the call. My predecessor, Jonathan Mosen, would be an impossible act for anyone to follow. But he believed in me. Long before ACB Radio, as a young blind man, I avoided the tools and skills that could have empowered me. I resisted the cane. I dismissed braille. I thought these things marked me as “different” in a way I was not ready to accept. I mistakenly believed specialist skills separated me from sighted people. These days we would say “othering”. I cast those skills aside for a long time. It took me years to recognise that confidence can come from a cane or guide dog, and enjoying bedtime stories with our kids can come from braille. The voices I heard on ACB Radio via my dial-up modem—leaders like Marlaina Lieberg and Paul Edwards—challenged me to rethink what it meant to be blind. They taught me that tools like braille and the white cane do not separate us from society—they connect us to the people and world around us. Their advocacy lifted me up, and I realized I could be part of something bigger. When I took on the role of ACB Radio Director, I was terrified. Could a young man from a small town in the UK really lead an initiative that connected blind people across the globe? But I said yes. Why? Because this movement showed me the power of taking risks. And because I knew that by sharing our stories, we could empower others to do the same. One of my first tasks as ACB Radio Director was to convince Marlaina to host her own talk show. She was so humble and asked me what if nobody listened? What would we even call it? I told her I was sure everyone would listen, and the name of the show would be Marlaina. Like many of you, I miss her lots and think of her often. I also knew Paul Edwards was a natural broadcaster and must have his own show. He teamed up with Brian Charlson, and Tuesday Topics was born. You certainly kept me busy. When I was not producing audio or trying to secure sponsors, my email and phone rang 24/7. If it were not a server in California needing a reboot, it was listeners frustrated they had missed the latest episode of Main Menu, Blind Handyman or Cooking in the Dark, and would I please send it to them? I convinced our tiny team of volunteer software developers to build us a listen again on-demand service, an early form of podcasting. ACB Radio did not just stream content; it brought blind people together online, long before Zoom calls and virtual conventions became the norm. We created opportunities for storytelling, advocacy, and community that spanned continents. From broadcasting ACB conventions to global events like the World Blind Union General Assembly, we ensured that the voices of blind people could be heard. The impact did not stop there. ACB Radio became a launchpad for careers, a platform for innovation, and a catalyst for change. It inspired similar initiatives worldwide. It proved that when blind people lead, we redefine what is possible. That legacy continues today through ACB Media, and its ripple effects are felt in every corner of our community. We will never know how many blind lives this priceless service has transformed. When it was my turn to pass on the ACB Radio baton, it was to join a team working on one of the first mobile screen readers with touch support. Talks, Mobile Speak and Pocket Hal pioneered many of the concepts we now take for granted in VoiceOver on iPhone and Talkback on Android. Following the early success of ACB Radio, blind people in many nations started their own online radio stations. In 2003, the Royal National Institute of Blind People in the UK launched Europe's first station for the blind community, now known as RNIB Connect Radio. I worked at RNIB for 6 years as their Inclusive Design Ambassador. We partnered with companies like Canon, Netflix, and Sony to advance their accessibility efforts. My ACB Radio experience meant I was also invited to host around 150 episodes of RNIB's flagship technology show, Tech Talk. We were recognised by the UK radio industry and were awarded community station of the year in 2024. As well as interviewing many movers and shakers from the technology world, including accessibility leaders from Microsoft and Google, I had the incredible honour in March 2024 of recording a short interview with legendary singer songwriter Stevie Wonder. As we were introduced, I recalled the awe with which Marlaina had interviewed Ronnie Milsap years earlier. She had taught me that it is ok to feel that child-like excitement even during the moments that define our careers. After shaking Stevie's hand, I asked if he would be willing to share some messages about accessibility and inclusion with our blind brothers and sisters in the UK. I held my breath. He said let us do that now. I began recording. He asked about my recording equipment, and he playfully imitated my English accent. You should hear his Bob Dylan. As we were talking, we were forced to move due to being jostled by the crowd. Before I could grab my cane, Stevie took my arm in his and proceeded to walk us both forward. Hold the phone, I am now being sighted guided by Stevie Wonder? He said, “don't worry Dave, in a moment I'll Walk you into a wall.” My other lasting memory of that moment, in the interview, Stevie said, “I could not have the career I enjoy were it not for braille.” He talked about how he uses braille to write and edit his many songs. And how he has an ambition to publish his catalogue in braille for blind musicians to study. Stevie is not alone. We can all think of high-profile blind people who would link their success to an ability to read braille. Leading journalists, educators, lawyers, politicians holding high office have all relied on braille to get the job done. As for many of you, spreading braille and tactile literacy is a subject close to my heart. Every day I continue to be amazed how combinations of just six little dots fitting neatly under our fingerprints represent every letter of the alphabet, numbers, punctuation, math, music, and other symbols for accessing any subject and any language. Incidentally, six is also the number of big city marathons you must run to complete the classic Abbott World Marathon Majors series. I may have mentioned that somewhere. I will come back to running later. Braille's invention meant for the first time blind people could independently read and author our own stories, find our voices, become educated, and employed, label household items, read our own greetings cards, identify medications, the list goes on. Whether you read braille or not, we can all recognise how deeply linked braille is with the emancipation of blind people. Of the many tactile reading systems developed in the 19th century, and there were many, it is no accident that the system that prevailed was one developed by a young person who knew what we really needed because he was blind. Braille is an early example of that modern disability mantra, “nothing about us without us”. And it is blind people who today, through organisations such as the International Council on English Braille, continue to maintain our code. Blind people around the world have been celebrating two hundred years since braille's invention. I have been communicating braille's value in national broadcast and print media, meeting with hundreds of braille ambassadors at libraries across the UK. On January 4, the Braillists Foundation delivered the UK's first face-to-face World Braille Day Conference. I recognise that in the US, Braillists refers to a braille producer. But in the UK, Braillists often describes any blind person who relies on braille. We formally established the Braillists Foundation in early 2020 to promote braille and tactile literacy. The aims of the Braillists Foundation are: Promote the value of Braille as a proven literacy tool that enriches the lives of blind people. Support efforts to make affordable Braille and tactile reading technologies available to all blind people irrespective of education and employment status. Provide an open forum for the exchange of ideas about the development of future Braille technology. When social distancing forced everyone online, we began offering classes to introduce braille to beginners, supportive reading groups for practicing braille skills, drop-in sessions where readers can get braille questions answered, and masterclasses covering more advanced braille topics. The work of the Braillists Foundation, to spread braille literacy, especially during the pandemic, was recognised by your National Braille Press Touch of Genius Prize for Innovation, a UK Prime Minister's Point of Light Award, and in May this year I was honoured to accept an invitation to a Royal Garden party celebrating learning and skills at Buckingham Palace. You are invited to join the international community celebrating Braille 200 for the rest of this year. The European Blind Union Braille Working Group encourages everyone to share creative experiences celebrating braille. You can do that through their website at LivingBraille.eu. You can follow the hashtag #Braille200 on social media. There's still time to organise your own braille two hundred events. And always you can elevate the voices of braille readers by connecting with ACB's Braille Revival League. And next year, 2026, APH will open the Dot Experience in Louisville to celebrate braille's rich heritage. Braille's profoundly personal connection with written language cannot be underestimated. Braille enabled me to write my proposal of marriage on a braille scrabble board. I waited, heart pounding, while my then girlfriend rummaged in the bag to find letters to compose her answer. She wrote blank e s. Next week we will celebrate our 14th wedding anniversary. I was also deeply moved, shortly after I crossed the finish line at the Tokyo Marathon this March, to discover braille featured on the finisher medal. I had run an exceptionally long way to get to that point, and reading that braille for myself, rather than having to ask a sighted person to read it to me, that really did feel like inclusion. Completing the much sought-after Abbott World Marathon Majors series was some journey. Blind since birth with Leber Congenital Amaurosis, I never saw myself as a runner. Seven years ago, I weighed over 220lb and could not run a bath. I had an idea of converting a guide runner into a pilot for my tandem bike gathering dust in my garage. I signed up for the England Athletics' “Find a Guide” database, a bit like your United in Stride. I soon met Steve and, later, Bex, my first real guide runners, who had no interest in piloting my tandem. What started as huffing and puffing to reach a mile turned into weekly runs and a community of support. I hated physical education at school: ill-fitting kit, smelly changing rooms, PE teachers. During those early attempts at something you could not describe as running, I thought about a blind lady I knew with asthma who ran marathons. I was reminded of Erik Weihenmayer, the first blind person to climb Everest, also interviewed by Marlaina. Just exactly what was my excuse? I decided I was going to get fit and set an example for my son, Arlo. With lots of encouragement, especially from other blind runners sharing their stories, I dragged myself from couch to 5K. While no guide runner seeks recognition for themselves, they really are amazing people. Some blind runners told me how they wanted their guides to appear in results and officially receive a finisher medal at London Marathon. It was the advocacy skills I learned from this movement that enabled me to support that campaign by producing a package for BBC Radio. Our combined efforts changed London Marathon's policy. In my excitement about this small win for guided running, I returned home from the pub one night and went online. Alcohol and the internet are always a winning combination, you know? I found myself filling in a ballot entry form for a place in the New York City Marathon. What was I thinking? I had barely run six miles at this point, and here I was entering a lottery to run 26.2 miles. Not to mention the thousand miles you need to run in months of training. Surely, I would not get a place? I would not need to tell anyone, right? Wrong! “Dear Mr Williams” the email read. “Congratulations, you have a place in the 2019 New York City Marathon”. This had to be a joke. I checked my bank. Oh shoot. New York Road Runners had taken $270. Now I would have to tell my wife. I had nine months to train. And the more I thought about it, the more I wanted to show my then 10-year-old son that us blind dads could do things. Through the summer, I ran up and down hills in Worcestershire to prepare for the five massive bridges you must cross in the NYC marathon: Verrazano-Narrows, Pulaski, Queensboro, Willis Avenue, and Madison Avenue. I was doing my homework. I even joined a gym. It was a beautiful autumnal morning at Fort Wadsworth on Staten Island as we lined up with 53,000 other runners to take on my first marathon. Helicopters hovered overhead and canons blasted as earlier waves set off. Nobody more surprised than me to be a part of it. Sinatra's New York, New York and Jay-Z's Empire State of Mind were on high rotation. New York would be the first of six starts that also included London, Boston, Berlin, Chicago and Tokyo: six big city marathons that have come together to make the classic Abbott World Marathon Majors series. These big city marathons are 26.2-mile street parties. The atmosphere is electric. You really feel the heartbeat of a city when the crowds turn out in force. Complete strangers yell your name to encourage you on. Not only do you get to feel like a rockstar, but you run the same course on the same day as the best athletes in the world. 1st Avenue in New York City and Tower Bridge in London are exceptionally loud. The shrill piercing screams of Wellesley's students in the Boston Marathon put me in mind of Beatlemania. I need to channel that energy especially when the running gets tough, as it always does. When the course is hilly and the weather is hot, I can find myself contemplating my life choices. There have been many times when I have gulped down buckets of Gatorade and walked for a while. Ultimately, drawing on that positive energy from all those people willing me on, and the power of the marathon to bring people together, is replenishing. Some of these cities have deeply divided histories. But they come together to support the runners. Your life, your marathon, has the power to bridge division. It is that sense of hope that drives me on through the exhaustion running to the finish line every time. Shout out to Chicago, London and Tokyo who gave me a medal that featured braille. Berlin, Boston and New York City, you can do this too. But it is not over. In 2024 Abbott announced that the Majors series will be extended to include a seventh, eighth and nineth star. Next month I am heading to Sydney for my first marathon in the Southern hemisphere. If you have ever taken a risk, bitten off a little bit too much, felt like an imposter, found yourself winging it, you are among friends. I certainly feel a little bit of that every time I go out for a run or stand up to deliver talks like this one. As blind people we know we must push the boundaries and take a chance. None of us got here by always taking the easy path. While I live thousands of miles away, you and I have a shared history. Some of which is written in People of Vision, ACB's story, a copy of which I have at home. Braille is also part of our shared history. Braille is a tool of liberation. It has empowered generations of blind leaders. Yet, we know that braille literacy is not where it should be. Too many blind children and adults lack access to the tools they need to thrive. This is a call to action for all of us. If we believe in independence, in dignity, in opportunity, then we must invest in braille. We must champion its teaching, ensure its availability, and celebrate its value as the cornerstone of blind empowerment. Let us dream bigger. Today, blind people are excelling in fields once thought inaccessible—technology, arts, business, politics, sports. But there is so much more to achieve. Imagine a world where every blind child has access to quality education, where workplaces are universally inclusive, and where we lead not as exceptions but as examples. Technology is a critical piece of this puzzle. But innovation is not enough. We must advocate for systemic change. We require policies that prioritize accessibility in every industry. We must have blind leaders at the decision-making table, shaping the future of inclusion. And we need allies—sighted people who amplify our voices, speaking with us, not for us. Tonight, I challenge each of you: How will you contribute to this movement? Will you mentor a blind youth, helping them see their potential. Will you advocate for better policies in your community. Or will you share your story, inspiring someone else to embrace their blindness as a source of strength. Whatever it is, do it boldly. Do it with the knowledge that your actions ripple outward, creating change far beyond this room. At the same time, let us not forget the power of collaboration. ACB, RNIB, the Braillists Foundation—together, we are stronger. Let us share strategies, pool resources, and align our goals to create a global network of blind advocates. The challenges we face are too big for any one organisation to tackle alone. But united, there is nothing we cannot achieve. As I stand here tonight, I am reminded of a truth that has guided me throughout my journey: stories change lives. Whether it is a marathon medal, a braille book, or a conversation with a stranger, every story we share chips away at prejudice and builds a more inclusive world. Thank you, ACB, for teaching me to think differently about blindness. Thank you for showing me what is possible when we embrace our identities and lift each other up. Let us keep running—toward inclusion, toward equality, and toward a future where every blind person has the tools and opportunities to live their best life. Let us find each other at the next starting line. Thank you, and good night.

We are so thrilled to welcome on the co-director Paul Edwards and the producer Ana Mari de Quesada onto the latest Whisper in the Wings from Stage Whisper. They stopped by to chat about the upcoming 2025 East Village Queer Film Festival. This event, just like the conversation, should not be missed. So hit play and get your tickets today!2025 East Village Queer Film FestivalAugust 21st-24th @ The Wild ProjectTickets and more information are available at thewildproject.org And be sure to follow our guests to stay up to date on all their upcoming projects and productions:thewildproject.org @evqff@wildproejctnyc

We're still not done with Libra – or Libra is not done with us! In Episode 28, DDSWTNP pick up threads left hanging after our three-part treatment of DeLillo's JFK novel. While tackling a wide variety of subjects, this episode homes in on Anthony DeCurtis's 1988 interview with DeLillo for Rolling Stone (and later re-published in expanded form), “An Outsider in This Society.” We're led to discuss DeLillo's canny interview articulations in general, his method of writing by day and reading more history by night, and his reply to the suggestion that on the basis of Libra some readers regarded him as “a member of the paranoid left”: “I don't have a program.” Along the way we also draw in vivid evidence of how DeLillo subtly reworked the voice of Marguerite Oswald from testimony in the Warren Report, what fellow Oswald novelist Norman Mailer had to say about Libra, and all that is illuminated by an exchange of letters to the New York Times between DeLillo and one of the Warren Report investigators. We also try here to understand as fully as possible the nuances of DeLillo's ideas about historical fiction that emerge in the incredible DeCurtis interview: what DeLillo means when he says Libra is “a piece of work which is obviously fiction,” touts novels' ability to “redeem” readers' “despair,” and makes the powerful claim that “fiction rescues history from its confusions.” We quote enough that listeners will get plenty of insight even without having read the DeCurtis interview in full, and we look forward to applying many of the lessons about history learned here to future works like Underworld. “Some stories never end,” as DeLillo writes to begin “Assassination Aura,” and that's true of this episode's cover image, which uses a National Enquirer cover from March 2025 about new releases of JFK files. The interlude clip near the beginning is from Oswald's August 1963 interviews on WDSU-TV in New Orleans. Finally, as we note in the episode, thanks to Joel in Toronto for an Instagram comment (we're @delillopodcast) that inspired our return to the DeCurtis interview. Texts mentioned and discussed in this episode: Aristotle, Poetics. Trans. S.H. Butcher. https://www.gutenberg.org/files/1974/1974-h/1974-h.htm Roland Barthes, “The Death of the Author.” Trans. Richard Howard. https://writing.upenn.edu/~taransky/Barthes.pdf David W. Belin, “‘Libra' and History.” Letter to the editor, New York Times, September 4, 1988. https://www.nytimes.com/1988/09/04/books/l-libra-and-history-487988.html Mark Binelli, “Intensity of a Plot [interview with Don DeLillo].” Guernica, July 17, 2007. https://www.guernicamag.com/intensity_of_a_plot/ Marc Caputo, “CIA admits shadowy officer monitored Oswald before JFK assassination, new records reveal.” Axios, July 5, 2025.https://www.axios.com/2025/07/05/cia-agent-oswald-kennedy-assassination Hal Crowther, “Clinging to the Rock: A Novelist's Choices in the New Mediocracy.” In Introducing Don DeLillo, ed. Frank Lentricchia, Duke UP, 1991, 83-98. Anthony DeCurtis, “‘An Outsider in This Society': An Interview with Don DeLillo.” South Atlantic Quarterly (1990) 89 (2): 281-304.            (Expanded version of Rolling Stone interview published November 17, 1988 (see https://www.rollingstone.com/culture/culture-news/qa-don-delillo-69452/). Also published in this expanded form in Introducing Don DeLillo, ed. Frank Lentricchia, Duke UP, 1991, 43-66; and in Conversations with Don DeLillo, ed. Thomas DePietro, Jackson: U of Mississippi P, 2005, 52-74. See as well https://perival.com/delillo/ddinterviews.html.) Don DeLillo, “Jack Ruby's Timing.” Letter to the editor [reply to David W. Belin], New York Times, October 2, 1988. https://www.nytimes.com/1988/10/02/books/l-jack-ruby-s-timing-312488.html Paul Edwards, “Libra at Steppenwolf: John Malkovich Adapts Don DeLillo.” Text and Performance Quarterly (1995) 15:3, 206-228. Gerald Howard, “The American Strangeness: An Interview with Don DeLillo.” Hungry Mind Review, 1997. (“Mailer calls him Doctor Joyce. You and I know that he's a priest.”)http://web.archive.org/web/19990129081431/www.bookwire.com/hmr/hmrinterviews.article$2563 Douglas Keesey, Don DeLillo. New York: Twayne Publishers, 1993. On DeLillo's creation of Marguerite Oswald, see pp. 194-96. Thomas LeClair, “An Interview with Don DeLillo,” Contemporary Literature 23.1 (1982): 19-31. (Republished in DePietro, ed., Conversations.) Norman Mailer, Letter to Don DeLillo, August 25, 1988. In Selected Letters of Norman Mailer. Ed. J. Michael Lennon. New York: Random House, 2014. 1092. David Remnick, “Exile on Main Street [interview with Don DeLillo].” New Yorker, September 7, 1997. https://www.newyorker.com/magazine/1997/09/15/exile-on-main-street-don-delillo-profile-remnick Jean Stafford, A Mother in History. New York: Farrar Straus & Giroux, 1966. David Streitfeld, “Don DeLillo's Gloomy Muse.” Washington Post, May 13, 1992. https://www.washingtonpost.com/archive/lifestyle/1992/05/14/don-delillos-gloomy-muse/5187a6b7-f1f4-4199-9c05-f0b78cc77777/ George F. Will, “Shallow Look at the Mind of an Assassin [review of Libra].” Washington Post, September 22, 1988 (Libra as “an act of literary vandalism and bad citizenship”). Errata: It was Voltaire – not Pascal or Rousseau – who said, “If God did not exist it would be necessary to invent him.” And Underworld's 1990s scenes begin in 1992, not 1991.

Paul Edwards gets cheesy with this episode of What the Hell Just Happened?! With a totally new topic - Pizza. He does still answer a listener HR question at the end, however, this episode is a break from the typical HR content we typically share and gets into something more fun - how to make the perfectly imperfect pizza. Join Paul Edwards and Eileen Lyons as they share their culinary wisdom around all things pizza and take a mental break from all you've been holding onto this Tuesday.    Recipe for Paul's Not-Perfect Dough:  Ingredients:  All Purpose Flour 700gr. Semolena Flour 71 grms Instant Yeast 3gr. Water 501 Oil 23.5 Sugar 7.7gr. Salt 19 gr.   Instructions:  Mix all ingredients except for salt. 12 total minutes mixing. Let dough mix for about 6 minutes at medium speed in a stand mixer. Then let it rest for about two minutes before adding salt for the remaining 6 minutes. Turn dough out on a lightly floured counter. Form a large ball and then cover and let it double in size. Punch down and split into four balls. Place covered in the fridge for 48 hours to proof. You can use them or wrap in saran wrap and freeze. Recipe for Paul's Pizza Sauce:  Ingredients: Quarter of a medium onion, minced Seeded tomato sauce: Paul recommends a puréed style like Mutti, as removing seeds helps prevent heartburn Olive oil: About 3-4 tablespoons Finely minced garlic: 2-3 cloves Dried oregano Dry red pepper flakes: A pinch to taste (don't overpower the dough) Fennel is mentioned for Italian sausage flavor but not explicitly in this sauce recipe   Instructions:  Heat olive oil in a deep sauce pot over medium-high heat Cook minced onions until translucent (1-2 minutes) Add chopped garlic and cook for about a minute (don't fry too long to avoid bitterness) Add red pepper flakes and salt; cook together briefly Turn off the heat, add the tomato sauce, stir, then turn the heat back on low for another 2-3 minutes Adjust seasonings to taste The sauce can be refrigerated for 2-3 weeks, but be mindful that garlic can cause food poisoning if left too long.

In this episode of the Drop In CEO podcast, Paul Edwards, founder of Emissary Publishing, uncovers the importance of building relationships, network-based opportunities, and the value of patience in sales. Paul shares insights about the transformative power of storytelling for leaders across industries and the impact of authentically sharing one's journey. Deb and Paul discuss various aspects of effective communication, building trust with clients, and the art of gentle leadership through networking. Episode Highlights: 06:32 Transitioning from Insurance to Publishing 08:55 The Importance of Building Relationships 23:10 Leveraging Relationships for Success 27:33 Developing Unique Writing Skills Paul Edwards is the founder of Emissary Publishing, a boutique independent book publisher that helps faith-based founders tell the stories that matter. He’s an entrepreneur, investor, and family man, a recovering analog nomad who's lived in five different countries, holds three passports, and speaks two and a half languages. Locally, Paul is active in the Chamber of Commerce and serves as a junior varsity ice hockey coach. Internationally, he's an elder and writer with On The Way, a Messianic Jewish ministry based in New Zealand. Paul resides in Phoenix, Arizona with his wife and two sons, where he enjoys bodybuilding and getting lost in the desert. Connect with Paul Edwards:Company Website: https://publishwithemissary.com For More Insights from The Drop In CEO:

In this episode of What the Hell Just Happened?!, Paul Edwards and Grace Godlasky discuss how core values can improve your business and your workplace culture. Join them as they discuss the importance of understanding and having core values. This week, episode 104 of What the Hell Just Happened?! is about how core values for your business can unify a growing team and help solidify your business reputation and your name in the community. Better workplaces make better lives.  Important Links for this Episode:  Blog from CEDR on core values and workplace culture. Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Grace Godlasky to share the three prongs of a successful business, and actionable steps you can take to grow your company with a solid foundation through things like core values and a mission. Paul Edwards and Grace Godlasky also discuss: The reason for core values and why it's important to have them and make sure your team understands them. What happens to the patient experience when your team does not follow your core values or when you do not have them, and how that impacts your business. A few of CEDR's core values and what they mean to us How core values can be applied to run your business in your absence or in the wake of a busy season. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

In this episode of What the Hell Just Happened?!, Paul Edwards and CeCe Wilson discuss how rapid growth can both be exciting, but also lead to compliance concerns. Join them as they discuss the importance of having a handbook and knowing the laws around being a business owner. This week, episode 105 of What the Hell Just Happened?! is about how Med Spas experience rapid growth and the negative impacts of that success. Better workplaces make better lives.  Important Links for this Episode:  Blog from CEDR on rapid growth and compliance concerns Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by CeCe Wilson to share the legal risks around rapid growth and success, and actionable steps you can take to correct your mistakes and move forward with confidence. Paul Edwards and CeCe Wilson also discuss: Mara, a Med Spa owner who rapidly grew her Med Spa and is now struggling with compliance issues now that she's expanding. The importance of a good handbook, and hiring/onboarding processes, and as much foundational structures as possible to grow successfully and compliantly.  The importance of hiring on CEDR HR Solutions to help you get started on the right foot with people in your corner who can help you scale successfully and legally.  What core values encourage in leadership roles at your practice. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

In this episode of What the Hell Just Happened?!, Paul Edwards and CeCe Wilson explore the pros and cons of quirky interview questions—and why they might be doing more harm than good in your hiring process. Join them as they discuss the importance of asking smart, strategic questions that actually help you find the right candidate. This week, episode 104 of What the Hell Just Happened?! breaks down the impact of quirky interview questions on hiring success. Better workplaces make better lives.  Important Links for this Episode:  Behavioral Interview Questions Where Interview Questions Come From How to Prepare for Interviews FREE Guide: Hiring Guide Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by CeCe Wilson to share insights on unusual interview questions they've encountered, plus practical tips to develop strong behavioral interview questions and stay consistent in your hiring process. Paul Edwards and CeCe Wilson also discuss: Why high-performing candidates are often put off by quirky interview questions. How these questions typically fail to assess job-related skills. Why behavioral interview questions are a far more effective alternative for hiring top talent. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

In this episode of What the Hell Just Happened?!, Paul Edwards and CeCe Wilson discuss why they don't like the standard Performance Improvement Plans (PIPs), and even how it could cause legal trouble for small businesses. Join them as they discuss the importance of creating performance expectations and holding your team accountable. This week, episode 103 of What the Hell Just Happened?! is about why PIPs are not the best approach for managing employee performance concerns. Better workplaces make better lives.  Important Links for this Episode:  Blog from CEDR on PIPs Progressive Corrective Coaching Methods Blog from CEDR Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by CeCe Wilson to share the legal risks around PIPs, and actionable steps you can take to document performance corrections with employees. Paul Edwards and CeCe Wilson also discuss: The legal risks associated with what happens when you don't follow the performance plan or can't show documentation that the PIP was followed. How PIPs fail to address the root cause of poor performance and can undermine the morale of the team. What to do instead of a PIP for better performance and more legal protections for you and your business. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook  

On this episode of The Ty Brady Way, Ty welcomes Paul Edwards, a former horse trainer with a unique journey. Paul shares how he got into horse training at a young age, working with racehorses and later training Arabians, eventually helping horses win national titles. Despite the glamor that may seem attached to the profession, Paul reveals the gritty reality of the life of a trainer, including long, grueling hours and building repetitive habits in horses over months. His dedication led him to some unforgettable experiences, including meeting amazing people and getting invited to a wedding at Ranger Stadium. Throughout their conversation, Paul emphasizes the importance of hard work and consistency in both horse training and life. He explains that successful trainers are not necessarily the most talented, but the ones who work the hardest, often waking up at 3 AM to ensure the horses are properly prepared. He also touches on the strong bond between a rider and their horse, sharing stories of how his training helped kids and families achieve success in the show ring. Paul reflects on his work with Ty's daughter, Cyrus, and how she grew in her horsemanship. Paul's transition from horse training to working in medical sales showcases his adaptability and dedication to learning. Although he's no longer in the horse training world, he continues to coach young riders and volunteers his time to help those in need. This conversation serves as a reminder that whether in horses or any profession, success requires patience, determination, and a willingness to put in the work.   As always, we would like to hear from you! Email us at thetybradyway@gmail.com Or DM us on Instagram @thetybradyway https://www.instagram.com/thetybradyway/

This episode of What the Hell Just Happened?! dives into the compliance around immigration and I-9 forms so you are prepared should you have a visit to your workplace from ICE. Join Paul Edwards and his guest, Tiana Starke, as they discuss the importance of documentation around the right to work in the United States. This week, episode 102 of What the Hell Just Happened?! is about the I-9 and E-Verify documentation requirements of employers. Better workplaces make better lives.  Important Links for this Episode:  I-9 Webinar on E-Verify I-9 Readiness Blog by CEDR Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Tiana Starke to share the importance of staying compliant with I-9 forms and E-Verify, should you be in a state that requires that, and actionable steps you can take to correct your errors if you have not been completing these processes up until now. Paul Edwards and Tiana Starke also discuss: Ensuring I-9 compliance, including what is expected of you as an employer and how to set up a new hire for success in completing this form correctly and on time.  Understanding who is required to use E-Verify and what you need to know to complete this part of the onboarding process. How to correct past mistakes (and when not to), and how to move forward in compliance. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

This week on the Conduit Street Podcast, hosts Kevin Kinnally and Michael Sanderson head to the MACo office for a chat with Commissioner Paul Edwards of Garrett County, geographically Maryland's westernmost and second-largest county. As the westernmost member of MACo, Commissioner Edwards shares his unique perspective on the challenges and opportunities facing the rural Appalachian county.In this episode, they delve into Garrett County's legacy, explore unique policy issues, and discuss the value of counties collaborating through MACo. Commissioner Edwards also reflects on his journey into MACo leadership and how the organization benefits all Maryland counties.Don't miss this insightful discussion about leadership, community, and the power of working together for a stronger Maryland.Follow us on Socials!MACo on TwitterMACo on Facebook

On this episode of What the Hell Just Happened?!, Paul Edwards and CeCe Wilson discuss the importance of being proactive in managing your HR responsibilities. Join them as they discuss the need for company-provided emails and phones, the Hollywood mishaps that led to this lawsuit, and how this applies to your small practice. This week, episode 100 of What the Hell Just Happened?! is about Lively's HR Nightmare - and how to avoid it in your own practice. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by guest CeCe Wilson to share the importance of not retaliating on employees who bring up issues in the workplace, and actionable steps you can take to ensure you have a system in place to handle employee complaints and concerns. Paul Edwards and CeCe Wilson discuss: The crucial need for all businesses, regardless of the size or number of employees, to have clear HR policies and procedures in place, including an employee handbook.  The need for a clear and concise procedure for handling complaints and concerns from employees - from complaint through investigation. The responsibility of employers for creating a workplace free from harassment and discrimination. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

AADOM Radio & CEDR HR Solutions Presents:Paul Edwards-CEO & Founder- CEDR HR SolutionsLearning Objectives:-Understand the Real-World Impact of Handbook Policies-Learn how properly crafted and enforced policies can address challenging workplace scenarios and prevent potential legal risks.-Recognize Discrimination and Bias in Policy Enforcement-Gain insight into handling sensitive situations, such as appearance-related concerns or allegations of inappropriate behavior, while staying compliant with anti-discrimination laws.-Explore Best Practices for Addressing Employee Misconduct-Discover practical approaches for managing difficult conversations, documenting incidents, and resetting expectations during review processes.-Appreciate the Importance of Proactive HR Solutions-Understand how having expert HR support in place can save time, reduce stress, and mitigate financial risks for your practice.-Laugh While You Learn-Enjoy educational entertainment through real-world HR stories that balance valuable lessons with relatable, humorous workplace situations.Learn More About Paul:Paul Edwards is the CEO and founder of CEDR HR Solutions, backstageHR software, and the Facebook group HR BaseCamp. Along with this, he is the host of the popular HR podcast, What The Hell Just Happened?! that currently has over 40,000 downloads.With over 25 years of experience as a manager and business owner, Paul is well-known throughout the dental community for his expertise when it comes to solving HR issues that impact dental practice owners and managers.He and his team of HR Experts specialize in helping office managers successfully solve employee issues ranging from the most complex to the most mundane and safely navigate the complex and ever-changing employment law landscape. He is a featured writer for numerous nationally recognized publications. He regularly provides continuing education at dental seminars, universities, and national conferences. Learn More About CEDR HR Solutions:As a dental office manager, you're the go-to for making things happen—but managing a team is easier with the right HR tools. That's why AADOM trusts CEDR HR Solutions. From hiring to firing and everything in between, CEDR helps you implement compliant policies, tackle challenges, and lead with confidence. With custom handbooks, unlimited HR guidance, and easy-to-use software for PTO tracking, you'll have the support you need—plus expert backup whenever you need it. Learn more at CedrHrSolutions.com.Learn More About AADOM: www.DentalManagers.com

Our 100th episode of What the Hell Just Happened?! discusses the shocking truth about DIY handbooks and why borrowing an employee handbook from another practice can lead to legal ramifications. Join Paul Edwards and his guest, Kimberlee Polansky, as they discuss the importance of properly written employee handbooks for your small privately owned practice. This week, episode 100 of What the Hell Just Happened?! is about your secret weapon as a business owner or manager: the employee handbook. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Kimberlee Polansky to share the importance of having a well written handbook provided by experts, and actionable steps you can take to ensure all your employees follow the policies and procedures laid out in your handbook. Paul Edwards and Kimberlee Polansky also discuss: The legal ramifications of a poorly made employee handbook. How employee handbooks can help protect you from costly mistakes. Why you need to not just have a handbook, but actually understand each policy in and out so you can effectively enforce it.  If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

This episode examines three common HR issues facing small businesses and offers practical guidance for navigating employee requests, religious expression in the workplace, and office relationships. Join Paul Edwards as he discusses three of your burning HR questions. This week, episode 99 of What the Hell Just Happened?! is about Ask Paul Anything questions from podcast listeners.. Check out Lodmell & Lodmell. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards shares three of your tough HR questions, and actionable steps you can take to set clear and legal boundaries for open religious practices in the office. Paul Edwards also discusses: Establishing clear employee dating policies, and how to deal with employees who are matching on online dating apps. How to handle employees asking for adjusted schedule changes to accommodate school drop off and pick up schedules. Why you may not want to “just say no” to employee requests, even if legally you can. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

This episode provides valuable insights into the often misunderstood concept of at-will employment, from the actual power it gives both employers and employees, to the history of how it came to be. Join Paul Edwards and his guest, Divya Pillai, as they discuss the importance of documentation and 1:1s with employees in at-will states. This week, episode 98 of What the Hell Just Happened?! is about the limitations of at-will for employers. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Divya Pillai to share the importance of staying compliant with timekeeping errors by employees, and actionable steps you can take to avoid common timekeeping pitfalls. Paul Edwards and Divya Pillai also discuss: Clarity on at-will employment - what it is and what it is not. Understanding the limitations and legal aspects of at-will employment that many employers don't realize. Real-world examples of how providing no reason for a termination can cause more damage than providing a reason at termination. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook  

This episode is a must-listen for anyone who has employees and wants to avoid a timekeeping nightmare! Using a real-life example of a hospital system that had to pay a huge settlement, you'll learn how simple mistakes like rounding time clock punches incorrectly can have major consequences. We'll also break down how to use timekeeping software effectively (and legally!) so you can protect your business and treat your employees fairly. Join Paul Edwards and his guest, Tiana Starke, as they discuss how common timekeeping blunders can really add up. This week, episode 96 of What the Hell Just Happened?! is about timekeeping compliance concerns and how to avoid them. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Tiana Starke to share the importance of staying compliant with timekeeping errors by employees, and actionable steps you can take to avoid common timekeeping pitfalls. Paul Edwards and Tiana Starke also discuss: Case Study: How one large hospital lost a lot of money by common timekeeping errors that could have been avoided. FSLA Compliance and regulations you may be accidentally breaking How to address timekeeping concerns with your employees, and what NOT to say If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook  

Do you have an employee that's hindering growth and innovation in your practice? This podcast explores the concept of “blockers” -- those employees who, often unintentionally, stifle progress and demoralize teams. Join Paul Edwards and his guest, Michelle Richard, as they discuss how to turn blockers on your team into champions of change. This week, episode 95 of What the Hell Just Happened?! is about how to manage employees resistant to change. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Michelle Richard to share the importance of recognizing and addressing “blockers” in your dental practice, and actionable steps you can take to turn those individuals into supporters of your practice's growth and innovation. Paul Edwards and Michelle Richard also discuss: How to identify blockers on your team, based on key common characteristics and behaviors. Blockers can severely hinder growth and innovation, but when overcome and managed correctly, they can be the champions of change in your practice. Various ways in which you can manage blockers, and why the way you want to approach them may not be the best for your practice. If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office.   Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook  

It's Election Day, and your team members may have a lot on their minds - including the political choices of their coworkers. Join Paul Edwards and his guest, Jeff Dorfman, as they discuss the political tensions we are seeing in workplaces across the country, and why this is just the start of the political tensions at work. This week, episode 94 of What the Hell Just Happened?! is about how to handle workplace political tension.   Join CEDR's newsletter and gain access to the latest HR news, advice and education.    Better workplaces make better lives.    Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Jeff Dorfman to share the importance of handling political tension the correct (legal) way in the office, and actionable steps you can take to manage the tension between employees without breaking the law.   Paul Edwards and Jeff Dorfman also discuss: The prevalence of political tension in the workplace, and why you should care about the political tension within your team. Why private practice owners and managers are not obligated to uphold freedom of speech like the government - and yet there are ways you could get in trouble for telling employees not to talk about certain topics in the workplace. Examples of practical approaches to managing political discussions, from minor issues to tension that affects patient care.   If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office.   Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.    Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.    Email questions or comments for Paul at podcast@wthjusthappened.com   You can connect with us here: Website LinkedIn Instagram Facebook  

It's Halloween week and we have monsters lurking in dental practices all over the nation - and we want to help you stop them! Join Paul Edwards and his guest, Britt Lanza, as they dissect the gory details of the Timekeeping Zombies eating away at your time and brains, the Work Conflict Werewolves who shift when things get stressful, and the Emotional Vampires who can't possibly see the silver lining of anything. This week, episode 93 of What the Hell Just Happened?! is about how to approach managing different types of monsters in your office for business success.   You can check out Time Keeping with CEDR here.   Better workplaces make better lives.    Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, BackstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Britt Lanza to share the importance of knowing what monsters you may be dealing with in the office and actionable steps you can take to manage these monsters so their behavior doesn't cost the office more time and money than it needs to. Paul Edwards and Britt Lanza also discuss: Timekeeping Zombies; what they are, the dollars you're wasting by not handling them correctly, and how best to hold these employees accountable so they stop creating payroll issues. Workplace Conflict Werewolves; how to identify them, what they do to the overall work culture, and how to rein them in so they can help with change or stressful situations instead of making these problems worse on the team. Emotional Vampires; how they suck the good out of your practice and the only way to “kill” them for good.  If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office.   Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.    Email questions or comments for Paul at podcast@wthjusthappened.com   You can connect with us here: Website LinkedIn Instagram Facebook

Paul Edwards, HR extraordinaire and founder of CEDR, breaks down with Kiera the classification of employees from a federal perspective. He touches on how to know if you're classifying employees right, where state laws come into play, what happens when there are penalties, and more.   Episode resources: Learn more about CEDR Join the CEDR Facebook group: HR Base Camp Listen to episode 574, How to Stop Having Turnover Tune Into DAT's Monthly Webinar Practice Momentum Group Consulting Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast Transcript: Kiera Dent (00:01.622) Hello, Dental A Team listeners. This is Kiera. And today I am so excited to be having one of my favorite guests here today with us, Paul Edwards. He is the CEO and founder of CEDR my favorite dental HR company. And I am so jazzed because there have been some things like roaming in politics, roaming around this globe that I felt like Paul would be the best one to bring on the podcast and kind of shed some light on what should employers be looking at? What can we be doing to keep ourselves protected? So Paul, welcome to the show. How are you today?   Paul Edwards (00:29.046) Kiera you are so full of energy. I'm good, I'm good. And I'm excited to kind of do a little HR nerding today on your podcast. Thanks for inviting us, I appreciate it.   Kiera Dent (00:31.254) Yeah.   Kiera Dent (00:39.966) Absolutely. When I heard some of the things coming to the table, I just thought, gosh, I've got to reach out to Paul. We've got to have some fun geeking because HR is not my specialty and that is definitely your specialty. And so wanting to just make sure that we really dove into this. So the reason I reached out to Paul, if you guys haven't heard, we definitely have linked other podcasts for you guys. So be sure to check them out. Paul and I have been on the podcast a few times. CEDR is the number one recommended HR dental company. I refer all the time because   Paul Edwards (00:44.651) Mm   Kiera Dent (01:08.118) Paul, you guys just make people's lives so much easier. have offices that use you and they're like, I'm so grateful for CEDR. And kudos to you guys as newsletters. Like I click on every newsletter you guys send out because the topics are so relevant. So if people don't know about CEDR before we kick into this, just like Paul, can you tell them a little bit about who CEDR is so they can get those newsletters as well? And then we're going to dive into some juicy political topics that are on the HR ballot today.   Paul Edwards (01:17.622) Thanks.   Paul Edwards (01:31.226) yeah, okay, so for everybody out there, CEDR, C -E -D -R Solutions, you can find our website. If you go to our website and you input your name into one of the forms, what you end up doing is putting yourself into our education community. So unlike other companies where you start getting phone calls and everybody's trying to sell you something, we'd love to have you as a client, but as a precursor to that, if you're just out there and you want HR education, we want you in our community, and that's what you're talking about, Kiera. The reason why you like those newsletters.   is because we have 3 ,000 members across the entire country and they're asking us to help them solve these HR problems. And so we use those questions to create our roundups because they're literally and actually what's going on in the world today. what we do for our members is we provide you two components.   Compliance, so when you have a problem with an employee, almost any problem, there's some kind of law, rule, or regulation that probably regulates, which can and can't do, and they can be everything from local, county, city, and it goes all the way up to the feds. So we can help you solve a problem taking two looks at it. The first look is compliance, what does the law say we have to do, and the second thing is what we call the human side.   which is we're working with human beings and you can call a lawyer and say, what would I do about this? And they'd say, fire her. But that lawyer doesn't have any experience of what it's like to replace her, to train her, to lose all of your investment in somebody. And so we take that very human approach and we have a group of experts here who get on the phone with you through email. We have all kinds of resources and we help you solve your HR problems.   Kiera Dent (02:56.574) Mm   Kiera Dent (03:16.628) Absolutely. They're incredible. It's like, what do I do when my employee wants to take over time or if my employee didn't show up or I feel like your guys's education is so telling. I can tell you got your audience very dialed in. And so it's very informative and truly my office managers and doctors who you see there feel so confident in being able to make decisions versus offices who don't have you in their back pocket. They're like, Kiera, what are we supposed to do? I'm like, this is where you check into your state laws.   Paul Edwards (03:30.016) We do, yeah.   Kiera Dent (03:45.862) reach out to your lawyer because every state is different. So that's why I just am obsessed about you guys. I think you guys do an incredible service for the dental community. So massive thanks and appreciation. So definitely recommend everybody get in that educational resource because I just think it helps you. Even things that you might not be thinking about, I think you guys do a great job of spurring and educating, which hopefully today's podcast also does. So, So what I reached out to you originally was I   Paul Edwards (03:46.015) Yeah.   Paul Edwards (04:07.86) That's exactly what we're gonna do today.   Kiera Dent (04:14.72) this whole NDA thing came up of what's going to happen if the NDA bill passes and an NDA is a non -disclosure and then there's the non -competes as well. What happens with doctors, especially with associates being able to go and work for practices that are so close to them. And so I just want to reach out. I know this is actually going to not be our juiciest topic for you guys. have a juicier one coming, but Paul, if you could kind of just shed some light on what does that look like? Where does that kind of stand in legislation?   Paul Edwards (04:35.669) No.   Kiera Dent (04:43.114) and what should practices know about this.   Paul Edwards (04:45.376) So the FTC wrote a rule that wanted to get rid of, ostensibly get rid of all non -competes. I mean, there were a few that could survive, but they ostensibly wanted to get rid of them. And their stated reason was that it was tamping down employees' abilities to be mobile, to be able to change jobs, move someplace else. And not a terrible argument, but not a good overall general argument.   Kiera Dent (04:55.435) Mm   Paul Edwards (05:14.486) Predictably, that rule was challenged in both the Florida court and I think two Texas courts. I'll just cut to the chase, everybody. The judges involved in those cases put a, the ones in Texas put a stay on it, which means, legalese -wise, that just means they put a big pause button on it and said, you know, the parties involved, including the federal government, are gonna have to come back and argue some more in favor of this.   And we kind of could see that that's what was gonna happen and that's what happened. So based on some recent Supreme Court rulings and stuff that's going on out there in the world, in the legal world, this thing has been paused and I don't see it unpausing for months, possibly years and maybe, Kiera, never. So it's just, it's not a thing anymore.   Kiera Dent (05:47.734) Mm   Kiera Dent (06:01.672) Yeah, which is such a great thing. And again, when I reached out to you, our schedules couldn't quite align for us to get there. And it was like really hot. And I know a lot of doctors were concerned about that because agreed. Everybody was like, this is going to be very impactful because the reality is I don't think any employer truly wants to hurt. mean, I'm sure there's some out there, but generally the dentist, they don't want to prevent other doctors from being able to go get another job. That's not what it is.   Paul Edwards (06:08.939) Hmm?   Paul Edwards (06:12.82) We were freaking out. Yeah. Yeah.   Paul Edwards (06:23.232) Hmm?   Kiera Dent (06:29.51) what they don't want to do is set their practice up to where all those patients could be pulled very easily to another location because that's really like that doctor who hired these associates took the risk and they don't want to have the greatest asset of that practice as patient base being able to be lifted out. And I think that that's where the argument's at.   Paul Edwards (06:45.29) That's, yeah, that's precisely, that's precisely correct. And really it was gonna be damaging. And since it's not going into effect, we don't have to go too far into it, but it was really gonna be damaging in ways that the federal government didn't understand or didn't seem to perceive. They could have put written a different kind of rule and put a lot more limits on it. And by the way, non -competes are very limiting.   Kiera Dent (07:00.886) Sure.   Paul Edwards (07:10.838) There's a lot of limits and some states won't let you have them. Other states that will let you have them say you have to have these specific provisions in them. It can't be too broad. It can't be designed to punish someone for leaving. You you put 30 miles in your non -compete and you're in downtown Chicago and your non -compete is probably going to become invalid. You know, but you put four blocks and that'd be a different story. So like all things and I'll bring it all the way back to HR, the details matter.   Kiera Dent (07:11.242) Mm -hmm.   Kiera Dent (07:22.56) Mm -hmm.   Kiera Dent (07:28.585) Right.   Kiera Dent (07:34.697) Absolutely.   Paul Edwards (07:40.436) Right? It really matters. But for now, we don't have to worry about this.   Kiera Dent (07:41.1) Mm -hmm. For sure. Which is great. And that's really what I wanted to bring you on because I know it was really hot and it was really scary and it was, what are we going to do? And that's where I like to have this podcast be up and coming. so Paul, there actually are a few other things that I do think are really going to impact that people should be aware of. And that's this 1099 world, hygienists, associate doctors, like kind of this world, which I think strategy wise from the business's standpoint is it's hard to hire.   Paul Edwards (07:58.762) Mm   Kiera Dent (08:10.732) It's hard to hire right now. It's been hard to hire since I think 2020. think all of us are still feeling that. And so I don't blame employers for trying to get creative and think outside the box. However, with that asterisk, legalities and payroll and how we hire can really truly impact a practice and do some pretty serious damage if not done correctly. I've seen some class action lawsuits. I've seen big lawsuits.   1099s and misclassification of employees is a very big deal. So Paul, this is your world bigger than it is mine. I just have a very strict lawyer on me. So that's the only reason that I know, because I used to do it pre -COVID. We were in a 1099 world. And I remember my lawyer called me and he said, Kiera, you're welcome to do whatever you want to do. He said, but I just want you to know. He said, I just want you to know that this can become a federal offense on you if it goes. And I was like,   Paul Edwards (08:47.7) Mm   Paul Edwards (08:54.641) Such a lawyer thing to say.   Kiera Dent (09:03.466) So I draw the line, I'm cool to stay in gray, but I'm not okay to go to federal prison. So that's like where I draw lines. But Paul, please, not to scare anybody, but to educate about where this can come into fact and how can especially employers protect themselves in this world.   Paul Edwards (09:07.946) Yeah.   Paul Edwards (09:19.434) Well, look, the first thing that I want to tell everybody is that you might not know this, but I think you might know it, but I'm going to put it for you in kind of stark terms. As the employer, it is your responsibility for you to classify your workers properly. They really don't get they, your employees, your prospective employees, don't get to make that decision. They cannot make that decision for you. And so there's a set of rules.   there's two sets of rules actually. The IRS has a set of rules, they call it the test, and the Department of Labor has a set of rules, and incidentally they call theirs the test too. And if you put the two rules up with all of the little things in the test, and there's many, many bullet points in each test that says if this is true, if this is true, if this is not true, and you go through the whole thing, there's a lot of crossover talk there. So that's, I guess, to some degree, it's beneficial.   Kiera Dent (10:07.009) Mm.   Kiera Dent (10:15.436) Sure.   Paul Edwards (10:16.042) But what I do want to say to everybody is that if you use the test or don't use the test, whatever you do, if you violate this rule that we're talking about, you can be committing tax fraud and you can also be breaking the law when it comes to the Department of Labor. And so it's kind of a double whammy. And here's the important part, Kiera, is that you're leaving a paper trail behind that you cannot defeat.   Kiera Dent (10:34.305) Mm   Paul Edwards (10:43.104) So this isn't a he said, she said, you can't claim I didn't do it. If you get it wrong and you misclassify someone as an independent contractor, that means you're not paying the workers comp. So that's a problem. That's unlawful underneath your state laws. Because you misclassified them doesn't matter to the state. You still broke the law. You're not paying their matching social security. You're not paying withholding and paying taxes. And again, you're not paying your portion of the social security.   Kiera Dent (10:43.18) Absolutely.   Kiera Dent (10:53.857) Thank   Paul Edwards (11:09.674) So why this matters to both the feds and the state is this is taxable income and you are not paying it and you actually, you are gaining some small advantage. I maintain it's not enough for you to get this wrong. And you're also helping the, you're costing the state and the feds because the person who's misclassified is writing things off that employees cannot write off. So they're acting as if they're in their own business. So what we found,   Kiera Dent (11:15.339) right.   Kiera Dent (11:34.613) Absolutely.   Paul Edwards (11:38.998) is that we've got a lot of hygienists who have come to the practice. Now they may come by themselves, they may come be offered up by a temp agency who's not getting this correct. They will come to the practice and say, want to be paid as an independent contractor. And what they're saying is, if you're paying me $75 an hour, I want $75 an hour to be given to me. And that doesn't...   Kiera Dent (12:05.448) Mm   Paul Edwards (12:07.678) work when we look at what the rules are with regards to classifying people, Kiera. So, you know, any questions so far?   Kiera Dent (12:16.844) Yeah, I think something I've also felt that there's a fun game in. And I think if we think of it as a game, as opposed to like stressful, I enjoy that a little bit more. These classifications actually do change quite a lot. And like what the IRS is sticky on or not sticky on, I do feel also changes because this 1099 world, I understand, like, if you look at people's motives, the hygienists want to get paid more. They want to be able to take home more salary.   Paul Edwards (12:45.664) Mm -hmm.   Kiera Dent (12:45.804) So I understand completely why they're wanting to do it. But again, my lawyer, he told me very well, he said, Kiera, the definition of a 1099 is like a gardener that comes to your house or a lawn care crew. They tell you the day, they bring their own tools, they don't use any of yours, and they tell you the fee that you're going to be paying for that service. He said, now, if you have an employee that's doing anything different than that, or you have someone who's different than that, most likely they're probably not a 1099.   Paul Edwards (12:56.554) That's a good way to describe it.   Kiera Dent (13:12.8) And so that's kind of helped me. just think about this Gardner or lawn care crew, because I feel like it really makes it very simple for me of where am I going to be? And honestly, like you said, Paul, I don't think employers realize the implications if you get this wrong. It is big because we have looked, and I think this will also tie into like exempt and non -exempt employees too. But we also have to look at the IRS and the federal and the state reasons why they're doing this too. Yes, we should be classifying correctly.   Paul Edwards (13:16.554) It's good.   Paul Edwards (13:27.796) Mm -hmm.   Kiera Dent (13:40.5) because everybody right now with inflation and costs and whatnot, people are getting smarter and stickier with making sure we're following the laws and the rules. So I think looking for motives and reasons, but really, I don't know, I enjoy sleeping at night as an employer. And I think this is a great way to help yourself stay out of it. So not necessary questions, but definitely I think it's a big issue and an easy way to determine that hygienist is not bringing their own tools with them. They're not setting the hours that they're going to be working.   Paul Edwards (13:47.37) That's true.   Kiera Dent (14:07.084) They could be telling you the pay they're going to be getting, yes, but they're really not coming, doing their thing and leaving. You're providing the patients for them. You're providing the instruments for them. You're providing the chair for them. You're providing the team for them. They're working within the hours of your practice. They're really not. Now, I think someone who is an independent contractor for a contrast is like if an anesthesiologist is coming to the practice, they're bringing their own tools. They're bringing their own equipment. They usually bring their own team. They're coming.   Paul Edwards (14:33.174) Kiera, have you been reading my blog?   Kiera Dent (14:36.908) I just think I'm very passionate about this stuff because I think employers who get it wrong, this is where we get into hot water, unintentionally trying to save a few bucks that's going to ultimately cost us a lot in the long run. And I think, again, analogies always make my life easier. So that's probably why I do it.   Paul Edwards (14:56.052) No, no, that's a very good example that you gave. so the first example of the gardener is a very good example. I'm going to reiterate. This guy or gal shows up at your house. They can experience a profit and a loss. So if their lawnmower breaks down, they don't come knock on your door and ask for you to do something about it. They go and they fix their lawnmower. So they have an opportunity for profit and loss. That's one thing.   The other thing that they measure, adding a little technical to this, is the degree of permanency. And so you could change, you could choose to, and they could choose to not work for you, and it's likely that they work for several different other companies. But I wanna make something clear here, because that's what people glom onto, and they're like, well, my hygienist works at two other dental practices, so I'm in the clear.   Kiera Dent (15:19.864) Mm   Kiera Dent (15:36.234) right.   Kiera Dent (15:43.87) Right.   Paul Edwards (15:45.206) And that's not how this test works. It's just not how the test works. So the main thing and the big piece of news, so here's the big reveal for everyone. We, CEDR, have been around for 19 years now. For 19 years, we have been telling people, anyone who tries to classify a hygienist as an independent contractor,   that it is not lawful and that there's a problem the IRS has with it. So it's been like this for 18 years. But like you said, they kind of define, redefine, change rules. In this case, they didn't add or take anything away. But what they did is they took one of the things that was on the list. And I'm just going say it was on it. It was important. It sometimes was used against employers.   and the Department of Labor brought it all the way up and said, if you're only gonna consider the first six points, we want you to know that if the person is doing the work of the business, they cannot be classified as an independent contractor. And so we've always known this determination was there, and the IRS uses that one, so that's one of the ones where the tests are matching up.   So if you're in a general dental practice and you have a hygiene department, then they're doing the work of your practice. Your anesthesiology example was a very good example. if it were a, I mean, I'm just gonna split hairs a little bit here. If it were a pediatric practice whereby there's a lot of anesthesia going on, there's always someone there. That anesthesiologist technically is an employee.   Kiera Dent (17:07.414) Yes.   Kiera Dent (17:23.072) Mm -hmm.   Paul Edwards (17:26.442) They're not an independent contractor. But if you're out in Montana and you're a general dentist, you don't do surgery, and you have a surgeon come through to perform surgery, and an anesthesiologist comes with them or you bring them in as well, those people are not doing the work of your practice, even though we all agree it's all dentistry and it's associated, but hopefully in that description.   Kiera Dent (17:26.804) Agreed.   Paul Edwards (17:54.442) I'm able to kind of relay to you guys what the differences are there. But this big reveal is the extent to which the work performed is integral, and it's an integral part of the potential employer's business is the big one. They moved it way to the top. So this means technically, literally, hygienists can't be legally classified as independent contractors.   Kiera Dent (18:10.016) Mm -hmm.   Paul Edwards (18:21.334) And it also calls into the thing that we've also been saying for 18 years, that associate doctors who are, it's a general dentist doing general dentistry, that associate doctors, they are not independent contractors either. And that the safest thing to do is to classify them as an employee. And I have lots of other good reasons for making them employees. But again, that's another place where it's common practice. And then Kiera, I'm gonna add one more thing.   Kiera Dent (18:34.23) Mm   Kiera Dent (18:50.367) Yeah.   Paul Edwards (18:50.918) State laws apply here. And so there are several states, California, Oregon, Washington, I could go on and on, who have even more strict rules about these classifications. And we've just seen, gonna, I don't wanna call them all the way out. I'm gonna tell you they're in the Northeast, they're in a state where they have stricter rules. Practice is very successful.   has multiple associates in I think I counted eight and they got audited and they got lit up. mean, yeah.   Kiera Dent (19:24.212) And that's actually what my follow up was going to be, Paul. Let's say I am a practice and I do get audited and find out that I miss classified. What is, this is how I like to make my decisions. Like how bad is the problem? Is it to be slap on the wrist? Am I going to jail? Like where are we at with this?   Paul Edwards (19:30.272) Mm -hmm.   Paul Edwards (19:34.516) Right.   Right.   You are unlikely to go to jail in most states, although there are wage theft laws that can get you charged with misdemeanors, which is the last thing you need as a licensed professional anywhere. the problem is three, I think, I'm going to off top my head, it's threefold. CARE distractions, right? We all have plenty distractions that come in every day just trying to keep the wheels on the bus and everybody happy and the patients happy.   There's plenty of things that enter into our sphere of operating all the time. You've never had a distraction like a Department of Labor investigation where they act like the IRS. They issue a letter which requires you to give up all of your bank records, all of your time records, all of your record records and records of your other record, you know, the distraction to just meet the demand is gonna be brutal.   The next thing you have to do consider is the immediate cost. I'm not gonna even go long term for the cure. The immediate cost is you're gonna just go ahead and just put $30 ,000 in a lawyer's checking account to represent you so that this doesn't spin up and get completely out of control and so that you know what you're facing. And then the next thing is what are you going to have to do once the determination is made and if it's made against you?   Kiera Dent (20:32.811) Mm -hmm.   Kiera Dent (20:47.276) Totally.   Paul Edwards (21:02.102) What will you have to pay in back taxes, penalties, and all those things? So this can easily ramp up and distraction and all of these costs that I've talked about, I don't wanna be hyperbolic here, but this can easily get to $100 ,000 very, very quickly. And so nobody wants that, nobody wants these distractions or these things. So the penalty, the punishment,   Kiera Dent (21:21.045) Mm -hmm.   Paul Edwards (21:30.966) really can be fairly brutal. And the last thing, let's just say you've only misclassified one person, right? And she has or he has filed a complaint or somehow it's gotten back to you. You're still in time producing all of those records, answering the complaint, hiring a lawyer. You're still gonna spend 25, 30, $40 ,000 to cure this one instance because again, you're gonna have to get a lawyer.   Kiera Dent (21:34.443) Mm   Paul Edwards (21:59.542) So to me, that person would have to work for you for like 30 years to make that money worth it for you. And that's just not what's gonna happen.   Kiera Dent (21:59.82) for sure.   Kiera Dent (22:08.958) Absolutely. think them coming in as independent contractors clearly shows that. I think about like, what's my risk to reward? So what I'm doing by having an independent contractor is they're getting paid more with air quotes. They're writing things off, but I'm not having to pay my payroll tax on them per se. Like, I think that's really the only benefit to an employer to do this. Maybe I don't have to have like the exempt, the non -exempt, the hours, but those are things that are pretty easy to solve. So I'm like, okay. And typically I know this is like,   very loose math, Paul. And if you disagree with me, please, I am not offended. Say it is, you're the expert here. I've been told that payroll tax, like a good estimate, is just 10 % of that person's annual. So that's kind of, that's where I'm like easy, because 10 % for me is very easy to move that decimal point and I can figure it out. So if the person's making, let's say they're making 70 ,000 a year, it's $7 ,000 that I'm going to be adding additional in payroll tax to it. To me, is that 7 ,000?   Paul Edwards (22:48.15) It's not bad, it's good.   Kiera Dent (23:06.876) worth the hundred thousand, but also I think Paul, there is the emotional ROI on it too. Like to go through that, it might not financially destroy you, but mentally it is, it's something. if, I mean, I've gone through lawsuits and it's something where you get to a point where you just say, I will do whatever to get out of this because the pain and the exhaustion and trying to fight it and trying to win. But then you also don't want to admit to it because   Paul Edwards (23:13.375) it's brutal.   Paul Edwards (23:27.296) That's right.   Kiera Dent (23:35.136) Like opening it up, you open yourself up to them looking back at every single person in your world. And to me, those things are not worth the risk, which is why I wanted you on here today is let's not be afraid, but let's be proactive. But Paul, my question I think is for people who might be freaking out right now of, my gosh, Paul, I've misclassified. What do I do today? Like, do I have to go back and like, like go to the Pope and like redeem myself that way? Like, how do I, how do I fix it moving forward if I have possibly misclassified in the past?   Paul Edwards (23:39.06) Mm -hmm.   Paul Edwards (23:53.728) Right.   Paul Edwards (24:04.596) Well, it's a case by case basis and you open up a little bit of a Pandora's box when you realize that you have to fix something and your questions are very viable. Like, do I have to go back a certain number of years? What do I have to do? You know, one of the things I tell a lot of a lot of our members who are freaking out over something like this is like, let's look at the actual pain point here. Like how much will it cost to correct this? And, know, do we have the money and is it, is it, has it, you know, is it too much?   So it's a case by case basis and what you need to do is kind of stop. You just take a breath and go and talk to someone who knows what they're doing. It's typically at some point this is going to involve an attorney or a very good CPA. It's not your accountant. It's not anybody else. It's not even CEDR. We cannot settle this for you. We can give you all this guidance and everything, but we can't go to bat for you.   So you have to find that resource and they're out there, they're all over the place and you want to mitigate it to the best that you can. You're probably going to self -report it. And look, I've seen it everywhere along the spectrum, Kiera, from the, they've been doing it wrong for three years and they have a hygiene department of seven people to I've only had a hygienist for two years and I misclassified her and she's still with me and I got to fix this. I've seen the whole spectrum and there's two different approaches to that.   Kiera Dent (25:25.312) Mm   Paul Edwards (25:29.402) And so if you're freaking out, I'm sorry, but it's better to have the knowledge, not have it at all. You're going to seek out, first thing you're to do is go to your CPA and talk to them. And you're what you're also going to do is if you're out there and you've got a CPA and they know that you're doing this. I don't love that. You know, I don't, I don't love that. That's why I always say when we're talking to talking to professionals, I get them put stuff in writing.   Kiera Dent (25:47.03) Mm.   Paul Edwards (25:58.418) I need to be able to rely on the guidance that I'm getting. And then rely on that attorney who is an expert in taxes, who is an expert with the Department of Labor, who knows everything about it, then rely on them or that CPA firm to help get you through it and just go through the process and get it all cleaned up and then fix it going forward.   Kiera Dent (26:18.348) Absolutely. And I will put it out there. If anybody is looking for good attorneys, I do really, really have an incredible attorney who is right in the line with CEDR. So please reach out. Hello@TheDentalATeam.com. But really, I agree with you, Paul. I think it's one of those things of, I understand that people weren't doing it. Like don't beat yourself up. You were not intentionally trying to be bad or do things or skirt the law. Like you really were making the best decisions at the time, but today we know better.   Paul Edwards (26:30.24) Mm   Paul Edwards (26:37.621) No!   Kiera Dent (26:44.982) So let's do better. Let's fix it with clean it up. Let's talk to the experts. That way you can feel confident moving forward. But it's like, we know today that this is not okay. And let's make the decisions because you you might skirt by, but every business is going to be sued at some point. And they're also going to be audited at some point. And I would rather have my house clean, as clean as I can get it. And hopefully they find minimal as opposed to hoping that I never get audited.   I really do hope I never get audited, but I like to prepare and plan as if I were to be audited. That way I can sleep at night, I can make these corrections, and that's how I live my life. Paul, I just love this. think there is one thing that we will put out there. We won't exactly say all the pieces, but we were talking earlier about misclassifying of this exempt and non -exempt. I've seen it even within our company. Non -exempt definitions have actually shifted. I had no clue that some of the definitions had shifted from when I last did a thorough research on it.   Paul Edwards (27:31.435) Mm -hmm.   Paul Edwards (27:38.954) Mm -hmm.   Kiera Dent (27:40.032) How often do these change and how do we keep ourselves current other than working with you? Which I think that's the greatest thing, but how do we keep ourselves current? Because exempt and non -exempt is coming up.   Paul Edwards (27:44.916) Well, well.   Okay, so what you want to do is really if you get into someone's, like if you get into our ecosystem of education, so you don't have to be paying us anything, we are always talking about these things and we are giving that information. We're not withholding and keeping that behind a paywall. you want to join someone like us in our community so you can get updates on this. Ironically, the rules don't change that much for this status, but they are changing right now.   Kiera Dent (28:15.105) Mm -hmm.   Paul Edwards (28:15.198) And I do expect that over the next four years, we're gonna see some other changes, but they basically will borrow down into the regulation and they'll make some kind of a change to like a minimum salary amount or some other thing. And that's very simple. This is cut and dry. This is one of those great reasons to have someone like us, because we do understand the rules.   Kiera Dent (28:34.294) Mm   Paul Edwards (28:41.686) But yeah, that's another area where people are getting misclassified. And again, this goes back, Kiera, to the first couple of minutes. It's your job as the employer to know these things and then to apply these things in the proper way to your people who you're paying salary or who you're paying as an independent contractor or whatever.   Kiera Dent (28:59.72) Absolutely. And Paul, I'm so glad that you brought that up because for me as a business owner, I think it's absolutely fun to run a business and to own a business. And I call it my creative playground. Like it's fun, right? But there's also all these pieces that I have to remember are my responsibility. And at the end of the day, it's going to fall on me as the business owner, which is why I am very passionate about finding the experts in the areas that I'm not as strong. I am not a guru on HR. I am not a guru on my bookkeeping. I am not a guru on tax.   Paul Edwards (29:08.576) I do too. I love it. I love it.   Paul Edwards (29:18.005) Mm -hmm.   Kiera Dent (29:29.322) I'm not a guru on the legals. We are in multiple different states in our company. I don't know that. And so having a good board of advisors to make sure that you are there. Like I messaged my CPA because I saw that there's this like weird thing that came up for one of my pieces. And I'm like, I don't even know what this is. Is this a scam? I messaged him and he said, Kiera, don't worry. We already have this. You're either filed or you'll be filed in the next month. And I thought that's the people.   Paul Edwards (29:33.375) Mm -hmm.   Paul Edwards (29:53.096) I know what that is.   Kiera Dent (29:54.918) Tell Paul, I was like, what the heck is this? Is this a scam? It's like DBLI or something weird like that. And I was like, what does that even mean?   Paul Edwards (29:57.45) Yep.   Paul Edwards (30:02.528) Yep. Yep. I... Yeah?   Kiera Dent (30:04.524) So really have the people in your corner. And I think CEDR, just so you guys know what we're referring to of this exempt and non -exempt, that salary versus hourly, definitely reach out to CEDR because it does impact a lot of office managers. So doctors, I would really encourage you just to reach out. Paul is more than happy to share and help you guys. I intentionally asked him not to put it on the podcast because I did not want to put any doctors in an uncomfortable spot knowing that team members do listen to this podcast.   And I wanted doctors, you to know the information, therefore you could actually make the decisions best for your practice rather than exposing you. So that's why we're not trying to hold back information, but I know our audience. And so I said, Paul, let's let them know, let's have them reach out to you. That way doctors, you can make sure that you're getting the information and make the best decision for your practice.   Paul Edwards (30:50.858) Yeah, get into our ecosystem and you're going to see the education pop up here in about three weeks, which isn't enough time for you to understand what the rules and how the rules are changing. I'm also on my podcast. I'm going to cover this at least once before the end of the year. So I'm going to spend some time on my podcast doing that.   Kiera Dent (31:07.114) Which is amazing. So Paul, you really went through the gamut with us today of going from what is this non -compete and how's it going to impact us to now the 1099s and what that really is and how we classify, misclassify and what we do to now talking about this exempt, non -exempt. And really, I think more than anything, I feel education is power. Yes, sometimes I don't like the nuances. Sometimes it feels annoying, but I'd rather be annoyed and fix it.   than be uneducated and not know and then be burned through an audit. So Paul, I love what you guys do. I love the care that you have. I love the passion that you have. People like you are who get me excited because I don't like HR. I would rather like never think about HR. It's the yuckiest part of a business. So the fact that there's great people like you out there, I just want to say thank you.   Paul Edwards (31:46.484) out   Yeah, yeah, is. We're gonna put that on our, we're putting that on our website. It's the yuckiest part of your business. Let us help you with that. Yeah, we're the solution you didn't know you needed. That's gonna be our, yeah.   Kiera Dent (31:59.697) It is. Exactly. Exactly. So Paul, once again, thank you for being here. And for those who are like obviously are going to reach out again, please, if you will just share how they can connect with you, get into your ecosystem, learn. And if they're interested in becoming a client as well, how they can connect with you that way.   Paul Edwards (32:17.566) Okay, so two different ways to connect with us and with me personally. The first way is to go to our site cedrsolutions and just sign up on one of the forums and join our community and get the free education. Of course, give us a call if you're looking for services. The other way is just subscribe to my podcast. It's called What the Hell Just Happened? You can find it on all the platforms. What the hell just happened here is some rules changed and we discussed it with Kiera.   Go subscribe to my podcast and weekly we put out stuff and we talk about HR related things and some other fun stuff and Kiera. Well, this is definitely a subject that I'm going to cover before the end of the year.   Kiera Dent (32:58.666) Amazing. All of you get prepared. There's no reason to be fearful. There's great resources out there. Yes, this is, in my opinion, success has two parts of it. There is the suck part of success. It's literally the first three letters of success. This is the portion that we have to do as business owners and know. But I think Paul, you guys do an amazing job of making it not scary, very easy. You guys are incredible at education. So all of you get prepared, go connect with them, reach out, listen to their podcast.   Truly incredible, incredible information and Paul, thanks for being here today with me. Of course, and thank all of you for listening and I'll catch you next time on the Dental A Team Podcast.   Paul Edwards (33:31.968) Kiera, thank you so much.

Famed Bulldog breeder-owner-handler Cody Sickle joins host Laura Reeves for the first of a two-part series on owner-handlers, dog shows, Bulldogs, breeding and camaraderie. [caption id="attachment_13037" align="alignleft" width="399"] CHEROKEE LEGEND NOR'EASTER DEREKLong Island Bulldog Club Specialty. Winners Dog & Best of Winners. Judge: Phoebe Booth[/caption] Sickle's renowned Cherokee Bulldogs have quite a record. According to his records, he has bred or owned 256 Champions, more than any other Bulldog breeder ever in the USA. His dogs have won 99 All Breed Bests In Show and 591 Bests In Specialty Show, five National Specialty Bests Of Breed and 15 Westminster Kennel Club Bests of Breed. All of which rank as #1 all-time results in the breed. Sickle says he knew he wanted a Bulldog from the time he was 5 years old. His parents said he had to pay for it himself. So he skipped going to the movies, did extra jobs, saved his allowance and finally was able to purchase his first dog for $60. "I find the Bulldog people are terrific," Sickle said. "They are just as you say. We go in the ring, we're competing with each other and we're obviously all trying to win. When it's over, it's over. We are all friends when it's over. We are a good representative of what sportsmanship should be almost all the time. There are exceptions, but not very many. "I've listened to people say, well, you know, the Bulldog people are good, but this breed is not. I'm not intimately familiar with the interactions of people in other breeds. But I am very into the dog people in general and the dog people in general are helpful. [caption id="attachment_13036" align="alignright" width="403"] Cody Sickle with CH. CHEROKEE MORGAN. Best In Show…Penn Ridge Kennel Club. Judge: James Warwick. August 1969[/caption] "I've never once in my life went up to any dog person and said tell me about this or tell me about that and had them say no, not ever. And when I was 13 years old, I used to hang around the handlers. Richard Bauer when Jimmy Mitchell was his assistant. Wendell Sammett when Paul Edwards was his assistant. Peter Green, the Forsyths, they were all terrific. They were all perfectly willing to share their knowledge. They're perfectly willing to answer all my questions, and my questions were incessant. "The Bulldog people were the same way. One of the benefits about the Bulldog people being good people is that, in order to learn I think it's necessary to speak to lots of people. Because people have different views. Some people just can't communicate what you're trying to learn and sometimes whatever they're saying, even though it's just right on, it doesn't register properly. So if you ask everybody and work at weeding out what sounds like nonsense and keeping what sounds like it's valuable, you're going to learn a lot more."

On today's episode, recorded at Voices of Dentistry 2023, Dr. Mark Costes sits down with Paul Edwards, the founder of CEDR HR Solutions, to delve into the critical role his company played during the pandemic. Paul shares insights on how CEDR HR Solutions expertly navigated complex HR issues that arose during this challenging time, including layoffs, furloughs, and the intricacies of PPP loans. They discuss the common and significant mistakes business owners make when attempting to handle HR tasks independently. Paul emphasizes the importance of having professional HR support to ensure compliance and effective management, which can prevent costly errors. The conversation highlights how CEDR HR Solutions provides tailored assistance through their team of experienced attorneys and HR professionals, ensuring that business owners receive the right solutions for their unique challenges. Additionally, Paul elaborates on the various ways CEDR HR Solutions supports business owners, including their informative podcast, "What the Hell Just Happened in HR," which offers valuable insights and updates on HR-related issues. This episode is a must-listen for anyone looking to understand the vital importance of professional HR guidance in navigating the complexities of business management. EPISODE RESOURCES https://www.cedrsolutions.com https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast

In this episode of Beyond Bitewings, Ash and Lynn welcome Paul Edwards to discuss the complexities of the recent ruling concerning exempt employees. They talk about the court decision that allows for a salary raise effective July 1st. The discussion explores strategies for managing salary adjustments, particularly the implications of shifting employees from exempt to nonexempt status and the importance of transparent communication during such transitions.The conversation also touches on broader HR advice, emphasizing the crucial role of consulting experts in navigating employee classifications accurately. They also discuss the need to manage overtime carefully and the strategic importance of proper employee classification to meet both compliance and business needs. Paul shares insights on the upcoming raise in minimum salary requirements and the varied regional impacts of these changes on businesses. Lynn highlights the need for small business owners to seek professional HR guidance while also recommending additional resources for staying informed and compliant.To connect with Paul and listen to his podcast, visit: https://www.cedrsolutions.com/hr-podcast/If you have specific questions about embezzlement or if you'd like to have another question answered on a future podcast, please reach out to the Edwards & Associates team. (https://www.EandAssociates.com)Key Topics Discussed: Court ruling on salary raiseChallenges of salary adjustment retractionEmployee status change from exempt to nonexemptImportance of transparent communicationManaging overtime for nonexempt employeesEvaluating exempt statusImpact of minimum salary increasesHR advice for small businessesEmployee classification and payroll considerationsResources for additional HR guidance

Melvyn Bragg and guests discuss the Saga of the Earls of Orkney, as told in the 13th Century by an unknown Icelander. This was the story of arguably the most important, strategically, of all the islands in the British Viking world, when the Earls controlled Shetland, Orkney and Caithness from which they could raid the Irish and British coasts, from Dublin round to Lindisfarne. The Saga combines myth with history, bringing to life the places on those islands where Vikings met, drank, made treaties, told stories, became saints, plotted and fought.With Judith Jesch Professor of Viking Studies at the University of NottinghamJane Harrison Archaeologist and Research Associate at Oxford and Newcastle UniversitiesAnd Alex Woolf Senior Lecturer in History at the University of St AndrewsProducer: Simon TillotsonIn Our Time is a BBC Studios Audio ProductionReading list:Theodore M. Andersson, The Growth of Medieval Icelandic Sagas, 1180-1280, (Cornell University Press, 2012)Margaret Clunies Ross, The Cambridge Introduction to the Old Norse-Icelandic Saga (Cambridge University Press, 2010)Robert Cook (trans.), Njals Saga (Penguin, 2001)Barbara E. Crawford, The Northern Earldoms: Orkney and Caithness from AD 870 to 1470 (John Donald Short Run Press, 2013)Shami Ghosh, Kings' Sagas and Norwegian History: Problems and Perspectives (Brill, 2011)J. Graham-Campbell and C. E. Batey, Vikings in Scotland (Edinburgh University Press, 2002)David Griffiths, J. Harrison and Michael Athanson, Beside the Ocean: Coastal Landscapes at the Bay of Skaill, Marwick, and Birsay Bay, Orkney: Archaeological Research 2003-18 (Oxbow Books, 2019)Jane Harrison, Building Mounds: Orkney and the Vikings (Routledge, forthcoming)Ármann Jakobsson and Sverrir Jakobsson (eds.), The Routledge Research Companion to the Medieval Icelandic Sagas (Routledge, 2017)Judith Jesch, The Viking Diaspora (Routledge, 2015)Judith Jesch, ‘Earl Rögnvaldr of Orkney, a Poet of the Viking Diaspora' (Journal of the North Atlantic, Special Volume 4, 2013)Judith Jesch, The Poetry of Orkneyinga Saga (H.M. Chadwick Memorial Lectures, University of Cambridge, 2020)Devra Kunin (trans.), A History of Norway and the Passion and Miracles of the Blessed Olafr (Viking Society for Northern Research, 2001)Rory McTurk (ed.), A Companion to Old Norse-Icelandic Literature and Culture (Wiley-Blackwell, 2004)Tom Muir, Orkney in the Sagas (Orkney Islands Council, 2005)Else Mundal (ed.), Dating the Sagas: Reviews and Revisions (Museum Tusculanum Press, 2013)Heather O'Donoghue, Old Norse-Icelandic Literature: A Short Introduction, (John Wiley & Sons, 2004) Heather O'Donoghue and Eleanor Parker (eds.), The Cambridge History of Old Norse-Icelandic Literature (Cambridge University Press, 2024), especially 'Landscape and Material Culture' by Jane Harrison and ‘Diaspora Sagas' by Judith JeschRichard Oram, Domination and Lordship, Scotland 1070-1230, (Edinburgh University Press, 2011)Olwyn Owen (ed.), The World of Orkneyinga Saga: The Broad-cloth Viking Trip (Orkney Islands Council, 2006)Hermann Pálsson and Paul Edwards (trans.), Orkneyinga Saga: The History of the Earls of Orkney (Penguin Classics, 1981)Snorri Sturluson (trans. tr. Alison Finlay and Anthony Faulkes), Heimskringla, vol. I-III (Viking Society for Northern Research, 2011-2015)William P. L. Thomson, The New History of Orkney (Birlinn Ltd, 2008)Alex Woolf, From Pictland to Alba, 789-1070 (Edinburgh University Press, 2007), especially chapter 7

Melvyn Bragg and guests discuss the Saga of the Earls of Orkney, as told in the 13th Century by an unknown Icelander. This was the story of arguably the most important, strategically, of all the islands in the British Viking world, when the Earls controlled Shetland, Orkney and Caithness from which they could raid the Irish and British coasts, from Dublin round to Lindisfarne. The Saga combines myth with history, bringing to life the places on those islands where Vikings met, drank, made treaties, told stories, became saints, plotted and fought.With Judith Jesch Professor of Viking Studies at the University of NottinghamJane Harrison Archaeologist and Research Associate at Oxford and Newcastle UniversitiesAnd Alex Woolf Senior Lecturer in History at the University of St AndrewsProducer: Simon TillotsonIn Our Time is a BBC Studios Audio ProductionReading list:Theodore M. Andersson, The Growth of Medieval Icelandic Sagas, 1180-1280, (Cornell University Press, 2012)Margaret Clunies Ross, The Cambridge Introduction to the Old Norse-Icelandic Saga (Cambridge University Press, 2010)Robert Cook (trans.), Njals Saga (Penguin, 2001)Barbara E. Crawford, The Northern Earldoms: Orkney and Caithness from AD 870 to 1470 (John Donald Short Run Press, 2013)Shami Ghosh, Kings' Sagas and Norwegian History: Problems and Perspectives (Brill, 2011)J. Graham-Campbell and C. E. Batey, Vikings in Scotland (Edinburgh University Press, 2002)David Griffiths, J. Harrison and Michael Athanson, Beside the Ocean: Coastal Landscapes at the Bay of Skaill, Marwick, and Birsay Bay, Orkney: Archaeological Research 2003-18 (Oxbow Books, 2019)Jane Harrison, Building Mounds: Orkney and the Vikings (Routledge, forthcoming)Ármann Jakobsson and Sverrir Jakobsson (eds.), The Routledge Research Companion to the Medieval Icelandic Sagas (Routledge, 2017)Judith Jesch, The Viking Diaspora (Routledge, 2015)Judith Jesch, ‘Earl Rögnvaldr of Orkney, a Poet of the Viking Diaspora' (Journal of the North Atlantic, Special Volume 4, 2013)Judith Jesch, The Poetry of Orkneyinga Saga (H.M. Chadwick Memorial Lectures, University of Cambridge, 2020)Devra Kunin (trans.), A History of Norway and the Passion and Miracles of the Blessed Olafr (Viking Society for Northern Research, 2001)Rory McTurk (ed.), A Companion to Old Norse-Icelandic Literature and Culture (Wiley-Blackwell, 2004)Tom Muir, Orkney in the Sagas (Orkney Islands Council, 2005)Else Mundal (ed.), Dating the Sagas: Reviews and Revisions (Museum Tusculanum Press, 2013)Heather O'Donoghue, Old Norse-Icelandic Literature: A Short Introduction, (John Wiley & Sons, 2004) Heather O'Donoghue and Eleanor Parker (eds.), The Cambridge History of Old Norse-Icelandic Literature (Cambridge University Press, 2024), especially 'Landscape and Material Culture' by Jane Harrison and ‘Diaspora Sagas' by Judith JeschRichard Oram, Domination and Lordship, Scotland 1070-1230, (Edinburgh University Press, 2011)Olwyn Owen (ed.), The World of Orkneyinga Saga: The Broad-cloth Viking Trip (Orkney Islands Council, 2006)Hermann Pálsson and Paul Edwards (trans.), Orkneyinga Saga: The History of the Earls of Orkney (Penguin Classics, 1981)Snorri Sturluson (trans. tr. Alison Finlay and Anthony Faulkes), Heimskringla, vol. I-III (Viking Society for Northern Research, 2011-2015)William P. L. Thomson, The New History of Orkney (Birlinn Ltd, 2008)Alex Woolf, From Pictland to Alba, 789-1070 (Edinburgh University Press, 2007), especially chapter 7

In this episode of What the Hell Just Happened?!, hosts Paul Edwards and Jennie McLaughlin delve into the recent FTC ruling on non-compete clauses. While this could herald significant changes for employment contracts nationwide, there's no need to panic just yet. Paul and Jennie break down the details of the ruling, emphasizing that it won't take effect immediately and discussing potential legal challenges that could delay its implementation. This episode is a must-listen for anyone concerned about the future of non-competes and seeking clarity amidst the unfolding legal landscape!

Paul Edwards is the President and CEO of DoseMeRx. He has been a Senior Executive with Merck and GSK, and start-ups including ILUM Health Solutions, Infectious Disease Connect, and TrackMy Solutions. He has an extensive history in infectious disease, antimicrobial stewardship, and precision medicine.   Guest Introduction: Paul Edwards, the President and CEO of DoseMeRx, shares his extensive background in the pharmaceutical industry, including roles at Merck, GSK, and various startups, focusing on antibiotics and infectious diseases. Pharmaceutical Journey: Paul discusses his career progression from selling macrolides to leading infectious disease units and moving to the U.S. to transform commercial models at Merck, emphasizing the importance of real-world data over clinical trial data. DoseMeRx Focus: DoseMeRx specializes in precise dosing for critically ill patients using therapeutic drug monitoring, particularly for injectable antibiotics, aiming to provide accurate dosing information through web-based and integrated models within hospital systems. Challenges and Future of Medicine: Paul highlights the importance of antimicrobial stewardship, pharmacogenomics, and personalized medicine in improving patient care and expresses concerns about the current insurance and payment systems based on actuarial science.

Over 3 million non-fiction books are published every year.  How do authors come up with the right launch strategy and successfully market their book?In this episode of the podcast, Eric interviews Paul Edwards, the co-founder and CEO of Emissary Publishing, a boutique independent publisher focused on helping founders, executives, and entrepreneurs share their stories. Paul discusses the importance of integrating marketing strategies with literary talent to meet authors' expectations and identify the right time for them to publish their work. He highlights how Emissary Publishing assists authors in spreading their impactful messages from unknown to known by reversing the traditional publishing process, starting with marketing strategy, then moving to writing, editing, and marketing. Paul shares insights into the challenges of self-publishing and the necessity of a solid marketing strategy to surpass the average sales of most books. The episode features the success story of 'The Hope of War,' demonstrating their marketing approach's effectiveness. Additionally, Paul talks about the new book 'I See You Everywhere,' offering principles for standing out and selling more books. The conversation also touches upon different marketing strategies tied to authors' goals, like maximizing sales, building company culture, or leaving a legacy.Get Paul's Book - I See You EverywhereVisit the Remarkable Marketing Podcast website to see all our episodes.Visit the Remarkable Marketing Podcast on YouTube01:41 The Challenges and Solutions in Self-Publishing02:51 A Deep Dive into Marketing Strategy for Authors04:20 Success Story: Marketing 'The Hope of War'08:02 The Importance of Testing and Audience Signals10:41 Building a Support Network for Book Launch Success14:04 Different Marketing Strategies for Authors15:29 Special Offer for Listeners: 'I See You Everywhere'16:49 Closing Thoughts and Appreciation

Let's delve into a scenario that could happen to any of us in the professional world. We've all seen them by now—the secret Zoom video recordings of a large company firing a remote employee via call go viral. Secretly recording a conversation raises privacy issues, and, once again, a crazy ruling by the NLRB last year states that eavesdropping on employers by employees is legal under federal law. When recordings get released in the wild, it is never good for the employer. We discuss how the employer tried to mitigate the negative impact by responding and how that can worsen things. THIS IS NOT AN ISOLATED LARGE corporation problem; it impacts small businesses, too.  So, what could you do when this happens to you? Gain insights from the seasoned perspectives of Paul Edwards and Elijah Newsome, our Social Media Strategist, as they break down best practices around negative reviews in this week's episode of What the Hell Just Happened?!

Today, we're talking about the importance of privacy and email addresses for your employees, inspired by a chiropractic office that got locked out of their website by an employee who was demanding a ransom. Allowing employees to use their personal email addresses for various business activities sets you up for trouble in more ways than we can list... Giving your employees company emails solves so many problems. Let's talk about it and how those emails can protect you and your business in this week's episode of What the Hell Just Happened?! with Paul Edwards and guest Ally Dagnino.

In this week's episode of What the Hell Just Happened?! Discover why talented employees often find themselves in management positions for which they might not be suited and the unintended consequences that can arise from such decisions. Paul Edwards and CeCe Wilson sit down to dissect the reasons behind these common practices, shedding light on the importance of recognizing different skill sets essential for effective management. Whether you're running a burgeoning startup or steering a large enterprise, understanding the Peter Principle and how to navigate its challenges is key to building a resilient and thriving work environment. Tune in and empower yourself with the knowledge to make smarter, more effective managerial decisions.