Podcast appearances and mentions of Paul Edwards

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

We talk with Paul Edwards from the Real Estate Institute of South Australia about some rental law changes and Margaret gives some best performing areas to think about.  Listen here: https://apple.co/3wub8Le ► Subscribe here to never miss an episode: https://www.podbean.com/user-xyelbri7gupo ► INSTAGRAM: https://www.instagram.com/therealestatepodcast/?hl=en  ► Facebook: https://www.facebook.com/profile.php?id=100070592715418 ► Email:  myrealestatepodcast@gmail.com    The latest real estate news, trends and predictions for Brisbane, Adelaide, Canberra, Gold Coast, Sydney, Melbourne and Perth. We include home buying tips, commercial real estate, property market analysis and real estate investment strategies. Including real estate trends, finance and real estate agents and brokers. Plus real estate law and regulations, and real estate development insights. And real estate investing for first home buyers, real estate market reports and real estate negotiation skills. We include Hobart, Darwin, Hervey Bay, the Sunshine Coast, Newcastle, Central Coast, Wollongong, Geelong, Townsville, Cairns, Ballarat, Bendigo, Launceston, Mackay, Rockhampton, Coffs Harbour. #AustralianRealEstate  #QLDProperty #HomeBuyingTips #MortgageBroker #PerthRealEstate #SavingForAHome  #SmartInvesting #PropertyMarketUpdate #BrisbaneHomes #PerthProperty #FirstHomeBuyers #FinanceTips #RealEstateNews #HousingMarket #InvestingInProperty  #CoolYourHome #MortgageTips   #SydneyLiving #PortMacquarie   #sydneyproperty #Melbourneproperty #brisbaneproperty #perthproperty #goldcoast #adelaideproperty #canberraproperty #sunshinecoastproperty #cairnsproperty #hobartproperty #darwinproperty  

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

Welcome to the second of our Talking Dairy summer yarns. In this bonus episode, we revisit the most downloaded episode of 2024 where Dr. Paul Edwards and Kent Weston-Arnold share fresh insights on new milking frequency trends and the rise of once-a-day milking in early lactation. They explain why more farmers are trying it, the regional differences, and the common reasons for this shift. You'll also learn how it impacts farm operations and what to consider before trying once-a-day or flexible milking yourself. Listen to the full episode here: New milking frequency trends and the impact of OAD in early lactation | Ep.84 | DairyNZFor more information, visit: Early lactation once-a-day (OAD) milking | DairyNZGeneral flexible milking tools and resources:Flexible milking | DairyNZMilking time planner | DairyNZ Have feedback or ideas for future episodes? Email us at talkingdairy@dairynz.co.nz Follow DairyNZ on socials for the latest updates: FacebookInstagramLinkedIn

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

This week, AmSpa founder and CEO, Alex R. Thiersch, JD, speaks with Paul Edwards, founder and CEO of CEDR HR Solutions. Drawing on Edwards' more than 25 years of human resources expertise, they discuss recent regulation changes that could impact how your medical spa handles non-compete agreements, employee overtime and independent contractor status. They explain: Why lawsuits may affect the outlook of the FTC's Non-compete Clause Rule; How non-solicitations, NDAs and non-competes create complications; Who should be classified as an exempt or non-exempt employee; Whether an injector should be classified as an independent contractor; What the penalties may be if you misclassify an employee; And more! Access more free educational resources for your aesthetic business at https://www.cedrsolutions.com/amspa/. Music by Ghost Score.

We're back! Let's Talk about CBT has been on hiatus for a little while but now it is back with a brand-new host Helen Macdonald, the Senior Clinical Advisor for the BABCP. Each episode Helen will be talking to experts in the different fields of CBT and also to those who have experienced CBT, what it was like for them and how it helped. This episode Helen is talking to one of the BABCP's Experts by Experience, Paul Edwards. Paul experienced PTSD after working for many years in the police. He talks to Helen about the first time he went for CBT and what you can expect when you first see a CBT therapist. The conversation covers various topics, including anxiety, depression, phobias, living with a long-term health condition, and the role of measures and outcomes in therapy. In this conversation, Helen MacDonald and Paul discuss the importance of seeking help for mental health struggles and the role of CBT in managing anxiety and other conditions. They also talk about the importance of finding an accredited and registered therapy and how you can find one. If you liked this episode and want to hear more, please do subscribe wherever you get your podcasts. You can follow us at @BABCPpodcasts on X or email us at podcasts@babcp.com. Useful links: For more on CBT the BABCP website is www.babcp.com Accredited therapists can be found at www.cbtregisteruk.com Credits: Music is Autmn Coffee by Bosnow from Uppbeat Music from #Uppbeat (free for Creators!): https://uppbeat.io/t/bosnow/autumn-coffee License code: 3F32NRBYH67P5MIF   Transcript: Helen: Hello, and welcome to Let's Talk About CBT, the podcast where we talk about cognitive and behavioural psychotherapies, what they are, what they can do, and what they can't. I'm Helen Macdonald, your host. I'm the senior clinical advisor for the British Association for Behavioural and Cognitive Psychotherapies. I'm really delighted today to be joined by Paul Edwards, who is going to talk to us about his experience of CBT. And Paul, I would like to start by asking you to introduce yourself and tell us a bit about you. Paul: Helen, thank you. I guess the first thing it probably is important to tell the listeners is how we met and why I'm talking to you now. So, we originally met about four years ago when you were at the other side of a desk at a university doing an assessment on accreditation of a CBT course, and I was sitting there as somebody who uses his own lived experience, to talk to the students, about what it's like from this side of the fence or this side of the desk or this side of the couch, I suppose, And then from that I was asked if I'd like to apply for a role that was being advertised by the BABCP, as advising as a lived experience person. And I guess my background is, is a little bit that I actually was diagnosed with PTSD back in 2009 now, as a result of work that I undertook as a police officer and unfortunately, still suffered until 2016 when I had to retire and had to reach out. to another, another psychologist because I'd already had dealings with psychologists, but, they were no longer available to me. And I actually found what was called at the time, the IAPT service, which was the Improving Access to Psychological Therapies. And after about 18 months treatment, I said, can I give something back and can I volunteer? And my life just changed. So, we met. Yeah, four years ago, probably now. Helen: thank you so much, Paul. And we're really grateful to you for sharing those experiences. And you said about having PTSD, Post Traumatic Stress Disorder, and how it ultimately led to you having to retire. And then you found someone who could help. Would you like to just tell us a bit about what someone might not know about being on the receiving end of CBT? Paul: I feel that actual CBT is like a physiotherapy for the brain. And it's about if you go to the doctors and they diagnose you with a calf strain, they'll send you to the physio and they'll give you a series of exercises to do in between your sessions with your physio to hopefully make your calf better. And CBT is very much, for me, like that, in as much that you have your sessions with your therapist, but it's your hard work in between those sessions to utilize the tools and exercises that you've been given, to make you better. And then when you go back to your next session, you discuss that and you see, over time that you're honing those tools to actually sometimes realising that you're not using those tools at all, but you are, you're using them on a daily basis, but they become so ingrained in changing the way you think positively and also taking out the negativity about how you can improve. And, and yeah, it works sometimes, and it doesn't work sometimes and it's bloody hard work and it is shattering, but it works for me. Helen: Thank you, Paul. And I think it's really important when you say it's hard work, the way you described it there sounds like the therapist was like the coach telling you how to or working with you to. look at how you were thinking and what you were doing and agreeing things that you could change and practice that were going to lead to a better quality of life. At the same time though, you're thinking about things that are really difficult. Paul: Yeah. Helen: And when you say it was shattering and it was really difficult, was it worth it? Paul: Oh God. Yeah, absolutely. I remember way back in about 2018, it would be, that there was, there was a fantastic person who helped me when I was coming up for retirement. And we talked about what I was going to do when I, when I left the police and I was, you know, I said, you know, well, I don't know, but maybe I've always fancied being a TV extra and, That was it. And I saw her about 18 months later, and she said, God, Paul, you look so much better. You're not grey anymore. You know, what have you done about this? And it was like, she said I was a different person. Do I still struggle? Yes. Have I got a different outlook on life? Yes. Do I still have to take care of myself? Yes. But, I've got a great life now. I'm living the dream is my, is my phrase. It is such a better place to be where I am now. Helen: I'm really pleased to hear that, Paul. So, the hard work that you put into changing things for the better has really paid off and that doesn't mean that everything's perfect or that you're just doing positive thinking in the face of difficulty, you've got a different approach to handling those difficulties and you've got a better quality of life. Paul: Yeah, absolutely. And don't get me wrong, I had some great psychologists before 2016, but I concentrated on other things and we dealt with other traumas and dealt with it in other ways and using other, other ways of working. I became subjected to probably re traumatising myself because of the horrendous things I'd seen and heard. So, it was about just changing my thought processes and, and my psychologist said, Well, you know, we don't want to re traumatise you, let's look at something different. Let's look at a different part and see if we can change that. And, and that was, very difficult, but it meant that I had to look into myself again and be honest with myself and start thinking about my honesty and what I was going to tell my psychologist because I wanted to protect that psychologist because I didn't want them to hear and talk about the things that I'd had to witness because I didn't think it was fair, but I then understood that I needed to and that my psychologist would be taken care of. Which was, which was lovely. So, I became able to be honest with myself, which therefore I can be honest with my therapist. Helen: Thank you, Paul. And what I'm hearing there is that one of your instincts, if you like, in that situation was to protect the therapist from hearing difficult stuff. And actually the therapist themselves have their own opportunity to talk about what's difficult for them. So, the person who's coming for therapy can speak freely, although I'm saying that it's quite difficult to do. And certainly Post Traumatic Stress Disorder isn't the only thing that people go for CBT about, there are a number of different anxiety difficulties, depression, and also a wider range of things, including how to live well with a long term health condition and your experience could perhaps really help in terms of somebody going for their first session, not knowing what to expect. As a CBT therapist, I have never had somebody lie down on a couch. So, tell us a little bit about what you think people should know if they are thinking of going for CBT or if they think that somebody they care about might benefit from CBT. What's it like going for that first appointment? Paul: Bloody difficult. It's very difficult because by the very nature of the illnesses that we have that we want to go and speak to a psychologist, often we're either losing confidence or we're, we're anxious about going. So I have a phrase now and it's called smiley eyes and it, and it was developed because the very first time that I walked up to the, the place that I had my CBT in 2016, the receptionist opened the door and had these most amazing engaging smiley eyes and it, it drew me in. And I thought, wow. And then when I walked through the door and saw the psychologist again, it was like having a chat. It was, I feel that for me, I know now, I know now. And I've spoken to a number of psychologists who say it's not just having a chat. It is to me. And that is the gift of a very good psychologist, that they are giving you all these wonderful things. But it's got to be a collaboration. It's got to be like having a chat. We don't want to be lectured, often. I didn't want to have homework because I hated homework at school. So, it was a matter of going in and, and talking with my psychologist about how it worked for me as an individual, and that was the one thing that with the three psychologists that I saw, they all treated me as an individual, which I think is very, very important, because what works for one person doesn't work for another. Helen: So it's really important that you trust the person and you make a connection. A good therapist will make you feel at ease, make you feel as safe as you can to talk about difficult stuff. And it's important that you do get on with each other because you're working closely together. You use the word collaboration and it's definitely got to be about working together. Although you said earlier, you're not sure about the word expert, you're the expert on what's happening to you, even though the therapist will have some expertise in what might help, the kind of things to do and so there was something very important about that initial warmth and greeting from the service as well as the therapist. Paul: Oh, absolutely. And you know, as I said earlier, I'm honoured to speak at some universities to students who are learning how to be therapists. And the one thing I always say to them is think about if somebody tells you their innermost thoughts, they might never have told anybody and they might have only just realised it and accepted it themselves. So think about if you were sitting, thinking about, should I put in this thesis to my lecturer? I'm not sure about it. And how nervous you feel. Think about that person on the other side of the, you know, your therapy room or your zoom call or your telephone call, thinking about that. What they're going to be feeling. So to get through the door, we've probably been through where we've got to admit it to ourselves. We then got to admit it to somebody else. Sometimes we've then got to book the appointment. We then got to get in the car to get the appointment or turn on the computer. And then we've got to actually physically get there and walk through. And then when we're asked the question, we're going to tell you. We've been through a lot of steps every single time that we go for therapy. It's not just the first time, it's every time because things develop. So, you know, it's, it's fantastic to have the ability to want to tell someone that. So when I say it's fantastic to have the ability, I mean, in the therapist, having the ability to, to make it that you want to tell them that because you trust them. Helen: So that first appointment, it might take quite a bit of determination to turn up in spite of probably feeling nervous and not completely knowing what to expect, but a good therapist will really make the effort to connect with you and then gently try to find out what the main things are that you have come for help with and give you space to work out how you want to say what you want to say so that you both got , a shared understanding of what's going on.So your therapist really does know, or has a good sense of what might help. So, when you think about that very first session and what your expectations were and what you know now about having CBT, what would you say are the main things that are different? Paul: Oh, well, I don't actually remember my first session because I was so poorly. I found out afterwards there was three of us in the room because the psychologist had a student in there, but I was, I, I didn't know, but I still remember those smiley eyes and I remember the smiley eyes of the receptionist. And I remember the smiley eyes of my therapist. And I knew I was in the right place. I felt that this person cared for me and was interested and, you know, please don't think that the, the psychologist before I didn't feel that, you know, they were fantastic, but I was in a different place. I didn't accept it myself. I had different boundaries. I wanted to stay in the police. I, you know, I thought, well, if I, you know, if I admit this, I'm not going to have my, my job and I can't do my job. So a hundred percent of me was giving to my job. And unfortunately, that meant that the rest of my life couldn't cope, but my job and my professionalism never waned because I made sure of that, but it meant that I hadn't got the room in my head and the space in my head for family and friends. And it was at the point that I realized that. It wasn't going to be helpful for the rest of my life that I had to say, you know what, I'm going to have to, something's going to have to give now. And unfortunately, that was, you know, my career, but up until that point, I'm proud to say that I worked at the highest level and I gave a hundred percent. Now I realised that I have to have a life work balance rather than a work life balance, because I put life first. And I say that to everybody have a life work balance. It doesn't mean you can't have a good work ethic. It doesn't mean you can't work hard. It's just what's important in that. So what's the difference between the first session then and the first session now? Well, I didn't remember the first session. Now, I know that that psychologist was there to help me and there to test me and to look at my weaknesses. Look at my issues, but also look at my strengths and make me realize I'd got some because I didn't realise I had. Helen: That's really important, Paul, and thank you for sharing what that was like. I really appreciate that you've been so open and up front with me about those experiences. Paul: So let's turn this round to you then Helen as a therapist And you talked about lots of conditions, and things that people could have help with seeing a CBT therapist because obviously I have PTSD and I have the associated anxiety and depression and I still deal with that. What are the other things that people can have help with that they, some that they do have heard, have heard of, but other things that they might not know can be helped by CBT? Helen: Well, that's a really good question. And I would say that CBT is particularly good at helping people with anxiety and depression. So different kinds of anxiety, many people will have heard, for example, of Obsessive-Compulsive Disorder, OCD, or Generalized Anxiety Disorder where people worry a lot, and it's very ordinary to worry, but when it gets out of hand, other things like phobias, for example, where the anxiety is much more than you'd expect for the amount of danger people sometimes worry too much about getting ill or being ill, so they might have an illness anxiety. Those are very common anxiety difficulties that people have. CBT, I mean, you've already mentioned this, but CBT is also very good for depression. Whether that's a relatively short term episode of really low mood, or whether it's more severe and ongoing, then perhaps the less well known things that CBT is good for. For example, helping people live well if they have a psychotic disorder, maybe hearing voices, for example, or having beliefs that are quite extreme and unusual, and want to have help with that. It's also very good for living with a long term health condition where there isn't anything medical that can cure the condition, but for example, living well with something like diabetes or long term pain. Paul: interestingly, you spoke about phobias then, Is the work that a good therapist doing just in the, the consulting room or just over, the, this telephone or, or do you do other things? I'm thinking of somebody I knew who had a phobia of, particular escalators and heights, and they were told to go out and do that. You know, try and go on an escalator and, they managed to get up to the top floor of Selfridges in Birmingham because that's where the shoes were and that helped. But would you just, you know, would you just talk about these things, or do you go out and about or do you encourage people to, to do these with you and without? Helen: Again, that's, that's a really good point, Paul, and the psychotherapy answer is it depends. So let's think about some examples. So sometimes you will be mostly in the therapist's office or, and as you've mentioned, sometimes on the phone or it can be on a video call. but sometimes it's really, really useful to go out and do something together. And when you said about somebody who's afraid of being on an escalator, sometimes it really helps to find a way of doing that step by step and doing it together. So, whether that's together with someone else that you trust or with the therapist, you might start off by finding what's the easiest escalator that we've got locally that we can use and let's do that together. And let me walk up the stairs and wait for you and you do it on your own, but I'll be there waiting. Then you do it on your own and come back down and meet me. Then go and do it with a friend and then do it on your own. So, there's a process of doing this step by step. So you are facing the fear, you are challenging how difficult it is to do this when you're anxious. But you find a place where you can take the anxiety with you successfully, so we don't drop you in the deep end. We don't suddenly say, right, you're going all the way to the fifth floor now. We start one step at a time, but we do know that you want to get to the shoes or whatever your own personal goal and motivation is there's got to be a good reason to do it gives you something to aim towards, but also when you've done it, there's a real sense of achievement. And if I'm honest as a therapist, it's delightful for me as well as for the person I'm working with when we do achieve that. Sometimes it isn't necessarily that we're facing a phobia, but it might be that we're testing out something. Maybe, I believe that it's really harmful for me to leave something untidy or only check something once. We might do an experiment and test out what it's like to change what we're doing at the moment and see what happens. And again, it's about agreeing it together. It's not my job to tell somebody what to go and do. It's my job to work with somebody to make sure that they've got the tools they need to take their anxiety with them. And sometimes that anxiety will get less, it'll get more manageable. Sometimes it goes away altogether, but that's not something I would promise. What I would do is work my very hardest to make the anxiety so that the person can manage it successfully and live their life to the full, even if they do still have some. Paul: And, and for me, I think one of the things that I remember is that my, you know, my mental health manifested itself in physical symptoms as well. So it was like when I was thinking about things, I was feeling sick, I was feeling tearful. and that's, that's to be expected at times, isn't it? And, and even when you're facing your fears or you're talking through what you're experiencing. It's, it's, it's a normal thing. And, and even when I had pure CBT, it can be exhausting. And I said to my therapist, please. Tell people that, you know, your therapy doesn't end in the session. And it's okay to say to people, well, go and have a little walk around, make sure you can get somebody to pick you up or make sure you can get home or make sure you've got a bit of a safe space for half an hour afterwards and you haven't got to, you know, maybe pick the kids up or whatever, because that that's important time for you as well. Helen: That's a really important message. Yes, I agree with you there, Paul, is making sure that you're okay, give yourself a bit of space and processing time and trying to make it so that you don't have to dash straight off to pick up the kids or go back to work immediately, trying to arrange it so that you've got a little bit of breathing space to just make sure you're okay, maybe make a note of important things that you want to think about later, but not immediately dashing off to do something that requires all your concentration. And I agree with you, it is tiring. You said at the beginning it's just having a chat and now you've talked about all the things that you actually do in a session. It's a tiring chat and tiring to talk about how it feels, tiring to think about different ways of doing things, tiring to challenge some of the assumptions that we make about things. Yes it is having a chat, but really can be quite tiring. Paul: And I think that the one thing that you said in there as well, you know, you talk about what would you recommend. Take a pen and paper. Because often you cannot remember. everything you put it in there. So, make notes if you need to. Your therapist will be making notes, so why can't you? And also, you know, I think about some of the tasks I was given in between my sessions, rather than calling it my homework, my tasks I was given in between sessions to, I suffered particularly with, staying awake at night thinking about conversations I was going to have with the person I was going to see the next day and it manifested itself I would actually make up the conversations with every single possible answer that I could have- and guess what- 99 times out of 100 I never even saw the person let alone had the conversation. So it was about even if I'm thinking in the middle of the night, you know, what I'm going to do, just write it down, get rid of it, you know, and I guess that's, you know, coming back again, Helen to put in the, the ball in your court and saying, well, what, what techniques are there for people? Helen: Well, one of the things that you're saying there about keeping a note and writing things down can be very useful, partly to make sure that we don't forget things, but also so that it isn't going round and round in your head. The, and because it's very individual, there may be a combination of things like step by step facing something that makes you anxious, step by step changing what you're doing to improve your mood. So perhaps testing out what it's like to do something that you perhaps think you're not going to enjoy, but to see whether it actually gives you some sense of satisfaction or gives you some positive feedback, testing out whether a different way of doing something works better. So there's a combination of understanding what's going on, testing out different ways of doing things, making plans to balance what things you're doing. Sometimes there may be things about resting better. So you said about getting a better night's sleep and a lot of people will feel that they could manage everything a bit better if they slept better. So that can be important. Testing out different ways of approaching things, asking is that reasonable to say that to myself? Sometimes people are thinking quite harsh things about themselves or thinking that they can't change things. But with that approach of, well, let's see, if we test something out different and see if that works. So there's a combination of different things that the therapist might do but it should always be very much the, you're a team, you're working together, your therapist is right there alongside you. Even when you've agreed you're going to do something between sessions, it's that the therapist has agreed this with you. You've thought about what might happen if you do this and how you're going to handle it. And as you've said, sometimes it's a surprise that it goes much better than we thought it was going to. So, so we're testing our predictions and sometimes it's a surprise. It's almost like being a scientist. You're doing experiments, you're testing things out, you're seeing what happens if you do this. And the therapist will have some ideas about the kind of things that will work. but you're the one doing, doing the actual doing of it. Paul: And little things like, you know, I, I remember, I was taught a lovely technique and it's called the 5, 4, 3, 2, 1, technique about when you're anxious. And it's about, I guess it's about grounding yourself in the here and now and not, trying to worry about what you're anxious about so you try and get back into what is there now. Can you just explain that? I mean, I know I know I'm really fortunate. I practice it so much. I probably call it the 2-1 So could you just explain how what that is in a more eloquent way than myself? Helen: I think you explained that really well, Paul, but what we're talking about is doing things that help you manage anxiety when it's starting to get in the way and bringing yourself back to in the here and now. And for example, it might be, can I describe things that I can see around me? Can I see five things that are green? Can I feel my feet on the floor? Tell whether it's windy and all of those things will help to make me aware of being in the here and now and that the anxiety is a feeling, but I don't have to be carried away by it. Paul: And there's another lovely one that, I, you know, when people are worrying about things and, it's basically about putting something in a box and only giving yourself a certain time during the day to worry about those things when you open the box and often when you've got that time to yourself. So give yourself a specific time where you, you know, are not worrying about the kids or in going to sport or doing whatever. So you've got yourself half an hour and that's your worry time in essence. And, you know, I use it on my phone and it's like, well, what am I worrying about? I'll put that in my worry box and then I'll only allow myself to look at that between seven and half past tonight. And by the time I've got there, I'll be done. I'm not worrying about the five things. I might be worrying slightly about one of them, but that's more manageable. And then I can deal with that. So what's the thought behind? I guess I've explained it, but what, what's the psychological thought behind that? And, and who would have devised that? I mean, who are these people who have devised CBT in the past? Because we haven't even explored that yet. Helen: Well, so firstly, the, the worry box idea, Paul, is it's a really clever psychological technique is that we can tell ourselves that we're going to worry about this properly later. Right now, we're busy doing something else, but we've made an appointment with ourselves where we can worry properly about it. And like you've said, if we reassure ourselves that actually, we are, we're going to deal with what's going on through our mind. It reassures our mind and allows it not to run away with us. And then when we do come to it, we can check, well, how much of a problem is this really? And if it's not really much of a problem, it's easier to let it go. And if it really is a problem, we've made space to actually think about, well, what can I do about it then? so that technique and so many of the other techniques that are part of Cognitive and Behavioural psychotherapies have been developed in two directions, I suppose. In one direction, it's about working with real people and seeing what happens to them, and checking what works, and then looking at lots of other people and seeing whether those sorts of things work. So, we would call that practice based evidence. So, it's from doing the actual work of working with people. From the other direction, then, there is more laboratory kind of science about understanding as much as we can about how people behave and why we do what we do, and then if that is the case, then this particular technique ought to work. Let's ask people if they're willing to test it out and see whether it works, and if it works, we can include that in our toolkit. Either way, CBT is developed from trying to work out what it is that works and doing that. So, so that's why we think that evidence is important, why it's important to be scientific about it as far as we can, even though it's also really, really important that we're working with human beings here. We're working with people and never losing sight of. That connection and collaboration and working together. So although we don't often use the word art and science, it is very much that combination Paul: And I guess that's where the measures and outcomes, you know, come into the science part and the evidence base. So, so for me, it's about just a question of if I wanted to read up on the history of CBT, which actually I have done a little. Who are the people who have probably started it and made the most influence in the last 50 years, because BABCP is 50 years old now, so I guess we're going back before that to the start of CBT maybe, but who's been influential in that last 50 years as well? Helen: Well, there are so many really incredible researchers and therapists, it's very hard to name just a few. One of the most influential though would be Professor Aaron T. Beck, who was one of the first people to really look into the way that people think has a big impact on how they feel. And so challenging, testing out whether those thoughts make sense and experimenting with doing things differently, very much influenced by his work and, and he's very, very well known in our field, from, The Behavioural side, there've been some laboratory experiments with animals a hundred years ago. And I must admit nowadays, I'm not sure that we would regard it as very ethical. Understanding from people-there was somebody called BF Skinner, who very much helped us to understand that we do things because we get a reward from them and we stop doing things because we don't or because they feel, they make us feel worse. But that's a long time ago now. And more recently in the field, we have many researchers all over the world, a combination of people in the States, in the UK, but also in the wider global network. There's some incredible work being done in Japan, in India, you name it. There's some incredible work going on in CBT and it all adds to how can we help people better with their mental health? Paul: and I think that for me as the patient and, and being part of the BABCP family, as I like to, to think I'm part of now, I've been very honoured to meet some very learned people who are members of the BABCP. And it, it astounds me that, you know, when I talk to them, although it shouldn't, they're just the most amazing people and I'm very lucky that I've got a couple of signed books as well from people that I take around, when I do my TV extra work. And one of them is a fascinating book by Helen Macdonald, believe it or not on long term conditions that, that I thoroughly recommend people, read, and another one and another area that I don't think we've touched on that. I was honoured to speak with is, a guy called, Professor Glenn Waller, who writes about eating disorders. So eating disorders. It's one of those things that people maybe don't think about when they think of CBT, but certainly Glenn Waller has been very informative in that. And how, how do you feel about the work in that area? And, and how important that may be. I know we'll probably go on in a bit about how people can access, CBT and, you know, and NHS and private, but I think for me is the certain things that maybe we need to bring into the CBT family in NHS services and eating disorders for me would be one is, you know, what are your thoughts about those areas and other areas that you'd like to see brought into more primary care? Helen: Again, thank you for bringing that up, Paul. And very much so eating disorders are important. and CBT has a really good evidence base there and eating disorders is a really good example of where somebody working in CBT in combination with a team of other professionals, can be particularly helpful. So perhaps working with occupational therapists, social workers, doctors, for example. And you mentioned our book about persistent pain, which is another example of working together with a team. So we wrote that book together with a doctor and with a physiotherapist. Paul: Yeah, yeah. Helen: And so sometimes depending on what the difficulties are, working together as a team of professionals is the best way forward. There are other areas which I haven't mentioned for example people with personality issues which again can be seen as quite severe but there is help available and at the moment there is more training available for people to be able to become therapists to help with those issues. And whether it's in primary care in the NHS or in secondary care or in hospital services, there are CBT therapists more available than they used to be and this is developing all the time. And I did notice just then, Paul, that you said about, whether you access CBT on the NHS and, and you received CBT through the NHS, but there are other ways of accessing CBT. Paul: That was going to be my very next question is how do we as patients feel, happy that the therapist we are seeing is professionally trained, has got a, a good background and for want of a phrase that I'm going to pinch off, do what it says on the tin. But do what it says on the tin because I, I am aware that CBT therapists aren't protected by title. So unfortunately, there are people who, could advertise as CBT therapist when they haven't had specific training or they don't have continual development. So, The NHS, if you're accessing through the NHS, through NHS Talking Therapies or anything, they will be accredited. So, you know, you can do that online, you can do it via your GP. More so for the protection of the public and the making sure that the public are happy. What have the BABCP done to ensure that the psychotherapists that they have within them do what they say it does on the tin. Helen: yes, that's a number of very important points you're making there, Paul. And first point, do check that your therapist is qualified. You mentioned accredited. So a CBT psychotherapist will, or should be, Accredited which means that they can be on the CBT Register UK and Ireland. That's a register which is recognised by the Professional Standards Authority, which is the nearest you can get to being on a register like doctors and nurses. But at the moment, anyone can actually call themselves a psychotherapist. So it's important to check our register at BABCP. We have CBT therapists, but we have other people who use Cognitive and Behavioural therapies. Some of those people are called Wellbeing Practitioners that are probably most well known in England. We also have people who are called Evidence Based Parent Trainers who work with the parents of children and on that register, everybody has met the qualifications, the professional development, they're having supervision, and they have to show that they work in a professional and ethical way and that covers the whole of Ireland, Scotland, Wales and England. So do check that your therapist is on that Register and feel free to ask your therapist any other questions about specialist areas. For example, if they have qualifications to work particularly with children, particularly with eating disorders, or particularly from, with people from different backgrounds. Do feel free to ask and a good therapist will always be happy to answer those questions and provide you with any evidence that you need to feel comfortable you're working with the right person. Paul: that's the key, isn't it? Because if it's your hard-earned money, you want to make sure that you've got the right person. And for me, I would say if they're not prepared to answer the question, look on that register and find somebody who will, because there's many fantastic therapists out there. Helen: And what we'll do is make sure that all of those links, any information about us that we've spoken in this episode will be linked to on our show page. Paul, we're just about out of time. So, what would you say are the absolute key messages that you want our listeners to take away from this episode? What the most important messages, Paul: If you're struggling, don't wait. If you're struggling, please don't wait. Don't wait until you think that you're at the end of your tether for want of a better phrase, you know, nip it in the bud if you can at the start, but even if you are further down the line, please just reach out. And like you say, Helen, there's, there's various ways you can reach out. You can reach out via the NHS. You can reach out privately. I think we could probably talk for another hour or two about a CBT from my perspective and, and how much it's, it has meant to me. But also what I will say is I wish I'd have known now what, or should I say I wish I knew then what I knew now about being able to, to, to open myself up, more than, you know, telling someone and protecting them as well, because there was stuff that I had to re-enter therapy in 2021. And it took me till then to tell my therapist something because I was like disgusted with myself for having seen and heard it so much. But actually, it was really important in my continual development, but yeah, don't wait, just, just, you know, reach out and understand that you will have to work hard yourself, but it is worth it at the end. If you want to run a marathon. You're not going to run a marathon by just doing the training sessions when you see your PT once a week. And you are going to get cramp, and you are going to get muscle sores, and you are going to get hard work in between. But when you complete that marathon, or even a half marathon, or even 5k, or even 100 meters, it's really worth it. Helen: Paul, thank you so much for joining us today. We're really grateful for you speaking with me and it's wonderful to hear all your experiences and for you to share that, to encourage people to seek help if they need it and what might work. Thank you. Paul: Pleasure. Thanks Helen.

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

This week: Hunteri Heroici, original air date November 28, 2012.Written by Andrew Dabb, directed by Paul Edwards.Many people should have an anvil dropped on them for how they treat Cas in this episode!!!! BUT we also kind of love it. Cas is going to become a hunter :) Surely everything will be fine forever and ever! Capeesh?Mentioned in this episode:THEE With UnderstandingIf Only Maybe and Then by stonelionsPseudodementiaThe Complicated History of Who Framed Roger RabbitTumblr: https://thecascast.tumblr.comTwitter: https://twitter.com/TheCasCastEmail: thecascast@gmail.com

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.

Recently, Dairy Queen was in the news because one of their manager's "corrective action" sent people to the hospital. As managers, sometimes, actually fixing the issue is something we all want to avoid for one reason or another - let's be honest, it can be exhausting (especially if it's an issue you've already addressed a million times). Getting through to your employees is hard, and we're all human. The most important thing to remember (other than the fact that poisoning your employees is NOT the way to go) is that you need to keep your emotional response in check and, as we always say, attack the problem, not the person. Listen to this week's episode of What the Hell Just Happened?! to hear Paul Edwards and Jennie McLaughlin talk about facing employee challenges head-on. 

For this week's episode, we are doing a re-release of one of our favorites (and one that is always highly requested!) Giving your employees in-house treatment as a benefit of employment is common, and a great way to increase employee retention! However, there are a lot of things to consider, especially when it comes to billing and how insurance carriers see things. Listen when Harley Hartliep and Paul Edwards sit down and talk about it in this week's episode of What the Hell Just Happened?!

As your team gets the chance to sit down together and learn about something new during their break, and while eating a yummy lunch that they didn't have to buy, keep in mind the following: being paid for the time during that session isn't just a kindness, it is required by law in all circumstances. If you remember one of our previous episodes called "You Can't Pay People in Chicken," the same principles we discussed apply here! In that situation, Chick-fil-A got in trouble for trying to pay employees with chicken sandwiches, and in this situation, you will too! Sadly, providing lunch as pay, even if you add waffle fries, is a wage and hour violation. Listen to this week's episode of What the Hell Just Happened?! to hear Paul Edwards and Harley Hartliep go over one of the all too common wage mistakes made and how to avoid them.

Job Descriptions... way more important than a lot of us realize. When you ask an employee to do something and get the "that's not my job" response, what do you do? Your biggest tool that you can use to combat that is a solid and well-thought-out job description! Find out how job descriptions not only play into the culture of your workplace but also how having an improper job description can make your employees' lives more difficult. Listen to this week's episode of What the Hell Just Happened?!, which is inspired by a listener-submitted question, to hear Paul Edwards and guest Ally Dagnino talk about the topic of using your job descriptions as a tool to help you manage your employees.

In this week's episode of What the Hell Just Happened?! Paul Edwards and Jennie McLaughlin answer some listener-submitted questions. For this episode, the questions surround some complex scenarios that every person dealing with HR can relate to. This episode offers practical advice and real-world solutions, from how to handle anonymous tips about employee misconduct (such as embezzlement) to the intricate balance of allowing kids in the workplace. The discussion doesn't stop there – stay tuned for an essential breakdown of recent changes in sick leave laws across various states. Don't miss out – listen now and arm yourself with the knowledge to tackle any HR challenge that comes your way!

What's the most logical solution to making sure your employees are always working, even when you're not in the room? Filming them of course! (NOT!) In this highly requested episode of "What the Hell Just Happened?!", join host Paul Edwards and guest Ally Dagnino as they delve into the complex world of workplace monitoring. This episode unpacks the legal, ethical, and practical aspects of using cameras and audio recording devices in the workplace. Discover not only the implications of employee surveillance but also alternative strategies for boosting productivity and compliance. From discussing real-world scenarios to evaluating the impact of monitoring on employee morale, this episode is packed with insights for HR professionals, business leaders, and office managers alike. Tune in to learn how to navigate the fine line between surveillance and support in today's dynamic work environment.

Feast your ears on the latest episode of "What the Hell Just Happened?!" where host Paul Edwards (formerly chef Paul in another life) and content curator Amanda Rishor slice into prepping for Thanksgiving. Learn about strategic leftovers, as Paul reveals his ultimate late-night sandwich that might rival the main event. Imagine layers of succulent turkey, tangy cranberry sauce, and a slather of mustard that kicks harder than your favorite football team. So, unbuckle your belts and tune in for a dose of laughter, culinary confessions, and the answer to the age-old question: "What the Hell Just Happened to make this Thanksgiving so successful?"

In this enlightening episode, Paul Edwards and Moriah Ochoa dive deep into the complexities of worker classification, using the real-world example of a dental hygienist. Drawing from an actual IRS determination from 2017, they shed light on the risks of misclassifying workers as independent contractors when they should be employees. The hosts emphasize the importance of understanding and adhering to regulations, warning businesses of potential pitfalls and hefty penalties. Join them as they unravel the intricacies of this topic, offering valuable insights and guidance for businesses navigating the challenging landscape of worker classification.

You have dress code policies and expectations for a reason. You want to strike the right tone with your customers and your patients. What happens when an employee finds a loophole in your policies and really leans into it? This week on What the Hell Just Happened?! Paul Edwards and Harley Hartliep sit down to discuss Dress Code Policies and how to avoid Malicious Compliance.

How can you stop losing people at your business? Employee engagement is your answer. What does that mean? Generally, when people feel involved and enthusiastic to be at your workplace. How do you achieve that? Listen to this week's episode of What the Hell Just Happened?! as CeCe Wilson and Paul Edwards dive into the topic that never goes away and is vital to small businesses: employee engagement. 

Website copy: Dating in the workplace: where love blooms amidst the water cooler chats and paper jam crises. From an HR perspective, it's like watching a rom-com unfold, but with potential pitfalls, making it more of a tragicomedy. On this week's episode of What the Hell Just Happened?! listen to Paul Edwards and Ally Dagnino talk about dating in the workplace, from managers dating employees to employees dating employees to even employees dating patients. What's the danger here? Let's get into it. 

On this episode of What The Hell Just Happened?! CeCe Wilson and Paul Edwards discuss wild questions that employers ask potential candidates during interviews. How does asking someone what they would do if they opened a freezer to see a penguin inside help see if they will be a good candidate? The world may never know... Let's go over the better way to go about interview questions. 

Heard of the Pregnant Worker's Fairness Act? The major change with this federal law is that employers now must provide accommodations for an employee experiencing a “limitation” due to pregnancy. Previously, you were only legally obligated to provide accommodations if the employee had a pregnancy-related “disability.” So basically, limitation vs. disability. In some ways, this seems like semantics. But when it comes down to how these words are defined in the law (we won't bore you with the details of that here), there can be a lot of gray areas and disagreement over whether something is a “limitation” or rises to the level of “disability.” Listen to Paul Edwards and Grace Godlasky break down the PWFA, and why it matters in your business. 

Do you ever think your employees may have concerns about the workplace, but haven't talked to you about it? A California employer decided to bring in a priest and offer their employees to "confess" to them, with the intention of using those confessions against their employees in the future if they ever decided to bring up those concerns. In short, this is NOT the way to go about hearing your employees' concerns! Listen to Paul Edwards and Ally Dagnino talk about it on this week's episode of What The Hell Just Happened?!