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Four Ways to Fix Government HR

Play Episode Listen Later Aug 21, 2025 63:02

Today I'm talking to economic historian Judge Glock, Director of Research at the Manhattan Institute. Judge works on a lot of topics: if you enjoy this episode, I'd encourage you to read some of his work on housing markets and the Environmental Protection Agency. But I cornered him today to talk about civil service reform.Since the 1990s, over 20 red and blue states have made radical changes to how they hire and fire government employees — changes that would be completely outside the Overton window at the federal level. A paper by Judge and Renu Mukherjee lists four reforms made by states like Texas, Florida, and Georgia: * At-will employment for state workers* The elimination of collective bargaining agreements* Giving managers much more discretion to hire* Giving managers much more discretion in how they pay employeesJudge finds decent evidence that the reforms have improved the effectiveness of state governments, and little evidence of the politicization that federal reformers fear. Meanwhile, in Washington, managers can't see applicants' resumes, keyword searches determine who gets hired, and firing a bad performer can take years. But almost none of these ideas are on the table in Washington.Thanks to Harry Fletcher-Wood for his judicious transcript edits and fact-checking, and to Katerina Barton for audio edits.Judge, you have a paper out about lessons for civil service reform from the states. Since the ‘90s, red and blue states have made big changes to how they hire and fire people. Walk through those changes for me.I was born and grew up in Washington DC, heard a lot about civil service throughout my childhood, and began to research it as an adult. But I knew almost nothing about the state civil service systems. When I began working in the states — mainly across the Sunbelt, including in Texas, Kansas, Arizona — I was surprised to learn that their civil service systems were reformed to an absolutely radical extent relative to anything proposed at the federal level, let alone implemented.Starting in the 1990s, several states went to complete at-will employment. That means there were no official civil service protections for any state employees. Some managers were authorized to hire people off the street, just like you could in the private sector. A manager meets someone in a coffee shop, they say, "I'm looking for exactly your role. Why don't you come on board?" At the federal level, with its stultified hiring process, it seemed absurd to even suggest something like that.You had states that got rid of any collective bargaining agreements with their public employee unions. You also had states that did a lot more broadbanding [creating wider pay bands] for employee pay: a lot more discretion for managers to reward or penalize their employees depending on their performance.These major reforms in these states were, from the perspective of DC, incredibly radical. Literally nobody at the federal level proposes anything approximating what has been in place for decades in the states. That should be more commonly known, and should infiltrate the debate on civil service reform in DC.Even though the evidence is not absolutely airtight, on the whole these reforms have been positive. A lot of the evidence is surveys asking managers and operators in these states how they think it works. They've generally been positive. We know these states operate pretty well: Places like Texas, Florida, and Arizona rank well on state capacity metrics in terms of cost of government, time for permitting, and other issues.Finally, to me the most surprising thing is the dog that didn't bark. The argument in the federal government against civil service reform is, “If you do this, we will open up the gates of hell and return to the 19th-century patronage system, where spoilsmen come and go depending on elected officials, and the government is overrun with political appointees who don't care about the civil service.” That has simply not happened. We have very few reports of any concrete examples of politicization at the state level. In surveys, state employees and managers can almost never remember any example of political preferences influencing hiring or firing.One of the surveys you cited asked, “Can you think of a time someone said that they thought that the political preferences were a factor in civil service hiring?” and it was something like 5%.It was in that 5-10% range. I don't think you'd find a dissimilar number of people who would say that even in an official civil service system. Politics is not completely excluded even from a formal civil service system.A few weeks ago, you and I talked to our mutual friend, Don Moynihan, who's a scholar of public administration. He's more skeptical about the evidence that civil service reform would be positive at the federal level.One of your points is, “We don't have strong negative evidence from the states. Productivity didn't crater in states that moved to an at-will employment system.” We do have strong evidence that collective bargaining in the public sector is bad for productivity.What I think you and Don would agree on is that we could use more evidence on the hiring and firing side than the surveys that we have. Is that a fair assessment?Yes, I think that's correct. As you mentioned, the evidence on collective bargaining is pretty close to universal: it raises costs, reduces the efficiency of government, and has few to no positive upsides.On hiring and firing, I mentioned a few studies. There's a 2013 study that looks at HR managers in six states and finds very little evidence of politicization, and managers generally prefer the new system. There was a dissertation that surveyed several employees and managers in civil service reform and non-reform states. Across the board, the at-will employment states said they had better hiring retention, productivity, and so forth. And there's a 2002 study that looked specifically at Texas, Florida, and Georgia after their reforms, and found almost universal approbation inside the civil service itself for these reforms.These are not randomized control trials. But I think that generally positive evidence should point us directionally where we should go on civil service reform. If we loosen restrictions on discipline and firing, decentralize hiring and so forth — we probably get some productivity benefits from it. We can also know, with some amount of confidence, that the sky is not going to fall, which I think is a very important baseline assumption. The civil service system will continue on and probably be fairly close to what it is today, in terms of its political influence, if you have decentralized hiring and at-will employment.As you point out, a lot of these reforms that have happened in 20-odd states since the ‘90s would be totally outside the Overton window at the federal level. Why is it so easy for Georgia to make a bipartisan move in the ‘90s to at-will employment, when you couldn't raise the topic at the federal level?It's a good question. I think in the 1990s, a lot of people thought a combination of the 1978 Civil Service Reform Act — which was the Carter-era act that somewhat attempted to do what these states hoped to do in the 1990s — and the Clinton-era Reinventing Government Initiative, would accomplish the same ends. That didn't happen.That was an era when civil service reform was much more bipartisan. In Georgia, it was a Democratic governor, Zell Miller, who pushed it. In a lot of these other states, they got buy-in from both sides. The recent era of state reform took place after the 2010 Republican wave in the states. Since that wave, the reform impetus for civil service has been much more Republican. That has meant it's been a lot harder to get buy-in from both sides at the federal level, which will be necessary to overcome a filibuster.I think people know it has to be very bipartisan. We're just past the point, at least at the moment, where it can be bipartisan at the federal level. But there are areas where there's a fair amount of overlap between the two sides on what needs to happen, at least in the upper reaches of the civil service.It was interesting to me just how bipartisan civil service reform has been at various times. You talked about the Civil Service Reform Act, which passed Congress in 1978. President Carter tells Congress that the civil service system:“Has become a bureaucratic maze which neglects merit, tolerates poor performance, permits abuse of legitimate employee rights, and mires every personnel action in red tape, delay, and confusion.”That's a Democratic president saying that. It's striking to me that the civil service was not the polarized topic that it is today.Absolutely. Carter was a big civil service reformer in Georgia before those even larger 1990s reforms. He campaigned on civil service reform and thought it was essential to the success of his presidency. But I think you are seeing little sprouts of potential bipartisanship today, like the Chance to Compete Act at the end of 2024, and some of the reforms Obama did to the hiring process. There's options for bipartisanship at the federal level, even if it can't approach what the states have done.I want to walk through the federal hiring process. Let's say you're looking to hire in some federal agency — you pick the agency — and I graduated college recently, and I want to go into the civil service. Tell me about trying to hire somebody like me. What's your first step?It's interesting you bring up the college graduate, because that is one recent reform: President Trump put out an executive order trying to counsel agencies to remove the college degree requirement for job postings. This happened in a lot of states first, like Maryland, and that's also been bipartisan. This requirement for a college degree — which was used as a very unfortunate proxy for ability at a lot of these jobs — is now being removed. It's not across the whole federal government. There's still job postings that require higher education degrees, but that's something that's changed.To your question, let's say the Department of Transportation. That's one of the more bipartisan ones, when you look at surveys of federal civil servants. Department of Defense, Veterans Affairs, they tend to be a little more Republican. Health and Human Services and some other agencies tend to be pretty Democrat. Transportation is somewhere in the middle.As a manager, you try to craft a job description and posting to go up on the USA Jobs website, which is where all federal job postings go. When they created it back in 1996, that was supposedly a massive reform to federal hiring: this website where people could submit their resumes. Then, people submit their resumes and answer questions about their qualifications for the job.One of the slightly different aspects from the private sector is that those applications usually go to an HR specialist first. The specialist reviews everything and starts to rank people into different categories, based on a lot of weird things. It's supposed to be “knowledge, skills, and abilities” — your KSAs, or competencies. To some extent, this is a big step up from historical practice. You had, frankly, an absurd civil service exam, where people had to fill out questions about, say, General Grant or about US Code Title 42, or whatever it was, and then submit it. Someone rated the civil service exam, and then the top three test-takers were eligible for the job.We have this newer, better system, where we rank on knowledge, skills, and abilities, and HR puts put people into different categories. One of the awkward ways they do this is by merely scanning the resumes and applications for keywords. If it's a computer job, make sure you say the word “computer” somewhere in your resume. Make sure you say “manager” if it's a managerial job.Just to be clear, this is entirely literal. There's a keyword search, and folks who don't pass that search are dinged.Yes. I've always wondered, how common is this? It's sometimes hard to know what happens in the black box in these federal HR departments. I saw an HR official recently say, "If I'm not allowed to do keyword searches, I'm going to take 15 years to overlook all the applications, so I've got to do keyword searches." If they don't have the keywords, into the circular file it goes, as they used to say: into the garbage can.Then they start ranking people on their abilities into, often, three different categories. That is also very literal. If you put in the little word bubble, "I am an exceptional manager," you get pushed on into the next level of the competition. If you say, "I'm pretty good, but I'm not the best," into the circular file you go.I've gotten jaded about this, but it really is shocking. We ask candidates for a self-assessment, and if they just rank themselves 10/10 on everything, no matter how ludicrous, that improves their odds of being hired.That's going to immensely improve your odds. Similar to the keyword search, there's been pushback on this in recent years, and I'm definitely not going to say it's universal anymore. It's rarer than it used to be. But it's still a very common process.The historical civil service system used to operate on a rule of three. In places like New York, it still operates like that. The top three candidates on the evaluation system get presented to the manager, and the manager has to approve one of them for the position.Thanks partially to reforms by the Obama administration in 2010, they have this category rating system where the best qualified or the very qualified get put into a big bucket together [instead of only including the top three]. Those are the people that the person doing the hiring gets to see, evaluate, and decide who he wants to hire.There are some restrictions on that. If a veteran outranks everybody else, you've got to pick the veteran [typically known as Veterans' Preference]. That was an issue in some of the state civil service reforms, too. The states said, “We're just going to encourage a veterans' preference. We don't need a formalized system to say they get X number of points and have to be in Y category. We're just going to say, ‘Try to hire veterans.'” That's possible without the formal system, despite what some opponents of reform may claim.One of the particular problems here is just the nature of the people doing the hiring. Sometimes you just need good managers to encourage HR departments to look at a broader set of qualifications. But one of the bigger problems is that they keep the HR evaluation system divorced from the manager who is doing the hiring. David Shulkin, who was the head of the Department of Veterans Affairs (VA), wrote a great book, It Shouldn't Be This Hard to Serve Your Country. He was a healthcare exec, and the VA is mainly a healthcare agency. He would tell people, "You should work for me," they would send their applications into the HR void, and he'd never see them again. They would get blocked at some point in this HR evaluation process, and he'd be sent people with no healthcare experience, because for whatever reason they did well in the ranking.One of the very base-level reforms should be, “How can we more clearly integrate the hiring manager with the evaluation process?” To some extent, the bipartisan Chance to Compete Act tries to do this. They said, “You should have subject matter experts who are part of crafting the description of the job, are part of evaluating, and so forth.” But there's still a long road to go.Does that firewall — where the person who wants to hire doesn't get to look at the process until the end — exist originally because of concerns about cronyism?One of the interesting things about the civil service is its raison d'être — its reason for being — was supposedly a single, clear purpose: to prevent politicized hiring and patronage. That goes back to the Pendleton Civil Service Act of 1883. But it's always been a little strange that you have all of these very complex rules about every step of the process — from hiring to firing to promotion, and everything in between — to prevent political influence. We could just focus on preventing political influence, and not regulate every step of the process on the off-chance that without a clear regulation, political influence could creep in. This division [between hiring manager and applicants] is part of that general concern. There are areas where I've heard HR specialists say, "We declare that a manager is a subject matter expert, and we bring them into the process early on, we can do that." But still the division is pretty stark, and it's based on this excessive concern about patronage.One point you flag is that the Office of Personnel Management (OPM), which is the body that thinks about personnel in the federal government, has a 300-page regulatory document for agencies on how you have to hire. There's a remarkable amount of process.Yes, but even that is a big change from the Federal Personnel Manual, which was the 10,000-page document that we shredded in the 1990s. In the ‘90s, OPM gave the agencies what's called “delegated examining authorities.” This says, “You, agency, have power to decide who to hire, we're not going to do the central supervision anymore. But, but, but: here's the 300-page document that dictates exactly how you have to carry out that hiring.”So we have some decentralization, allowing managers more authority to control their own departments. But this two-level oversight — a local HR department that's ultimately being overseen by the OPM — also leads to a lot of slip ‘twixt cup and lip, in terms of how something gets implemented. If you're in the agency and you're concerned about the OPM overseeing your process, you're likely to be much more careful than you would like to be. “Yes, it's delegated to me, but ultimately, I know I have to answer to OPM about this process. I'm just going to color within the lines.”I often cite Texas, which has no central HR office. Each agency decides how it wants to hire. In a lot of these reform states, if there is a central personnel office, it's an information clearinghouse or reservoir of models. “You can use us, the central HR office, as a resource if you want us to help you post the job, evaluate it, or help manage your processes, but you don't have to.” That's the goal we should be striving for in a lot of the federal reforms. Just make OPM a resource for the managers in the individual departments to do their thing or go independent.Let's say I somehow get through the hiring process. You offer me a job at the Department of Transportation. What are you paying me?This is one of the more stultified aspects of the federal civil service system. OPM has another multi-hundred-page handbook called the Handbook of Occupational Groups and Families. Inside that, you've got 49 different “groups and families,” like “Clerical occupations.” Inside those 49 groups are a series of jobs, sometimes dozens, like “Computer Operator.” Inside those, they have independent documents — often themselves dozens of pages long — detailing classes of positions. Then you as a manager have to evaluate these nine factors, which can each give points to each position, which decides how you get slotted into this weird Government Schedule (GS) system [the federal payscale].Again, this is actually an improvement. Before, you used to have the Civil Service Commission, which went around staring very closely at someone over their typewriter and saying, "No, I think you should be a GS-12, not a GS-11, because someone over in the Department of Defense who does your same job is a GS-12." Now this is delegated to agencies, but again, the agencies have to listen to the OPM on how to classify and set their jobs into this 15-stage GS-classification system, each stage of which has 10 steps which determine your pay, and those steps are determined mainly by your seniority. It's a formalized step-by-step system, overwhelmingly based on just how long you've sat at your desk.Let's be optimistic about my performance as a civil servant. Say that over my first three years, I'm just hitting it out of the park. Can you give me a raise? What can you do to keep me in my role?Not too much. For most people, the within-step increases — those 10 steps inside each GS-level — is just set by seniority. Now there are all these quality step increases you can get, but they're very rare and they have to be documented. So you could hypothetically pay someone more, but it's going to be tough. In general, the managers just prefer to stick to seniority, because not sticking to it garners a lot of complaints. Like so much else, the goal is, "We don't want someone rewarding an official because they happen to share their political preferences." The result of that concern is basically nobody can get rewarded at all, which is very unfortunate.We do have examples in state and federal government of what's known as broadbanding, where you have very broad pay scales, and the manager can decide where to slot someone. Say you're a computer operator, which can mean someone who knows what an Excel spreadsheet is, or someone who's programming the most advanced AI systems. As a manager in South Carolina or Florida, you have a lot of discretion to say, "I can set you 50% above the market rate of what this job technically would go for, if I think you're doing a great job."That's very rare at the federal level. They've done broadbanding at the Government Accountability Office, the National Institute of Standards and Technology. The China Lake Experiment out in California gave managers a lot more discretion to reward scientists. But that's definitely the exception. In general, it's a step-wise, seniority-based system.What if you want to bring me into the Senior Executive Service (SES)? Theoretically, that sits at the top of the General Service scale. Can't you bump me up in there and pay me what you owe me?I could hypothetically bring you in as a senior executive servant. The SES was created in the 1978 Civil Service Reform Act. The idea was, “We're going to have this elite cadre of about 8,000 individuals at the top of the federal government, whose employment will be higher-risk and higher-reward. They might be fired, and we're going to give them higher pay to compensate for that.”Almost immediately, that did not work out. Congress was outraged at the higher pay given to the top officials and capped it. Ever since, how much the SES can get paid has been tightly controlled. As in most of the rest of the federal government, where they establish these performance pay incentives or bonuses — which do exist — they spread them like peanut butter over the whole service. To forestall complaints, everyone gets a little bit every two or three years.That's basically what happened to the SES. Their annual pay is capped at the vice president's salary, which is a cap for a lot of people in the federal government. For most of your GS and other executive scales, the cap is Congress's salary. [NB: This is no longer exactly true, since Congress froze its own salaries in 2009. The cap for GS (currently about $195k) is now above congressional salaries ($174k).]One of the big problems with pay in the federal government is pay compression. Across civil service systems, the highest-skilled people tend to be paid much less than the private sector, and the lowest-skilled people tend to get paid much more. The political science reason for that is pretty simple: the median voter in America still decides what seems reasonable. To the median voter, the average salary of a janitor looks low, and the average salary of a scientist looks way too high. Hence this tendency to pay compression. Your average federal employee is probably overpaid relative to the private sector, because the lowest-skilled employees are paid up to 40% higher than the private sector equivalent. The highest-paid employees, the post-graduate skilled professionals, are paid less. That makes it hard to recruit the top performers, but it also swells the wage budget in a way that makes it difficult to talk about reform.There's a lot of interest in this administration in making it easier to recruit talent and get rid of under-performers. There have been aggressive pushes to limit collective bargaining in the public sector. That should theoretically make it easier to recruit, but it also increases the precariousness of civil service roles. We've seen huge firings in the civil service over the last six months.Classically, the explicit trade-off of working in the federal government was, “Your pay is going to be capped, but you have this job for life. It's impossible to get rid of you.” You trade some lifetime earnings for stability. In a world where the stability is gone, but pay is still capped, isn't the net effect to drive talent away from the civil service?I think it's a concern now. On one level it should be ameliorated, because those who are most concerned with stability of employment do tend to be lower performers. If you have people who are leaving the federal service because all they want is stability, and they're not getting that anymore, that may not be a net loss. As someone who came out of academia and knows the wonder of effective lifetime annuities, there can be very high performers who like that stability who therefore take a lower salary. Without the ability to bump that pay up more, it's going to be an issue.I do know that, internally, the Trump administration has made some signs they're open to reforms in the top tiers of the SES and other parts of the federal government. They would be willing to have people get paid more at that level to compensate for the increased risks since the Trump administration came in. But when you look at the reductions in force (RIFs) that have happened under Trump, they are overwhelmingly among probationary employees, the lower-level employees.With some exceptions. If you've been promoted recently, you can get reclassified as probationary, so some high-performers got lumped in.Absolutely. The issue has been exacerbated precisely because the RIF regulations that are in place have made the firings particularly damaging. If you had a more streamlined RIF system — which they do have in many states, where seniority is not the main determinant of who gets laid off — these RIFs could be removing the lower-performing civil servants and keeping the higher-performing ones, and giving them some amount of confidence in their tenure.Unfortunately, the combination of large-scale removals with the existing RIF regs, which are very stringent, has demoralized some of the upper levels of the federal government. I share that concern. But I might add, it is interesting, if you look at the federal government's own figures on the total civil service workforce, they have gone down significantly since Trump came in office, but I think less than 100,000 still, in the most recent numbers that I've seen. I'm not sure how much to trust those, versus some of these other numbers where people have said 150,000, 200,000.Whether the Trump administration or a future administration can remove large numbers of people from the civil service should be somewhat divorced from the general conversation on civil service reform. The main debate about whether or not Trump can do this centers around how much power the appropriators in Congress have to determine the total amount of spending in particular agencies on their workforce. It does not depend necessarily on, "If we're going to remove people — whether for general layoffs, or reductions in force, or because of particular performance issues — how can we go about doing that?" My last-ditch hope to maintain a bipartisan possibility of civil service reform is to bracket, “How much power does the president have to remove or limit the workforce in general?” from “How can he go about hiring and firing, et cetera?”I think making it easier for the president to identify and remove poor performers is a tool that any future administration would like to have.We had this conversation sparked again with the firing of the Bureau of Labor Statistics commissioner. But that was a position Congress set up to be appointed by the President, confirmed by the Senate, and removable by the President. It's a separate issue from civil service at large. Everyone said, “We want the president to be able to hire and fire the commissioner.” Maybe firing the commissioner was a bad decision, but that's the situation today.Attentive listeners to Statecraft know I'm pretty critical, like you are, of the regulations that say you have to go in order of seniority. In mass layoffs, you're required to fire a lot of the young, talented people.But let's talk about individual firings. I've been a terrible civil servant, a nightmarish employee from day one. You want to discipline, remove, suspend, or fire me. What are your options?Anybody who has worked in the civil service knows it's hard to fire bad performers. Whatever their political valence, whatever they feel about the civil service system, they have horror stories about a person who just couldn't be removed.In the early 2010s, a spate of stories came out about air traffic controllers sleeping on the job. Then-transportation secretary, Ray LaHood, made a big public announcement: "I'm going to fire these three guys." After these big announcements, it turned out he was only able to remove one of them. One retired, and another had their firing reduced to a suspension.You had another horrific story where a man was joking on the phone with friends when a plane crashed into a helicopter and killed nine people over the Hudson River. National outcry. They said, "We're going to fire this guy." In the end, after going through the process, he only got a suspension. Everyone agrees it's too hard.The basic story is, you have two ways to fire someone. Chapter 75, the old way, is often considered the realm of misconduct: You've stolen something from the office, punched your colleague in the face during a dispute about the coffee, something illegal or just straight-out wrong. We get you under Chapter 75.The 1978 Civil Service Reform Act added Chapter 43, which is supposed to be the performance-based system to remove someone. As with so much of that Civil Service Reform Act, the people who passed it thought this might be the beginning of an entirely different system.In the end, lots of federal managers say there's not a huge difference between the two. Some use 75, some use 43. If you use 43, you have to document very clearly what the person did wrong. You have to put them on a performance improvement plan. If they failed a performance improvement plan after a certain amount of time, they can respond to any claims about what they did wrong. Then, they can take that process up to the Merit Systems Protection Board (MSPB) and claim that they were incorrectly fired, or that the processes weren't carried out appropriately. Then, if they want to, they can say, “Nah, I don't like the order I got,” and take it up to federal courts and complain there. Right now, the MSPB doesn't have a full quorum, which is complicating some of the recent removal disputes.You have this incredibly difficult process, unlike the private sector, where your boss looks at you and says, "I don't like how you're giving me the stink-eye today. Out you go." One could say that's good or bad, but, on the whole, I think the model should be closer to the private sector. We should trust managers to do their job without excessive oversight and process. That's clearly about as far from the realm of possibility as the current system, under which the estimate is 6-12 months to fire a very bad performer. The number of people who win at the Merit Systems Protection Board is still 20-30%.This goes into another issue, which is unionization. If you're part of a collective bargaining agreement — most of the regular federal civil service is — first, you have to go with this independent, union-based arbitration and grievance procedure. You're about 50/50 to win on those if your boss tries to remove you.So if I'm in the union, we go through that arbitration grievance system. If you win and I'm fired, I can take it to the Merit Systems Protection Board. If you win again, I can still take it to the federal courts.You can file different sorts of claims at each part. On Chapter 43, the MSPB is supposed to be about the process, not the evidence, and you just have to show it was followed. On 75, the manager has to show by preponderance of the evidence that the employee is harming the agency. Then there are different standards for what you take to the courts, and different standards according to each collective bargaining agreement for the grievance procedure when someone is disciplined. It's a very complicated, abstruse, and procedure-heavy process that makes it very difficult to remove people, which is why the involuntary separation rate at the federal government and most state governments is many multiples lower than the private sector.So, you would love to get me off your team because I'm abysmal. But you have no stomach for going through this whole process and I'm going to fight it. I'm ornery and contrarian and will drag this fight out. In practice, what do managers in the federal government do with their poor performers?I always heard about this growing up. There's the windowless office in the basement without a phone, or now an internet connection. You place someone down there, hope they get the message, and sooner or later they leave. But for plenty of people in America, that's the dream job. You just get to sit and nobody bothers you for eight hours. You punch in at 9 and punch out at 5, and that's your day. "Great. I'll collect that salary for another 10 years." But generally you just try to make life unpleasant for that person.Public sector collective bargaining in the US is new. I tend to think of it as just how the civil service works. But until about 50 years ago, there was no collective bargaining in the public sector.At the state level, it started with Wisconsin at the end of the 1950s. There were famous local government reforms beginning with the Little Wagner Act [signed in 1958] in New York City. Senator Robert Wagner had created the National Labor Relations Board. His son Robert F. Wagner Jr., mayor of New York, created the first US collective bargaining system at the local level in the ‘60s. In ‘62, John F. Kennedy issued an executive order which said, "We're going to deal officially with public sector unions,” but it was all informal and non-statutory.It wasn't until Title VII of the 1978 Civil Service Reform Act that unions had a formal, statutory role in our federal service system. This is shockingly new. To some extent, that was the great loss to many civil service reformers in ‘78. They wanted to get through a lot of these other big reforms about hiring and firing, but they gave up on the unions to try to get those. Some people think that exception swallowed the rest of the rules. The union power that was garnered in ‘78 overcame the other reforms people hoped to accomplish. Soon, you had the majority of the federal workforce subject to collective bargaining.But that's changing now too. Part of that Civil Service Reform Act said, “If your position is in a national security-related position, the president can determine it's not subject to collective bargaining.” Trump and the OPM have basically said, “Most positions in the federal government are national security-related, and therefore we're going to declare them off-limits to collective bargaining.” Some people say that sounds absurd. But 60% of the civilian civil service workforce is the Department of Defense, Veterans Affairs, and the Department of Homeland Security. I am not someone who tries to go too easy on this crowd. I think there's a heck of a lot that needs to be reformed. But it's also worth remembering that the majority of the civil service workforce are in these three agencies that Republicans tend to like a lot.Now, whether people like Veterans Affairs is more of an open question. We have some particular laws there about opening up processes after the scandals in the 2010s about waiting lists and hospitals. You had veterans hospitals saying, "We're meeting these standards for getting veterans in the door for these waiting lists." But they were straight-up lying about those standards. Many people who were on these lists waiting for months to see a doctor died in the interim, some from causes that could have been treated had they seen a VA doctor. That led to Congress doing big reforms in the VA in 2014 and 2017, precisely because everyone realized this is a problem.So, Trump has put out these executive orders stopping collective bargaining in all of these agencies that touch national security. Some of those, like the Environmental Protection Agency (EPA), seem like a tough sell. I guess that, if you want to dig a mine and the Chinese are trying to dig their own mine and we want the mine to go quickly without the EPA pettifogging it, maybe. But the core ones are pretty solid. So far the courts have upheld the executive order to go in place. So collective bargaining there could be reformed.But in the rest of the government, there are these very extreme, long collective bargaining agreements between agencies and their unions. I've hit on the Transportation Security Administration (TSA) as one that's had pretty extensive bargaining with its union. When we created the TSA to supervise airport security, a lot of people said, "We need a crème de la crème to supervise airports after 9/11. We want to keep this out of union hands, because we know unions are going to make it difficult to move people around." The Obama administration said, "Nope, we're going to negotiate with the union." Now you have these huge negotiations with the unions about parking spots, hours of employment, uniforms, and everything under the sun. That makes it hard for managers in the TSA to decide when people should go where or what they should do.One thing we've talked about on Statecraft in past episodes — for instance, with John Kamensky, who was a pivotal figure in the Clinton-Gore reforms — was this relationship between government employees and “Beltway Bandits”: the contractors who do jobs you might think of as civil service jobs. One critique of that ‘90s Clinton-Gore push, “Reinventing Government,” was that although they shrank the size of the civil service on paper, the number of contractors employed by the federal government ballooned to fill that void. They did not meaningfully reduce the total number of people being paid by the federal government. Talk to me about the relationship between the civil service reform that you'd like to see and this army of folks who are not formally employees.Every government service is a combination of public employees and inputs, and private employees and inputs. There's never a single thing the government does — federal, state, or local — that doesn't involve inputs from the private sector. That could be as simple as the uniforms for the janitors. Even if you have a publicly employed janitor, who buys the mop? You're not manufacturing the mops.I understand the critique that the excessive focus on full-time employees in the 1990s led to contracting out some positions that could be done directly by the government. But I think that misses how much of the government can and should be contracted out. The basic Office of Management and Budget (OMB) statute [OMB Circular No. A-76] defining what is an essential government duty should still be the dividing line. What does the government have to do, because that is the public overseeing a process? Versus, what can the private sector just do itself?I always cite Stephen Goldsmith, the old mayor of Indianapolis. He proposed what he called the Yellow Pages test. If you open the Yellow Pages [phone directory] and three businesses do that business, the government should not be in that business. There's three garbage haulers out there. Instead of having a formal government garbage-hauling department, just contract out the garbage.With the internet, you should have a lot more opportunities to contract stuff out. I think that is generally good, and we should not have the federal government going about a lot of the day-to-day procedural things that don't require public input. What a lot of people didn't recognize is how much pressure that's going to put on government contracting officers at the federal level. Last time I checked there were 40,000 contracting officers. They have a lot of power. In the most recent year for which we have data, there were $750 billion in federal contracts. This is a substantial part of our economy. If you total state and local, we're talking almost 10% of our whole economy goes through government contracts. This is mind-boggling. In the public policy world, we should all be spending about 10% of our time thinking about contracting.One of the things I think everyone recognized is that contractors should have more authority. Some of the reform that happened with people like [Steven] Kelman — who was the Office of Federal Procurement Policy head in the ‘90s under Clinton — was, "We need to give these people more authority to just take a credit card and go buy a sheaf of paper if that's what they need. And we need more authority to get contract bids out appropriately.”The same message that animates civil service reform should animate these contracting discussions. The goal should be setting clear goals that you want — for either a civil servant or a contractor — and then giving that person the discretion to meet them. If you make the civil service more stultified, or make pay compression more extreme, you're going to have to contract more stuff out.People talk about the General Schedule [pay scale], but we haven't talked about the Federal Wage Schedule system at all, which is the blue-collar system that encompasses about 200,000 federal employees. Pay compression means those guys get paid really well. That means some managers rightfully think, "I'd like to have full-time supervision over some role, but I would rather contract it out, because I can get it a heck of a lot cheaper."There's a continuous relationship: If we make the civil service more stultified, we're going to push contracting out into more areas where maybe it wouldn't be appropriate. But a lot of things are always going to be appropriate to contract out. That means we need to give contracting officers and the people overseeing contracts a lot of discretion to carry out their missions, and not a lot of oversight from the Government Accountability Office or the courts about their bids, just like we shouldn't give OPM excess input into the civil service hiring process.This is a theme I keep harping on, on Statecraft. It's counterintuitive from a reformer's perspective, but it's true: if you want these processes to function better, you're going to have to stop nitpicking. You're going to have to ease up on the throttle and let people make their own decisions, even when sometimes you're not going to agree with them.This is a tension that's obviously happening in this administration. You've seen some clear interest in decentralization, and you've seen some centralization. In both the contract and the civil service sphere, the goal for the central agencies should be giving as many options as possible to the local managers, making sure they don't go extremely off the rails, but then giving those local managers and contracting officials the ability to make their own choices. The General Services Administration (GSA) under this administration is doing a lot of government-wide acquisition contracts. “We establish a contract for the whole government in the GSA. Usually you, the local manager, are not required to use that contract if you want computer services or whatever, but it's an option for you.”OPM should take a similar role. "Here's the system we have set up. You can take that and use it as you want. It's here for you, but it doesn't have to be used, because you might have some very particular hiring decisions to make.” Just like there shouldn't be one contracting decision that decides how we buy both a sheaf of computer paper and an aircraft carrier, there shouldn't be one hiring and firing process for a janitor and a nuclear physicist. That can't be a centralized process, because the very nature of human life is that there's an infinitude of possibilities that you need to allow for, and that means some amount of decentralization.I had an argument online recently about New York City's “buy local” requirement for certain procurement contracts. When they want to build these big public toilets in New York City, they have to source all the toilet parts from within the state, even if they're $200,000 cheaper in Portland, Oregon.I think it's crazy to ask procurement and contracting to solve all your policy problems. Procurement can't be about keeping a healthy local toilet parts industry. You just need to procure the toilet.This is another area where you see similar overlap in some of the civil service and contracting issues. A lot of cities have residency requirements for many of their positions. If you work for the city, you have to live inside the city. In New York, that means you've got a lot of police officers living on Staten Island, or right on the line of the north side of the Bronx, where they're inches away from Westchester. That drives up costs, and limits your population of potential employees.One of the most amazing things to me about the Biden Bipartisan Infrastructure Law was that it encouraged contracting officers to use residency requirements: “You should try to localize your hiring and contracting into certain areas.” On a national level, that cancels out. If both Wyoming and Wisconsin use residency requirements, the net effect is not more people hired from one of those states! So often, people expect the civil service and contracting to solve all of our ills and to point the way forward for the rest of the economy on discrimination, hiring, pay, et cetera. That just leads to, by definition, government being a lot more expensive than the private sector.Over the next three and a half years, what would you like to see the administration do on civil service reform that they haven't already taken up?I think some of the broad-scale layoffs, which seem to be slowing down, were counterproductive. I do think that their ability to achieve their ends was limited by the nature of the reduction-in-force regulations, which made them more counterproductive than they had to be. That's the situation they inherited. But that didn't mean you had to lay off a lot of people without considering the particular jobs they were doing now.And hiring quite a few of them back.Yeah. There are also debates obviously, within the administration, between DOGE and Russ Vought [director of the OMB] and some others on this. Some things, like the Schedule Policy/Career — which is the revival of Schedule F in the first Trump administration — are largely a step in the right direction. Counter to some of the critics, it says, “You can remove someone if they're in a policymaking position, just like if they were completely at-will. But you still have to hire from the typical civil service system.” So, for those concerned about politicization, that doesn't undermine that, because they can't just pick someone from the party system to put in there. I think that's good.They recently had a suitability requirement rule that I think moved in the right direction. That says, “If someone's not suitable for the workforce, there are other ways to remove them besides the typical procedures.” The ideal system is going to require some congressional input: it's to have a decentralization of hiring authority to individual managers. Which means the OPM — now under Scott Kupor, who has finally been confirmed — saying, "The OPM is here to assist you, federal managers. Make sure you stay within the broad lanes of what the administration's trying to accomplish. But once we give you your general goals, we're going to trust you to do that, including hiring.”I've mentioned it a few times, but part of the Chance to Compete Act — which was mentioned in one of Trump's Day One executive orders, people forget about this — was saying, “Implement the Chance to Compete Act to the maximum extent of the law.” Bring more subject-matter expertise into the hiring process, allow more discretion for managers and input into the hiring process. I think carrying that bipartisan reform out is going to be a big step, but it's going to take a lot more work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.statecraft.pub

america new york director california texas health president new york city donald trump ai starting washington technology giving politics talk research walk office chinese arizona government management washington dc dc public oregon national barack obama wisconsin judge congress veterans portland defense maryland va families south carolina republicans kansas productivity democrats senate places standards democratic indianapolis john f kennedy bronx wyoming clinton similar transportation excel bureau national institutes day one counter nah implement epa handbook homeland security ses doge human services tsa staten island versus preference procurement veterans affairs westchester gs environmental protection agency four ways hudson river labor statistics sun belt government accountability office overton attentive opm gsa manhattan institute theoretically yellow pages classically omb title vii national labor relations board robert wagner rif environmental protection agency epa in georgia statecraft clerical veterans affairs va general grant schedule f budget omb david shulkin russ vought usajobs scott kupor rifs general services administration gsa personnel management opm ray lahood stephen goldsmith clinton gore judge glock civil service commission ksas on chapter federal procurement policy

Vendor Management with David Neikrug

RIMScast

Play Episode Listen Later Aug 19, 2025 32:27

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society. In this episode, Justin interviews David Neikrug, CEO at Optimatum Solutions, about managing vendors of employer-sponsored healthcare and a recent Optimatum Solutions report, “A Path Not Taken: Vendor Management in Employer-Sponsored Healthcare”. David explores with Justin the topic of applying risk management tools to HR programs and plans, an area that risk managers rarely visit. They touch on ways for risk managers to contribute at the table using the risk management skills and tools that they have applied to recognized risk areas for years. Listen to learn about the benefits of managing benefit plan vendors. Key Takeaways: [:01] About RIMS and RIMScast. [:17] About this episode of RIMScast. Our topic is vendor management. We will dive deeply with Optimatum Solutions CEO, David Neikrug. [:40] RIMS-CRMP Workshops! The next Virtual RIMS-CRMP exam prep, co-hosted by Parima, will be held on September 2nd and 3rd. [:50] The next RIMS-CRMP-FED virtual workshop will be held on November 11th and 12th, and led by Joseph Mayo. Links to these courses can be found on the Certification Page of RIMS.org and through this episode's show notes. [1:07] RIMS Virtual Workshops! RIMS has launched a new course, “Intro to ERM for Senior Leaders.” It will be held again on November 4th and 5th and will be led by Elise Farnham. RIMS members enjoy deep discounts! [1:24] The full schedule of virtual workshops can be found on the RIMS.org/education and RIMS.org/education/online-learning pages. A link is also in this episode's notes. [1:35] The next RIMS Webinar will be held on September 4th and will be led by AXA XL. It is titled “Lockdown & Level Up: Turn Up Your Cyber Security Game Against Creative Cyber Criminals”. [1:48] On September 18th, Origami Risk will present “Driving Better Incident and Claims Management with Data, Technology & Strategic Collaboration”. [1:56] On October 30th, Swiss Re will present “Parametric Insurance: Providing Financial Certainty in Uncertain Times”. [2:05] On November 6th, Hub will present “Geopolitical Whiplash — Building Resilient Global Risk Programs in an Unstable World”. Register at RIMS.org/Webinars. [2:17] Mark your calendars for November 17th and 18th for the RIMS ERM Conference 2025 in Seattle, Washington. The agenda is jam-packed with educational sessions that will resonate with risk practitioners in all stages of their careers. [2:38] See the full agenda at RIMS.org/ERM2025. [2:44] RISKWORLD 2026 will be in Philadelphia, Pennsylvania, from May 3rd through May 6th. RIMS members can now lock in the 2025 rate for a full conference pass to RISKWORLD 2026 when registering by September 30th. [2:58] This also lets you enjoy earlier access to the RISKWORLD hotel block. Register by September 30th, and you will also be entered to win a $500 raffle. Don't miss out on this chance to plan and score some extra perks. [3:11] The members-only registration link is in this episode's show notes. If you are not yet a member, this is the time to join us. Visit RIMS.org/membership and build your risk network with us here at RIMS. [3:26] On with the show! You wanted to hear about vendor management, and that's why I reached out to Optimatum Solutions CEO, David Neikrug, to discuss the findings in Optimatum's new report, “A Path Not Taken: Vendor Management in Employer-Sponsored Healthcare”. [3:50] It's got some fascinating insights, and I wanted to extend the dialogue beyond the PDF, so let's get started! [3:56] Interview! David Neikrug, welcome to RIMScast! [4:07] Justin hasn't covered vendor management much on RIMScast. Justin invited David on the show to talk about Optimatum's publicly available paper, “A Path Not Taken: Vendor Management in Employer-Sponsored Healthcare.” This speaks to a risk management audience. [4:28] There is a link in this episode's show notes. The average cost of healthcare in 2025 is pushing north of $25K total cost, per employee per year, and it's an outsourced function. It's a large amount of money. [5:08] HR generally doesn't have the traditional service level agreements (SLAs) or performance guarantees that are present in an IT services agreement. That's a major disconnect that leads to financial, operational, and risk issues that go unchecked. [5:44] Traditionally, we don't see risk managers getting involved in HR things like employer-sponsored healthcare. David encourages risk managers to take the tools and skills they know and apply them to HR and employer-sponsored healthcare and retirement plans. [6:23] David suggests risk managers should demand vendor transparency when it comes to fees, debits, and credits. David talks about pharmacy rebates, segregation, and how credits are captured and applied. [7:09] David says vendor harmonization can be applied vertically or horizontally. The vertical side is when a company has acquired several HR benefits and programs, and then merges them into one program. The value creation by doing that is immense. [7:56] David says horizontal harmonization applies to anybody who aggregates companies of various kinds, including family offices. Each company may have a disparate benefits plan. Bringing plans together can save hundreds to thousands of dollars per employee per year. [8:46] Those are the types of numbers Optimatum Solutions is seeing as the opportunity for a risk manager to focus on as a quantifiable value proposition of bringing 10 vendor programs into one aggregated program. [9:14] From a risk standpoint, you have a single source to manage across enterprises. [9:31] David often speaks using numbers to convey the point. He says risk managers have a wealth of information and know what they are doing. When it comes to opportunities to create value, HR is an area they're not thinking about. [10:25] David suggests surveying risk managers and asking what percentage of risk managers are focused on the HR side, employer-sponsored healthcare, and retirement plans. You'll see the opportunity is almost endless. [10:44] Quick Break for RIMS Events! On September 18th, the 10th Annual Chicagoland Risk Forum will be held at The Old Post Office in Chicago. Register at ChicagoRIMS.org. [10:59] On October 1st through the 3rd, the RIMS Western Regional Conference will be held in North San Jose at the Santa Clara Marriott. The agenda is live. It looks fantastic! Visit RIMSWesternRegional.com and register today! [11:15] On November 17th and 18th, elevate your ERM Program and career at the RIMS ERM Conference 2025 in Seattle, Washington. The agenda is live, and early rates are available until September 5th. Register now to save $110 and secure your spot at the ERM event of the year. [11:37] Canadian listeners, take note, that's just a little bit South of the border in British Columbia. That's a great way to extend your knowledge after the RIMS Canada Conference. Visit RIMS.org/ERM2025 to register. [11:52] At the top, Justin mentioned RISKWORLD 2026. Through September 4th, the RISKWORLD education content submission process is still open. [12:02] RIMS invites you to share your experiences, best practices, and innovative strategies that represent the global outlook of risk management. Send us your submission, and who knows? We might select you to speak at RISKWORLD 2026 in Philadelphia! The link is in the show notes. [12:20] Let's Return to My Interview with David Neikrug! [12:42] David says the first thing to do is make sure risk managers have a seat at the table of employer-sponsored healthcare. They need to look at and understand all the terms and conditions of the contracts, looking for the low-hanging fruit. [12:55] Look for Service Level Agreements, Performance Guarantees, and Built-in Reconciliation Clauses for the vendor to provide a self-reconciliation of all the debits and credits from the plan year. Understand the contracts. [13:17] Second, make sure that you're a part of the team. Look at what you can do, bringing all the tools that you've acquired, dealing with the risk side over the years, and applying them to the HR benefits side. [13:54] For organizations of between 500 to 5,000 employees, there is ample opportunity. Those are going more unwatched than the larger organizations. The vendors aren't used to being held as accountable as they are for a Fortune 100. [14:21] David would say there isn't an organization that doesn't have an opportunity. It's a matter of focusing on it and bringing your expertise to the table to help your organization hold those vendors accountable, drive savings and performance, and create value. [14:59] David said Optimatum Solutions had a client that was a rapidly growing organization. They had acquired a company and decided to change the acquired company's vendor because they had been using a different vendor. [15:22] David mentions that Optimatum Solutions has a focus on improving or fixing relationships with vendors, versus running an RFP and finding a new vendor. It's better to fix a problem than to replace it. [15:40] Someone at the client company decided to move the pension plan business of the acquired company to a new provider. The plan was started in 1972, before the ERISA regulations on how pension plans are managed. The new vendor did no due diligence and took it over. [16:37] Within the first year, there was a claim by a retiree that the lump sum payment should have been 10 times what it was, stemming from one example in a plan document of how a benefit will be calculated. The company had to defend an $18 million potential claim. [17:11] It took three years to resolve. This taught the new vendor what the old vendor had been doing seamlessly for all those years. The former vendor knew how to deal with various situations, including payments to international employees. [17:49] The new vendor hadn't understood what they were acquiring. That led to a colossal mess. [18:10] It was an HR issue. They had a risk manager, but hadn't thought of having the risk manager at the table for this event. [18:20] A Final Break! The Spencer Educational Foundation's goal to help build a talent pipeline of risk management and insurance professionals is achieved, in part, by its collaboration with risk management and insurance educators across the U.S. and Canada. [18:40] Since 1999, Spencer has awarded over $2.9 million to create more than 570 Risk Management Internships. The Internship Grants application process is now open through October 15th, 2025. [18:56] To be eligible, risk managers must be based in the U.S., Canada, or Bermuda. A link to the Internship Grants page is in this episode's show notes. You can always visit SpencerEd.org, as well. [19:10] The Spencer 2025 Funding their Future Gala will be held on Thursday, September 18th, at the Cipriani 42nd Street in Manhattan, New York. This year's honoree is Tim Ryan, the U.S. President of Lockton, and we look forward to having Tim join us here on RIMScast very soon. [19:29] A link to the Gala is also in this episode's show notes. Buy a ticket, enjoy a great night in the city, and support the future of risk management. [19:38] Let's Return to the Conclusion of My Interview with Optimatum Solutions CEO, David Neikrug! [19:47] Behavioral and mental health are workforce concerns and reputational risks. David says the real number is productivity. If a factory has employees out for behavioral health issues, it has to replace those employees with temporary workers while still paying them. [20:43] The total cost of unmanaged behavioral health in a workforce is not just the behavioral health medical claims, pharmacy claims, or inpatient claims; it's also the lost working hours of those employees and the replacement costs of those employees. [21:15] That's a much larger number than just the surface of behavioral and mental health. Today, all health plans have strong behavioral programs. Organizations have Employee Assistance Programs (EAPs). [21:38] There are also point solutions adding a layer of a microbenefit on top of the program to ensure that employees are receiving the right care at the right time, in the right place. [22:01] Organizations have the right tools. An employer will have all these programs, but they're disconnected. No one is bringing everyone to the table. [22:24] For a certain cost per employee per month, an EAP vendor will provide a given number of behavioral health visits. They will support the process within the traditional healthcare delivery system. Organizations can have point solutions for behavioral health. [23:00] Organizations can have these vendors at the table to understand what's going on at the organization. Are there RIFs? Are there acquisitions? Does the organization have seasonal issues driving stress? Is there an issue with the community where the organization is located? [23:20] Look at it holistically. Bring all these vendors to the table and discuss what's going on. [23:30] In an unfortunate situation where employees are very stressed and have some sort of episode while at work, that's a material reputational risk, internally, and it may become an external issue. Most employers today have the vendors in place who can support them. [24:05] The steps are bringing the vendors to the table and managing them to ensure that they're aligned with the intended outcomes, and everyone's goal is aligned accordingly. [24:20] When you're discussing the organization with vendors, what about trade secrets, such as expansion and strategy? David says if you have the right vendor, they're about confidentiality. [24:46] If you're about to announce a Reduction in Force (RIF) or an acquisition, you will want your EAP in place to train managers to deal with employees who may be stressed. [26:01] David talks about AI risks. Ensure that when your employees are using any AI platform, you have thoroughly vetted the platforms you are allowing them to use to make sure that none of your proprietary or confidential information lands in public. [26:36] When using AI with confidential information, unless it's a closed system, you have a material risk of it being exposed. [27:02] AI is here for the future. It will change the face of every single profession. Justin assures that there will be no bots hosting or guesting on RIMScast! [27:35] David asks organizations, in the face of AI, What are you doing about it? How are you training and supporting your employees so that they can be part of the future, versus being a former employee who has been replaced due to AI? [27:54] In analytics, AI is simplifying delivery and crunching numbers like we've never seen before. These are incredible benefits for organizations in the future. [28:27] David thinks that you need internal tools to ensure that your employees are not divulging confidential information within public tools and that your vendors and their vendors are all aligned to apply the same rules for confidentiality. [29:12] David, you have been such a wonderful guest! I'm so glad that you were here to provide a little extra insight into the recent Optimatum Solutions paper, “A Path Not Taken: Vendor Management in Employer-Sponsored Healthcare”. A link is in this episode's show notes. [29:35] At the end of the paper is David's contact information. [29:53] Special thanks again to Optimatum Solutions CEO, David Neikrug, for joining us here on RIMScast. You can find the link to A Path Not Taken, the professional report, at OptimatumSolutions.com and in this episode's show notes. [30:11] I've also got links to RIMS coverage of vendor management in this episode's show notes. [30:17] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [30:45] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [31:03] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [31:21] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [31:37] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [31:52] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [32:04] Practice good risk management, stay safe, and thank you again for your continuous support! Links: RIMS ERM Conference 2025 — Nov. 17‒18 The call for RISKWORLD 2026 submissions is now open! RIMS Canada 2025 — Sept. 14‒17 | Registration open! 10th Annual Chicagoland Risk Forum — Sept. 18 | Registration open! RIMS Western Regional — Oct 1‒3 | Bay Area, California | Registration open! RISKWORLD 2026 — Members-only early registration! Register through Sept 30! RIMS-Certified Risk Management Professional (RIMS-CRMP) The Strategic and Enterprise Risk Center Spencer Educational Foundation 2025 Funding Their Future Gala — Sept. 18, 2025, in NYC! Spencer Internship Program — Registration Open Through Oct. 15. RIMS-CRO Certificate in Advanced Enterprise Risk Management — Featuring Instructor James Lam! Next bi-weekly course begins Oct 9. RIMS Diversity Equity Inclusion Council RISK PAC | RIMS Advocacy | RIMS Legislative Summit SAVE THE DATE — March 18‒19, 2026 RIMS Risk Management magazine | Contribute RIMS Now Optimatum Professional Report: “A Path Not Taken: Vendor Management in Employer-Sponsored Healthcare” OptimatumSolutions.com RIMS Webinars: RIMS.org/Webinars “Lockdown & Level Up: Turn Up Your Cyber Security Game Against Creative Cyber Criminals” | Sept. 4, 2025 | Sponsored by AXA XL “Driving Better Incident and Claims Management with Data, Technology & Strategic Collaboration” | Sept. 18 | Sponsored by Origami Risk “Parametric Insurance: Providing Financial Certainty in Uncertain Times” | Oct. 30, 2025 | Sponsored by Swiss Re “Geopolitical Whiplash — Building Resilient Global Risk Programs in an Unstable World” | Nov. 6 | Sponsored by Hub Upcoming RIMS-CRMP Prep Virtual Workshops: RIMS-CRMP Exam Prep Virtual Workshop — Sept 2‒3, 2025 | Presented by RIMS and PARIMA RIMS-CRMP-FED Exam Prep Virtual Workshop — November 11‒12 Full RIMS-CRMP Prep Course Schedule “Intro to ERM for Senior Leaders” | Nov. 4‒5 | Instructor: Elise Farnham See the full calendar of RIMS Virtual Workshops RIMS-CRMP Prep Workshops Related RIMScast Episodes: “ERM, Retail, and Risk with Jeff Strege” “Supply and Bike Chains with Emily Buckley” Sponsored RIMScast Episodes: “The New Reality of Risk Engineering: From Code Compliance to Resilience” | Sponsored by AXA XL (New!) “Change Management: AI's Role in Loss Control and Property Insurance” | Sponsored by Global Risk Consultants, a TÜV SÜD Company “Demystifying Multinational Fronting Insurance Programs” | Sponsored by Zurich “Understanding Third-Party Litigation Funding” | Sponsored by Zurich “What Risk Managers Can Learn From School Shootings” | Sponsored by Merrill Herzog “Simplifying the Challenges of OSHA Recordkeeping” | Sponsored by Medcor “Risk Management in a Changing World: A Deep Dive into AXA's 2024 Future Risks Report” | Sponsored by AXA XL “How Insurance Builds Resilience Against An Active Assailant Attack” | Sponsored by Merrill Herzog “Third-Party and Cyber Risk Management Tips” | Sponsored by Alliant “RMIS Innovation with Archer” | Sponsored by Archer “Navigating Commercial Property Risks with Captives” | Sponsored by Zurich “Breaking Down Silos: AXA XL's New Approach to Casualty Insurance” | Sponsored by AXA XL “Weathering Today's Property Claims Management Challenges” | Sponsored by AXA XL “Storm Prep 2024: The Growing Impact of Convective Storms and Hail” | Sponsored by Global Risk Consultants, a TÜV SÜD Company “Partnering Against Cyberrisk” | Sponsored by AXA XL “Harnessing the Power of Data and Analytics for Effective Risk Management” | Sponsored by Marsh “Accident Prevention — The Winning Formula For Construction and Insurance” | Sponsored by Otoos “Platinum Protection: Underwriting and Risk Engineering's Role in Protecting Commercial Properties” | Sponsored by AXA XL “Elevating RMIS — The Archer Way” | Sponsored by Archer RIMS Publications, Content, and Links: RIMS Membership — Whether you are a new member or need to transition, be a part of the global risk management community! RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RISK PAC | RIMS Advocacy RIMS Strategic & Enterprise Risk Center RIMS-CRMP Stories — Featuring RIMS President Kristen Peed! RIMS Events, Education, and Services: RIMS Risk Maturity Model® Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information. Want to Learn More? Keep up with the podcast on RIMS.org, and listen on Spotify and Apple Podcasts. Have a question or suggestion? Email: Content@rims.org. Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn. About our guest: David Neikrug, CEO at Optimatum Solutions LLC Production and engineering provided by Podfly.

Trump's Legal Battles Escalate: Supreme Court Rulings and Ongoing Appeals Reshape Executive Power

Trump on Trial

Play Episode Listen Later Jul 30, 2025 3:21

In just the past week, the legal battles swirling around Donald Trump have reached a new level of intensity, drawing the nation's attention back to a courthouse drama that seems never-ending. On July 23, the Supreme Court stepped in yet again—this time granting the Trump administration's emergency request for a stay in Trump v. Boyle. The decision, delivered without a full briefing or oral argument, reflected a split on the bench, with Justice Kagan writing in dissent. The outcome means the administration can press ahead with removing federal officials—part of a broader campaign by Trump's White House to reshape the executive branch and its agencies. This is happening as the judiciary weighs a surge of legal challenges, not just to Trump personally, but to the policies he's enacted since returning to office.Just before that, the Supreme Court handed down a blockbuster decision on July 9, clearing the way for President Trump to push forward with plans for dramatic reductions in the federal workforce. According to SCOTUSblog, this order lets agencies initiate what Trump described as “large-scale reductions in force”—RIFs—across government. The move came even as lower courts had temporarily blocked it, citing the risk of irreversible damage. Justice Ketanji Brown Jackson stood alone in her dissent, warning of “an apparently unprecedented and congressionally unsanctioned dismantling of the Federal Government.” Labor unions and advocacy groups vow to keep fighting the order in court, but for now, the Trump administration has the green light.Meanwhile, in New York, the repercussions of Trump's criminal conviction are still rippling outward. The New York Unified Court System's January 2025 audio and filings document the intensity of those final courtroom moments. There's an active appeals process challenging both the verdict and orders in the high-profile Manhattan case overseen by Judge Juan Merchan, as well as appeals stemming from the related Manhattan District Attorney Alvin Bragg prosecution. Despite Trump's attempts to move proceedings to federal court and to dismiss charges on procedural grounds, those efforts have been repeatedly denied. The appeals now move forward on a consolidated docket, setting up a pivotal next chapter.On multiple fronts, Trump's team is locked in appellate battles not only over the handling of state cases but also the fallout from the civil fraud case brought by New York Attorney General Letitia James. After Justice Engoron's major summary judgment and subsequent damages order, both sides are set for a protracted fight in the Appellate Division, which could bring new revelations and risks for Trump's business empire.Layered atop all this is the stream of litigation documented by the Lawfare Litigation Tracker, which notes nearly 300 cases still winding their way through the courts—many challenging executive actions and personnel moves made in Trump's second term. Judges across the country are being asked to rule on the bounds of presidential discretion, the reach of federal courts, and the meaning of separation of powers, as the nation watches with no clear sense of when it all will settle.Thank you for tuning in and staying informed on these unprecedented court battles. Come back next week for more updates—this has been a Quiet Please production. For more, check out QuietPlease dot AI.Some great Deals https://amzn.to/49SJ3QsFor more check out http://www.quietplease.ai

Deep State Accountability & Silly Sunshine State Polls – Top 3 Takeaways July 25th, 2025

The Brian Mudd Show

Play Episode Listen Later Jul 25, 2025 14:49 Transcription Available

There are now over 275,000 federal government employees who've been let go since the onset of Trump 2.0. By the way, that number includes an additional 14,400 RIFs that have happened just within the past week.

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We get a legal perspective on the precedents set by the ongoing court cases around federal workforce RIFs and restructuring

Federal Drive with Tom Temin

Play Episode Listen Later Jul 22, 2025 10:20

The U.S. Supreme Court decision that allowed the Trump administration to proceed with its restructuring plans for federal agencies and the workforce is not the final word. Cases are still making their way through lower courts at the same time as several agencies have issued RIF notifications. Here to help us make sense of the variety of issues is managing partner at Tulley Rinckey, Michael Fallings.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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The Federal Drive with Terry Gerton -- Tuesday, July 22, 2025

Federal Drive with Tom Temin

Play Episode Listen Later Jul 22, 2025 52:32

Today on the Federal Drive with Terry Gerton A legal perspective on the precedents set by the ongoing court cases around federal workforce RIFs and restructuring From NDAA to SBA, there's a lot for government contractors to keep their eye on Do public administration best practices resonate with current political leaders in Washington?See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Q&A – How Much Can We Save With Federal Government RIFS?

The Brian Mudd Show

Play Episode Listen Later Jul 18, 2025 8:08 Transcription Available

The annual total cost savings from cutting a quarter of the federal workforce would likely be around $75 billion, with the minimum coming in at $60 billion and the high end at around $90 billion depending on implementation details...

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Drug Fix: CBER Director's Political Spin On COVID-19 Vaccines And US FDA RIFs Finalized

Pharma Intelligence Podcasts

Play Episode Listen Later Jul 18, 2025 28:24

Pink Sheet Executive Editor Derrick Gingery, Senior Writer Sarah Karlin-Smith, Senior Editor Sue Sutter and Editor-in-Chief Nielsen Hobbs discuss why Center for Biologics Evaluation and Research Director Vinay Prasad cited an unproven theory alleging politics influenced the 2020 COVID-19 vaccine emergency use authorizations to justify his decision to overrule reviewers on more recent indication updates (:35). They also consider the impact of hundreds of staff departures after the US Food and Drug Administration's reduction-in-force was allowed to proceed, including 600 in the Center for Drug Evaluation and Research (20:14). More On These Topics From The Pink Sheet Prasad Cites Unproven Theory Defending His COVID-19 Vaccine Decisions: https://insights.citeline.com/pink-sheet/agency-leadership/us-fda/prasad-cites-unproven-theory-defending-his-covid-19-vaccine-decisions-QFAGD35QOFA5VCZS4WXDPCNWV4/ US FDA's Drugs Center Lost Hundreds Of Staff Through June With 600 RIFs Coming: https://insights.citeline.com/pink-sheet/agency-leadership/us-fda/us-fdas-drugs-center-lost-hundreds-of-staff-through-june-with-600-rifs-coming-GYSWOX6RIZEXTK5LZ4KWF3PPDY/

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RIFs Hit the DOE & Other Government Agencies & Reinflated Inflation – Top 3 Takeaways

The Brian Mudd Show

Play Episode Listen Later Jul 16, 2025 11:35 Transcription Available

The day that there's an official end to the US Department of Education will be a great day. Until then, having the department shrunk to half of what it had been is a nice win.

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Grok 4 Wows, The Bitter Lesson, Elon's Third Party, AI Browsers, SCOTUS backs POTUS on RIFs

All-In with Chamath, Jason, Sacks & Friedberg

Play Episode Listen Later Jul 11, 2025 90:50

(0:00) The Besties welcome Travis Kalanick and Keith Rabois! (3:02) Travis on Pony.ai / Uber rumors and the state of Cloud Kitchens (18:51) xAI launches Grok 4, learning "The Bitter Lesson" in AI (40:36) How Grok can catch ChatGPT in usage, OpenAI's product excellence (46:27) Perplexity and OpenAI building AI-native browsers and taking on Chrome (58:01) Elon's "America Party": is now the right time for a third party, and could he make an impact in 2026? (1:13:12) SCOTUS backs Trump over federal government RIF plans Follow the Keith: https://x.com/rabois Follow the Travis: https://x.com/travisk Get The Besties All-In Tequila: https://tequila.allin.com Join us at the All-In Summit: https://allin.com/summit Summit scholarship application: http://bit.ly/4kyZqFJ Follow the besties: https://x.com/chamath https://x.com/Jason https://x.com/DavidSacks https://x.com/friedberg Follow on X: https://x.com/theallinpod Follow on Instagram: https://www.instagram.com/theallinpod Follow on TikTok: https://www.tiktok.com/@theallinpod Follow on LinkedIn: https://www.linkedin.com/company/allinpod Intro Music Credit: https://rb.gy/tppkzl https://x.com/yung_spielburg Intro Video Credit: https://x.com/TheZachEffect Referenced in the show: https://www.nytimes.com/2025/06/26/technology/uber-travis-kalanick-self-driving-car-deal.html https://www.youtube.com/watch?v=ZW5fJikPmfM https://grok.com https://www.youtube.com/watch?v=_wTA90BYo30 https://techcrunch.com/2025/01/08/elon-musk-agrees-that-weve-exhausted-ai-training-data https://x.com/ArtificialAnlys/status/1943166841150644622 https://x.com/elonmusk/status/1943192643439337753 http://www.incompleteideas.net/IncIdeas/BitterLesson.html https://x.com/chamath/status/1943177837956968499 https://techcrunch.com/2025/07/09/perplexity-launches-comet-an-ai-powered-web-browser https://x.com/perplexity_ai/status/1942969263305671143 https://x.com/elonmusk/status/1941584569523732930 https://polymarket.com/event/will-elon-register-the-america-party-by https://ropercenter.cornell.edu/presidential-approval/highslows https://news.gallup.com/poll/651278/support-third-political-party-dips.aspx https://www.whitehouse.gov/presidential-actions/2025/02/implementing-the-presidents-department-of-government-efficiency-workforce-optimization-initiative https://www.scotusblog.com/2025/07/supreme-court-allows-trump-administration-to-implement-plans-to-significantly-reduce-the-federal-workforce https://www.afge.org/article/summary-of-afge-lawsuits-against-trump--how-litigation-works https://cei.org/publication/10kc-2025-numbers-of-rules https://www.netflix.com/tudum/articles/american-manhunt-osama-bin-laden-release-date-news

Court fight over RIFs continues after Supreme Court ruling

Federal Drive with Tom Temin

Play Episode Listen Later Jul 11, 2025 8:17

Earlier this week, the Supreme Court issued a ruling that gives the Trump administration the go ahead to start implementing the President's Executive Order to downsize and reorganize federal agencies. But that order is not the final word, not by a long shot. The justices were clear to say they weren't passing judgment on the specifics of those reorganization plans. The specifics are going to end up mattering a lot, and so far, the public hasn't seen many of them, but that may be about to change federal news networks. Jared serbu is here now to talk with us about what's next after this week's court ruling. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Supreme Court allows federal workforce reductions to move forward; Anthropic makes generative AI widely available at major national lab

The Daily Scoop Podcast

Play Episode Listen Later Jul 9, 2025 4:42

The Supreme Court on Tuesday lifted a district court order that prevented multiple federal agencies from carrying out reductions-in-force, clearing the way for those actions to resume. In an unsigned opinion, a majority of the justices granted the government's request for a stay of the lower court ruling, concluding that it will likely be successful on its argument that President Donald Trump's executive order directing agencies to make plans for RIFs and corresponding guidance from the White House were lawful. The justices, however, also emphasized that their ruling doesn't express a view on the legality of RIF or reorganization plans under that order and memo. The district court's preliminary injunction hinged on that court's view that Trump's order and the Office of Management and Budget's memo were unlawful and not on any of the plans specifically. Under the injunction from the U.S. District Court for the Northern District of California, a wide array of federal agencies were required to halt their RIF plans — which included the Department of Health and Human Services, Department of State, Department of Commerce, and many more. It also prompted OMB to pause reviewing or discussing those plans with agencies, per FedScoop reporting. While other legal challenges are moving forward on agency RIFs, the Supreme Court's ruling, at least for now, means they can begin those actions again. Anthropic is making the enterprise version of its chatbot Claude available to the entire staff of the Lawrence Livermore National Lab, the artificial intelligence company announced Wednesday. The expansion comes as generative AI companies look to deepen their relationship with the federal government's national lab system — and amid growing interest in agencies' use of the technology. Anthropic said the expansion comes after a pilot, as well as an event in March that allowed thousands of scientists based at the California lab to learn about the technology. The company said the program, which involves its Claude for Enterprise product, constitutes one of the most significant lab deployments of AI at the Energy Department. As many as ten thousand national lab employees will now be able to use generative AI for their work. Lawrence Livermore will eventually have access to a forthcoming FedRAMP High service, once it's approved and accredited, meaning lab scientists will be able to use Claude on unclassified data that requires that level of accreditation. The Daily Scoop Podcast is available every Monday-Friday afternoon. If you want to hear more of the latest from Washington, subscribe to The Daily Scoop Podcast on Apple Podcasts, Soundcloud, Spotify and YouTube.

Episode 131: Crashing The Party #133

Crashing the Party

Play Episode Listen Later Jul 2, 2025 117:46

Dig the sizzlin' summer sounds from the doowop kingdom, this week with platters that matter from Chuck Thomas and the Hitchhikers! The Electras! Manhattan Paul and the 3 Rifs! The Sequins! Curtis Ware and the Four Do Matics! And loads more ear flappers including the Mello-Moods who kicks off our Crashing The Party collector card series! Write the show to say hello and to tell us what you dig about it and we'll send you the Mello-Moods card. Be sure to include your name and address.

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Federal Jobs in Danger What You Need to Know About the 2026 Budget Cuts

Federal Employee Benefit Coordinators LLC

Play Episode Listen Later Jun 11, 2025 12:47

The 2026 budget is out — and over 107,000 federal jobs are on the line... I'm here to break it all down.I cover:✅ The real impact behind the headlines✅ Which agencies are hit hardest (IRS, VA, NASA, SSA & more)✅ What's happening with the FERS Supplement✅ How to prepare for RIFs, DRPs, and early outsHave questions? Schedule a review with me.

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Let's talk asset management: Episode 17 – Comparing Luxembourg RAIFs with UK RIFs

Regulation Tomorrow Podcast

Play Episode Listen Later Jun 4, 2025 23:06

In the latest episode of our podcast series, Let's talk asset management, Claire Guilbert, Hannah Meakin, Lucy Dodson and Simon Lovegrove explore the similarities and differences between Luxembourg's Reserved Alternative Investment Fund (RAIF) and the UK's Reserved Investor Fund (RIF).

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186: RIFs are Looming: Forward Momentum with Uncertainty

The Big Purple Blob PODCAST

Play Episode Listen Later May 28, 2025 36:05

When the rug may very possibly be pulled out from under you...how do you manage? When things that you thought were solid are taking a different direction...what can you do for yourself? Join Lisa Tilstra and Angi Solley for this personal discussion. If you could use some extra support, you can work with any of the Blob experts by connecting with us at www.thebigpurpleblob.com

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Navigating Career Uncertainty

Resumes and Interviews

Play Episode Listen Later May 12, 2025 9:36

Are you a professional that works for the federal government or another organization? Are you feeling some anxiety because of the RIFs or company reorg? Well, this episode is for you if you are experiencing career uncertainty. This episode will give you tips on effectively navigating career uncertainty.For Career Coaching, Resume Writer or Interview Prep:info@nikehspeaks.com or www.nikehspeaks.comSocial Media Platforms:https://www.linkedin.com/NicholetteHhttps://www.facebook.com/fb.me/nikehspeaksllchttps://www.instagram.com/nike_h_speaks_llc_

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Public Lands Move To The Front Of The Pack

The Rock Fight: Outdoor Industry & Adventure Commentary

Play Episode Listen Later May 9, 2025 39:04 Transcription Available

Today Colin is joined Adam Cramer the CEO of the Outdoor Alliance to talk about what is happening with our public lands. And there is a lot happening.Over the last few weeks, we've seen or heard the following:A leaked document from the Department of the Interior.Last week the administration released their budget guidelines for 2026 which included upheavals for the Park Service including things like transferring National Parks sites over to state control as well as a number of cuts to things like NPS Historic Preservation Fund.The Forest Service and the BLM have been directed to come up with parcels ready for "disposal" that are near big population centers.Agencies are currently sorting out their “RIFs” which means Reduction In Force, where they are losing about 30% of their staff. This on top of the cuts that already happened a couple of months ago.And just two days ago, literally in the middle of the night, an amendment was voted on to sell off somewhere between 11,000 and 500,000 acres of public lands in Utah and Nevada. So what is an outdoor enthusiast to do? We get into it on today's episode. And stay tuned to The Rock Fight in the coming days and weeks for actionable updates from the Outdoor Alliance so that you can help protect our public lands!Check out hundreds of wildly cool products by visiting and shopping at Garage Grown Gear!Thanks for listening! The Rock Fight is a production of Rock Fight, LLC. Sign up for NEWS FROM THE FRONT, Rock Fight's weekly newsletter by heading to www.rockfight.co and clicking Join The Mailing List.Please follow and subscribe to The Rock Fight and give us a 5 star rating and a written review wherever you get your podcasts.Want to pick a fight with The Rock Fight? Send your feedback, questions, and comments to myrockfight@gmail.com.

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295: Surviving Restructuring, Reorganizations, Layoffs, and RIFs: What Mid-Career Professionals Need to Know

The Mid-Career GPS Podcast

Play Episode Listen Later May 6, 2025 30:09 Transcription Available

Send us a textNavigating a job loss or corporate shakeup? In this must-listen episode, career expert John Neral explains the real differences between restructuring, reorganization, layoffs, and RIFs, and how mid-career professionals can stay grounded through uncertain times.Whether you're affected by government DOGE initiatives, private-sector downsizing, or just sensing change ahead, you'll learn how to:Recognize what you can controlProtect your well-being and set strong boundariesUnderstand how leadership makes tough callsPrepare a solid career contingency planIdentify your transferable skills and stay marketableBuild financial security and emotional resilienceThis episode offers clarity, compassion, and concrete steps to help you weather workplace change and protect your career.Learn more and join the Mid-Career GPS Membership Community for coaching, resources, and support: johnneral.com/membershipSupport the showThank you for listening to The Mid-Career GPS Podcast. Please leave a rating and review on Apple Podcasts here. Visit https://johnneral.com/resources to get The Mid-Career Job Search Jumpstart and join The Mid-Career GPS Membership Community. Visit https://johnneral.com to join The Mid-Career GPS Newsletter, a free, twice-weekly career and leadership resource for mid-career professionals. Connect with John on LinkedIn here.Get John's New Mid-Career Journal on Amazon here. Follow John on Instagram @johnneralcoaching. Subscribe to John's YouTube Channel here.

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IRS Weekly RIFs Layoffs - How to Prepare Yourself for a Challenging Work Environment

Federal Employees Retirement & Benefits Podcast

Play Episode Listen Later Apr 15, 2025 5:56

You don't need to work longer; you just need a better plan. Schedule a peace of mind visit for your retirement planning with this link: https://calendly.com/charlesdzama/dzamatalk-complimentary-15-min-phone-call"Financial security means knowing your benefits, your rights, and your options — even when the future is uncertain."Chapters 0:00 - Weekly RIFs and Mental Toll at the IRS0:45 - DSR: What Happens If You Get RIF'd - Vera-Like Qualifications You May Already Meet2:02 - Minimum Retirement Age (MRA)? - Supplemental Payment: What You Need to Know3:03 - No COLA Until Age 62: What That Means for You 3:50 - Collecting Unemployment After a Layoff - What IRS Employees Might be Forgetting to ClaimConnect with CD Financial for More Insights:Twitter: /CDFinancial_LLCInstagram: /CDfinancial.llcFacebook: /CDFinancialLLCLinkedIn: /cd-financial-llc Visit our Website: https://cdfinancial.org/Subscribe and Stay Updated: Don't miss out on crucial advice for your financial journey. Subscribe now for weekly insights and strategies to secure your retirement.Get More from CD Financial: Looking for personalized advice? Schedule a consultation with Charles to tailor a plan that suits your unique financial situation: https://calendly.com/charlesdzama/dzamatalk-complimentary-15-min-phone-call#RetirementPlanning #VERA #RIF Advisory services are offered through CD Financial LLC dba CD Financial, an Investment Advisor in the State of California. Insurance products and services are offered through CD Financial & Insurance Services LLC, an affiliated company.Opinions expressed herein are solely those of CD Financial and our editorial staff. The information contained in this material has been derived from sources believed to be reliable but is not guaranteed as to accuracy and completeness and does not purport to be a complete analysis of the materials discussed. All information and ideas should be discussed in detail with your individual adviser prior to implementation.Support the show

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Retirement Planning for Canadians with Joseph Curry

Two Boomer Women & The Fine Art of Conversation

Play Episode Listen Later Apr 10, 2025 58:13

oe Curry is a Certified Financial Planner and the founder of Retirement Planning Simplified. He is also the host of the Your Retirement Planning Simplified podcast, where he helps Canadians navigate the complexities of retirement with a focus on clarity, simplicity, and purpose-driven planning. Today he explains: Company stocks and pensions as sole retirement funds CPP and OAS, the GIS, RRSPs, TFSAs, RIFs and LIFs common retirement planning mistakes eliminating or reducing any threats to retirement the Retirement Navigator: goals… but values first transitioning from saving to spending the non-financial aspects of retirement Such great information and then Joe says all the right things about feeling comfortable with your retirement/financial planner. Listen now and then share this episode! Find Joe at https://www.retirementplanningsimplified.ca/ Learn more about Joe and find all his links at https://boomwithabang.com/the-boomer-womans-podcast-joseph-curry/

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As RIFs get underway, several agencies renew deferred resignation offers

Federal Drive with Tom Temin

Play Episode Listen Later Apr 2, 2025 6:36

Many federal employees are seeing a familiar email land in their inboxes. A number of agencies have revived the fork in the road offers. They're telling employees they can choose to quit now in exchange for a few months of pay. The renewed offer comes as many agencies are beginning to conduct reductions in force. Here with more Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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As RIFs get underway, several agencies renew deferred resignation offers

Federal Drive with Tom Temin

Play Episode Listen Later Apr 2, 2025 7:21

Many federal employees are seeing a familiar email land in their inboxes. A number of agencies have revived the fork in the road offers. They're telling employees they can choose to quit now in exchange for a few months of pay. The renewed offer comes as many agencies are beginning to conduct reductions in force. Here with more Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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Agencies told to ignore collective bargaining agreements in deference to RIFs

Federal Newscast

Play Episode Listen Later Mar 13, 2025 8:14

The Trump administration tells agencies to ignore collective bargaining agreements that interfere with the ability to conduct reductions in force, or RIFs. A new memo from the Office of Personnel Management argues that contracts with federal unions cannot supersede an agency's ability to lay off its employees. The OPM memo says agency management has the right to determine its number of employees, and make headcount adjustments as needed. The guidance comes just ahead of agencies' expected RIF plans, which are due to the White House by this Friday. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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Agencies told to ignore collective bargaining agreements in deference to RIFs

Federal Newscast

Play Episode Listen Later Mar 13, 2025 8:14

The Trump administration tells agencies to ignore collective bargaining agreements that interfere with the ability to conduct reductions in force, or RIFs. A new memo from the Office of Personnel Management argues that contracts with federal unions cannot supersede an agency's ability to lay off its employees. The OPM memo says agency management has the right to determine its number of employees, and make headcount adjustments as needed. The guidance comes just ahead of agencies' expected RIF plans, which are due to the White House by this Friday. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Top-ranking agencies from 2024 Best Places to Work now facing layoffs, RIFs

Federal Drive with Tom Temin

Play Episode Listen Later Mar 10, 2025 6:56

Chaos may tarry for the night, but the Partnership for Public Service has come out with its Best Places to Work rankings for 2024. Some familiar agencies earned the top spots. The Partnership also found that last year, federal employees reached highest ever engagement scores. Well now agencies from both the top and the bottom face major workforce overhauls under the Trump administration. Here to summarize everything going on for us, Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Top-ranking agencies from 2024 Best Places to Work now facing layoffs, RIFs

Federal Drive with Tom Temin

Play Episode Listen Later Mar 10, 2025 7:41

Chaos may tarry for the night, but the Partnership for Public Service has come out with its Best Places to Work rankings for 2024. Some familiar agencies earned the top spots. The Partnership also found that last year, federal employees reached highest ever engagement scores. Well now agencies from both the top and the bottom face major workforce overhauls under the Trump administration. Here to summarize everything going on for us, Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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Mansfield Schools RIF: Navigating Tough Cuts

Source Daily

Play Episode Listen Later Mar 6, 2025 7:56

Mansfield City Schools is facing a difficult reality—a planned reduction in force (RIF) for the 2025-2026 school year. With 29 certified and seven classified positions on the chopping block, the district is working quickly to finalize decisions and provide clarity to those affected. In this episode, we break down the reasons behind the cuts, the process for determining who stays and who goes, and what this means for the future of Mansfield schools. Read more about this story: Mansfield school union leader hopes to finalize RIFs by Easter Headlines: No Lucas students injured in school bus-motorcycle crash on Tuesday ODOT contributing additional $3 million to Mansfield’s Main Street project Larry Wayne Estep Sr. Shelby police arrest 158 in 2024 for drug, alcohol-related offenses Support the show: https://richlandsource.com/membersSee omnystudio.com/listener for privacy information.

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The Federal Drive with Tom Temin -- Thursday, March 6, 2025

Federal Drive with Tom Temin

Play Episode Listen Later Mar 6, 2025 45:24

Today on the Federal Drive with Tom Temin Looking for a post-government job? There's a database for that How to stay good with EEO even without DEI Some answers to questions about RIFs and early retirement Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Some answers to questions about RIFs and early retirement

Federal Drive with Tom Temin

Play Episode Listen Later Mar 6, 2025 11:05

Just what do you get if you're caught up in a reduction in force? And what about if you decide to retire early? Federal retirement expert Tammy Flanagan has been getting lots of these questions lately. She joins me now with a few answers. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Some answers to questions about RIFs and early retirement

Federal Drive with Tom Temin

Play Episode Listen Later Mar 6, 2025 11:50

Just what do you get if you're caught up in a reduction in force? And what about if you decide to retire early? Federal retirement expert Tammy Flanagan has been getting lots of these questions lately. She joins me now with a few answers. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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The Federal Drive with Tom Temin -- Thursday, March 6, 2025

Federal Drive with Tom Temin

Play Episode Listen Later Mar 6, 2025 45:24

Today on the Federal Drive with Tom Temin Looking for a post-government job? There's a database for that How to stay good with EEO even without DEI Some answers to questions about RIFs and early retirement Learn more about your ad choices. Visit podcastchoices.com/adchoices

eeo rifs federal drive tom temin

Spilling Secrets: Trade Secrets in Hollywood: Lessons from Oscar-Nominated Films

Employment Law This Week Podcast

Play Episode Listen Later Feb 26, 2025 33:29

In this episode of Spilling Secrets, Epstein Becker Green attorneys Daniel R. Levy, Aime Dempsey, and George Carroll Whipple, III, explore trade secrets through the lens of Oscar-nominated films, offering insights into protecting sensitive information in today's competitive landscape. Whether looking at a magical spellbook from Wicked or groundbreaking architectural designs in The Brutalist, the discussion underscores how trade secrets intertwine with innovation, employee training, and organizational culture. Discover how Hollywood's biggest stories offer practical lessons for safeguarding your business's most valuable assets. Visit our site for this week's other highlights and links: https://www.ebglaw.com/eltw379. Spilling Secrets is a special monthly podcast series about the future of non-compete and trade secrets law. We invite you to view Employment Law This Week® – learn about significant developments in employment and labor law and workforce management in a matter of minutes every #WorkforceWednesday®. Watch the series and subscribe for email notifications: http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

Employment Terms

FEDNOBABBLE

Play Episode Listen Later Feb 24, 2025 4:49

We clarify the often-confusing employment terms that have surfaced recently, such as Deferred Resignation, Buyouts, and RIFs. Understanding these concepts is crucial for making informed career decisions. We explore the differences between voluntary and involuntary separations, providing you with the insights needed to navigate your options effectively.Join us at a Fed Pilot workshop (webinar or in-person) and not only learn about your benefits, but how to prepare for retirement. The earlier in your career, the better.Register: https://fedpilot.com

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When to Initiate an Investigation with Leah Stiegler

Good Morning, HR

Play Episode Listen Later Feb 13, 2025 31:41 Transcription Available

In episode 187, Coffey talks with Leah Stiegler about best practices for the intake process for workplaceinvestigations.They discuss when employers must investigate complaints versus when they can decline; examples ofinvestigations that revealed unexpected findings; handling confidentiality requests from complainants;documentation requirements for complaints and investigations; managing employees who don't wantformal investigations; proper record retention practices.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For moreinformation about our commitment to quality and excellent customer service, visit us athttps://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visithttps://goodmorninghr.com.About our Guest:Leah can walk employers through any workplace situation. From complex personnel matters, toimplementing client-specific performance management practices, Leah advises employers to navigatethese issues to keep them out of court. Her counseling covers the entire employment spectrum:recruitment, onboarding, workplace culture, pay equity audits, RIFs, terminations and severancepackages. Leah handles workplace investigations and defends actions before administrative agenciessuch as the EEOC, DOL, and NLRB. Leah has extensive litigation experience, defending employers in stateand federal court on claims including but not limited to: Breach of employment agreementsHarassment, discrimination, and retaliation (Title VII) Whistleblower complaints ADA or religious-basedfailure to accommodate claims FMLA non-compliance Workplace violence and negligent supervisionFLSA unpaid overtime, misclassification and off-the-clock claims Workplace safety, OSHA, or VOSHactions.Leah also represents employers navigating union issues, labor relations arbitrations and collectivebargaining. Every workforce loves Leah's dynamic public speaking style. Having traveled the Mid-Atlanticto train front-line employees, upper management, HR and other industry professionals, Leah createscustom workforce training programs with her team and has fun doing it!Leah also maintains a higher education practice. She provides day-to-day compliance advice to publicand private higher ed institutions on employment and student-related matters. These include navigatingTitle VII, Title IX, and code of conduct investigations, faculty, administrative, and athletic coach contractsand severance packages, tenure and promotion processes, and pay equity audits. Leah also trains schoolleadership, such as Deans and Chairs, on improving documentation and engaging in performancemanagement of faculty.To see Leah in action, check out What's the Tea in L&E!Leah is perpetually single with lots of free time to fine-tune her stand-up comedy routine. When not inthe office, you can find Leah crossing up (and trash talking) opponents on the basketball court or bustingout a less-technical, overly passionate Moon Walk at hip hop class.Leah Stiegler can be reached athttps://www.woodsrogers.com/https://www.linkedin.com/in/leah-stiegler-28aa7a62/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, andregistered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averseclients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporateclients across the US, and, through its PFC Caregiver & Household Screening brand, many more privateestates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business ofthe year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, whereeach week he talks to business leaders about bringing people together to create value for customers,shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized asthe North Texas HR Professional of the Year.Mike serves as a board member of a number of organizations, including the Texas State Council, wherehe serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; theTexas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of theTalent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Instituteand a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher(RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Identify when informal complaints trigger an organization's duty to investigate2. Develop effective intake procedures that protect both the organization and complainant whilemaintaining appropriate documentation3. Implement systematic investigation processes that follow proper scope and documentationprotocols regardless of complaint severity

Trump EO directs agencies to submit reorganization plans, prepare for RIFs

Federal Drive with Tom Temin

Play Episode Listen Later Feb 13, 2025 7:02

President Donald Trump is directing agencies to prepare for large scale reductions in force and a new executive order. Trump also caps agency hiring and further institutionalizes the power of Elon Musk's DOGE. For the latest Federal News Network's Justin Doubleday joins me. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Trump EO directs agencies to submit reorganization plans, prepare for RIFs

Federal Drive with Tom Temin

Play Episode Listen Later Feb 13, 2025 7:47

President Donald Trump is directing agencies to prepare for large scale reductions in force and a new executive order. Trump also caps agency hiring and further institutionalizes the power of Elon Musk's DOGE. For the latest Federal News Network's Justin Doubleday joins me. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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How deferred resignation and RIFs could impact the federal workforce

Federal Drive with Tom Temin

Play Episode Listen Later Feb 7, 2025 7:54

The Trump administration appears unlikely to see the workforce reductions it's hoping for through its deferred resignation program, at least not now. The program is also on pause after a federal court issued a temporary restraining order yesterday, but the Trump administration is still pressing forward on its promise to cut down that federal workforce. Agencies are bracing for what's likely coming next, a reduction in force. Here with the latest, Federal News Network's Drew Friedman and Jared Serbu. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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How deferred resignation and RIFs could impact the federal workforce

Federal Drive with Tom Temin

Play Episode Listen Later Feb 7, 2025 8:39

The Trump administration appears unlikely to see the workforce reductions it's hoping for through its deferred resignation program, at least not now. The program is also on pause after a federal court issued a temporary restraining order yesterday, but the Trump administration is still pressing forward on its promise to cut down that federal workforce. Agencies are bracing for what's likely coming next, a reduction in force. Here with the latest, Federal News Network's Drew Friedman and Jared Serbu. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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The Art of Not Getting Fired for Not Firing People

â€œHR Hereticsâ€ | How CPOs, CHROs, Founders, and Boards Build High Performing Companies

Play Episode Listen Later Jan 10, 2025 17:52

Kelli and Nolan start with a heartfelt discussion about LA fires before diving into the art of handling CEO mandates for attrition targets. They reveal insider strategies for transforming harsh directives into meaningful performance frameworks, while warning against becoming the dreaded "person of no."*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.—

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Strukturwandel im Unterricht: Interview mit David Löw Beer, RIFS Potsdam

Campus & Karriere - Deutschlandfunk

Play Episode Listen Later Nov 28, 2024 6:45

Mersch, Britta www.deutschlandfunk.de, Campus & Karriere

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2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

Une lettre d'Amérique

Play Episode Listen Later Nov 5, 2024 2:16

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

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2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

Un air d'amérique

Play Episode Listen Later Nov 5, 2024 2:16

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

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2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

RTL Soir

Play Episode Listen Later Nov 5, 2024 2:16

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

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2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

France 2022 - RTL Matin

Play Episode Listen Later Nov 5, 2024 2:16

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

pr ils unis aussi comprendre leurs repr lire chambre congr gouverneurs rifs

2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

RTL Midi

Play Episode Listen Later Nov 5, 2024 2:16

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

pr ils unis aussi comprendre leurs repr lire chambre congr gouverneurs rifs

La fabuleuse épopée du Far West 4/5 : Les shérifs, les hors-la-loi et les durs à cuire

Les Nuits de France Culture

Play Episode Listen Later Nov 1, 2024 86:43

durée : 01:26:43 - Les Nuits de France Culture - par : Albane Penaranda - Le Far West est un monde violent, chaotique, dans lequel il faut bien mettre un peu d'ordre de temps en temps. C'est alors qu'intervient le shérif. En 1980, ce documentaire des "Nuits magnétiques" retrace cet univers où ceux qui font régner la loi sont aussi violents que les hors-la-loi. - réalisation : Virginie Mourthé - invités : Elise Marienstras Historienne, professeur émérite à l'Université Paris-Diderot.

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Layoffs and Job Market Impacts: Experience with RIFs Preferred with Real Job Talk (2/2)

Nerd Journey Podcast

Play Episode Listen Later Sep 3, 2024 30:12

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Berkshire's Record Cash Pile and Retirement Income Accounts

The Canadian Investor

Play Episode Listen Later Aug 19, 2024 50:09

In this episode, we start by talking about Berkshire Hathaway's record cash holdings which have now reached 277B. Simon then goes over the mechanics of RRIFs and LIFs, offering a detailed breakdown of how these retirement income funds work. He also shares learnings following the conversion of his parent's investments to RIFs and LIFs. We also revisit a Canadian small-cap company, MDA, which Braden had previously flagged as one to watch and why it's still on his radar. Finally, we'll discuss Bitcoin's recent volatility, examining how the unwinding of the Yen Carry Trade has impacted the market.. Tickers of Stocks & ETF discussed: GM, F, SPOT, DIS, BMW, VOW, PARA, WBD, RY.TO, TD.TO Check out our portfolio by going to Jointci.com Our Website Canadian Investor Podcast Network Twitter: @cdn_investing Simon's twitter: @Fiat_Iceberg Braden's twitter: @BradoCapital Dan's Twitter: @stocktrades_ca Want to learn more about Real Estate Investing? Check out the Canadian Real Estate Investor Podcast! Apple Podcast - The Canadian Real Estate Investor Spotify - The Canadian Real Estate Investor Web player - The Canadian Real Estate Investor Sign up for Finchat.io for free to get easy access to global stock coverage and powerful AI investing tools. Register for EQ Bank, the seamless digital banking experience with better rates and no nonsense.See omnystudio.com/listener for privacy information.

Helping Leaders Craft Their Legacy -- S12E11

Gallup Called to Coach

Play Episode Listen Later Jun 3, 2024 48:26

Discover how you can coach leaders and managers to lead with their legacy in mind. Join Gallup's Amatoga Jeremie and Jim Collison and help leaders purposefully craft a legacy that is in line with their strengths and values.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/645590/helping-leaders-craft-their-legacy.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Helping Leaders Craft Their Legacy -- S12E11

All Gallup Webcasts

Play Episode Listen Later Jun 3, 2024 48:26

Discover how you can coach leaders and managers to lead with their legacy in mind. Join Gallup's Amatoga Jeremie and Jim Collison and help leaders purposefully craft a legacy that is in line with their strengths and values.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/645590/helping-leaders-craft-their-legacy.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

321: Overcoming Setbacks and Obstacles in Your Career Path

The Exclusive Career Coach

Play Episode Listen Later May 22, 2024 22:50

Let me start today's episode by saying loud and clear: EVERYONE has setbacks and obstacles in their career. NO ONE has a perfectly linear journey, where they leave each job at the height of achievement, only to land in an even better job – no gaps in employment, no difficult bosses or coworkers, no layoffs or RIFs, no personal or family issues requiring extended time off work. For me, it started early. I completed my undergraduate degree in December and started working as the director of the Sims Baldwin Family Music Center right away. I trained in Tampa, then started working in Tallahassee. Only a few months later, the doctors gave my mom three weeks to live. I took leave of my new job to be at her side in St. Petersburg, during which time my boss gave my job to someone else without notifying me. After I buried my mom in June of that year, I returned to no job. Fortunately, one of the parents of my music students knew about an opening at a church in Tallahassee for a camp music director – which turned out to be one of the most fun jobs I've ever had. I got a public-school music teaching position that fall, which I held for three years. I left to get married and move for my husband's work. I ended up selling Amway makeup and hostessing at an airport hotel restaurant. Then there was my three years with the now defunct Eckerd Drug Company as an Area Training Coordinator – they realigned the district and I would have had to move to Macon, Georgia to keep my job. My husband and I looked into the possibilities for him, but ultimately decided to stay in Columbus, Georgia and I would look for another job. I could go on with a few more, but hopefully you can see that my career path has been anything but simple and straightforward. The question becomes: What do you do when the inevitable happens? I want to break this down into actions you can take, and the mindset you'll need to navigate. MindsetMindset is everything when you are dealing with a career setback or obstacle. Think of it this way: The thing that happens to you is just a thing that happens – it's neutral until you have a thought about it. Here's an example from clients I've worked with who have been laid off: With the exact same set of circumstances, one client will think: “This is terrible. I'll never get another job. I'm going to go broke and lose my home.” Another client will think: “I've been thinking about leaving for so long – I'm actually glad this happened. I have a severance package so I can take my time to find just the right position.” You can probably imagine the difference in how these two people would move forward from their job loss – and the results they would get. Here then are my recommendations for minding your mind during this period: #1 – Give yourself a day or two to grieve and process.Acknowledge the setback and reflect on what happened. Accept responsibility for any role you played in what happened and let go of that which was out of your control. Spend time thinking about what you can learn from this experience. #2 – Think about what you want next.If you have lost your job, give some serious thought to what you want your next move to be. Many people take a knee-jerk approach to this – jumping back into the job market without thinking about what they really want and need. This often leads to more of the same. Let's say the setback was a promotion you didn't get, or a project you weren't asked to lead. Is this a sign that the handwriting is on the wall at your current employer – do you need to start looking elsewhere? Or is this an opportunity for you to gain additional skills or experience so you'll be more competitive next time around? This is also an opportunity to reassess your goals – just make sure your work in this area is coming from a positive, forward-focused mindset, rather than a reactive, hurt mindset. #3 – Cultivate a strong positive belief in yourself and your future. You don't have to become a delusional hyper-optimist, but neither do you have to be Eeyore. Here are a couple of tools for this: -Focus on what you KNOW you do exceptionally well. This might mean directing your focus away from the huge mistake you just made to how good your sales numbers were last quarter – or focusing on your outstanding job performance rather than how you lost your job. -Be a realist. If you just lost your job, but have never lost a job before, tell yourself that truth. If you blew a presentation for the first time ever, tell yourself that truth. Don't turn this into an indictment on your entire career. -Ladder your thoughts. If you just had a terrible performance review, rather than telling yourself you're a terrible employee/person/human, tell yourself you can improve on the area your boss was most concerned about. Instead of “I'm really bad at managing my employees,” you might tell yourself “I can learn how to be a better manager.” Action StepsNext, let's talk about steps you can take to overcome the setback or obstacle you've just faced. Of course, this is very dependent on exactly what you've just been through, but here are some general steps: #1 – Stay persistent. This is not the time to wallflower it or phone it in – keep pushing forward in your career goals. If, after some self-assessment you've decided to revise your goals, then get busy achieving them. #2 – Stay adaptable. If circumstances at your work are in a state of constant change and turmoil, the ability to adapt is crucial for moving forward. The challenge is in knowing when it is time to cut bait – this is something only you can decide for yourself. #3 – Seek support.Lean on your mentor(s), significant others, and a career coach if possible. Keep in mind that continuing to talk about the problem will only further solidify the problem. Maintain a focus on finding solutions. Most importantly – don't isolate yourself at this time. You need to be around people who believe in you and will support you – and help you through. #4 – Up your self-care game. This is a time for you to take extra good care of yourself. If you are out of work, do you have the resources for a vacation – perhaps an extended one you've never had time for before? Is there a hobby you'd like to cultivate during this time? If the setback is of the smaller variety, let's say your boss just raked you over the coals for your performance on a recent project, can you schedule a day at the spa or a day hiking in the woods? What does restoration and renewal mean to you? DO IT. #5 – Decide what your story will be. You have a choice: You can be a victim in your story, or you can be the hero. Decide what you will tell people – including future employers. There could very well be a great behavioral interview answer in how you navigated this situation and what you learned from it. I love what one of my previous coaches used to say: “We're all delusional. We might as well be delusional in our own favor.” #6 – Celebrate progress. This is always important – and never more so than when there's been a setback. No matter how small, celebrate your wins – it will help boost your confidence and motivation. Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth. If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2

60. Asset Class w/Kristen and Jen: Jane Street, Risk Off, & RIFs

The Wall Street Skinny

Play Episode Listen Later Apr 19, 2024 18:30

In this week's episode we talk about the market's response to geopolitical risks, Jane Street's atypical transparency around Q1 earnings ahead of their bond issuance, and what to do if you get laid off from your Wall Street job. The Funds4Teachers event is happening the dates below:Locations/DatesAtlanta - Apr 25Boston - June 6Chicago - June 18New York - Sep 26To learn more about how to support this initiative and register click here: https://iconnections.io/funds4teachers/Follow us on Instagram and Tik Tok at @thewallstreetskinnyhttps://www.instagram.com/thewallstreetskinny/

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Exploring UK's Wealth Enclaves, Buy-to-Let Shift, Reserved Investor Fund, Housing Cost Struggles, and Property Tax Concerns

London Property - Home of Super Prime

Play Episode Listen Later Apr 15, 2024 7:29 Transcription Available

Chapter 1: Exploring Wealth Enclaves - Implications & TrendsIn this chapter, we delve into the implications of affluent individuals residing in wealthy enclaves. We begin by examining a study revealing that residents of a specific area in Notting Hill, London, pay more in capital gains tax than the combined populations of Liverpool, Manchester, and Newcastle. This sets the stage for a discussion on the broader trend of wealth concentration in certain cities and regions, where the very affluent are increasingly clustered. We explore the benefits, such as access to high-quality amenities and a sense of security, as well as concerns about distorted perceptions of wealth, lack of empathy, and diminished personal happiness due to constant comparisons with even wealthier neighbors. Ultimately, we advocate for a nuanced understanding of wealth and happiness, emphasizing the importance of broader social cohesion and empathy.Chapter 2: Buy-to-Let Market Shift: Landlords Selling UpIn this chapter, we analyze the shifting landscape of the UK's buy-to-let market, with research indicating that nearly one in three landlords plan to sell up in the next 12 months. We explore the reasons behind this trend, including the rise in the average loan value for buy-to-let property purchases and changes in borrowing patterns among different age groups. Additionally, we examine the decline in buy-to-let mortgage approvals and its impact on the market, along with insights into regional variations and the role of key players such as Lloyds in the mortgage industry.Chapter 3: Reserved Investor Fund (RIF) LegislationThis chapter focuses on the introduction of draft legislation for the Reserved Investor Fund (RIF), a new fund structure aimed at professional and institutional investors in the UK. We explore the objectives and eligibility conditions of the RIF, including its primary focus on holding UK real property and compliance with non-resident capital gains tax rules. We delve into the proposed tax treatment, procedural requirements, and potential Stamp Duty Land Tax (SDLT) seeding relief for RIFs investing in qualifying UK property. Additionally, we highlight the consultation process and the role of stakeholders in shaping the final legislation.Chapter 4: Housing Cost Struggles: Barclays' InsightsIn this chapter, we examine the challenges faced by homeowners and renters in meeting mortgage or rental payments, based on insights from Barclays. We analyze survey data indicating uncertainty among Londoners and wider concerns across the UK regarding housing costs. We explore strategies adopted by households to cope with escalating expenses, such as budgetary adjustments and income generation through renting out spare rooms. Additionally, we discuss the impact of rising housing expenses on consumer behavior, the stabilization of housing costs, and predictions for future trends in interest rates and consumer spending.Chapter 5: Property Tax Concerns & Real Estate Industry AppealsThis chapter discusses concerns raised by real estate groups regarding proposed changes to property taxation in England. We examine the implications of plans to abolish multiple dwelling relief on stamp duty, including potential impacts on investment in rental housing and construction projects. We analyze arguments presented by industry stakeholders, such as the British Property Federation and major real estate companies, urging the government to reconsider the decision. Additionally, we explore the Treasury's defense of its decision and ongoing engagement with the build-to-rent sector to address concerns raised by property groups.Maximize your property wealth with London Property. Turn challenges into opportunities. With expert knowledge and reach, we tackle the complexities and inefficiencies of the property market with you.

Non-Renewals, RIFS and Tenure Acquisition: New Rules and Best Practices for 2024

Education Law Insights

Play Episode Listen Later Apr 12, 2024 30:59

Join Franczek attorneys Amy Dickerson and James Petrungaro for a focused 30-minute discussion on preparing for spring teacher staffing issues. This discussion will cover tried and true best practices as well as new legislation affecting probationary teacher non-renewals, reductions in force and teacher tenure.

best practices acquisition new rules tenure renewals rifs

Corporate Layoffs: How to Spot Them + What to do..

Black Exposure Podcast

Play Episode Listen Later Jan 27, 2024 45:06

Right now, it seems that every employer is cutting costs, laying off employees, or trying to find ways to restrict compensation. As an employee, you need to keep a pulse on economic, environmental, and organizational change. In this episode, I share my favorite tips for spotting organization RIFs and share tips on what you should do before it happens to you.

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E163: Market rips, Media RIFs, Texas defies Biden, Fintech reckoning, ARkStorm 2.0 & more

All-In with Chamath, Jason, Sacks & Friedberg

Play Episode Listen Later Jan 26, 2024 93:48 Very Popular

(0:00) Bestie intros! (1:37) Markets rip on strong economic data (17:05) Media's broken business model, death spiral (35:47) Texas defies the Biden Admin on the Southern Border after SCOTUS votes in favor of the federal government (1:04:18) Ethics of publishing non-public financial data (1:13:07) Fintech's reckoning (1:26:27) ARkStorm 2.0 Follow the besties: https://twitter.com/chamath https://twitter.com/Jason https://twitter.com/DavidSacks https://twitter.com/friedberg Follow the pod: https://twitter.com/theallinpod https://linktr.ee/allinpodcast Intro Music Credit: https://rb.gy/tppkzl https://twitter.com/yung_spielburg Intro Video Credit: https://twitter.com/TheZachEffect Referenced in the show: https://www.cnbc.com/2024/01/25/gdp-q4-2023-the-us-economy-grew-at-a-3point3percent-pace-in-the-fourth-quarter.html https://www.barrons.com/livecoverage/stock-market-today-012524 https://abcnews.go.com/Business/dow-closes-above-38000-record-high/story?id=106576234 https://www.cnbc.com/2024/01/11/cpi-inflation-report-december-2023-consumer-prices-rose-0point3percent-in-december-higher-than-expected-pushing-the-annual-rate-to-3point4percent.html https://www.nytimes.com/2024/01/05/business/economy/jobs-report-december-2023.html https://finance.yahoo.com/news/gas-prices-national-average-hit-by-mid-winter-blahs-on-way-to-3gallon-165833984.html https://www.cnbc.com/2024/01/24/tesla-tsla-earnings-q4-2023.html https://www.federalreserve.gov/newsevents/pressreleases/monetary20240124a.htm https://www.bloomberg.com/news/articles/2024-01-23/china-mulls-stock-market-rescue-package-backed-by-278-billion https://twitter.com/paulkrugman/status/1750529905627128154 https://fiscaldata.treasury.gov/americas-finance-guide/national-debt https://twitter.com/RealEJAntoni/status/1750537238578930101 https://news.gallup.com/poll/266807/percentage-americans-owns-stock.aspx https://fred.stlouisfed.org/series/FEDFUNDS https://www.forbes.com/sites/bradadgate/2023/12/19/media-companies-have-slashed-over-20000-jobs-in-2023 https://twitter.com/maxwelltani/status/1750507633247678531 https://www.nytimes.com/2024/01/23/business/media/los-angeles-times-layoffs-newsroom.html https://www.nytimes.com/2023/11/01/business/media/conde-nast-business.html https://www.cnn.com/2024/01/23/business/conde-nast-staffers-walkout-layoffs/index.html https://www.latimes.com/entertainment-arts/business/story/2024-01-18/la-times-guild-calls-for-one-day-walkout-to-protest-looming-staff-cuts https://www.nytimes.com/2024/01/19/business/media/sports-illustrated-mass-layoffs.html https://www.npr.org/2024/01/18/1225446347/pitchfork-faces-layoffs-and-restructuring-under-conde-nast https://fortune.com/2023/11/30/yet-another-media-company-is-laying-off-workers-as-the-industrys-retrenchment-hits-vox-media-for-the-second-time-this-year https://variety.com/2023/digital/news/jezebel-shutting-down-go-media-layoffs-1235785877 https://www.npr.org/2023/05/15/1173260377/vice-media-bankruptcy https://twitter.com/BillAckman/status/1750537848447533207 https://trends.google.com/trends/explore?date=today%205-y&geo=US&q=wsj.com,Businessinsider.com,twitter.com,nyt.com&hl=en https://www.latimes.com/california/story/2021-08-20/recall-candidate-larry-elder-is-a-threat-to-black-californians https://www.cbp.gov/newsroom/stats/nationwide-encounters https://www.wsj.com/us-news/illegal-immigration-record-border-6db29cad https://www.cbsnews.com/news/migrant-crossings-u-s-southern-border-record-monthly-high-december https://www.scotusblog.com/2024/01/court-allows-border-patrol-to-cut-texas-razor-wire-along-rio-grande https://www.texastribune.org/2024/01/22/texas-border-supreme-court-immigration https://gov.texas.gov/uploads/files/press/Border_Statement_1.24.2024.pdf https://nypost.com/2023/08/19/biden-sells-border-wall-parts-to-thwart-gop-push-to-use-them https://www.nytimes.com/2023/09/07/nyregion/adams-migrants-destroy-nyc.html https://www.cbsnews.com/news/cbs-news-opinion-poll-americans-border-crisis https://www.foxbusiness.com/politics/california-offer-illegal-immigrants-free-healthcare-deficit-soars-population-shrinks https://einvestingforbeginners.com/average-gross-profit-margin-by-industry https://twitter.com/TexasLindsay_/status/1750427983448256552 https://twitter.com/WhidbeyWXGuy/status/1750006365790282175 https://twitter.com/US_Stormwatch/status/1749669643634233384 https://twitter.com/Weather_West/status/1750619800840110131

texas business media joe biden market ethics markets fintech business insider scotus reckoning besties rips southern border biden admin rifs

EP 84: Dev Ittycheria's Leadership Lessons From Scaling MongoDB to $25B

Three Cartoon Avatars

Play Episode Listen Later Oct 20, 2023 67:07

(0:00) Intro(0:38) Taking the CEO job at MongoDB(2:34) First things Dev changed at MongoDB(5:53) When unicorns were actually rare(7:50) Overcoming Monetization Challenges of Open Source(9:54) MongoDB Atlas and the license change?(19:18) What is the job of the CEO?(22:49) Vulnerability is a strength(27:03) The power of self-awareness as a Leader(29:37) Building an A+ culture(32:43) Holding people accountable(35:04) Keeping feedback loops tight(36:22) How hybrid work helps MongoDB thrive(38:09) RIFs(40:20) 3 steps for holding people accountable(42:03) Why you should always be recruiting(43:55) Dev's unique recruiting tactics(45:56) Favorite interview questions(46:53) Hiring internally vs externally(50:53) Finding passion for sales(52:58) The perfect job doesn't exist(55:00) Running BladeLogic(57:18) Ben Horowitz, Mark Andreessen, and John McMahon(1:02:36) How does AI compare to past tech trends?(1:05:47) Conventional Silicon Valley wisdom Dev disagrees with Mixed and edited: Justin HrabovskyProduced: Rashad AssirExecutive Producer: Josh MachizMusic: Griff Lawson

129 - The Year of Productivity: Andrew Bartlow (People Leader Accelerator)

The Modern People Leader

Play Episode Listen Later Sep 11, 2023 65:09

Andrew Bartlow, Co-Founder of the People Leader Accelerator, joined us on The Modern People Leader. We talked about why this is the year of productivity, the data you should be looking at when making decisions on remote vs. in-office, and getting brilliant at the basics of HR. ---- (1:56) Good news stories (6:15) Andrew went to school for HR (13:02) Being a Head of HR at age 23 (14:30) People Leader Accelerator (21:38) How challenging the work of the people leader is (25:30) Layoffs and RIFs (29:09) This is the year of productivity (32:00) Data points you should be looking at when thinking about hybrid, in office, or remote (37:10) Remote productivity (43:56) What's expected of a people leader today that wasn't a few years ago (46:00) There's a risk of chasing the shiny new things and not being brilliant at the basics in HR first (49:06) Getting brilliant at the basics (51:12) Getting clarity on what's important (53:46) Most CEOs don't know what a good CPO looks like (57:35) Rapid fire questions ----

head co founders data leader productivity remote rapid layoffs accelerator cpo rifs andrew bartlow people leader accelerator

TTP #280 : Les Cowboys comme nouveaux shérifs de la Big 12 ? La Preview d'Oklahoma State !

The Trick Play Podcast

Play Episode Listen Later Sep 1, 2023 30:27

Avec un effectif grandement renouvelé Oklahoma State arrivera-t-il à retrouver les sommets de la conférence ?

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20VC: NEW FORMAT: Mega Funds Will Come Back, Why Markups Have Corrupted VC, Why RIFs Should Always Be An Embarrassment To SaaS Founders and Why Pitching is BS and Fake with Jason Lemkin and Rick Zullo

The Twenty Minute VC: Venture Capital | Startup Funding | The Pitch

Play Episode Listen Later Aug 23, 2023 54:00

Jason Lemkin is the Founder @ SaaStr one of the best-performing early-stage venture funds focused on SaaS. In the past, Jason has led investments in Algolia, Pipedrive, Salesloft, TalkDesk, and RevenueCat to name a few. Prior to SaaStr, Jason was an entrepreneur, selling EchoSign to Adobe for $100M where it is now a $250M ARR product. Rick Zullo is the Co-Founder and General Partner at Equal Ventures. Prior to co-founding Equal Ventures, Rick was an investor at Lightbank, Prior to Lightbank, Rick worked with investment firms Foundation Capital, Bowery Capital, and Lightview Capital. In Today's Episode We Discuss: 1. Why Venture Capital Needs It's Jerry Maguire Moment: Why does Rick believe that VC needs it's "Jerry Maguire" moment? What needs to change? What needs to stay the same? Why does Jason believe we will see even more mega funds in 2024 and 2025? 2. Unicorns are So 2019: Why does Jason believe that "unicorn investing is mostly dead for bigger funds and none of them are looking for a $1BN outcome anymore?" Why does Rick believe that multi-stage fund investing at seed simply does not make sense? What does Rick believe many founders need to know when they take multi-stage money at seed? Of the over 1,000 unicorns created over the last few years, how many of them do Rick and Jason feel are actually unicorns today? 3. Efficiency and Growth: We Need it All: Why does Jason believe, as a founder you should be embarrassed if you ever had a RIF (reduction in force)? Last year many founders got a pass on growth as they were more efficient. Is that pass over? Do they need to get back to growth? What is the single biggest reason that companies do not scale from seed to Series A? What happens to the many companies with years of runway but no product-market-fit? Are we entering a new age of efficient company building or will we go back to high burn environments and excessive spending? 4. Entering the World of LPs: If Jason and Rick were to advise LPs today on how much to discount the value of their venture books, what advice would they give? How have markups completely corrupted the venture ecosystem? How does LPs being incentivized by paper-marks make the industry even more screwed? What are the single biggest misalignments between GP and LP?

world co founders fake comeback mega entering unicorns saas vc efficiency gp lp adobe funds pitching 100m embarrassment in today general partners lps jerry maguire new format corrupted rif pipedrive salesloft algolia 1bn saastr talkdesk jason lemkin foundation capital saas founders rifs lightbank echosign rick zullo bowery capital equal ventures

Market dynamics, RIFs, and AI's role in law with Becki DeGraw | Wilson Sonsini Startup Legal Basics

This Week in Startups

Play Episode Listen Later Jul 27, 2023 30:49

Today's show: Wilson Sonsini Partner Becki DeGraw joins Jason on the latest edition of Startup Legal Basics! In this episode, they discuss the contrast between late-stage and seed-stage investing(2:52), repricing stock options(5:48), the adoption of AI legal industry(23:29), and much more! * Time stamps: (00:00) Wilson Sonsini Partner Becki DeGraw joins Jason (1:19) The increase in tech layoffs and AI startups (2:52) Late-stage vs. early-stage investing and the seed-stage value chart (5:48) Repricing stock options when underwater (14:05) Disclosing revenue, burn rate, and growth rate (18:08) RIFs and knowing your employees (20:57) The long-term effects of remote work (23:29) The use of AI and chatbots in law * Check out Wilson Sonsini: https://www.wsgr.com * Read LAUNCH Fund 4 Deal Memo: https://www.launch.co/four Apply for Funding: https://www.launch.co/apply Buy ANGEL: https://www.angelthebook.com Great recent interviews: Steve Huffman, Brian Chesky, Aaron Levie, Sophia Amoruso, Reid Hoffman, Frank Slootman, Billy McFarland, PrayingForExits, Jenny Lefcourt Check out Jason's suite of newsletters: https://substack.com/@calacanis * Follow Jason: Twitter: https://twitter.com/jason Instagram: https://www.instagram.com/jason LinkedIn: https://www.linkedin.com/in/jasoncalacanis * Follow TWiST: Substack: https://twistartups.substack.com Twitter: https://twitter.com/TWiStartups YouTube: https://www.youtube.com/thisweekin * Subscribe to the Founder University Podcast: https://www.founder.university/podcast

MongoDB CEO Dev Ittycheria on great leadership, building winning teams, and more | E1783

This Week in Startups

Play Episode Listen Later Jul 25, 2023 58:52

This Week in Startups is brought to you by… OpenPhone. Create business phone numbers for you and your team that work through an app on your smartphone or desktop. TWiST listeners can get an extra 20% off any plan for your first 6 months at openphone.com/twist Embroker. The Embroker Startup Insurance Program helps startups secure the most important types of insurance at a lower cost and with less hassle. Save up to 20% off of traditional insurance today at Embroker.com/twist. While you're there, get an extra 10% off using offer code TWIST. Roots is a real estate investment platform for all investors. There are no entry fees, and you can start with as little as $100. Head to investwithroots.com/TWIST to sign up and start investing today! * Today's show: MongoDB CEO Dev Ittycheria joins Jason to discuss recent tech trends (10:58), the move towards remote work (17:58), his strategy for building winning teams (37:17), and much more! * Time stamps: (00:00) MongoDB CEO Dev Ittycheria joins Jason (2:32) Dev's background and how MongoDB operates (9:28) OpenPhone - Get 20% off your first six months at https://openphone.com/twist (10:58) The last 9 months in tech and the pace of AI (13:57) RIFs and staffing a modern-day tech company (17:58) Remote, Hybrid, or back to the office (22:25) Embroker - Use code TWIST to get an extra 10% off insurance at https://Embroker.com/twist (25:33) Hiring and inspiring the next generation (28:47) The trust but verify operating philosophy (31:32) Entitlement in the tech industry (35:52) Roots - Head to investwithroots.com/TWIST to sign up and start investing today! (37:17) Great leadership and managing a team (41:14) Bad management and the feedback cycle (53:30) Recruiting talent in the U.S. * Check out MongoDB: https://www.mongodb.com Follow Dev: https://twitter.com/dittycheria * Read LAUNCH Fund 4 Deal Memo: https://www.launch.co/four Apply for Funding: https://www.launch.co/apply Buy ANGEL: https://www.angelthebook.com Great recent interviews: Steve Huffman, Brian Chesky, Aaron Levie, Sophia Amoruso, Reid Hoffman, Frank Slootman, Billy McFarland, PrayingForExits, Jenny Lefcourt Check out Jason's suite of newsletters: https://substack.com/@calacanis * Follow Jason: Twitter: https://twitter.com/jason Instagram: https://www.instagram.com/jason LinkedIn: https://www.linkedin.com/in/jasoncalacanis * Follow TWiST: Substack: https://twistartups.substack.com Twitter: https://twitter.com/TWiStartups YouTube: https://www.youtube.com/thisweekin * Subscribe to the Founder University Podcast: https://www.founder.university/podcast

Manufacturing Success, Episode #8, Part 3: Rightsizing the Manufacturing Workforce, the Right Way

Fisher Phillips News

Play Episode Listen Later Jul 12, 2023 16:37

Much has been written about an historically low unemployment rate, and the related challenges that manufacturing employers face in trying to fill a significant backlog of job openings. Despite this glut of available jobs, the need to implement reductions in force (RIFs) does present itself more often than might be expected, for a wide range of business reasons that are disconnected from unemployment figures. And like other aspects of employment law, there are associated rules and best practices that can go a long way to reducing, or even eliminating, the risk of legal missteps on the part of management. Manufacturing employers should take care to become familiar with these rules and best practices, to minimize the threat of business disruption that often accompanies RIFs. In this three-part episode of Manufacturing Success, host Mike Carrouth is joined by Fisher Phillips attorneys J. Hagood Tighe, David Kresser, and Terri Stewart for discussions around the three core elements of a successful RIF; layoff planning, notice requirements, and severance agreements. For more information about RIFs, please refer to: An Employer's 7-Step RIF and Layoff Blueprint for 2023 RIF/WARN Toolkit

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Manufacturing Success, Episode #8, Part 2: Rightsizing the Manufacturing Workforce, the Right Way

Fisher Phillips News

Play Episode Listen Later Jul 6, 2023 24:43

Much has been written about an historically low unemployment rate, and the related challenges that manufacturing employers face in trying to fill a significant backlog of job openings. Despite this glut of available jobs, the need to implement reductions in force (RIFs) does present itself more often than might be expected, for a wide range of business reasons that are disconnected from unemployment figures. And like other aspects of employment law, there are associated rules and best practices that can go a long way to reducing, or even eliminating, the risk of legal missteps on the part of management. Manufacturing employers should take care to become familiar with these rules and best practices, to minimize the threat of business disruption that often accompanies RIFs. In this three-part episode of Manufacturing Success, host Mike Carrouth is joined by Fisher Phillips attorneys J. Hagood Tighe, David Kresser, and Terri Stewart for discussions around the three core elements of a successful RIF; layoff planning, notice requirements, and severance agreements. For more information about RIFs, please refer to: An Employer's 7-Step RIF and Layoff Blueprint for 2023 RIF/WARN Toolkit

success employers workforce right way manufacturing rif rightsizing fisher phillips rifs

Manufacturing Success, Episode #8, Part 1: Rightsizing the Manufacturing Workforce, the Right Way

Fisher Phillips News

Play Episode Listen Later Jun 29, 2023 14:27

Much has been written about an historically low unemployment rate, and the related challenges that manufacturing employers face in trying to fill a significant backlog of job openings. Despite this glut of available jobs, the need to implement reductions in force (RIFs) does present itself more often than might be expected, for a wide range of business reasons that are disconnected from unemployment figures. And like other aspects of employment law, there are associated rules and best practices that can go a long way to reducing, or even eliminating, the risk of legal missteps on the part of management. Manufacturing employers should take care to become familiar with these rules and best practices, to minimize the threat of business disruption that often accompanies RIFs. In this three-part episode of Manufacturing Success, host Mike Carrouth is joined by Fisher Phillips attorneys J. Hagood Tighe, David Kresser, and Terri Stewart for discussions around the three core elements of a successful RIF; layoff planning, notice requirements, and severance agreements. For more information about RIFs, please refer to: An Employer's 7-Step RIF and Layoff Blueprint for 2023 RIF/WARN Toolkit

success employers workforce right way manufacturing rif rightsizing fisher phillips rifs

E2: Austen Allred on BloomTech's Saga and Transformation: Lawsuits, RIFs, and Founder Rabbitholes

Play Episode Listen Later Jun 28, 2023 61:16

Austen is the CEO and founder of BloomTech, an education platform famous for pioneering income sharing agreements instead of charging tuition. His company has forever altered thousands of students' lives for the better, but having a huge positive impact doesn't make actually running and growing a company easy. Host Jesse Genet and co-host Erik Torenberg talk to Austen about navigating legal and regulatory minefields, shifting internal culture amidst layoffs, and mental models for resilience. RECOMMENDED PODCAST: The HR industry is at a crossroads. What will it take to construct the next generation of incredible businesses – and where can people leaders have the most business impact? Hosts Nolan Church and Kelli Dragovich have been through it all, the highs and the lows – IPOs, layoffs, executive turnover, board meetings, culture changes, and more. With a lineup of industry vets and experts, Nolan and Kelli break down the nitty-gritty details, trade offs, and dynamics of constructing high performing companies. Through unfiltered conversations that can only happen between seasoned practitioners, Kelli and Nolan dive deep into the kind of leadership-level strategy that often happens behind closed doors. Check out the first episode with the architect of Netflix's culture deck Patty McCord. https://link.chtbl.com/hrheretics TIMESTAMPS: (00:00) Introducing Austen Allred, CEO of BloomTech (02:48) Setting the scene for BloomTech's pivotal moments (07:42) Sponsor: Pesto.tech (08:21) Layoffs and aftermath (11:08) Resetting internal culture (13:18) Making decisions amidst ambiguity (16:20) Lawsuit, regulations, and company name change (28:28) Compartmentalizing as a CEO (33:20) Mental models for “running into the darkness” (40:27) Companies that execute their PR really well (46:30) Hiring with a selection filter (54:34) Hard Choices Officer TWITTER: @jessegenet (Jesse) @eriktorenberg (Erik) @austen (Austen) @InTheArena_pod SPONSOR: Head to Pesto.tech if you want to hire remote developers today

270: The Signs Your Company is Likely to Do a Reduction in Force (RIF) - and How to Be Prepared

The Exclusive Career Coach

Play Episode Listen Later Apr 26, 2023 15:57

I talked in episode #268 about leading through a reduction in force – today I want to talk about the signs that your company might be about to do a RIF – and how to be prepared. Here's the link to episode #268: http://exclusivecareercoaching.com/posts/2023-04-12-268-leading-through-a-reduction-in-force-rif Let's talk about the preparation piece first. I've talked on this podcast numerous times about ARFO – Always Ready For Opportunity. If you take that approach, your resume, LinkedIn profile, qualifications, and job search plan are always up to date and ready to go at a moment's notice. If you haven't updated your resume or LI profile lately, that should be a first step. Are there any credentials or qualifications you need to get or renew, or training you need to make you more competitive? Get that training. The thing I most hate to see is when clients are either not seeing the handwriting on the wall – or are blissfully choosing to ignore it. You don't want to be caught flat-footed when the pink slips start coming – nor do you want to be at the back of the line for available opportunities at other companies in your industry and field. Whether you see RIFs on the horizon or not, updating your marketing materials, ensuring your credentials and education are competitive, and having a job search strategy in place is always a good idea, because you just never know. Another aspect of ARFO is keeping your network current and active. The best practice is to spend a small amount of time on a regular basis maintaining your network. If you haven't done that, you'll need to allot a larger amount of time to revitalize your networking efforts. What are the signs your company may be planning a significant reduction in force? 1. Key projects and assignments going to someone else. 2. Nonessential perks start being cut. 3. New products, initiatives, or expansions are being put on the back burner. 4. The budget is under a microscope, such as heightened scrutiny on expense reimbursements, additional procedures for purchase approvals, or targeted or across-the-board budget cuts. 5. There's a merger or acquisition – creating duplicate positions. 6. You're being kept out of the loop and in the dark. 7. Executives seem more stressed out than usual, and communication dries up. These are indicators that you need to start looking elsewhere immediately: 1. Your company is bleeding money – missing revenue targets for successive quarters. 2. The essential budgets are being cut to the bone, like sales & marketing. 3. There is a hiring freeze. 4. There is a mass exodus, often without any notice, from the c-suite and other key executives. Especially when the exodus includes top performers. 5. There's talk of restructuring the company. 6. There has already been at least one round of layoffs. 7. Your boss or HR is suddenly interested in the specifics of your job duties – perhaps even asking you to write them down. 8. You're getting locked out of files or not included in emails. Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth. If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2

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Status Go: Ep. 205 – Navigating the Aftermath of a Layoff

Status Go

Play Episode Listen Later Apr 24, 2023 40:13

Karin Hurt, CEO of Let's Grow Leaders, shares insights on how leaders can help their teams cope with changes resulting from RIFs and layoffs. The post Status Go: Ep. 205 – Navigating the Aftermath of a Layoff appeared first on InterVision Systems.

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The Birth of the Internet, Secret PIPs, RIFs, Garter Magic Quadrants and More in a Freewheeling Conversation with Malcolm Hawker

That Tech Pod

Play Episode Listen Later Apr 18, 2023 44:09

In today's episode, Laura and Kevin cover the birth of the Internet, Secret PIPs, RIFs, Garter Magic Quadrants and More in a Freewheeling Conversation with Malcolm Hawker. We even get into the heyday of the Washington Wizards and the craziness of Florida.Malcolm Hawker, the Head of Data Strategy of Profisee, is a thought leader in the field of Master Data Management (MDM) and Data Governance. He is a frequent public speaker on data and analytics best practices. As the Head of Data Strategy for Profisee, his mission is to raise the awareness of the value of MDM and Data Governance to senior leaders at companies across the globe. MDM and Data Governance remain a significant challenge to most companies, but through the application of practical and outcome-driven data management best practices, his goal is to empower companies with the confidence and knowledge needed to become truly data-driven.

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The Great Divide Between Corp Comms & Marketing with Grace Williams

SaaS Half Full

Play Episode Listen Later Apr 5, 2023 27:24

Gone are the days of internal-only communication. Every internal message is now at the risk of being shared externally, creating more pressure to skilfully craft statements surrounding economic, societal, or company impact events (RIFs, outage, data breach, etc.). As a result, the role of Corporate Communications has never been more in demand and vital to a company's long-term reputation. So, why does the function still report to marketing, a department typically focused on short-term tactics for direct ROI? In this episode, Grace Williams, SVP of BLASTmedia, shares her opinion and makes the case for Chief Communications Officers and other high-level corp comm leaders reporting directly to the CEO. Connect with Grace: https://www.linkedin.com/in/gracecoylewilliams/ Connect with Lindsey: https://www.linkedin.com/in/lindseygroepper/ Learn more about BLASTmedia: https://www.blastmedia.com/

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169 - Layoffs/RIFs – A Discussion on Strategies for Immigration Compliance

Littler Labor & Employment Podcast

Play Episode Listen Later Feb 7, 2023 20:48

An increasing number of employers, especially those in the tech industry, are conducting layoffs or reductions in force. What happens to foreign workers in these situations, whose work visas are often tied to their jobs? What options are available to foreign nationals who are in the process of obtaining permanent residency or are seeking to retain employment so as not to jeopardize their visa status? What notification requirements do employers have in these situations? In this podcast, Senior Counsel Tasneem Zaman and Associate Elizabeth Whiting with Littler's Immigration and Global Mobility Practice Group, answer these and other questions that arise when downsizing impacts an employer's immigration law obligations.

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Office Hours: Recessionary Signals, Investing Advice, And Dealing With a Toxic Work Environment

The Prof G Show with Scott Galloway

Play Episode Listen Later Feb 1, 2023 18:23

Scott discusses what the increasing layoffs and reductions in force (RIFs) actually mean for our economy. He then gives insight on how to build economic stability through your investments, and ends with advice to a young professional dealing with a toxic work environment. Music: https://www.davidcuttermusic.com / @dcuttermusic Learn more about your ad choices. Visit podcastchoices.com/adchoices

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Staying Resilient and Managing Through RiFs with Esther Lee

Trending In Education

Play Episode Listen Later Jan 13, 2023 23:28

Esther Lee has over 14 years of experience in learning, culture building, DEIB, and leadership development across different industries. She returns to the podcast to join host Mike Palmer to share her wisdom around how to navigate layoffs in the current market on both sides of the impact. You can check out her recent LinkedIn article to get more from her on this topic. We learn how Esther is telling her story while building community and relying on her network to get through the challenges of reductions in force. She's taken great risks throughout her career to impact different types of companies from matrixed organizations to hyper-growth global startups, which have led to multiple layoffs and RIFs. We appreciate her courage to put herself out there as someone who is managing through all of this and emerging stronger in the process. Subscribe to Trending in Education wherever you get your podcasts. Visit us at TrendinginEd.com for more sharp takes on learning and the future of work.

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Foreign National Workers and RIFs: Do Layoffs Affect the Status of Foreign Talent?

Ogletree Deakins Podcasts

Play Episode Listen Later Jan 10, 2023 10:39

In this podcast, Katie Desmond and Katherine MacIlwaine, members of Ogletree Deakins' Immigration Practice Group, review the challenges that employers and employees face when a reduction in force (RIF) or layoff affects the employment of foreign nationals. The speakers review the varying considerations to keep in mind for workers with non-immigrant work visas, those who are in the green card process, and students with F-1 status. Katherine and Katie also provide information regarding grace periods, review the options that may be available for those in the green card process, and discuss other key topics regarding workforce reductions.

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Keith Rabois on 2023 macro outlook, startup valuations, founder advice, ChatGPT vs Google | E1650

This Week in Startups

Play Episode Listen Later Jan 4, 2023 69:11

Multiple time guest and friend of the pod Keith Rabois is back! Jason and Keith talk 2023 macro outlook (1:00), big tech's impact on startups (10:01), advice for founders (18:24), Meta's risky VR bet (27:22), ChatGPT vs Google (39:05), and more! (0:00) Jason intros today's guest: Keith Rabois! (1:00) Keith's 2023 macro outlook and thoughts on startup valuations (8:54) Vanta - Get $1000 off your SOC 2 at https://vanta.com/twist (10:01) What are big tech hiring freezes and RIFs doing to the startup market? Entitlement era coming to an end (18:24) Advice for different archetypes of founders (25:50) Acquire.com - Sign up for FREE at https://try.acquire.com/twist (27:22) Importance of founder authority, Tim Cook taking over for Steve Jobs at Apple, Meta's risky VR bet (37:34) Apply for the LAUNCH Accelerator: https://launchaccelerator.co (39:05) Keith's thoughts on ChatGPT, a new approach to search, and Microsoft taking on Google (53:37) What types of founders is Keith looking to invest in right now? (59:25) OpenDoor thoughts + a little politics FOLLOW Keith: https://twitter.com/rabois FOLLOW Jason: https://linktr.ee/calacanis FOLLOW Molly: https://twitter.com/mollywood

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Laurie Tennant, Principal, People Advisory at Norwest Venture Partners - Navigating Hard Conversations and RIFs

AllVoices, Reimagining Company Culture

Play Episode Listen Later Aug 16, 2022 20:58

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges. AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission. In this episode of Reimagining Company Culture, we're chatting with Laurie Tennant, Principal, People Advisory at Norwest Venture Partners. Laurie has more than 20 years of experience in various human resources leadership roles in both start-up and large company environments.Tune in to learn Laurie's thoughts on leading with empathy during a reduction in force, creating space for employees post RIF, what not to do during a RIF, and more!About AllVoices In today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.

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Where Have All the Deals Gone?

Puck Presents: The Powers That Be

Play Episode Listen Later Jun 28, 2022 21:24 Very Popular

Bill Cohan joins Peter to unveil Wall Street's latest anxiety—reduced deal flow (at least compared to the high water mark of ‘21), which means reduced bonuses and even RIFs (banker jargon for layoffs). What does the future hold? And then Eriq Gardner drops by to explicate the nightmare that the Roe reversal has created for big business. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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Episode 1038: IDR #125 : MENSONGES

Rectangle's Podcast

Play Episode Listen Later Jun 6, 2022 122:14

Pour cet épisode, l'équipe d'Inspecteurs des Rifs s'intéresse aux mensonges...La Playlist : ROLLINS BAND: LiarTHE CASTAWAYS: Liar, LiarBILLIE HOLIDAY: it's A Sin To Tell A LieMILES DAVIS: PINOCCHIOTHE LYRES: She's Got Eyes (That tell Lies)ADRIANO CELENTANO: Don't Play That Song For Me (You Lied)VIJAY IYER: FalsehoodZAÏKO LANGA LANGA : C'est La VéritéCHARLES MANSON: Close To Me/Look At Your GameALAIN BASHUNG : La Nuit Je MensKERMIT & MISS MOUSY: How Could You Believe Me When I Said I Loved You When You Know I've Been A Liar All My LifeAKA MOON: Aka TruthVANISHING TWIN: Truth Is BoringTHE JAM: Time For truthEDDIE CONDON: you Can't Cheat A CheaterJAMES BROWN: Don'T Tell A Lie About Me And I Won't Tell The Truth On YouMOTÖRHEAD: Dead Men Tell No TalesMICHEL POLNAREFF :B.O.F/ La Folie Des GrandeursLEE MORGAN: The SpeedballLA SONORA SANTANERA: Bonita Y MentirosaTHURSTON MOORE: Blood Never LiesNINE INCH NAILS: Terrible Lies

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Episode 1038: IDR #125 : MENSONGES

Rectangle's Podcast

Play Episode Listen Later Jun 6, 2022 122:14

Pour cet épisode, l'équipe d'Inspecteurs des Rifs s'intéresse aux mensonges...La Playlist : ROLLINS BAND: LiarTHE CASTAWAYS: Liar, LiarBILLIE HOLIDAY: it's A Sin To Tell A LieMILES DAVIS: PINOCCHIOTHE LYRES: She's Got Eyes (That tell Lies)ADRIANO CELENTANO: Don't Play That Song For Me (You Lied)VIJAY IYER: FalsehoodZAÏKO LANGA LANGA : C'est La VéritéCHARLES MANSON: Close To Me/Look At Your GameALAIN BASHUNG : La Nuit Je MensKERMIT & MISS MOUSY: How Could You Believe Me When I Said I Loved You When You Know I've Been A Liar All My LifeAKA MOON: Aka TruthVANISHING TWIN: Truth Is BoringTHE JAM: Time For truthEDDIE CONDON: you Can't Cheat A CheaterJAMES BROWN: Don'T Tell A Lie About Me And I Won't Tell The Truth On YouMOTÖRHEAD: Dead Men Tell No TalesMICHEL POLNAREFF :B.O.F/ La Folie Des GrandeursLEE MORGAN: The SpeedballLA SONORA SANTANERA: Bonita Y MentirosaTHURSTON MOORE: Blood Never LiesNINE INCH NAILS: Terrible Lies

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010 - Always Know Your Exit

People Problems

Play Episode Listen Later Aug 24, 2021 43:15

We made it to double digits and it's a special Tyson & Alexa episode all about... firing. We'll discuss terminations, RIFs, exits, layoffs, and all the jargon as well as best practices, real stories and hard truths. Tyson tells the story of her best firing, when 'mums the word' and a few rules to fire by... This one's a little spicy kids! Support our sponsors! People Problems is brought to you by: PERKSCon - The Employee Experience Expo - listeners receive 20% off all 2021 event tickets with code 'PPLProblems' at checkout: https://perkscon.com/events/ The People Ops Society - Your tribe of People peers awaits, join POPS today for a library of resources/templates and playbooks, free courses and educational skill workshops, peer brainstorms and more. Listeners receive 20% off with code 'PPLProblems20' for your first 2 years of membership! https://www.peopleopssociety.com/join-pops Showcase™ - The first and only Employer Experience Platform - like the Hubspot for employer communications and events, let Showcase™ increase your engagement and utilization with personalized employee touchpoints across your experience. Book a demo today for 20% your subscription or a free mobile-app upgrade: https://perksshowcase.com/

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107-WGAN-TV | CupixWorks 2.0 versus Matterport for Construction Professionals (AEC)

WGAN-TV Podcast

Play Episode Listen Later Jun 21, 2021 81:19

WGAN-TV Podcast: CupixWorks 2.0 versus Matterport for Construction Professionals (AEC) Hi All, WGAN-TV CupixWorks 2.0 versus Matterport for Construction Professionals (above) with Cupix Product Manager Gannon Wilder (@Gannon_Cupix) that aired Thursday, 17 June 2021. This WGAN-TV show is for: 1. Architects 2. Engineers 3. General Contractors (large projects) 4. Building Owners 5. Virtual Design and Construction (VDC) teams 6. BIM teams 7. Construction Professionals This WGAN-TV Podcast discusses how CupixWorks 2.0 compares to Matterport for: 1. Reducing Site Visits 2. Reduce Reworks 3. Track Progress 4. Prevent Disputes Cupix Product Manager Gannon Wilder @Gannon_Cupix) also discusses CupixWorks 2.0 integrations, including: 1. Procore Integration 2. BIM 360 3. PlanGrid Integration If you researching Matterport and potential competitors in the AEC space, this WGAN-TV Podcast is for you! I asked Gannon to show and tell us about the CupixWorks 2.0 3D tour viewing experience (compared to Matterport) and how CupixWorks compares to Matterport for: 1. creating as-builts (including exporting to CAD) 2. Side-by-Side: weekly construction documentation 3. Side-by-Side: construction documentation versus BIM model 4. large spaces 5. collaboration (including real-time) 6. site view examples 6. reducing rework 7. dispute resolution among project stakeholders 8. annotation 9. issue tracking 10. field reports 11. building's lifecycle: design, field Operations and handover 12. tight spaces, crowded spaces and dark areas 13. Side-by-Side: Aerial 360 within a Cupix 3D Tour? 14. Side-by-Side: comparison on aerial 360 to BIM? 15. BIM overlay (example) BCF (BIM Collaboration Format) | IFC (Issued for Construction) 16. BIM and point cloud deviation analysis (coming soon) 17. AutoDesk Construction Cloud Integration | AutoDesk Build | AutoDesk Take Off | AutoDesk BIM Collaborate 18. Procore Integration 19. PlanGrid Integration 20. How are RIFs handled? (Requests for Information) 21. 3D measurement 22. 3D annotations 23. CupixWorks Getting Started Hardware Kits 24. LiDAR support I also asked about: 1. shooting (including time to capture; outdoors and which cameras) [single Shot, Multi-Shot, Video] 2. processing 3. hosting 4. viewing 5. backup/storage 6. pricing 7. 3rd party integrations Among my questions: I am the general contractor for a 25-story, 500,000 SQ FT office building renovation. I am considering CupixWorks and Matterport to shoot weekly construction documentation (as-built digital twin). 1. How long does it take to scan this building weekly for CupixWorks? (how)? 2. Using CupixWorks, how does our team compare: BIM to actual weekly construction documentation? 3. Using CupixWorks, how does our team compare: week-to-week construction documentation? Thanks to Gannon Wilder (@Gannon_Cupix) for being on the WGAN-TV Podcast. I hope to have Gannon back to give us a tour of the Cupix backend content management system. Best, Dan Cupix Links ✓ Cupix Website ✓ CupixWorks 2.0 Landing Page ✓ Cupix LinkedIn Profile ✓ Cupix Facebook Page

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Special Edition - Law & Candor Live: Putting 2020 in the Rearview and Looking Ahead to 2021

Law and Candor

Play Episode Listen Later Dec 9, 2020 41:35

This episode is a recording of the Law & Candor Live eDiscovery Day webinar. In this episode, co-hosts Bill Mariano and Rob Hellewell kick things off by discussing the first-ever AI Santa Claus in the midst of COVID-19.The co-hosts then bring on Zach Warren of Legaltech News, Ryan O'Leary of IDC and Chris Dahl of Lighthouse to answer to following questions:What are the top trends of 2020?How do you overcome common challenges of key trends in 2020?With these trends in mind, how do you prepare for 2021?Will the pandemic have lasting effects on the ediscovery space?Will this permanently affect how data collections are done?How to prepare for RIFs?Subscribe to the show here, rate us on Apple and Stitcher, connect with us on Twitter, and discover more about our speakers and the show here.Related LinksBlog Post: Trends Analysis: New Sources of Evidentiary Data in Employment DisputesBlog Post: Legal Tech Trends to WatchVideo: Law & Candor Live: Putting 2020 in the Rearview and Looking Ahead to 2021About Law & CandorLaw & Candor is a podcast wholly devoted to pursuing the legal technology revolution. Co-hosts Bill Mariano and Rob Hellewell explore the impacts and possibilities that new technology is creating by streamlining workflows for ediscovery, compliance, and information governance. To learn more about the show and our speakers, click here.

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Nuits magnétiques - La fabuleuse épopée du Far West 4/5 : Les shérifs, les hors-la-loi et les durs à cuire (1ère diffusion : 25/12/1980)

Les Nuits de France Culture

Play Episode Listen Later Jul 24, 2020 90:00

durée : 01:30:00 - Les Nuits de France Culture - par : Philippe Garbit, Albane Penaranda, Mathilde Wagman - Par Pamela Tytell - Réalisation Josette Colin - réalisation : Virginie Mourthé

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Stress Test Your Firm To Assure Financial Sustainability In Uncertain Times

PSMJ Podcasts Presents

Play Episode Listen Later Jul 23, 2020 60:42

To view this podcast go to: https://f.hubspotusercontent00.net/hubfs/279002/2020-07-22%2012.00%20Stress%20Test%20Your%20Firm%20to%20Assure%20Financial%20Sustainability%20in%20Uncertain%20Times.mp4?t=1595451976590 Banks do it. Why not you? It may be time A/E/C firms stress test their own P&L. The current economic downturn brought about by the Coronavirus pandemic has firms facing unprecedented financial uncertainty. While many weathered the initial lockdown, there’s a great deal of doubt about future project prospects. Will there be a fast V shaped recovery? Or will the recovery be drawn out over many years in the future? While some market segments may collapse because of lack of government spending, consumer reluctance or fear, or policy missteps, what can we do? Stress testing will help you plan. Such a financial exercise allows you to easily evaluate the effects of non-labor overhead cost cutting measures, temporary salary reductions, and if need be, RIFs, in the face of reduced demand for services and potential client induced discounts. This technique will also point out ways to improve long-term profitability, as well as your firm’s valuation. Meet with Brian Flynn as he covers: • What is financial stress testing and how does it work? • How will such an exercise help forecast and plan • How can profit enhancing techniques improve resistance to a potential downturn • How best to significantly improve your long-term profitability and the value of your business About the presenter: Brian Flynn, P.E., BCEE has spent more than 40 years in the engineering and environmental industry. He was one of the original founding partners of global environmental consulting firm ERM Group and the President of ERM-Southwest in Houston, Texas.

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Your Summer To-Do List: Coronavirus Edition

Education Law Insights

Play Episode Listen Later May 28, 2020 57:30

The summer is a great time to check items off your to do list, and this summer will be no different. But your list of priorities for summer 2020 will be very different than in past years as a result of COVID-19. Topics covered will include negotiating the process for appeal of unsatisfactory ratings, check-ins with reluctant e-learners, preparing to resume public board meetings and in-school learning, considerations about the length of the school year, technology and infrastructure concerns, parent engagement and training, and RIFs of support staff, among others. After this episode, you will have a checklist to keep you on track as you prepare for the 2020-2021 school year this summer.

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Your Summer To-Do List: Coronavirus Edition

Education Law Insights

Play Episode Listen Later May 19, 2020 43:33

The summer is a great time to check items off your to do list, and this summer will be no different. But your list of priorities for summer 2020 will be very different than in past years as a result of COVID-19. In this episode, we cover negotiating the process for appeal of unsatisfactory ratings, check-ins with reluctant e-learners, preparing to resume public board meetings and in-school learning, considerations about the length of the school year, technology and infrastructure concerns, parent engagement and training, and RIFs of support staff, among others. After this episode, you will have a checklist to keep you on track as you prepare for the 2020-2021 school year this summer.

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COVID-19: Beware of EPL Risks

Placing You First Insurance Podcast by CRC Group

Play Episode Listen Later Apr 23, 2020 16:07 Transcription Available

As businesses of all sizes strive to protect their employees and preserve cash flow during the coronavirus pandemic, likely the last thing on most of their minds is employment practices liability (EPL) exposures. But EPL risks are higher during pandemics and other periods when employers are more likely to furlough, lay off or ask employees to work from home.Despite federal legislation aimed at relieving financial burdens on workers and their employers, many businesses face difficult choices – and more complicated record keeping.Featuring:Guest Contributor Kunal Shah Of Counsel Wilson Elser Moskowitz Edelman & Dicker LLP Kunal Shah focuses his practice on labor and employment litigation and counseling. Kunal defends employers from the demand letter stage through the administrative charge process, and eventually, litigation. Kunal also strives to provide clients with day-to-day employment counseling, training and advice as a means of claims prevention. Kunal has extensive experience handling discrimination claims brought under Title VII, FMLA, ADA, ADEA and state employment statutes, along with tort and contract claims related to various employment and independent contractor agreements. He also represents employers in connection with FLSA and state wage claims brought as single-plaintiff and collective or class actions. Kunal routinely advises clients on day-to-day employment issues such as, hiring, terminations, RIFs, complaint investigations, restrictive covenants, trade secret protection and employee classifications. He also conducts audits of employer policies to ensure compliance with state and federal laws, and performs training seminars for management and rank and file employees targeted at claims prevention.Allyson Benda is a Senior Broker in CRC’s Nashville office, and member of the ExecPro Practice Advisory Committee.

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Port d'armes aux États-Unis : quand les shérifs se rebiffent contre la loi du "drapeau rouge"

Cap Amériques

Play Episode Listen Later Feb 20, 2020 9:44

Aux États-Unis, le droit d'avoir une arme est inscrit dans la Constitution. L'an dernier, le pays a enregistré un taux record de tueries de masse, le plus élevé depuis les années 1970. Alors, pour éviter ces fusillades, l'État du Colorado a pris des mesures. Mais celles-ci passent mal auprès des habitants, et aussi des shérifs, comme l'expliquent Agnès Vahramian et Fabien Fougère de France 2.

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Os dados sigilosos de 600 mil pessoas que Toffoli agora tem acesso

TV Coiote

Play Episode Listen Later Nov 15, 2019 10:18

O presidente do Supremo Tribunal Federal, ministro Dias Toffoli, determinou que o Banco Central lhe enviasse cópia de todos os relatórios de inteligência financeira (RIFs) produzidos pelo antigo Coaf nos últimos três anos, tendo obtido, assim, acesso a dados sigilosos de cerca de 600 mil pessoas —412,5 mil físicas e 186,2 mil jurídicas - Áudio do vídeo publicado originalmente no canal da TV Coiote no YouTube.

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Episode 27: Reduction in Force (RIFs) Trends in the Financial Services Industry

The Proskauer Brief: Hot Topics in Labor & Employment Law

Play Episode Listen Later Jul 16, 2019 6:58

In this episode of the Proskauer Brief, partners Steven Hurd and Patrick Lamparello discuss recent trends in reductions in force (RIFs) in financial services and some of the main reasons employers are engaging in them. These include automation of jobs or other technological developments, cost reductions, investor preferences, employee redistributions, and even Brexit has been a reason for downsizing. So be sure to tune in as we discuss best practices an employer can engage in to carry out a RIF as well as practical alternatives an employer can consider to a reduction in force.

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Le Hyped Cast - Épisode #40: Les Shérifs de St-Jérôme

Le Hyped Cast

Play Episode Listen Later Oct 28, 2018 78:45

Bienvenue au quarantième épisode du Hyped Cast, un podcast animé par Max ''VIICTIIM'' Chiasson & Michael ''DoubleBlackOut'' Sioui. Cette semaine, on réalise que le concept de La Hyped House existe depuis un an & on parle de Red Dead Redemption 2! Le Hyped Cast est diffusé en direct à chaque Dimanche à 7pm EST (desfois, ça change!) sur twitch.tv/doubleblackout Visionnez la version vidéo: https://youtu.be/C4cCAnMNVu8 Suivez-nous sur nos réseaux sociaux: VIICTIIM: - Twitter: twitter.com/VIlCTIIM - Twitch: twitch.tv/viictiim - YouTube: youtube.com/channel/UC8db5dZVE3S0qIakM5RVePg DoubleBlackOut: - Twitter: twitter.com/DoublexBlackOut - Twitch: twitch.tv/doubleblackout - YouTube: youtube.com/channel/UCdXBNoILujg8BHEVpXmyCLg La Hyped House: - Facebook: facebook.com/LaHypedHouse - Twitter: twitter.com/LaHypedHouse - YouTube: www.youtube.com/channel/UCu2AnJn5gum5DqMQlw9m23w - Instagram: www.instagram.com/lahypedhouse Achetez notre merch: streamlabs.com/viictiim/v2/merch Joignez-vous au Discord officiel de La Hyped House: discordapp.com/invite/hFxKb6S

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Will A Strengths Approach Work Across Cultures?

Lead Through Strengths

Play Episode Listen Later May 27, 2018 17:25

In this episode, Lisa answers the question: Will a strengths approach work in different cultures and countries? She the shares how leaders can use strengths to fulfill the five different needs of Mazlow’s Hierarchy of Needs. Have You Downloaded Your Strengths Tools? Remember to grab the strengths-focused 1x1 and team meeting resource to get your 12 weeks of conversation starters. That will help you start applying the conversations to your cross-culture understanding. Will A Strengths Approach Work In Different Cultures and Countries? Today a question came in from Molly about whether strengths-focused development will work across any culture or country. If you manage a team of people from around the world, or if you’re about to roll out a strengths approach across your company or university — this is an important question to ask! The short answer is, yes strengths-focused development will, in fact, work around the world. Let’s break the question down from a literal translation standpoint and then the conceptual. Can You Translate Strengths Language? Yes! And If you want to give team of people a native language experience, I definitely recommend looking at Clifton StrengthsFinder or the VIA Character Survey. Both of them are available in more than two dozen languages, so whether your native language is Polish, Croatian, or Indonesian, they have you covered. I think that’s an important factor to know because if you’re answering questions about your natural thoughts and feelings and behaviors (on a 20 second timer), you can’t waste time looking up vocabulary words because it would impact your results. The other good thing is that you'll also receive your reports in the native language. Something you might find fascinating or surprising is that even after millions of people have used the tool, the data shows us that the differences are negligible when you break them down by race, gender, age, and nationality. If you’re into the data side of things, you can also find some interesting factoids in different countries, like with CliftonStrengths, the #1 talent theme in India is Responsibility, whereas you see Learner #1 in Mexico, Panama, and Argentina. And then you see Maximizer and Harmony in the #1 and #2 spots in Japan. As you can see, different countries do have some different “typical” top spots, and yes, those differences by country probably tell us something about the strong effect of cultural values. But one thing we haven’t been able to isolate with empirical research is how much of this is nature vs. nurture. Our hypothesis is that it’s both. Your environment, your upbringing, your family values, your experiences, and your DNA all play a role in how your strengths show up and what your unique lineup of talents is. How Strengths Can Bring Understanding Across Cultures This question about whether strengths can bring appreciation across cultures first made me think of Grace. She’s a client in Taiwan. And she was thrilled about StrengthsFinder because she works for an American manager and it gave her a way to map work conversations to her values and her natural way of thinking. If you’ve ever studied different cultural dimensions, you might instantly think about the potential for Grace, with her #1 Harmony and #2 Responsibility to be on a different page from her manager with #1 Individualization and #2 Competition because she’s from a country high on the collectivism scale and her manager is from a country high on the individualism scale. And their personal talent themes happen to reflect their country’s values pretty closely. Using the language of strengths, it gave each of them a way to describe what they bring to the team. And it helped Grace find a language for talking about her potential contributions to the team without feeling like she was running against her country’s values of saving face, being humble, and showing loyalty to the team — even when it means putting her personal agenda last. By the way, if you’ve never studied cultural dimensions, it’s totally fascinating. You can see how each country maps on continuum across 5-6 categories. The super quick preview is that these continuums cover your relationship to people, power, certainty, and time. My favorite resource on cultural understanding is the book Kiss, Bow, or Shake Hands. It helps you understand each country’s government, religion, decision making values, negotiation styles, and how they tend to process information. It goes even further to help you out with gestures, gifts, and clothing so you can be sure that you know the basic expectations and keep you from making a fool of yourself. Different experts use different labels, yet most look something like this: Individualism Collectivism Accepts Unequal Power Rejects Unequal Power Uncertainty Avoidant Accepts Unknown Cooperation Competition Short-Term Orientation Long-Term Orientation To bring this back to strengths, I look at it like another layer of understanding. Cultural differences can run sooooo deep. And we don’t know where we might view a topic differently from another country. I remember the first time I visited India and learned how uncommon it is for men to wear shorts. The more traditional view is that if they have shorts on, something must have happened to their pants! I also found it so fascinating that it’s totally normal to wear a sari to work and show your midriff. Whereas in the US, it would not be okay to show your midriff and work. Don’t even get me started on how hard I worked to tame my left-handedness. It took a few visits to work that one out. My point is, when you are working across cultures, there are a million ways for people to spot their differences. Of course, the visual ones like clothing are the easiest to spot. Then there are many ways to accidentally offend colleagues during conversations. And there are some stressors when team members bring their local assumptions about how work relationships work. And they assign meaning to things differently — not just the meaning of men’s pants. Strengths give you a language to talk about these things in a productive way. For example, Grace, with her Responsibility talent, would naturally see ways that she could jump in to help the team meet its commitments. But before having some strengths-focused conversations, she didn’t volunteer because she was used to a more hierarchical approach where she would wait to be assigned those responsibilities. How Strengths Can Help Leaders Create Significant Meaning For Their Team Now let’s add one more important layer: it’s that basic human needs cut across all cultures. No matter where you live in the world, your team shares the same basic needs. Most people remember hearing something about food, water, and shelter when they think of Maslow’s Hierarchy of Needs. If you do some digging on this topic, you’ll see that there are a bunch of others that managers can impact. And these others are where you’re really helping people feel seen, heard, and appreciated in a way that gives them purpose. And strengths-focused conversations make it easy and natural for that to happen. Let’s look at each of these 5 needs. 1. Physiological Needs If you look at this like the typical pyramid, you’ll see physiological needs at the bottom. Yes, that’s where you get your food, water, shelter, and sleep. After you get past this one, it gets really interesting as you layer in strengths. 2. Safety & Security Needs The next one is safety needs. In Gallup’s extensive leadership research, Stability is one of the four primary “follower” needs. Yes there are some safety needs that have nothing to do with work, but employment stability, social stability, and sometimes health are items that you can address through strengths. Or, you can think about your natural talents and how they might lead you, at your default, to make your team feel un-safe. For example, my Maximizer talent constantly leads me to change things. Over the years, I’ve seen how that can feel unstable because people don’t know what to expect from week to week. And strengths have given me a way to look at that with a different lens because I can acknowledge that people need to feel a sense of stability. 3. Love & Belonging Yes, there are friendships, family, and other parts of life where people fill this human need. Now switch over to work. People want to belong. They love knowing that they’re contributing to the team. They love knowing they’re doing important work — that the 8 (or 12) hours they spend every day is for something that matters. They love accomplishing something bigger than themselves. So when you use strengths, you can use their talents to help them see their superpowers. You can use their strengths as a lens to help you see when to recognize them. And you can help them feel the connection between their actions and the bigger cause they are a part of. If you want to help your team members feel a bigger sense of belonging by connecting their strengths to the contributions they can offer the team, be sure to get the conversation starters in your 12-week Activation Series. Each week, you’ll get a strengths-focused 1x1 conversation starter and quick team meeting topic so you can keep learning more about what puts your team members at their best so that they can feel like they are a meaningful part of the team. 4. Self-Esteem Moving up the scale, you have self-esteem, which includes things like feeling respected, being recognized, knowing their strengths, and achieving. Strengths help you create a culture of recognition. It helps people know what they’re great at. And I call them your “easy buttons” to high performance. If you provide your team members an easier path to high performance, they’ll achieve more and feel better about themselves, which tends to create a virtuous circle where they feel better and better about their contributions and they continue to achieve bigger things for the team. 5. Self-Actualization Finally, you have self-actualization. This includes deeper life meaning and living up to their potential. It’s all about being the best they can be. It even gets into things like innovation and creativity because their outputs reflect a unique view of the work that no one else could bring. Now think about this in terms of strengths and workplaces. When teams are in turmoil with RIFs, re-orgs, and conflict, they revert back to safety mode. They give less because they’re trying to survive the explosion of uncertainty or despair. But if you contrast that with a fully functional team, you can start to imagine some moments and some team members who have been way up in this self-actualization zone. And as a leader, you have the ability to move people through these categories. Of course, it’s not 100% on you. They have to take personal accountability in their lives. Yet, you have a heck of a lot of influence on helping them unlock these other categories. Basic Human Needs Exist Across Cultures It may have surprised you that the question on culture led to this angle for an answer. Yet when I think about international businesses and organizations, the best ones cut across cultural differences by getting to the humanity of it all. We all have some basic needs, and strengths can give you a way to have conversations about these human needs without feeling weird. And when it comes to the cultural dimensions I brought up at the beginning, each person’s talent themes can give you a great doorway into talking about how their personal thoughts, feelings, and actions line up with cultural norms. I can’t tell you how many times someone has told me, “Aha! No wonder I am a fish out of water at this company (or in this country).” And then rather than feeling bad about it, their strengths give them a way to see the other side of it — the side that brings value. Remember to grab the strengths-focused 1x1 and team meeting resource to get your 12 weeks of conversation starters. That will help you start applying the conversations to your cross-culture understanding. It helps you open up topics like their ideal work culture, their untapped strengths, and even get them to fess up about the soul-sucking elements of their job. Each week, it gives you one question to ask in a 1x1 and one question for the team. That way, you can spend your time having these conversations rather than spending a bunch of time trying to come up with new strengths conversations. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

Agencies see 'workforce reshaping' as opportunity for professional development, not necessarily RIFs

Federal Drive with Tom Temin

Play Episode Listen Later Dec 13, 2017 6:57

Federal agencies have spent the past year thinking about how they can become leaner and more accountable organizations. They're also looking at how they can reshape their workforces. "Reshaping" can be a scary word. But as Federal News Radio's Nicole Ogrysko tells Federal Drive with Tom Temin that agencies are viewing it as a positive opportunity.

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Inspecteurs des Rifs vol. 87

Rectangle's Podcast

Play Episode Listen Later Oct 8, 2017 118:47

Au sein de l'équipe des Inspecteurs des Riffs, il n'y a pas que des Saints.

saints riffs rifs

Inspecteurs des Rifs vol. 87

Rectangle's Podcast

Play Episode Listen Later Oct 8, 2017 118:47

Au sein de l'équipe des Inspecteurs des Riffs, il n'y a pas que des Saints.

saints riffs rifs

Is there a buyout (or a layoff) in your future?

Your Turn with Mike Causey

Play Episode Listen Later Aug 30, 2017 42:04

info@podcastone.com1756997Wed, 30 Aug 2017 11:01:00 PDTMike Causey00:42:04benefits,buyouts,Estate Planning,Mike Causey,Pay,retirement,RIFs,Tom ORourke,Your Money,Your Turnhttps://pdst.fm/e/chtbl.com/track/E2G895/aw.noxsolutions.com/launchpod/ad

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Episode 14: UE’s Recommendations for Conducting Reductions in Force

Prevention and Protection

Play Episode Listen Later Jul 18, 2017 14:07

Higher education institutions and K-12 schools sometimes implement RIFs, or reductions in force, for economic or other reasons. In this podcast, senior risk management counsel Hillary Pettegrew and senior claims counsel Sarah Braughler from UE offer recommendations on how to conduct RIFs to minimize both potential liability for the school and pain for employees.

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186: RIFs are Looming: Forward Momentum with Uncertainty

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As RIFs get underway, several agencies renew deferred resignation offers

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Agencies told to ignore collective bargaining agreements in deference to RIFs

Top-ranking agencies from 2024 Best Places to Work now facing layoffs, RIFs

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The Federal Drive with Tom Temin -- Thursday, March 6, 2025

Some answers to questions about RIFs and early retirement

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Spilling Secrets: Trade Secrets in Hollywood: Lessons from Oscar-Nominated Films

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Trump EO directs agencies to submit reorganization plans, prepare for RIFs

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The Art of Not Getting Fired for Not Firing People

Strukturwandel im Unterricht: Interview mit David Löw Beer, RIFS Potsdam

2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

2 MINUTES POUR COMPRENDRE - Les Américains votent aussi pour élire leurs représentants au congrès, leurs gouverneurs et leurs shérifs

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La fabuleuse épopée du Far West 4/5 : Les shérifs, les hors-la-loi et les durs à cuire

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321: Overcoming Setbacks and Obstacles in Your Career Path

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129 - The Year of Productivity: Andrew Bartlow (People Leader Accelerator)

TTP #280 : Les Cowboys comme nouveaux shérifs de la Big 12 ? La Preview d'Oklahoma State !

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