Oracle Fusion, Ageism, Neurodiversity, Workday's $250MM investment and Utah kills sexual harassment NDA's

[00:00:00] Feeling kind of left out at work on Monday morning? Check out the BARF, breaking news, acquisitions, research and funding. It's a look back at the week that was so you can prepare for the week that is subscribe on your favorite podcast app.

[00:00:15] Then I thought to myself, how would chat GPT? Define succession planning with ageism. So I asked it, this is the definition from chat GPT with ageism.

[00:00:30] Implementing succession plans demonstrates to younger employees that there are up. They start off good.

[00:00:40] In the path here, implementing succession plans demonstrates to younger employees that there are opportunities for career advancement within organization, getting better as the older workers at the company start to age out.

[00:00:56] Define older. Interesting. Yeah, Define older. So here's the deal.

[00:01:07] What's gone on everybody?

[00:01:12] It is the BARF. It's a week look at the week that was so you could be prepared for the week that is my laughter is because of this guy Mr William Tinkup who is waxing on and waxing off.

[00:01:29] All right, story.

[00:01:31] I looked over. I looked over and you look like Mr Miyagi at the moment.

[00:01:39] So what everyone's like, what the hell is going on? That's it.

[00:01:44] Oh man. All right. So the barf we got a lot of good stuff that has been on this week.

[00:01:49] That's a good stuff. What do you want?

[00:01:52] You want to pitch me or you want me to pitch you? What do you got?

[00:01:56] I'll let you go first. Let's see what you got. I'll let you pitch you on this deal. The crunch base tech layoffs tracker.

[00:02:04] This can be found at a crunch base and it's start off tech layoffs and it's they've literally got a tracker and more than a hundred and ninety one thousand workers in the US.

[00:02:17] Tech companies were laid off a mass job cuts in 23 more and 24.

[00:02:22] So question I have for you. First of all, just going to look at the layoffs tracker. You know that's definitely uplifting.

[00:02:30] But was this inevitable?

[00:02:34] You know, was this was this were we were we built up too much?

[00:02:38] Was this people making different bets or did AI, Gen AI have something to do with the skill sets

[00:02:46] to be needed next?

[00:02:48] Changing. So what's your take on that?

[00:02:53] There's a couple things here one is I think it was inevitable from the fact that at the time of the pandemic, we got crushed and then everybody got hired back at ridiculous rates.

[00:03:06] Right so all of that's correcting now 200s to new 100 we get that.

[00:03:11] So I think that had a lot to do with it. Everyone hired back or they hired back expecting to do fantastic because everything is back didn't pan out that way and so it went back down.

[00:03:24] So I think the I think the market is just correcting itself honestly, I don't think AI is killing us now.

[00:03:30] I don't think it's going to kill us. I think there'll be some ships.

[00:03:33] I agree with all of what you said, I think it's market conditions and it's right.

[00:03:38] So it makes sense on that level.

[00:03:41] However, when I dig deeper into it, I think that the skills of a tech worker are changing because I mean, you know, you don't have to write code.

[00:03:55] You can.

[00:03:56] Yeah, but I'm putting in particular tech base. So I'm just kind of wondering yeah, you know, if companies are pulling back from hiring either because they can't find that specific talent or they're just in a whole position until the kind of wait to the election, wait to the new year.

[00:04:14] Let's see how this AI stuff plays out, but I believe that the 101,000 plus I do agree with you.

[00:04:22] I think there's a market correction and adjustment, etc.

[00:04:27] Yeah.

[00:04:28] Now if the stock market correction shoots up, it's done.

[00:04:35] It's we can't blame Wall Street.

[00:04:38] I mean, we can.

[00:04:40] No, we will.

[00:04:43] Good.

[00:04:45] All right, so last week I think it was last week, I talked about the right to disconnect that might have done the last couple of weeks.

[00:04:55] I'm starting to see a theme here.

[00:04:58] Four day workings and disconnect today work weeks.

[00:05:03] Yeah.

[00:05:04] All right, so but this is different. This is because it's in the U S.

[00:05:11] Okay, so I want to get your thoughts on this because now that it's it's being brought to light in the US, the workers right to disconnect.

[00:05:24] Is it going to happen?

[00:05:27] Yeah, so it's easy.

[00:05:29] Let's just get it out there.

[00:05:30] Common sense to make it you're out of work.

[00:05:32] You're out of work.

[00:05:33] You're done work.

[00:05:34] You're done work.

[00:05:35] Shut it.

[00:05:36] Move on.

[00:05:37] But I know you're going to have no it's all about productivity and the company is always going to be pushing to get more productivity for less right?

[00:05:45] So that's the company's interest is to make money.

[00:05:48] It's yield.

[00:05:49] You're going to have a $75,000 and you have to get an email at 11 o'clock at night.

[00:05:54] You might proceed that as an inconvenience.

[00:05:57] A company is going to proceed that is do your job.

[00:06:00] Or we'll hire somebody that will do your job.

[00:06:03] So.

[00:06:04] And if the job description says nine to five or eight to six.

[00:06:08] Doesn't matter.

[00:06:09] I mean, these are the things that we say that are nice.

[00:06:13] Yeah, I had to get into the day.

[00:06:15] I had corporate jobs.

[00:06:16] I've had corporate jobs.

[00:06:18] You're going to either do the work or they're going to replace you with somebody that will do the work.

[00:06:22] That's it.

[00:06:23] You know, because they're in the business of making money.

[00:06:26] If you don't like that, we'll join in on profit.

[00:06:29] So we're still not doing the 40.

[00:06:31] No, you do three hours a week for seven days and.

[00:06:35] And all work like that.

[00:06:37] But but no, it's really this is a lot of.

[00:06:42] You know, Gen Z and little.

[00:06:45] It's a lot of I think it's a lot of showmanship in we want to do the right thing.

[00:06:50] And if the end of the day CEO emails you at 12 30 and am I.

[00:06:54] Yeah, you know what?

[00:06:55] Here she is going to expect a response.

[00:06:57] And if you don't like that, don't play the game.

[00:07:00] Take your marbles ago.

[00:07:02] Microsoft launches the world's first.

[00:07:06] I'm going to do a lot of work.

[00:07:16] So this is on actually it's on blogs. windows.com.

[00:07:21] So you can go look at the surface pro 10 and kind of see what it's about, but it's all AI.

[00:07:27] What are reminding me when I was reading about it reminded me of the chip war of what chips were in certain computers.

[00:07:33] And I had the core.

[00:07:35] What Intel chip did you have?

[00:07:37] So I got me to think about that like, well, what AI do you have?

[00:07:41] What AI is going to be built into your computer.

[00:07:45] You know, and and built it.

[00:07:47] I mean we've done this with smartphones terms of you know speech and stuff like that.

[00:07:51] But now we're going to be buying PCs that are.

[00:07:55] AIs included.

[00:07:57] AIs in now based on your AI.

[00:07:59] Initially I look at that and I'm like, don't better get Microsoft.

[00:08:02] And don't don't better get Microsoft in AI.

[00:08:05] So, but it will be interesting to see OK, Macintosh and a Microsoft or.

[00:08:10] These are two from PC manufacturers right?

[00:08:12] Are they're not going to have the same.

[00:08:15] I just can't see a world where they're going to both say yeah, let's use that one.

[00:08:21] They're going to use different so does that create a different work experience based on what AI you have.

[00:08:28] Question.

[00:08:31] Possibly.

[00:08:34] I got a heart maybe out of that.

[00:08:37] OK, I see you.

[00:08:39] You know, I can just remember going to best buy it and guys like, well,

[00:08:43] you can have the Intel i core seven.

[00:08:45] You can have this.

[00:08:46] There's a difference at $600.

[00:08:48] Now they're going to be selling.

[00:08:49] So now it's best by the day.

[00:08:52] This is got.

[00:08:54] The thing called LLM.

[00:08:57] Which would be a fail, but yeah, they are.

[00:09:00] I mean that is right.

[00:09:02] We'll be in.

[00:09:04] All right, I got a compliant story because you know I love some compliance legislation and all that crap.

[00:09:11] Utah.

[00:09:13] Stepping up to the stepping up to the to the plate here.

[00:09:18] Utah law makes NDAs.

[00:09:20] I'm not laughing at the matter.

[00:09:23] I'm laughing that we actually have to talk about this.

[00:09:28] Utah law makes NDAs regarding sexual misconduct uninforceable.

[00:09:34] Oh, I like that.

[00:09:36] I like it a lot.

[00:09:37] Confidential.

[00:09:38] I mean, this way you can't bury it.

[00:09:41] Which has been the.

[00:09:43] Exactly.

[00:09:44] It's been about it.

[00:09:45] Motive sampler and die for 100 years, right?

[00:09:47] So we're going to settle out of court.

[00:09:49] Right.

[00:09:52] No, we're going to be right behind the office.

[00:09:55] I agree that there is a misunderstanding of confidentiality agreement on disclosure, etc.

[00:09:58] Then they have a half.

[00:09:59] Yes.

[00:10:00] Right.

[00:10:01] It never happened.

[00:10:02] No, that's them.

[00:10:03] Really interesting.

[00:10:04] So.

[00:10:06] Confidenti here is the kick or so confidence confidentiality clauses pertaining to sexual misconduct.

[00:10:08] That's where signed from January 1st 23.

[00:10:12] Are now employed and uninforceable.

[00:10:17] a claim or previously signed an NDA, I should say, have three days to come forward from the data.

[00:10:24] Oh, it shows it probably can very well be expired. Three days, I think is a joke and me come on.

[00:10:29] Like either do it or don't right? One or the other.

[00:10:34] So my first question is why just three days, right? Just come forward.

[00:10:37] Don't put a title in it.

[00:11:09] You shouldn't have sexual harassment in the dark. That's where we need to show them like on those particular things so that, you know, those things don't happen as much.

[00:11:21] So I love that now will be interesting for me in Utah is when this happens with the church of what are they saints?

[00:11:30] So when this happens with the Mormon church because I mean, the church just like it.

[00:11:35] It's not different. I mean, yeah, it's relatively occult but you know that putting that aside my bias aside.

[00:11:43] The idea that okay, once it hits Mormons will they will they retract it?

[00:11:51] But I think it's a great. I think sexual harassment any of that any transparency get around on a load to have a tracker on who's done it where and how and what they got away with so that we can.

[00:12:03] I have the app that tells me which I really don't like your grand grab.

[00:12:08] Well, no.

[00:12:12] It's you know, put a little red flag and tell us you where the.

[00:12:16] And I'm looking. I'm like this guy's this guy's this guy's for you.

[00:12:21] Yeah, you're no longer allowed to walk on the trail to the kids. You know, let me look more stories stop harassing.

[00:12:28] Stop getting pervy.

[00:12:31] Just stop getting that.

[00:12:34] Oh, stop.

[00:12:37] That escalated quickly.

[00:12:42] So here's the story I want to pitch you does pay transparency.

[00:12:47] Could try to turn over.

[00:12:51] So just yes, okay.

[00:12:54] So you would be right, payscale.com research and insights CBPR.

[00:13:00] I don't know what that sounds for.

[00:13:02] I'm going to say, you know,

[00:13:04] somebody says,

[00:13:05] you know,

[00:13:06] the compensation best practices report that's 15 annual.

[00:13:09] Anyhow, they actually agree with you that it does contribute.

[00:13:12] To turn over.

[00:13:13] But as I was reading it,

[00:13:15] I'm thinking,

[00:13:16] I'm thinking well,

[00:13:17] is that just because it's new.

[00:13:20] And people are maybe shocked to understand or maybe shocked to understand that they're mispaid or underpaid or whatever and that will settle.

[00:13:30] And so I think that's why I think it's a matter of argument against transparency.

[00:13:34] Pay transparency, right?

[00:13:36] Like it turns out it's a good thing.

[00:13:39] But is this just kind of the first wave of pay transparency kind of having some unintended consequences?

[00:13:46] And will that kind of normalize over time?

[00:13:49] I think so.

[00:13:50] So yes and yes,

[00:13:51] I think it will normalize.

[00:13:52] I do think it's going to cause a wave of issues to come for employers.

[00:13:57] So please are finally getting going to get their share.

[00:14:00] Yeah.

[00:14:01] Yeah, as they should now.

[00:14:04] Is it easy for the employer?

[00:14:07] And this is for people way smarter than me.

[00:14:10] But is it easy for the employer to say well, Brian, you're making X William.

[00:14:18] You're making why let's bring William up this.

[00:14:21] There could be a significant gap there that can't be made up immediately.

[00:14:25] It's got to be done over time by the time you even get to that point, you're gone.

[00:14:30] Like you're far gone.

[00:14:31] You're like, you know what?

[00:14:32] I'm out of here and that's going to happen in droves.

[00:14:35] And that's okay.

[00:14:36] I think that's okay.

[00:14:37] I think that's going to cause a correction in the marketplace for employees and especially employers.

[00:14:44] So the longer tail of it is good.

[00:14:47] Yeah.

[00:14:48] The longer tail is good.

[00:14:49] And I think that's where we've been having plenty of conversations with marketplaces and gig marketplaces.

[00:14:55] And I think that's going to help these types of solutions where yeah, look,

[00:15:01] I'm not getting as much as William.

[00:15:03] We've got each got 10 years of experience.

[00:15:06] Yeah.

[00:15:07] I'm out of here.

[00:15:08] I'm going to go do four gigs and make just my own.

[00:15:12] Taking my talents to Miami.

[00:15:14] It's just way it goes.

[00:15:17] And I know that.

[00:15:19] I'm going to go to Miami.

[00:15:20] I've got some oracle fusion.

[00:15:22] I feel like I'm yelling to my yelling.

[00:15:25] No, I feel like I'm yelling.

[00:15:27] So Oracle fusion, which kind of reminds me of fusion the blades, which.

[00:15:33] They need to lower their pricing number one.

[00:15:35] Let's just start there or we talked into James James made.

[00:15:42] stop using razors because it's too expensive. I had to go buy a razor razor just deal with it.

[00:15:48] You'll never know those problems. So stop.

[00:15:51] I don't own a razor. So I haven't owned a razor in 15 years. Seriously, I don't know.

[00:15:57] Well, when I go get my haircut, which is rare, when I get my haircut, I have them do my beard.

[00:16:02] I don't own yeah, let's talk about it. I don't own a razor.

[00:16:06] I haven't gone to get a haircut 20 years.

[00:16:09] I go three clips.

[00:16:14] My brother, my brother-in-law goes he's like he may and come out of my friends.

[00:16:18] They all have hair and they make appointments. They got appointments.

[00:16:21] I'm like the fuck yeah, I don't know. I just show up.

[00:16:23] I get a haircut and I show up. I tip really well though.

[00:16:26] I am actually because I have them washed my hair which is,

[00:16:30] I know it's a lot of things you should but I have them washed my hair.

[00:16:33] And trim my beard and all that type stuff.

[00:16:36] And so I, but I just love it.

[00:16:38] When they see me park, there's an excitement that runs through the great clips.

[00:16:45] I think that's everywhere. That is not just great clips.

[00:16:48] All right, let me get back to our future.

[00:16:50] Oracle, Oracle deserves some airtime.

[00:16:53] So Oracle Fusion, right? They added some Genai in two fusion.

[00:16:59] Not groundbreaking, not earth shattering,

[00:17:01] but it brings their account to more than 50 Genai tools and use cases within Fusion.

[00:17:09] Which that I think is significant.

[00:17:12] Now, it's nothing, nothing that I've seen so far that is like

[00:17:21] where we haven't seen this before.

[00:17:23] But Oracle has a massive client base.

[00:17:26] And they're going to do data which is good.

[00:17:29] Exactly. And they're going to be doing all a ton of stuff.

[00:17:32] But where they're where their clients are using it now,

[00:17:36] all the fancy job categories,

[00:17:39] a lot of landing pages, job matching, candidate assistance assistance assistance assistance.

[00:17:45] Right? We keep talking about that.

[00:17:48] I think they're getting close now in their ecosystem

[00:17:54] to actually giving a recorder.

[00:17:56] And this is where it gets interesting for me.

[00:17:58] They're actually giving the recorder and assistance to do their job.

[00:18:03] Right? So we've talked about this over the last couple of months or so,

[00:18:07] where I really believe in the next couple of years as a recorder or entire professional.

[00:18:13] Everyone you're going to have an assistant that's not just your phone

[00:18:17] in your pocket. It's actually going to be, we always joke.

[00:18:21] It's a computer in your pocket like you actually don't have an assistant now.

[00:18:23] You need dry cleaning good. You need to go to the, you know,

[00:18:26] you go on the restaurant, you don't have to go to open table.

[00:18:29] Right? You're going to be able to do this stuff and then recruiting obviously no different.

[00:18:33] But I think this gets the oracle client base which is massive.

[00:18:36] Very good. I like it first of all. I like it on every level but just to start throwing it

[00:18:41] so let it fail. Let's see where it succeeds. Let's recalibrate and good for Oracle.

[00:18:48] Good for their clients.

[00:18:49] You know, it's a good thing that it's a good point that you bring up.

[00:18:53] We're used to seeing fast moving innovation from starts that have five people

[00:18:58] throw it against the wall, see what sticks.

[00:19:00] I think what we're starting to see now is some of these larger companies like Oracle and so forth.

[00:19:05] They're not afraid to sell you.

[00:19:06] No, no.

[00:19:07] They're actually doing this stuff and it's interleading the pack here for the most part

[00:19:13] and failing a lot.

[00:19:14] I think that's great. I think it's going to help everybody.

[00:19:17] Okay, so this story I want to pitch you is why is AI so bad at spelling?

[00:19:22] Because image generators aren't actually reading text.

[00:19:27] AI is seemingly unstoppable but it can't spell burrito.

[00:19:31] And then this is a tech crunch so you can look up the article if you're so.

[00:19:36] But I like skip the I can't spell it.

[00:19:42] Is it one art two teas?

[00:19:43] I do this one tattoo.

[00:19:45] Is it two teas and two oh you know just can be about so like I skip the week of school

[00:19:52] where they went through the there there and there.

[00:19:56] And for majority of my life I couldn't get the theirs correct.

[00:20:01] Like I just don't skip school kids.

[00:20:05] Yeah, that's on the poker on the poster gel for that but

[00:20:09] But the question with a question I have for you is do you feel smarter

[00:20:13] when when you use the right tense or the right word

[00:20:18] and you're like nobody had to help me and you're like no I got that live grammar

[00:20:22] I do professional because I just want it to just tell me what to do

[00:20:28] because I just don't want to use my brain.

[00:20:32] Well there's there's your answer on your question

[00:20:35] your AI doesn't have grammar.

[00:20:37] No, it does not.

[00:20:38] That's what it's not.

[00:20:38] That is a that is a that is it's nice to see AI struggle

[00:20:43] So I actually on some level

[00:20:46] emotional intellectual or otherwise

[00:20:48] It's nice to see that there's a struggle with AI

[00:20:51] that it struggles

[00:20:54] It's kind of human in that way

[00:20:56] like we call it artificial intelligence

[00:20:57] Well, I don't think it's all that intelligent

[00:20:59] so it's so it is artificial

[00:21:03] but it's not that smart yet

[00:21:06] I mean we're all talking about what the future looks like and flying cars and shit

[00:21:09] but like the fact that it can't spell burrito

[00:21:12] I can't like that

[00:21:16] I'm good with that.

[00:21:17] I could read I can write your research paper in 33 seconds

[00:21:20] Kids spelled burrito

[00:21:21] All right, don't check it

[00:21:22] Kids spelled burrito

[00:21:25] Oh my god

[00:21:27] All right

[00:21:28] Last week

[00:21:29] I swear I'm not going and looking at my

[00:21:32] The stories that interest me last week and looking for sequels

[00:21:35] How subway is back in the news again

[00:21:40] If you like swiping then head over to sub stack and search up work to find

[00:21:44] WRK defined and subscribe to the weekly newsletter

[00:21:49] So last week they were stealing tips from their employees

[00:21:55] If you want to this is a subway tracker

[00:21:58] So we've got us

[00:22:00] We're tracking all the things that subway does wrong

[00:22:03] Okay, good. Yeah, yeah

[00:22:05] This week they faced a $50 million suit for sexual abuse at franchisee level

[00:22:13] so

[00:22:14] Again

[00:22:16] What are we doing here right so last week they're stealing day

[00:22:19] They're on the

[00:22:20] And that was a mixture of franchise and corporate right

[00:22:24] The last weeks

[00:22:27] Was that just franchise? No, no, no, no, it was franchisees. That was 10 franchise 10 franchisees

[00:22:32] stealing

[00:22:36] This is still franchisees now here's not good

[00:22:39] Here's where it gets interesting right so so my initial thought on my mind's like all right look

[00:22:45] A.I. Is new I get it you or I get it background checking is not newer

[00:22:50] Right we literally just had a conversation about this right

[00:22:54] It's not new there are so many

[00:22:58] So many solutions out there

[00:23:01] To figure this out. It's not even worth discussing now

[00:23:05] However, here's the deal and I probably should go back and

[00:23:09] Quote it so I don't get her wrong

[00:23:11] however

[00:23:13] Subway hired

[00:23:15] This person with a criminal past criminal harass sexual harassment background

[00:23:21] Broadamin is a manager in the store

[00:23:24] And what do you think? I'm talking not shocking

[00:23:27] It's exactly to me. This is what I'm talking about

[00:23:30] Subway corporate has to do a better job of vetting franchisees

[00:23:35] And sit laying down ground rules because again both cases these are franchisees doing doing the Wild West

[00:23:43] And that impacts all franchises but also impacts the the corporate brand

[00:23:49] You know, they just need to do a better job in my opinion. You just do a better job of laying down ground rules

[00:23:54] And not just selling your franchise is to anybody

[00:23:57] So yeah, well it's probably most people opinions now. Well here's here's the thing

[00:24:02] It's a so it's the lawsuit is both to the franchisee

[00:24:07] And yeah, that's just so here

[00:24:10] That there here's why no they're joint employer they've applied through and we're background checked

[00:24:16] I'm telling you how the fact checked me on this before I seen

[00:24:20] They go through the subway corporate hiring process

[00:24:25] As they go through the franchise. So it's it's not if that's if that's I mean I know that some franchises

[00:24:34] help

[00:24:35] But I from a legal perspective. I just can't imagine that they'd open themselves up to that exposure

[00:24:41] Exactly yeah

[00:24:44] And doing a land grab

[00:24:48] Potentially yeah, either way it's not

[00:24:52] Don't hard what are they going to be in for a week?

[00:24:56] Still he just figured out

[00:24:59] Good hiring criminal

[00:25:01] Hi, let me pitch this to you stress affects Gen Z employees the most

[00:25:08] According to a survey by calm calm so you can find this on

[00:25:13] Calm calm the business harder. It's the voice of the workplace report

[00:25:18] And it got me thinking as I was looking at it. It got me thinking what's the definition of stress

[00:25:22] You know like I've had this ongoing to inner dialogue about

[00:25:29] When we were when we were cave people

[00:25:32] Stress was not being eaten by a dinosaur

[00:25:36] Right is so you there was stress. It's not like you can go back into a point in time

[00:25:42] Any point time in history of humanity and go yeah, there's no stress there

[00:25:46] It's just a different type of stress

[00:25:49] And so I don't think there's a human experience where you have no stress. You're just stress is different

[00:25:56] It's you know, you can be a billionaire

[00:25:59] Do you do you think for a moment that billionaires don't have any stress?

[00:26:03] Of course, I have stress

[00:26:06] I mean, I have no I'll never know

[00:26:08] But

[00:26:09] However

[00:26:11] It's it's there stress is different so got me thinking it's like okay, so

[00:26:16] Genzy employees

[00:26:18] You know stress affects him the most what's the definition of stress

[00:26:23] And how are we applying that that is it isn't universal at that I know

[00:26:28] Because you're you're definition of stress and my definition of stress are going to be completely different

[00:26:34] Right yeah, so but I found it interesting. It's like okay. What are they stressed about?

[00:26:39] Look it got me it's a great report and

[00:26:42] And it's you know a lot of people you know again

[00:26:46] It's it's put out by calm.com. So of course they would care about stress because they're trying to

[00:26:52] D-stress people which is a great thing not a bad thing

[00:26:55] um sounds like you're sending calm calm calm calm

[00:26:59] Calm calm

[00:27:02] The app you don't have calm down. You know have that app on your far off

[00:27:07] Hey, I think I probably should

[00:27:10] I'll drive you to it. You're good

[00:27:12] So stress subjectivity of stress

[00:27:16] So that's the bit go there take a look at the report and then you know come your own conclusions

[00:27:22] All right

[00:27:24] Succession planning

[00:27:27] Yeah, this is uh, this is big news. This is succession planning at its finest

[00:27:33] I was excited when I found this article because

[00:27:38] I once went on a roller coaster and I was scared

[00:27:42] I was really scared it was a really big wooden roller coaster and I never wanted to go on a roller coaster

[00:27:48] And it just happened I was probably 10 or 12

[00:27:53] Yeah, it's just a long time

[00:27:55] But I

[00:27:58] Yeah

[00:27:59] So anyhow, so cedar point settled in age discrimination soup paying a whopping 50

[00:28:06] thousand dollars

[00:28:09] Yeah, right to lunch I get it. So anyway, I read

[00:28:13] I'm reading through this and I'm digging through and I'm going through because it was really interesting to me on why

[00:28:19] This is and this isn't this wasn't an age discrimination case that says we're not gonna hire old

[00:28:26] You

[00:28:30] To do that stuff

[00:28:32] So anyhow, I started reading through and going through all this stuff

[00:28:36] Then I thought to myself

[00:28:38] How would the way that they're defining the way that they're defining ageism and all this I mean how would chat gbt

[00:28:45] Defined succession planning

[00:28:48] With ageism

[00:28:49] So I asked it

[00:28:51] This is the definition from chat gbt with ageism

[00:28:56] Implementing succession plans demonstrates to younger employees that there are

[00:29:06] Implementing succession plans demonstrates to younger employees

[00:29:11] That there are opportunities for career advancement within the organization

[00:29:15] Getting better as the older workers at the company start to age Alan older

[00:29:21] Interesting

[00:29:22] Yeah, to find older so here's the deal. So

[00:29:28] They provide housing at below market rates for some of their employees

[00:29:34] Because they need people from all over to staff the parks right

[00:29:40] And let's roll

[00:29:44] Hey, you have your own mobile phone

[00:29:49] Anybody who's over 30 years old was not offered

[00:29:53] Below market how you had a pay full price because you were older

[00:29:58] Right

[00:29:59] So I thought that was interesting. So

[00:30:02] What do I do? I keep digging deeper because I thought it's got to be more of this stuff

[00:30:08] So I want to start off with

[00:30:10] Texas actually the first one that came up

[00:30:14] Texas based car dealership has to pay this is all recent

[00:30:18] 145,000 dollars the settle claims that fired a long time employee after they had heart surgery

[00:30:25] Well, that's an insurance thing too

[00:30:28] Yeah, the age in their surgery and all that stuff

[00:30:30] Louisiana

[00:30:31] Louisiana

[00:30:33] Manufacturing plant must pay 105,000 to settle allegations that it fired a worker who wouldn't retire

[00:30:43] A Georgia-based senior living facility for

[00:30:48] Allegedly firing a 78 year old receptionist due to her age and her disability

[00:30:54] She wanted to work

[00:30:57] And you always have to question was it one or the other or combination of both

[00:31:02] So the and and that is there's her age and her disability

[00:31:08] So there's a kind of multivariable

[00:31:10] So we don't know is it age check is it disability check or is it age and disability or even something else on it wasn't disclosed

[00:31:19] I'm kind of thinking age and disability

[00:31:21] It could have been just straight up disability

[00:31:24] I mean it could have been doesn't matter with no no, but but again if if I like the clear cases of ageism

[00:31:31] They fired somebody because they're over the age of whatever it is yeah

[00:31:37] And that's

[00:31:39] What's what's again?

[00:31:41] If that's couched in terms of hey, we're helping people under the age

[00:31:46] You know, I'll write outside of college because they don't have credit

[00:31:50] They don't have all these things so we're trying to help early stage workers. Yeah, I can see that

[00:31:56] You know but it's kind of couched in different ways an arbitrary 30 number is like

[00:32:02] You know first of all who you should have your you should have a shit together by 30

[00:32:07] Yeah, most bands were at school old until 30 but

[00:32:11] But then you should have somebody who's shit together. All right, let me do we got I got three acquisitions

[00:32:16] uh to talk about so cornerstone

[00:32:20] uh acquires tailspin and tailspin is

[00:32:25] immersive learnings for few

[00:32:28] Learning by doing and so basically what tailspin is an expert at is a VR a r metaverse simulations etc

[00:32:37] So you add that to what cornerstone already has and all the stuff that they can do in learning

[00:32:43] It's pretty good. It's a great acquisition and I love seeing acquisitions like this. It's just smart

[00:32:48] They could have built it

[00:32:49] No need go by tailspin and integrated into things and then give your clients the ability to do immersive learning. So love that

[00:33:01] You know, I'll go through all three

[00:33:03] Go through your funding. Let's talk about these are all acquisitions, but yes

[00:33:08] So culture

[00:33:09] There's money was exchanged

[00:33:12] Culture amp is acquiring

[00:33:15] People analytics platform or gnostic

[00:33:18] You can find this on culture amp.com go into the news section

[00:33:22] so think of

[00:33:24] Nostick as a newer multi-source source analysis platform

[00:33:30] And so what the combination of these things does it makes culture amp a one-stop shop for engagement analytics

[00:33:37] The culture I'm really good at engagement. That's how they started etc now. They're adding a multi-source

[00:33:44] analytics and so again, this is kind of just great examples of code corporate development kind of

[00:33:51] filling in the holes like you can see kind of like it's okay. We could go build that

[00:33:56] No, let's just go let's go buy an ordnastic

[00:34:00] um and i'll do uh service now

[00:34:03] So let's do it service now and that announces

[00:34:07] Two acquisitions for industry and

[00:34:12] again smart daily management

[00:34:15] applications so they bought two two companies to drive imminent innovation for smart industrial environments and connected workers

[00:34:24] So

[00:34:26] I dug into a ton service now.com so you can go into the media the press releases and read a little bit about it

[00:34:32] The four industry is a mobile enabled application to make the shop floor more intuitive and efficient and joy

[00:34:41] So that's that's that one and it took kind of makes sense why service now would buy that just alone

[00:34:47] smart daily management that's from bny creates more e more efficiency around time consuming tax tasks

[00:34:55] uh in the industry and in their industrial consumers to drive kind of operational efficiency and excellence all that stuff

[00:35:02] So I think all all of these are so four acquisitions in total by three companies

[00:35:08] I think it's just great examples of

[00:35:12] Kind of exceptional corporate development where people are looking at things and saying you know what

[00:35:18] That this helps a specific part of service now's customer base

[00:35:22] The folks that have shop floors so the industrial uh folks

[00:35:27] So they they went out and got two two pieces to then integrate into what they're doing

[00:35:32] To help that that hold vertical of their clients. So good for them good for their customers

[00:35:41] That's all I got on acquisitions. That's all you got on that

[00:35:46] Do you have a funding but we've I got some research as well. So what do you where do you want to go?

[00:35:51] Got you all right

[00:35:53] Let's go to Walgreens

[00:35:56] I'm gonna Walgreens so I've got a couple of

[00:36:00] pregnant stories this one I swear this is like continuation from week to week

[00:36:06] We had the the the pregnant workers fair act at pwfa last week

[00:36:12] Walgreens has been smacked with a 200 in five thousand dollar fine and have a place a pregnant worker

[00:36:20] that I have a place for uh

[00:36:23] No, no, no, no the worker was has the worker miscarried

[00:36:28] After being denied an emergency leave oh

[00:36:33] Oh, yeah, so

[00:36:37] Yeah, so now obviously we don't know the inner working here however

[00:36:42] What the what the article is about and this leads into another story too

[00:36:47] Was the woman started to spot while on shift and asked to leave

[00:36:53] She was told that they need she can but they have to find someone to cover her shift

[00:37:00] Time went by they didn't find anybody

[00:37:03] She asked it's still going to find anybody ultimately she worked her entire shift

[00:37:09] And then oh, that's just this is just a bad. This is just bad all around

[00:37:13] There's nothing good. It's just bad all your customers can suffer for you know for whatever, you know

[00:37:19] The inconveniences yeah, so what it's inconvenient but if someone's spotting

[00:37:26] They gotta go that's it's I mean

[00:37:30] Health is health right and and I mean you can use your judgment

[00:37:34] You know, yeah, if you're headache, okay, maybe okay look go go lay down in the back pregnant

[00:37:39] That's something oh, I and so yeah

[00:37:41] Yeah, that's how I had a work for Walmart in the happy 100 years ago Iran who see us and I ran the front-end

[00:37:50] although red registers and

[00:37:53] And cashiers and people have got carts and stuff and I had you know they do the little blinking light

[00:38:00] So I'd have to go over and come boy checks or whatever

[00:38:03] And I go over to a gal she's about my age

[00:38:08] Like I was 18 and it's been 17. It's like over. I'm like hey, it's what

[00:38:13] What do you mean to do is she turns to me and whistle was in room here. She's like my periods started

[00:38:20] I'm like

[00:38:22] Okay

[00:38:24] She goes you have that I don't have I said you know what I'll take over here

[00:38:29] But while you just go get the things you need and

[00:38:33] Yeah come back when you have an eye on me

[00:38:35] I'm come back when you come back. I got this don't worry about

[00:38:40] And load because I mean

[00:38:41] I didn't know what to do. Hey, you can still I didn't grow up with girls or sisters

[00:38:46] Maybe that type stuff so like first of all

[00:38:49] I just didn't know but once I do it is like you have that moment as a manager to then react

[00:38:55] In a in a way that basically says I get it. I don't get it

[00:39:00] But I get it you go like I just told her to go pull shit off the shelf

[00:39:04] I'm like I'll I'll expense it just go get whatever you need

[00:39:10] You want to go get a part of those? Yeah, Carlos and James while you're at it cool

[00:39:14] Go get what you need. I'll be here. I can shut down the registry as long as I'm big deal. All right, let me get you up

[00:39:21] Yep

[00:39:24] Neurodiversity in the workplace are organ organizations overlooking their highly capable neurodivergent employees

[00:39:31] When creating conditions for success you know, I had a wonderful podcast with Crystal Lay

[00:39:37] About neurodivergent talent and this is put out by eagle hill consulting calm

[00:39:43] They have a report about neurodivergent talent etc

[00:39:48] And what one of the things that stuck out to me when I read was unemployment runs as high as 80%

[00:39:56] For this group

[00:39:57] When they're the

[00:39:59] When they are working at Holly capable neurodiverse people are often unemployed

[00:40:05] And I thought to like this is just a talent pool

[00:40:07] So you have to shift some things around you might have to do some different things in the workplace

[00:40:12] Maybe in recruiting but there's all huge

[00:40:15] talent pool like what we love when we talk to Crystal about there's a talent pool. We're just skipping

[00:40:20] and uh, so if you want to read that report

[00:40:24] Eagle hill consulting calm and you'll be able to find it

[00:40:30] All right Ted Cruz is back in the news do you ever leave

[00:40:35] No, I don't know if this is actually Ted Cruz. I'm just getting with Ted Cruz however

[00:40:41] What do we say last week so Ted Cruz came up? I forget what but this does have to do with

[00:40:46] This is like a theme my pwfa magnet women the pregnancy issues at work in Texas. So

[00:40:53] Texas

[00:40:54] Sues to challenge sues defend to challenge the pwfa. That's not shocking the protection for workers

[00:41:01] Yeah, so what they're saying they're not saying that it's not a good idea

[00:41:06] What they're saying?

[00:41:08] Technically yeah, it's not valent legislation because the house did not have forum

[00:41:15] When they voted because they did some virtual horses

[00:41:19] person

[00:41:21] Yeah, so this was an attachment to the previous story

[00:41:26] Because I just thought to myself like

[00:41:29] Yeah, why like what are you doing that we have to we have to do stupid shit like this. So

[00:41:36] You know the

[00:41:38] What a pwfa just so people understand

[00:41:41] um

[00:41:42] There there are a couple of things listed in there

[00:41:46] Is spent and this is kind of where Walgreens kind of was like, huh?

[00:41:49] You know and some of the other employers which you know it's really it's really fascinating

[00:41:54] Not just said they don't have feeding rooms or pumping rooms or any of that

[00:41:58] They actually pur employers are preventing women who are pregnant or post you know postpartum

[00:42:06] From doing certain things like

[00:42:08] Carrying water bottles and having drinks with them is needed on the work. It's done right things like that having different

[00:42:15] Yeah, having having multiple or additional prolonged restroom breaks. So these are things that are outlined in this

[00:42:22] In this in this protection act, but I thought it was fitting well and again that text was the one to say

[00:42:28] Well could be Florida. It could be a lot of these states which just crazy state and legislatures

[00:42:34] You know you got several states that are kind of in the same

[00:42:38] Both yeah, and so yeah, I think it's just dumb because you're not doing the right thing for your employee

[00:42:44] Like when you get right down to it if

[00:42:47] If that if that person needs extra water breaks or extra bathroom breaks

[00:42:52] Do you either care or you don't care about your employees like you can be black and white

[00:42:56] This is just a simple accommodation

[00:42:59] And I think we need to think about accommodations. We want to retain great talent

[00:43:03] You think of like what do you need to be successful?

[00:43:05] I used to tell employees this whole time like tools and resources you need to be

[00:43:10] Successful you need to tell me I can't guess. I don't know what's calling your mom

[00:43:14] But you need to tell me if you tell me you have half a chance at me actually providing those things

[00:43:19] But if you don't tell me you have a hundred percent chance

[00:43:22] Um, all right. Let me tell you uh, uh, too to say oh no there's more there's more. Oh wait. There's more

[00:43:28] There's a second

[00:43:30] Another thing this is in the

[00:43:32] This in the same breath text has blocked a they

[00:43:36] They move to block a second ruling

[00:43:39] For the NLRB and that's sorry. Yeah, right

[00:43:42] So this is around oddly enough connecting with the uh the subway story

[00:43:49] um different

[00:43:51] All together but it connects because we talked about joint employers

[00:43:55] so what they're saying is that

[00:43:58] The rolling in the case with issue well, so what they're saying is that the definition of joint employer

[00:44:05] Is it would interesting?

[00:44:07] That actually could affect the people business

[00:44:10] Who owns the employee right and so under the new rule employers could be deemed as joint employers if

[00:44:20] They had an employment relationship with the employees under common law agencies and principles

[00:44:25] What you have to go find that and

[00:44:28] Not or end they share or co-determined matters governing

[00:44:33] governing essential terms and conditions of employment

[00:44:38] I get it the podcast just isn't enough

[00:44:42] That's all right head over to your favorite social app search up work defined

[00:44:46] RK defined and connect with us

[00:44:50] It's a Texas thing man. I'm not to dig into that one myself because I think that franchises are pretty well set up

[00:44:56] That when they sell the franchise

[00:44:59] The person takes on all that responsibility, but I'm gonna check into that. All right. Let me give you to pay

[00:45:05] Related stories as we got about five minutes left so

[00:45:10] First one is from uh

[00:45:13] Wwwtw which is Willis

[00:45:17] Towers Watson

[00:45:17] So for people that have been in the game for a long time. That's basically who it is

[00:45:22] Here's a quote

[00:45:23] 2024 employee patrons expect higher pay increases to continue according to a new report

[00:45:30] That's at their website W Wtwco.com

[00:45:34] So what's there when you work on the report? It's a lot about market data

[00:45:39] And then you know quality market data

[00:45:42] When you pay someone

[00:45:43] Usually only three ways classifications that you pay if it's either above market rate

[00:45:48] At market rate or below market rate

[00:45:50] And so having an idea of what market rate is where you are or where they are whatever or what the position is

[00:45:58] Being able to have quality data so your comp team can

[00:46:01] Can at least get you to market rate. I think a strategy of below market rate is not sustainable

[00:46:08] Sometimes you just need to pay above market rate like a house and sometimes you pay a market rate

[00:46:13] So that is tied to

[00:46:15] Gartner

[00:46:17] CFO survey

[00:46:19] Shows employee compensation to go faster than inflation and in 2024

[00:46:27] So that's at gardener.com you can go into well, I believe

[00:46:32] Yeah, I know so

[00:46:34] They surveyed a bunch of CFOs and they're basically saying yeah comp is

[00:46:38] Yeah, it's it's not gonna grow faster than inflation. I don't think that that's going to end well

[00:46:45] News flash I think

[00:46:49] I think they could have summed that up and hey tiktotic. I just see you yeah

[00:46:54] So those are the two comp stories

[00:46:58] Again, you will us towers lots and then gardener respectively

[00:47:03] I get two last stories, but what do you got?

[00:47:08] All right, so i'm not gonna go through the whole story here, but I do want to get your take on this because

[00:47:15] You do have a take on this and you're pretty avid on this

[00:47:18] so

[00:47:20] I believe that there is a misunderstanding in a workplace and in the headlines when we read

[00:47:27] Is being cut

[00:47:29] Like it's being cut out. So I was watching a panel

[00:47:34] News discussion sorry with

[00:47:37] I forget the guy's name the CEO of HP

[00:47:41] And so he was saying is very similar to our conversations that it's not about

[00:47:47] De and i right it's evolving. It's under the umbrella of

[00:47:52] inclusivity

[00:47:53] And that's how they they approach it at HP and so I thought this would be a good good opportunity to get kind of your 30 second take on this because

[00:48:02] You do actually have some good thoughts. Yeah, the the D

[00:48:05] You throw out the big D

[00:48:07] The D is under attack from

[00:48:11] Right wing

[00:48:12] Republicans because they see it as a

[00:48:15] uh

[00:48:16] racist

[00:48:17] reverse racism

[00:48:20] Which is you know stupid on so many levels, but that's kind of the bit that's how that's how they're selling it to the to the people that follow them

[00:48:28] And so it's under attack and so you saw this play out in spring core where they took away kind of on the admissions

[00:48:34] You can't make college admissions based solely on race

[00:48:38] That's coming to work. So it's they're gonna they're gonna take away affirmative action

[00:48:43] They're also going to they're attacking at the state level and at the federal level diversity initiatives

[00:48:50] Because they they've lumped diversity initiatives into quotas

[00:48:55] Into not meritocracy or merit based. Yeah, and so that's racist or

[00:49:01] At the very least it doesn't set up white males for success that they've had for you know

[00:49:08] 2000 years

[00:49:10] So

[00:49:11] So the thing is is you're looking for what is a winnable argument and

[00:49:16] And you can continue to make it a winnable argument around diversity because I think everyone that's rational

[00:49:23] understands the importance of diversity

[00:49:26] Sure

[00:49:27] But if you want to just skip to the place where you can create and a defensible argument

[00:49:32] You just talk about include

[00:49:34] We're just going to include everyone

[00:49:36] Which could get you to some of the outcomes of equity and equality and belonging and diversity

[00:49:43] but

[00:49:44] You know just expect them to change that language around exclusive or inclusivity is inclusivity with the exception of white males

[00:49:54] So

[00:49:56] It's uh, it's unfortunate that that's even being that's even under attack

[00:50:01] All right two things real quick

[00:50:02] White House report

[00:50:04] Which you know why was I reading a white house report? Let's just start with that white house reports suggest that

[00:50:10] 10% of US workers are in jobs highly susceptible to disruption from AI

[00:50:16] Performing tasks

[00:50:18] The most likely due to AI implementation. However, this does then doesn't imply job loss

[00:50:23] And take it over some task leaving others for humans

[00:50:27] So 10%

[00:50:29] Seems really low like this is the 2024 report

[00:50:33] So you can go to whitehouse.gov and go look at the economic report from the president

[00:50:38] And it just when I saw 10% of my that's the first fall

[00:50:44] That that just seems like a low number

[00:50:46] The which made me think does our government have any idea what's going on with AI

[00:50:52] You know like is this one of these deals that government all for all government not just or federal government all government just lacks

[00:50:59] The 10 years behind and so they're throwing out numbers like 10% as like

[00:51:04] Pretty think pretty much pretty sure that's good that the number is more like at least 60%

[00:51:10] So

[00:51:11] It's go take a look at it is actually a fun read

[00:51:14] I'd not read an economic report by the president before so

[00:51:18] There's a good bit now. This is a backstory that we should have covered a couple weeks ago

[00:51:23] And and we missed it

[00:51:26] Ryan

[00:51:27] So you must a work day commits an additional

[00:51:32] 250 million

[00:51:34] Best we count to

[00:51:35] To work they've introduced the power innovation now it put some money into

[00:51:41] Paradox dot AI

[00:51:44] so this was before the

[00:51:47] This was before the investment

[00:51:49] Into or the acquisition of higher school

[00:51:52] This actually happened right for that so

[00:51:55] They're they're they're bolstering with this with paradox hired and beamery

[00:52:01] They're bolstering

[00:52:02] What they're doing in recruiting and hot work day recruiting

[00:52:05] So it was just wanted to make sure to go back and say no what work day

[00:52:09] Workday commits a bunch of money to them and this was right around the change of the CEO from Aaron Adam

[00:52:16] Yeah, so I don't know if the you know, I'll causation or correlation

[00:52:20] But but it was right around the same timing. So that's all I have

[00:52:29] So

[00:52:32] That's all I got this is it

[00:52:34] For the week thank you all for listening so much if you're still listening subscribing like it's everywhere

[00:52:41] We will be out at shows

[00:52:43] Coming up to you soon. So if you see us out there, please, please, please say hello

[00:52:48] And I should start saying this in a big part of every episode

[00:52:51] But have t-shirts sweatshirts hats you don't need