The BARF: Bullhorn's AI, New Collar Workers, EEOC Wins, AI's Future, & Subway Tip Scandal

[00:00:00] ,

[00:00:23] 2.2,000,000, $218,000,

[00:00:31] $218,000 for pocketing their employees' tips.

[00:00:38] 10 franchises in Washington were found guilty of taking part in the little scheme.

[00:00:45] Basically, as long as we're tipping on the cards,

[00:00:50] Yeah, they're just feeling kind of left out at work on Monday morning.

[00:00:55] Check out the barf breaking news acquisitions research and funding.

[00:00:59] It's a look back at the week that was so you can prepare for the week that is

[00:01:05] subscribe on your favorite podcast app. Yeah, they're doing their thing right

[00:01:10] they're getting the money.

[00:01:15] Hey, this is William Finnkeff in Ryan Larry.

[00:01:17] This week's episode of the barf is March 17th and we're going to try and recap some

[00:01:24] of the things we saw this week to help you with the week coming up.

[00:01:28] So as you listen or watch the show, please comment and share with your friends all

[00:01:33] that stuff. So we'll start off with the first story that I have to pitch to Ryan.

[00:01:38] And it's on a company CEO, planet here.

[00:01:41] So it's PL a L A N T I R.

[00:01:46] So it's a selling B.

[00:01:48] Yeah, no, you see me.

[00:01:50] Yeah, you like an end.

[00:01:53] So says it's so their CEO says his outspoken pro Israel views has caused employees to leave

[00:02:01] to come.

[00:02:02] This is at CNBC.

[00:02:03] So if you want to find out more about story going there and this is politics at work.

[00:02:08] And I, you know, my bid on this is personal being Catholic and pro Israel.

[00:02:14] I think that most people would have a different view of the entire situation that's going

[00:02:20] on in Israel and Palestine if Hamas was in Mexico or Canada.

[00:02:26] So if if Hamas an active terrorist organization was in either of those countries

[00:02:31] that are on our border, we'd be in slaughter fest.

[00:02:35] I think we would be invading the country.

[00:02:38] I think we do everything we can to stop it.

[00:02:41] They'd be dead.

[00:02:43] Is that Al Capone moment?

[00:02:46] Dead.

[00:02:47] Dead.

[00:02:48] Yeah, untouchable.

[00:02:50] So you know, again, I'm.

[00:02:54] I don't think politics should be at work.

[00:02:57] Because I don't believe in them bringing your whole self to work bit.

[00:03:01] I think you should bring about like 60% of yourself to work, like keep your sex and politics

[00:03:06] and religion and all that other bullshit at home.

[00:03:10] Sex drugs and rock and roll.

[00:03:12] Keep it out of the office.

[00:03:13] Just well, I mean again, some of that goes come down to consent.

[00:03:18] So if you are working with employees and you all consent to have decisions and debates

[00:03:24] and open discourse, that's fine.

[00:03:26] But it's.

[00:03:27] If you don't, then I believe you shouldn't.

[00:03:31] So what's your bit?

[00:03:33] What's your take on the.

[00:03:35] I just out of being an office talking politics all of that stuff.

[00:03:40] Not a fan of it.

[00:03:42] I, you know, back.

[00:03:44] I remember being in an office.

[00:03:45] I barely wanted to talk to people when I was there.

[00:03:48] And that's not a knock on anybody I worked with.

[00:03:51] I talked to a few people.

[00:03:52] But it just felt like, you know, I'm there to do a job right there.

[00:03:55] I'm going to do a job.

[00:03:56] I want to get it done and I want to go home.

[00:03:58] I don't mind hanging out.

[00:03:59] It's kind of like going to the gym.

[00:04:02] This is definitely not work really, but going to the gym and seeing people there each and every day.

[00:04:07] They're in workout clothes, their hair is done for the gym.

[00:04:10] They're sweating.

[00:04:11] You know, whatever.

[00:04:12] But then you see them outside the gym.

[00:04:15] You're like, whoa.

[00:04:17] No, you don't look normal.

[00:04:19] Like I don't like you.

[00:04:20] Yeah.

[00:04:21] And that's kind of how it was with you.

[00:04:22] I like to show you.

[00:04:23] I don't like this.

[00:04:24] Why do you have jeans in a shirt on?

[00:04:26] And like, no, it doesn't make sense.

[00:04:28] I don't that's how I was in the office.

[00:04:30] So I never brought any of that with me.

[00:04:32] I talked to people.

[00:04:33] I'm, you know, super social.

[00:04:35] But it was just work stuff.

[00:04:37] Like I don't know.

[00:04:38] I just, man, don't bring it.

[00:04:40] Don't bring it to work.

[00:04:41] You know what do you got?

[00:04:43] All right.

[00:04:44] So bamboo HR.

[00:04:46] Okay.

[00:04:47] Put that figure where I got this from.

[00:04:48] I'll take a look.

[00:04:49] It was HR dive.

[00:04:51] I've article bamboo HR put out a report around pto request hitting a four year all time high.

[00:04:58] Which is interesting, right?

[00:05:00] So on the surface, it's like yeah, people just want to take vacation.

[00:05:04] But when you, when you think about it, you kind of dig in one first question comes in my mind.

[00:05:09] Is this a post pandemic thing?

[00:05:11] Is that even still a thing?

[00:05:12] Right?

[00:05:13] It's post pandemic thing where we're of mental health.

[00:05:15] We're where we're self aware, you know, we're more about ourselves and our family.

[00:05:19] All of that good stuff.

[00:05:21] Is that contributing?

[00:05:23] But as you, as you go a little deeper into this and you read the article on some of the research and that's in there.

[00:05:29] So I'll drop the link down there for you.

[00:05:32] December is the month of the highest amount or highest volume of performance.

[00:05:39] Review reviews.

[00:05:40] Annual performance reviews.

[00:05:42] And so it got me thinking in this is probably very elementary.

[00:05:45] But if you're in this role of giving a performance review, if you're in the role of building an effective team.

[00:05:52] Is the performance review the driver for January and February to be the highest requested in four years?

[00:05:59] Oh, that's just it's a causation or correlation.

[00:06:04] Yeah, yeah, discussion.

[00:06:05] Are you pissing your employees off that much?

[00:06:08] Right?

[00:06:09] Or is the anxiety of creating the review or being reviewed either one?

[00:06:14] Is that what's trying that?

[00:06:17] I think it's tied to it.

[00:06:19] I think the trend is going to continue.

[00:06:21] I think continue.

[00:06:22] I think performance reviews.

[00:06:24] We've talked to a number of companies recently.

[00:06:26] Yeah, I mean, there's some really good things being done.

[00:06:30] Good work being done in that in that area of performance reviews.

[00:06:34] Companies need to build differently.

[00:06:36] It is not 2018 anymore.

[00:06:38] It's not 2015.

[00:06:39] I know that sounds weird because there's only a couple of years ago.

[00:06:42] Well, you need to build yourself there for using the PTO.

[00:06:45] So whatever drives that if that's what's driving it through the review and the anxiety or whatever maybe it's just hey, I got a good review.

[00:06:52] Let's go to you know, can't couldn't.

[00:06:54] Yeah, whatever is driving people getting away from work on a huge fan of.

[00:06:58] Yeah, well, and it's it's obviously we talked about this.

[00:07:02] It was last week where holidays.

[00:07:05] It was last week.

[00:07:06] Holidays and paid time off across the country.

[00:07:08] We were to second from the bottom.

[00:07:10] We meaning the US second from the bottom in the amount of PTO.

[00:07:15] No, it was Iran number one.

[00:07:17] Yeah, yeah, it's insane when you go through these other countries and what's going on.

[00:07:21] So anyhow, I think it's tied to performance reviews.

[00:07:24] I think performance reviews.

[00:07:26] Deeper, I think performance reviews need a massive overhaul and they're getting that with a lot of these these companies.

[00:07:32] But I think the time to find out what people, but if people think it's causation or correlation.

[00:07:36] No.

[00:07:38] All right, so check out this story right.

[00:07:41] The risk of bring your own cloud.

[00:07:44] So you know the bring your own device.

[00:07:47] Okay, so that's been around forever.

[00:07:49] But bring your own cloud.

[00:07:51] I was going to be wild but cloud.

[00:07:53] Yeah, you know, too.

[00:07:54] There are.

[00:07:55] Bring your own.

[00:07:56] So this is at Forbes.

[00:07:58] So if you just put in BYOC, you'll be able to find the article.

[00:08:02] One of the things that it mentions and it's interesting to be is unsanctioned.

[00:08:06] Unmanaged.

[00:08:07] And unapproved cloud services operating conjunction with your business.

[00:08:12] Okay, well, first of all, is that new?

[00:08:15] You know, is that is that a new concept?

[00:08:18] It was just the way to scare HR in like, okay, there's things that are happening and people's personal cloud they could somehow impact your business, which I'm sure it's true on some level.

[00:08:28] Like you're using it.

[00:08:30] You drop box account to do things, but you're working on something like I okay.

[00:08:36] I can see where the little one gets word fair enough.

[00:08:40] But what really got me to think is how does this impact remote work?

[00:08:46] Like if you're at home.

[00:08:49] You're yes, you're working on your business of the business and you have a whatever to do for work.

[00:08:55] And then you also got your personal cloud, like most people have them in two different browsers or two different tabs.

[00:09:02] They've got one doing their business stuff and one doing personal stuff and like I could see some co-mingling.

[00:09:08] So what's your take on that?

[00:09:12] BYOC.

[00:09:13] I'm not sure I want anybody seen one item.

[00:09:18] I mean look, I'm not the like who created in the incognito.

[00:09:22] I'm not creepy.

[00:09:25] I don't think I'm creepy.

[00:09:27] But other people may think it is going to if it's going to affect my employment, I'm just very personal.

[00:09:32] I don't know.

[00:09:33] I was thinking about this in my head, not this particular thing.

[00:09:37] Just things like the other day and actually was this morning.

[00:09:42] I was just thinking like yeah, I just don't care for people to know what I do.

[00:09:47] Yeah, I don't mind the computer listening to me.

[00:09:49] I don't mind.

[00:09:50] Because it's giving me something back.

[00:09:53] It's giving me something back that's personalized.

[00:09:56] Yeah.

[00:09:57] Well, see that's what's fascinating about that is that could be the dehumanization of us.

[00:10:04] Like we don't really want people to know us.

[00:10:07] We don't mind if the technology knows us.

[00:10:09] No, because there's a benefit for me on the other side.

[00:10:14] I mean, oh, there's a lot to unpack there.

[00:10:18] Yeah, depending on what you're thinking.

[00:10:21] But people say that to me all the time.

[00:10:25] I'd really like to know what you're thinking.

[00:10:27] No, no, you do not.

[00:10:29] I think good things.

[00:10:30] You do not.

[00:10:33] You do not.

[00:10:35] All right, so EEOC.

[00:10:38] EEOC recovers whopping $665 million for 22,000 workers.

[00:10:46] I'm loving this.

[00:10:47] You know, like I'm not a lawyer.

[00:10:49] I'm not an employment lawyer.

[00:10:50] You know, I can't talk super intelligently about it other than what I've read.

[00:10:54] However, the amount of content, the amount of articles and news at its out there where the EEOC and the DOL on all these other agencies with acronyms are stepping in for employees.

[00:11:08] Yeah, recently is refreshing.

[00:11:11] This specific.

[00:11:14] A specific article, $665 million for 22,000 employees.

[00:11:20] That's a lot of money for a lot of people.

[00:11:23] And it's about systemic discrimination in the workplace.

[00:11:26] So we're talking harassment, racial injustice, retaliation, which is probably I won't say the biggest.

[00:11:33] But for me, that was the scariest thing when I was in corporate was am I going to be retaliated against?

[00:11:40] And so an accessibility pay equity, all of that stuff is included here.

[00:11:46] So last year there were 81,000 new cases that were brought in 2023.

[00:11:53] That's a lot of cases.

[00:11:54] They only I think they only brought.

[00:11:56] I think the numbers like 173 or 174 of them actually went to order whatever do the investigation.

[00:12:03] Yeah.

[00:12:04] So, well, funny you mentioned us that they hired 400 and some odd investigators to do those 81,000 cases that were that were brought forward.

[00:12:13] Anyhow, the other piece that in the article was that the pregnant workers fairness act went into effect back in June.

[00:12:23] Again, to provide more protection for different class of employees.

[00:12:29] More stories.

[00:12:31] These agencies, regardless of their acronyms, they're not screwing around.

[00:12:34] So employers need to stop messing around here and actually do what they're supposed to do.

[00:12:39] Yeah, there's a couple connected stories.

[00:12:41] So they filed more than 50% more cases.

[00:12:44] Yeah.

[00:12:45] For instance, then 23.

[00:12:47] So the case load went up like I mean you just said that they hired more investigators, which is great.

[00:12:52] The EOC and the NL or B are both can be not are but can be polices.

[00:12:59] So if you have a Democrat in office, they tend to lean one way in Republican tensile than the other.

[00:13:05] Okay.

[00:13:06] So yeah, wherever your political affiliations are just plan to vote in November because it will have an impact on those two particular agencies in a related note.

[00:13:18] And this was at eoc.gov.

[00:13:21] So if you want to go check out some more about that story or this next story, the DOLs.

[00:13:30] Independent contractor rule takes effect.

[00:13:33] So this is something that's been litigated and will continue to be litigated for a long time.

[00:13:39] And so, you know, it's just something to go and look at again a EOC dot gov to keep up today with that.

[00:13:47] The biggest effect could be sick could maybe signaling the wage and our investigation focus.

[00:13:54] And which again kind of gets to misclassification of contractors.

[00:13:59] So worker clients, which is around.

[00:14:04] But what I would like for the audience to pay attention to is the six non exhaustive factors.

[00:14:13] The nature, the degree of control over work before the extent to work in a new role part of the business.

[00:14:19] The permanence of arrangement of exclusivity.

[00:14:23] So there's a bunch of things they've got kind of six factors that they look at it, if you will, to then determine whether or not a worker has been classified.

[00:14:32] Correct.

[00:14:33] So news on that is it was it is being litigated.

[00:14:37] But it goes into effect until there's another, you know, until there's an injunction that goes into effect on Monday.

[00:14:44] So I think company's been preparing for this for months.

[00:14:47] So it's not like a big giant surprise like oh my god, you know how they do this.

[00:14:52] It's been going on for a lot of the litigated for a long time and it will probably be continued to be litigated.

[00:14:58] So just keep your eyes on that.

[00:15:00] And again, the classification of work.

[00:15:04] I never remember a story.

[00:15:06] I couldn't usually go to Microsoft, misclassify people.

[00:15:10] Yeah, they were working 34 hour, 35 hours as part time employees.

[00:15:14] Right. Something like that.

[00:15:15] I don't mean to use you know, Microsoft is.

[00:15:19] But you will.

[00:15:20] The story I remember.

[00:15:22] So.

[00:15:23] I just did.

[00:15:24] And there's that.

[00:15:25] Anyhow, what's your take on this?

[00:15:26] Yeah, well, you know, it's interesting.

[00:15:28] I agree.

[00:15:29] I think just because you're a contractor at 1099 and you are working 40, 50, 60 hours a week at one company.

[00:15:39] Geary full time employee.

[00:15:41] You're definitely a full time employee.

[00:15:43] And I just think it's an out day.

[00:15:45] I understand how it was.

[00:15:47] I think it's outdated.

[00:15:48] I think it's outdated because the relationship between the employer and the employee is very

[00:15:56] permanent.

[00:15:57] The expectations of the employer to the employee or to the contractor is very different when you have shown this at the company 40,

[00:16:06] 50, 60 hours a week.

[00:16:08] You're not expecting in the beyond call 24 hours a day.

[00:16:12] But you're not going to send the message over Slack or call them and think oh, they're just a contractor.

[00:16:17] They're going to get back to me sometime today when they do.

[00:16:20] No, whatever they do.

[00:16:22] Yeah, no.

[00:16:23] That's the expectation of an employee.

[00:16:26] But they're treated as a contractor which means they don't have benefits.

[00:16:29] Yeah.

[00:16:30] They're not on salary.

[00:16:31] Then we'll get the payroll deductions all of that stuff.

[00:16:34] Yeah.

[00:16:35] So it's like I can, you know, again, if you got to have sharp edges and rules around.

[00:16:41] Yeah.

[00:16:42] So you're not going to be a contractor and you don't have exclusivity.

[00:16:47] And your contractor, it's, it's pay for work or pay for employees or what the bit is.

[00:16:53] Can't, can't you treat them like employees?

[00:16:55] In the words of Biden, it's Malarkey.

[00:16:58] I don't know why it just came to me, but it did.

[00:17:00] But I've got a story that ties it in so I'm going to bring it.

[00:17:05] I'm not going to be a capitalist.

[00:17:07] I am so sorry, but you're Uber and Lyft.

[00:17:10] Rides are potentially gone.

[00:17:13] Right?

[00:17:14] So I don't know if you, I don't know if you've seen this or heard it.

[00:17:17] So the, I'm going to get this wrong and somebody will call me out on it.

[00:17:22] Legislative or the law or the bills were puffle.

[00:17:26] Not my space.

[00:17:27] All they can tell you is that there's been a,

[00:17:30] Bill of some sort, right?

[00:17:32] Push forward where Uber drivers and Lyft drivers are going to be looked at as potentially employees.

[00:17:42] But they also need to potentially, that's a very tiny, tiny part.

[00:17:46] But they need to, they want them to be at minimum wage, which is $15 and 57 cents a Minneapolis.

[00:17:54] And Uber and Lyft is saying we agree.

[00:17:58] They should be getting minimum wage, but we need to find a fair way to make this work.

[00:18:03] We cannot go from our model today of paying X amount of each ride and sharing in the profits to $15 and 57.

[00:18:11] We can't operate this way.

[00:18:12] We can't afford to operate this way.

[00:18:14] And so yeah, and so there's a lot of effects here.

[00:18:21] There's roughly 10,000 to 15,000 drivers in Minneapolis.

[00:18:25] That's a lot of people that are going to be without without work, if this happens.

[00:18:30] Or if they pull on and they are going to see services are moving towards that direction, but they are committing to working towards a solution.

[00:18:39] So it's not coming here.

[00:18:42] But why take it simple?

[00:18:43] You just create a floor.

[00:18:44] You're going to make that as a floor.

[00:18:47] Yeah.

[00:18:48] And again, if a municipality had they have the right.

[00:18:52] I saw in our last week and so we're not going to get into it, but an awful this week on all the different pay disclosure rules that are in effect.

[00:19:02] A lot of them are state, but when you dig into that there's a lot of them to be missable.

[00:19:07] Yeah.

[00:19:08] So like, you know, again, city of Seattle, city of Dallas, et cetera, can create their own minimum wage, et cetera.

[00:19:15] Yeah.

[00:19:16] That's there.

[00:19:17] And they can create their own rules like I remember when Austin did this with Uber and Lyft, where it was around background checks and fingerprinting.

[00:19:25] So this is when a lot of this is years ago, but it was one of those deals.

[00:19:29] They just said you can't operate in a city if your drivers don't have it had a background check and fingerprint.

[00:19:36] I think it's going to be pretty in particular.

[00:19:38] And so like that's there.

[00:19:39] That's what I mean is fill local government.

[00:19:42] I can create local rules.

[00:19:44] Yeah.

[00:19:45] So, yeah.

[00:19:46] There's got to be a way business wise to just create a floor.

[00:19:50] They'll make it work.

[00:19:51] And they will definitely make it work now.

[00:19:54] So or they'll leave or they'll leave and well, and there's a big effect in this this affects the actual consumer too right the riders.

[00:20:03] Oh yeah.

[00:20:04] So there's a lot of vehicles that have now become relied relying upon Uber and Lyft to get to work.

[00:20:10] Right there.

[00:20:11] There's a lot of other factors and the drivers themselves were what there's other things they can do I'm sure, but that's 10,000 plus people.

[00:20:18] So I've done give work right I've done.

[00:20:24] Shortish.

[00:20:25] Shortish I couldn't dig in the name.

[00:20:26] So they've recently started earned guaranteed money per hour and when I saw the story I thought to myself, okay.

[00:20:36] You can go on your own and take a gamble and go make money right or you can make a guaranteed X amount of money per hour right now it's just based on I think that the floor is 14 dollars at least here is 14 dollars an hour.

[00:20:51] It goes up based on demand or the word but for to I think what they're doing is they they see this happening straight across America right and saying yeah we're going to need to be a $15 minimum wage.

[00:21:04] So let's start to get our people are drivers aware of this get them used to it and get the consumer the user of door dash paying a little bit more will incrementally increase.

[00:21:16] And it's and I and they be doing it now for a while and I think that's what with this is trying to come back Elon Musk predicts when AI will become superior to human intelligence.

[00:21:28] So I found this story on super car blondie yesterday if you like swiping then head over to sub stack and search up work defined WRK defined and subscribe to the weekly newsletter.

[00:21:43] You got to take a look at that yeah.

[00:21:46] It's smarter 2012 it was his prediction now it's he came out and he actually said 2029.

[00:21:56] And when I when I think of this and he could be right he could be wrong I'm not going to bet against him because he's been more successful things than not but for me I look at AI in a very specific kind of a specific way.

[00:22:12] Because if it can master cursing sarcasm and pop culture references better than I can I'll take the I'll take the loss like OK.

[00:22:24] I don't think it'll be able to do that in five years so I think it's if we look at the different parts of AI in different aspects of our life yeah I think probably but if he's saying that's appeared a human intelligence which I include cursing sarcasm and pop culture references.

[00:22:41] And intelligence so if you can do that by 29 code I don't think it can.

[00:22:49] So I think I think that number is going to be further out what do you what do you think I think I'm not going to bet against him like you said yeah I'm with it.

[00:23:00] And in a lot of things I don't know that it's smarter it's faster and able to process more right right so could I come up with the same conclusion based on data to create a report yeah probably in most cases in some cases probably not a lot some.

[00:23:19] It's just going to take me six weeks to get it done right so I think the trade off there is easy for me it's I have no problem with it.

[00:23:28] But no problem with it.

[00:23:30] I think he's right so I bullhorn going to go on the staffing and bring back the staffing so bullhorn I think was this week maybe last week released a co oh actually they're they announced it they're launching it I believe it's an April co pilot so it's a bunch of AI tools that are tailored to just the staffing industry and so I love this because I I always kind of.

[00:23:57] I treat staffing almost like the red head is step chalk right I just if we're suffer whatever reasons about staffing it's staffing but I think this is important because bullhorn is the player right it's the main player and staffing and they have created a.

[00:24:16] A set of tools in their co pilot that's going to do everything that we already know right it's going to pre screening rejection messages communication personalizing summarizing creating clients stuff all that stuff that we know AI can do and that recruiting in corporate world is already attempting or using or trying.

[00:24:36] Okay check got that what I really like about this is that there were some stats in there that and obviously this is a sales pitch from them to the world but it was interesting to me because of the in 2023 of the staffing agencies that have already used or embedded AI into their process right I'm going to say text that but I know you're going to shoot lasers.

[00:25:03] Yeah, right.

[00:25:05] Through the camera.

[00:25:07] I have an answer yeah yeah so in 2023 30 have all those companies 31% they the companies that embedded AI sorry we're 31 more 31% more likely to see revenue gains than firms that have not already.

[00:25:23] In that at that and in staffing.

[00:25:26] That is the name of the game there margin they're margins margins right and so this is going to help them I they're not saying it's going to help them with margins but there's a clear path to this type of co pilot assisting staffing companies in all of that yeah it's productivity gained.

[00:25:46] And again in that space where there's then motions anything you can do to get productivity up and cost down that's a real increased your profit I got a I got a continuous story.

[00:25:58] In the in a staffing world and this is on the research side so organizations in North America plus 31% reported the strongest hiring intentions this is according to manpower employment outlook survey report it's at.

[00:26:13] Manpower dot me OS which is the name of the report so the thing to pay attention to about staffing as Ryan said it is complete it is different than corporate check well know that.

[00:26:26] But it's also a leading indicator of of hiring in general so why you want to pay attention to staffing even if you're in a corporate market but pay attention to staffing because they are get the uptick and hiring before corporate.

[00:26:42] So pay attention to the manpower is in the world and look at their report and their research because.

[00:26:52] They're going to get hit with hiring before full time hiring always always happens this way so they get hit with a bunch of contingent stuff to then just see if.

[00:27:02] So they're going to actually stare the economy is going to stare you know just basically it's a safe bet to hire people through staffing so that you can easily let them go through staffing and set a full time employees and training and all the other stuff so.

[00:27:18] Keep keep keep focus on staffing for global staffing for particular because they can show you what's going on with hiring trends if their trends are high it's coming to a theater.

[00:27:33] That sound that sexy I like that coming to the.

[00:27:37] So I'm going to go up staffing for a second I doubt it i'm going to go I want to go over to the EU because they always lead America in this in this area so with with privacy and all this other stuff so EU parliament adopts the world's first comprehensive AI law.

[00:27:57] Interesting there's a lot of stuff here number which I'll get to the interesting stuff in a second but what I thought was was was nice is that they they just make it so difficult to and they meaning the parliament makes it so difficult for companies to circumvent these laws right so the penalty is 7% potential fines of 7% of annual revenue.

[00:28:26] Yeah that's a massive number right you can just do the math on your calculators you watch whatever but the so this the the act that was passed a law that was passed bands biometrics surveillance and manipulative AI right so lot of stuff fits into that but 7% is a massive.

[00:28:49] It's massive things as you already said the EU does a lot of progressive things yeah GPR and you mentioned with privacy yeah.

[00:28:59] My my only grind with with this is i'm not sure politicians are suited for the task of regulating yeah that's my that's my rub yeah I think I think either impartial or independent think tanks or academics.

[00:29:18] My should be gut tells me the academics should be the ones that we trust right in regarding ethical AI and ethical AI practices and tech and not politicians so I like what you did because it's a step right but someone should be doing this is kind of like the congressional hearings when they're talking to Zuckerberg and his other same and tell them how to run the business yeah as you should do with Facebook yeah.

[00:29:47] Can people use video to talk to people like again if you point it sounds like I'm anti government well I kind of am in the sense of show me point anything our government is ever done well exceptional.

[00:30:06] Anything point to anything any program anything call me out on it I don't mind point to one thing that they've done well and then and maybe I'll believe it but I don't think our government no benefits are government's parent any other government in the world so there's that but I don't think that the bar of exceptional right in politics is so low.

[00:30:33] I just don't think that they should be the ones regulating AI I think AI needs regulation so the dumb spilling hairs yeah I don't believe it over see yeah well overseeing is different yeah being who wants to me yeah no Ted Cruz does not does not for me to qualify.

[00:30:57] I think I pick up I think I'm a Ted not anybody just going to Mexico man anything in Texas Dallas area whatever deserves to get checked on all right I got one for you.

[00:31:13] This came from the census census.gov so take a look at this go so again equal pay and also international women's day a lot of things happen recently so this title is equal education unequal pay why is there still a gender pay gap in 2024 so okay so women make okay women are an opposed graduate degree

[00:31:42] and and at a top tier program and still make 71 cents on the dollar that should with me man at the same educational level so what it got me to think about is if you thought the pay gap was because of education like if that was a thought male female otherwise whatever you want if you thought you know what there's a lot of dudes that graduate Harvard MBAs you know maybe it's just kind of a lag that there's

[00:32:12] just more of them and you know it's just kind of an education yeah that you'd be wrong so yeah so they actually prove it so if you really want to see the math go to census.gov and take a look at the report itself and you can see that no it's not education does really know are you there it's

[00:32:31] it's just dudes being do the people man go call out on what I think it is these just dudes basically being dudes yeah and justifying poor behavior yeah but I again it for me if if someone rashly thought well maybe there was an education gap and that's why right that is that is destroyed yeah

[00:32:55] people I mean clearly people make an argument of years of experience and common sense arguments two different things to bring this back but you know it you got the skill you got the skill yeah and the end of discussion for me I shouldn't say that so final and then this discussion for me you got the skill you got the skill you paid

[00:33:19] nice and simple last week last week I wanted to try the rapid fire idea yeah but only have one question so really don't work I got four oh I got four I spent some time on this all right so here we go so rapid fire these are my questions to you

[00:33:46] I want to get inside your brain for a minute true or false this is more testing your knowledge true or false less than a third of us small business workers say they don't trust their companies HR department

[00:34:04] let's say no 35% now less than a third the less than a third I would believe that people would report that but I don't believe it's true so I'll say I believe that somebody will probably report that it's a third but I don't believe for a moment I think it's more like 60% though trust age are

[00:34:26] that's right it was false yep it's more than a third yeah right yeah so so I do add some thoughts here actually so it's there's there's a lack of I think most of this was in small business

[00:34:40] most of this was in small business I saw I saw the reports for folks that want to actually dig into that that's actually a report that comes out of secure data recovery

[00:34:51] yeah so take a lot of comm so you can just go and look at small company HR surgery they actually have some cool statistics in there I'll tell you just want to run mention there's a bunch of other ones in there so yeah so all right what this is no fun if you if you've seen these

[00:35:09] articles I'm to find some stuff you haven't seen I want to go like be obscure what is a new collar worker wait before you do that one of the stats

[00:35:18] that report that I that I have half of Americans say a lack of HR department contributes to a toxic workplace yeah yep and it's 15 others or less have most of that right

[00:35:32] and then there was another stat in there that's the employees believe that the CEO has a hand in HR operations and they don't trust that yeah so it's like there's all kinds of and

[00:35:43] sometimes contradictory data and findings because but if you've worked in a small company yeah that you read it and you're like yeah that makes sense I don't yeah

[00:35:54] and all make it all makes sense so second thing yeah yeah yeah yeah you're you're taking me off

[00:36:00] thanks care didn't mean to what is a new collar worker a new collar worker we have white collar we have blue collar a gray collar

[00:36:11] I know a gray collar is but do you know what a new collar is the color is a blending of blue and and white basically it's like a business that like a construction company

[00:36:23] that has half of their employees that are corporate salaried employees if you will and half of them are construction

[00:36:31] and so like if it's if it's all blue collar then you've got a you know small percentage that are actually salaried probably the owner

[00:36:40] and then everybody else's employees so you have a lot of risk so what's the new collar

[00:36:45] new collar I think it's if I were to guess I'm just guessing new collar would be in reference to

[00:36:51] remodern hybrid workers no higher and fewer professionals without a degree so a lot of companies are no longer requiring degrees

[00:37:03] so these are their new collar workers that's just these are the new collar workers because they don't have

[00:37:11] a degree but they're highly skilled the irony in that statement is that they have collars most of the

[00:37:16] folks that you just described don't have collars don't have a collared shirt have probably never worn a collared shirt

[00:37:23] yeah I don't hate that at all no I don't know collared shirts but that is interesting and first of all

[00:37:30] I do believe and like the idea of whether or not you have a degree or don't have a degree if you can do

[00:37:35] you would not have talked about this if you if you could do the work do the work yeah I don't care what they

[00:37:40] call you if you can do the work and you could be successful at the job to it that's cool all right so

[00:37:47] give you 15 seconds to answer this one because it's opinion based what happens to the 7 million

[00:37:54] businesses and the 170 million people the users tick on tick-tock if it gets banned here in the states

[00:38:03] they just find another medium I mean there's a lot of mentioning and mounting but truth is

[00:38:08] is with Instagram Reels and with YouTube all these folks that are real content creators and really

[00:38:17] really super successful they're successful on YouTube and they're successful everywhere yeah

[00:38:22] they're successful across platform you know Joe Rogan take one of his mediums away just get them out

[00:38:27] of the one so I think it's much to do about nothing uh in the sense of a content creator that's

[00:38:34] creating cool content for people they're just gonna find a different medium but we can't deny the

[00:38:39] amounts of money that are being made by these people it's real money oh it's real money and they're

[00:38:44] gonna have to find a fix for this I'm interested to see all right they're gonna fun but but I don't

[00:38:49] think you'll pass the Senate no I don't know I don't think the Congress Congress passes stupid shit

[00:38:54] all the time that never maybe makes the floor this is it this will never make the floor yes

[00:38:58] all right what if I told you I can increase your revenue by 38% create a happy workforce that is

[00:39:06] less stressed more healthy would you hire me you're gonna increase my revenue and make a happier

[00:39:14] workforce yes less stress more healthy yep you'd hire me right oh yeah to make that change so last

[00:39:23] week we talked about the three-day work week yes we know people that have tried the four day

[00:39:29] work week yeah so we mentioned this last week so this was I forget where this is that but I'm

[00:39:35] gonna go find it because it's actually pretty interesting the four-day work week it's back in the

[00:39:39] news it's always in this but it's back in news it was on ABC ABC news uh so features featured on

[00:39:45] on ABC news that shared the results of 61 companies in the UK over the six-month pilot did they four

[00:39:53] day work week 89% of the companies have continued and implemented it permanently there's a whole

[00:40:00] bunch of stats in here about why it's fantastic and all that stuff in the end the companies that have

[00:40:07] the companies that have kept it over that six months right increase their top line revenue 38%

[00:40:14] 100% so here's why here's so Vermont Senator Bernie Sanders deal the burn it is a four day

[00:40:23] work for that bill the burn bill bill the burn uh four day work week bill so this actually is

[00:40:30] according to the guardian dot com so you can go there and read the story of um so fun fact I always

[00:40:37] think that senators work about 32 hours a week anyhow so like I don't think this is a big change

[00:40:42] for like senators um the reason that study's done in in England or the UK excuse me yeah is they're

[00:40:51] not capitalist they're not they're not capitals like America so there's different variations and strands

[00:40:57] of capitalism and in American uh we have a really really okay you like it or hate it doesn't really

[00:41:05] make a difference our brand of capitalism will never allow never allow for you keep

[00:41:12] shooting this idea down I'm just starting to think it's where we're working seven days a week

[00:41:17] that's what i'm thinking I remember I told you what if you could just work two hours a week a seven

[00:41:22] days a week yeah yeah yeah it's just it's in conflict with capitalism capitalism is at the

[00:41:28] literally at the core of the United States yeah like it's in our history it's in our everything

[00:41:34] that we believe in whether or not you believe it or not it's there unless you're making your own close

[00:41:40] which I am not shit which I am not driving like a horse and buggy and all that other bullshit like

[00:41:46] if you go that far yeah you're not contributing other than that even if you're bitching about it

[00:41:52] you're still buying shit off Amazon right so you're contributing to capitalist right whether

[00:41:57] or you like it or no and until capitalism is is shown to be a failed model it's that's gonna

[00:42:05] remain she said I'm just sorry it's like in this country are you kidding me employers will

[00:42:11] expect you to cram those hours in that you can make it 20 hour work you'll yeah you make it

[00:42:17] three day work week you're gonna work 15 hours so yeah Bernie god love him uh he uh he did

[00:42:28] introduce that bill this week so it's worth a read and it's unseveral different uh news side

[00:42:34] it's definitely go I like the Guardian so go take a look at that all right did you have some more

[00:42:40] stuff because I got a couple things go for it take it well let me do some research stuff real quick

[00:42:45] all right 95% of HR leaders are confident in their employee experience 58% of employees are

[00:42:55] considering new job opportunities this year 11% higher from last year okay this comes from

[00:43:02] I saw its fourth annual HR leaders report so like look you know it's one of those things like okay

[00:43:09] HR 95% of HR leaders feel that they're confident in their employee experience 58% of employees are

[00:43:17] considering new jobs does that kind of feels like it kind of feels like it kind of feels like

[00:43:22] the upcoming election the economy's amazing 97% of Americans feel yeah exactly good to me when

[00:43:33] I read that and that's a uh I saw HCM.com it's in a research center you get to look at champions

[00:43:40] of change but basically I think this is the different vistas in which people look at EX or

[00:43:46] employee experience so an HR leader is looking at that employee experience and saying probably

[00:43:53] as opposed to how it was last year two years ago five years ago it's gotten better and so

[00:43:59] they feel better about the employee experience if you're an employee you're looking at things like

[00:44:04] return to office or other types of programs and saying yeah I'm as soon as as soon as I get a

[00:44:11] job offer I'm gonna at least I'm gonna at least go look at yeah and they should even if they love

[00:44:16] their employer they still should you should always keep your 100% we're all candidates I've said

[00:44:22] that for years and people like it but I'm like okay I'm in the Cayman Islands and I offer you a job

[00:44:29] you know I own a business you know blah blah blah I say okay I'm gonna pay $10 million a year

[00:44:36] and this is what I want you to do you're gonna take the job

[00:44:40] well we're all candidates yeah absolutely at one at one level or another someone's gonna make

[00:44:45] someone can make your an order that you just cannot refuse and so you'll take it so this idea

[00:44:51] that there are active candidates right passive candidates I never believed in that shit to be

[00:44:57] let me get another research thing I get it the podcast just isn't enough that's all right head

[00:45:04] over to your favorite social app search up work defined WRK defined and connect with us

[00:45:12] all right so this is an analyst firm report which I believe in strongly that as practitioners you

[00:45:18] should always be looking at these things so this is ISG and it's isg-1.com so provider lens

[00:45:26] analyst report for HCI and technology platforms it's out and it's a quarterly report that

[00:45:31] analyzes the strengths of the week this is a 30-pooh platforms so you can go in there and you can

[00:45:37] actually see graded out who's good at what and things like that so I have a copy of the report

[00:45:43] email if you're interested I love reports like this a lot of them are behind-bind paywalls

[00:45:49] and stuff like that so I don't really like that so I don't think that they'd be too pissed off for

[00:45:54] me but I used that all right as you said that so I'm not gonna lie I thought you were again is I

[00:45:59] thought you're gonna be like those infomercials yeah cover free we'll send you the book

[00:46:06] but wait there's more um but the larger point for me outside of the email if you want the report is

[00:46:15] it's there's larger questions that we need to be thinking about like what's the research methodology

[00:46:19] so whenever you look at an analyst report you should dig into don't just breathe through it's usually

[00:46:24] the first section of the report is that basically tell you see the first and the very last but they

[00:46:29] tell you this is how we went about this research and it's not written in legal easy or anything

[00:46:35] like that it's pretty easy to read so definitely look at their methodology then look at where vendors

[00:46:40] replaced and why the justification of putting a you know an ice-salt here and somebody else

[00:46:48] here okay why is that so where first of all where are they on the map and the quadrants and then

[00:46:54] why is that port then three how do you look at these quadrants like you know what are one of

[00:47:00] the one of the actual four boxes nine boxes eight right what the bid is well how how do you how do you

[00:47:06] make sense of the report yeah I think that gets us to the kind of the fourth thing that I look at

[00:47:12] with all analyst reports is how HR and TA should read and learn from them and again the research

[00:47:21] and analyst works have been around forever like that's it's not a new thing but how do you how do

[00:47:27] you make sense of the data that's to then make sense of it for your company right I think it's

[00:47:31] really important it's it's not easy either because you could find some some research reports that are

[00:47:38] counter in their findings yeah so anyhow that's out go take a look at its isg-1.com they put out a

[00:47:46] ton of stuff on our space and so check them out when you get a chance very good all right so I got

[00:47:54] I love me some subway I love sandwiches I love I'll just say hokies you know what a hokie is do you

[00:47:59] have hokies I do or do you have like to call them subs or like subs submarines or whatever that

[00:48:04] how you call those things I wish we had the fill the filly cheese steak because I like that

[00:48:08] yeah we don't call it the filly cheese steak we just call it the cheese steak what they call

[00:48:13] well they call food China all right so subway these guys are sleaze bags bad I got it's end

[00:48:21] starbucks let's just put it out there subway and starbucks fine 200 well separate fines but

[00:48:29] subway was fine 218 thousand dollars get this for pocketing their employees tips

[00:48:39] 10 franchises right in washington we're found guilty of taking part in this little scheme so

[00:48:46] basically as customers were tipping on the cards subway the franchise these are just like

[00:48:53] appreciate to change to change yeah they're just house always wins maybe yeah they're doing their

[00:48:59] thing right they're they're getting the money and so anyhow so this this is interesting to me

[00:49:06] right subway I'm like wow that's crazy then you kind of start clicking around the links and go

[00:49:12] to google and you type in can restaurants that's the old tips so this is not a new thing apparently

[00:49:18] this is not a new thing right so in november as tecco which is uh yeah basically and so in november

[00:49:28] as tecco which is pretty big restaurant chain they've got I forget how many a thousand or two

[00:49:33] thousand employees something like that anyway 11.4 million dollars in backed wages

[00:49:41] not paying their employees that's crazy over time and minimal wage requirements

[00:49:48] sucker beware i mean here's the deal um outside of the poor business practices it's just kind

[00:49:54] of stupid to do that to your employees yeah if you want as a consumer if you want to give someone a tip

[00:50:00] hand them cash give them cash give them cash and say I worked on this 15 14 I worked in Albertson

[00:50:08] and uh first job I well not the first job I had chosen before that but one of the things I did

[00:50:14] in Albertsons was the first job in Albertsons was a cart guy so bag

[00:50:18] I did that was my first job and uh and we had took the carts out but Albertsons had a policy back

[00:50:25] then the st-80s that you had to take groceries out to the car like you there wasn't an option

[00:50:31] yeah because for came through you took the cart it's something that was probably to break the cart

[00:50:36] bring the cart back in like shocking but they also had a no tipping policy

[00:50:42] so you could not accept tips for customers we have that around here this uh this is great

[00:50:49] so it's probably this 80 year old guy I'm begging his grocery he's probably got three four hundred

[00:50:53] dollars with the groceries so he got two I got two baskets of going out to his car he's got this huge

[00:50:59] Cadillac and uh put all the he pops a truck I put all the groceries in his car and then

[00:51:05] now it's a third serve thank you so much for shopping now since appreciate it and I'm turning

[00:51:10] around he goes hey tell him I'm like yeah what's up so he goes and he hands me a ten dollar bill

[00:51:17] I'm like oh sir you know that was just policy not to accept tips he goes so I worked hard for

[00:51:23] this money and I want to give you my money because you helped me do something that I can't do

[00:51:29] for myself right and you're gonna refuse my money uh looked at my said no sir sir I took his

[00:51:36] ten dollar bill and I put it in my pocket and from then on I'm like yeah they have a policy

[00:51:42] William Timcup has a different policy we got a pound feel right here too my policy is if

[00:51:48] somebody wants to hand me money I'm gonna take that money now the furtherance of that story which

[00:51:53] gets really funny uh in some ways is I learned that people would at that time they would open up

[00:52:02] their truck and then they would just get in their car if they were going to tip you whatever they

[00:52:05] used trusted and I would put their beer down on the below the cart down below and I'm

[00:52:12] forgetting to put it in the groceries I decide for you're the reason why they have security

[00:52:20] at home deep below because you stole the tools by putting them on the department I just I would

[00:52:23] just take that cart to my car just put the 12 pack or case of your my car oh man I again

[00:52:30] I feel like I feel like this is the point in time which we say next story sorry

[00:52:37] all right so our friends at aspect 42 need our help and they need to support on their annual

[00:52:43] insights work server 2024 so this is survey monkey dot com for says R for says A43 friends

[00:52:52] we can always go to aspect 43 dot com aspect 43 uh is a boutique research and advisory firm

[00:52:59] Brian and I have known Sarah white for the serve bread and for forever 100 years

[00:53:06] and they do they do great work to do great research and we like research so do us a favor and

[00:53:11] head over to their website or head over to the survey monkey and fill up the survey monkey

[00:53:16] yes we'll drop the link actually for the down below yeah not for us we're not doing that

[00:53:22] no we'll report on the findings but yeah there's no incentive for us to care other than

[00:53:27] Sarah's a good person yep what else we got let's see I got you got some fun we got some

[00:53:32] funding things I got one we got two no one in the m&a stuff to the a and barf no no no no deal

[00:53:41] have been quiet this week it has no next week next week so two things on the funding side that

[00:53:48] that I saw it close to inclusivity focus BC eight of interest pulls in 80 million dollars for

[00:53:55] their second fund this is a tech crunch so you can look at eight of interest and you can

[00:54:00] pull to article so what I like about this is instead of hyping sass or AI or blockchain or

[00:54:07] you know whatever the hell people are interested in they're hunting down founders who address

[00:54:12] inclusivity and dors i kind of care more about the inclusivity part of the fund because I believe

[00:54:18] in meritocracy I believe the best idea should we have so if we include everyone and we believe that

[00:54:24] the best I should win then change what happened but I like this I like the fund eight of interest

[00:54:30] I've seen them before like this again and then this is their second fund so I've seen them before

[00:54:35] and again that says a lot that they raised an 80 million in this market a lot of money

[00:54:41] they raised 80 million dollars for a second fund so congratulations to them yes congrats

[00:54:46] second funding news that I got for you is empathy closed 47 million dollars I think it's a

[00:54:56] series B let's take a look at it but you can go to tech crunch and look at empathy but it's 47 million

[00:55:03] or AI helped with practical and emotional bereavement process so here's the thing if you haven't

[00:55:10] looked at empathy they have a business solution for HR and for the company that helps both the

[00:55:17] employees and your employees family so you're your circle of people that go through bereavement

[00:55:24] and you know death impacts everyone so it's worth paying attention it's worth paying attention

[00:55:31] thank you brother paying attention yeah as boomers age and pass on as gen x age and

[00:55:40] enters the winter of our lives etc i think it's something to pay attention more in this category

[00:55:47] is going to get funding because it's going to be more of a work related issue and it could be just

[00:55:53] more of a productivity related issue so just kind of take a look at that you can look up empathy on

[00:55:59] how you go crunch base or or tech crunch but basically they just got 47 million dollars

[00:56:07] congrats to them good for them and i think that's it i think it is it thank you all for

[00:56:12] for listening we got something else not we've barfed we barfed we did so if you're still listening

[00:56:18] what i know you are because you love it like us love us subscribe see us out there say hello thank

[00:56:24] y'all for coming we'll see you next week

[00:56:36] you