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Planning for Your Child’s Passion, with Anthony Chen, Host of Family Business Radio

June 29, 2022 by John Ray

Passion
Family Business Radio
Planning for Your Child's Passion, with Anthony Chen, Host of Family Business Radio
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Passion

Planning for Your Child’s Passion, with Anthony Chen, Host of Family Business Radio

In a commentary from a recent Family Business Radio episode, host Anthony Chen makes the point that your children’s passion may lead them into non-traditional paths besides college, and discusses how to adjust your financial planning to reflect your child’s plans.

Anthony’s commentary was taken from this episode of Family Business Radio. Family Business Radio is underwritten by Anthony Chen with Lighthouse Financial Network.

Anthony Chen, Host of Family Business Radio

family owned craft breweries
Anthony Chen

This show is sponsored and brought to you by Anthony Chen with Lighthouse Financial Network. Securities and advisory services offered through Royal Alliance Associates, Inc. (RAA), member FINRA/SIPC. RAA is separately owned and other entities and/or marketing names, products or services referenced here are independent of RAA. The main office address is 575 Broadhollow Rd. Melville, NY 11747. You can reach Anthony at 631-465-9090 ext. 5075 or by email at anthonychen@lfnllc.com.

Anthony Chen started his career in financial services with MetLife in Buffalo, NY in 2008. Born and raised in Elmhurst, Queens, he considers himself a full-blooded New Yorker while now enjoying his Atlanta, GA home. Specializing in family businesses and their owners, Anthony works to protect what is most important to them. From preserving to creating wealth, Anthony partners with CPAs and attorneys to help address all of the concerns and help clients achieve their goals. By using a combination of financial products ranging from life, disability, and long-term care insurance to many investment options through Royal Alliance. Anthony looks to be the eyes and ears for his client’s financial foundation. In his spare time, Anthony is an avid long-distance runner.

The complete show archive of Family Business Radio can be found at familybusinessradioshow.com.

Tagged With: Anthony Chen, College Planning, Family Business Radio, family finances, financial planning, Lighthouse Financial Network, passion

Workplace MVP LIVE from SHRM 2022: Cathy Hood, The Arthritis Foundation

June 28, 2022 by John Ray

Arthritis Foundation
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2022: Cathy Hood, The Arthritis Foundation
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Arthritis Foundation

Workplace MVP LIVE from SHRM 2022: Cathy Hood, The Arthritis Foundation

On this episode of Workplace MVP Live from SHRM 2022 in New Orleans, host Jamie Gassmann’s guest was Cathy Hood, VP of People Operations at The Arthritis Foundation. She and Jamie discussed Cathy’s career journey, the work of the Arthritis Foundation, their new initiatives, and much more.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2022 SHRM Annual Conference held at the New Orleans Convention Center in New Orleans, Louisiana.

Cathy Hood, Vice President of People Operations, The Arthritis Foundation

Cathy Hood, Vice President of People Operations, The Arthritis Foundation

Cathy Hood is Vice President of People Operations for The Arthritis Foundation and has been with the Foundation since 2017.

The Arthritis Foundation is boldly pursuing a cure for America’s #1 cause of disability while championing the fight to conquer arthritis with life-changing science, resources, advocacy, and community connections.

By advancing research, advocacy, and disease management support, the Arthritis Foundation helps you navigate the many challenges arthritis brings. You can easily make powerful connections that lead to real, meaningful change.

Live your best life with the help of a compassionate and caring community. Get empowering information and make meaningful connections. Online and in person (when it’s safe again), they are working together to promote life-changing resources and research, push for change and create community connections that welcome, inform and uplift. This is what makes their community of millions thrive — and why they are Champions of Yes.

Company website | LinkedIn | Facebook

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:02] Broadcasting live from SHRM 2022 at the New Orleans Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:19] Hi, everyone. You’re host, Jamie Gassmann here. And I am coming to you from the SHRM 2022 Exhibit Hall at R3 Continuum’s booth, and we’re here in New Orleans. But with me is Cathy Hood from the Arthritis Foundation. Hi, Cathy.

Cathy Hood: [00:00:34] Hi, Jamie. It’s great to be with you today.

Jamie Gassmann: [00:00:37] Oh, I’m so excited to have you on the show. Now, I understand you just recently got a title change. Is that like a promotion, kind of an upgrade?

Cathy Hood: [00:00:46] It is, additional responsibilities.

Jamie Gassmann: [00:00:49] Yeah. And we love that, right? That means you’re awesome at what you do. And you’ve been to SHRM many times it sounds like.

Cathy Hood: [00:00:56] I have.

Jamie Gassmann: [00:00:57] So, what keeps bringing you back to this conference?

Cathy Hood: [00:00:59] I love the SHRM Conference. I mean, the networking is amazing, getting to meet people across the country, hearing about what other people are doing. But, really, it’s the inspiration. I’ve been doing HR for a long time, and coming here and hearing the inspiring stories and just connecting with people and learning and growing in my profession is something that I look forward to every year.

Jamie Gassmann: [00:01:23] That’s amazing. Now, in talking about that career journey, share with us a little bit about your background. You know, what have you done in your career that has moved you to this VP of people operations?

Cathy Hood: [00:01:34] Sure. I’m happy to. So, I started out actually working for law firms and I was director of human resources for some large law firms, some international law firms, I loved that. But one of their biggest clients was a nonprofit, and so I moved to the nonprofit space. And, you know, I’ve worked in technology also, but mostly nonprofit throughout my career. And, honestly, it’s making a difference in the world.

Cathy Hood: [00:01:58] The Arthritis Foundation, I literally tell every single person that we hire, we are changing lives and that’s what we do. And so, it’s an amazing opportunity to be able to marry your profession, human resources, helping people, but then also changing the lives of people that are suffering from arthritis.

Jamie Gassmann: [00:02:16] Oh, I love that. Obviously, coming from a corporate kind of manufacturing background to this nonprofit, are there differences in the HR space that you’ve noticed or seen between those different roles?

Cathy Hood: [00:02:32] There are some differences, perhaps. But for the most part, you know, caring about people and making connections with people, loving people, supporting people, helping them grow in their careers, those are all the same things regardless of what industry you come from. People that are looking for safe space and opportunity to grow their careers and opportunity to learn and add skills to their resume. So, it’s really not that different from an HR perspective. We’re taking care of those basic needs, payroll, benefits, all of those things, and then also making sure people feel valued.

Cathy Hood: [00:03:08] And, now, just an amazing opportunity in the last few years, and so many organizations are focused on this, but the Arthritis Foundation is as well, and that is our diversity, equity, and inclusion efforts. And we are so excited about the work that we’re doing. Everyone in the organization is really excited about that.

Cathy Hood: [00:03:27] And, also, the pandemic was awful, but it brought us some opportunities. And those opportunities were to really get focused on our wellness programs and helping people. We have a program called Be Your Best You, and it really is about the whole person, and it’s about making sure that our staff know that they are cared about, we love them, we take care of them, we do some fun things, we have some cultural great things. So, that really is the same in all HR organizations.

Jamie Gassmann: [00:03:56] Yeah. No, that’s beautiful. I love that. Be Your Best You, I love that. I love taglines like that. Just like the good reminder of how do you make yourself better each day.

Cathy Hood: [00:04:06] Absolutely.

Jamie Gassmann: [00:04:07] That’s fantastic. So, here at the SHRM show, you mentioned diversity, equity, and inclusion. I know that’s a really big topic in HR, a very big focus in a lot of organizations. Is there something here at the SHRM show this year that got you really excited when you were preparing to come that you can’t wait to watch, or to check out, or see while you’re here?

Cathy Hood: [00:04:26] Well, I’m going to tell you something, I didn’t get to go to SHRM last year. But I did see a video of one of the sessions and it was about diversity, equity, and inclusion, about courageous conversations. And I thought, “You know what? I’ve got to get back.” Last year because of COVID, of course, we had layoffs, everything was down a little bit. But we’re thriving and we’re back now.

Cathy Hood: [00:04:48] And so, it was just a pleasure and a great opportunity to come back to the conference and really take advantage of those courses and diversity, equity, and inclusion, and some other things as well. I mean, all employee engagement, already, I’ve seen multiple vendors here today that are, you know, exciting things that I’m interested in adding. So, just a great opportunity.

Jamie Gassmann: [00:05:10] Well, it’s been an absolute pleasure to have you on our show. And congratulations again on your promotion. And, yeah, thank you again for stopping by. And we look forward to more chats and hearing, hopefully, from you later down the road how the show went for you.

Cathy Hood: [00:05:26] Thanks, Jamie. It was great to be with you today. Take care.

Jamie Gassmann: [00:05:28] You, too.

Outro: [00:05:33] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show, and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: Be Your Best You, Cathy Hood, DEI, Jamie Gassmann, R3 Continuum, SHRM 2022, The Arthritis Foundation, Workplace MVP

Quick Tips for Time Well Spent: Balancing Work and Home

June 27, 2022 by John Ray

Work and Home
North Fulton Studio
Quick Tips for Time Well Spent: Balancing Work and Home
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Quick Tips for Time Well Spent:  Balancing Work and Home

Personal concierge Julie Hullett offers ideas on how to separate work from home life. Julie’s commentary was taken from this episode of Time Well Spent with Julie Hullett. 

Time Well Spent with Julie Hullett is presented by Julie Hullett Concierge, LLC and produced by the North Fulton studio of Business RadioX®.

About Time Well Spent

Time Well Spent with Julie Hullett features stories from busy professionals who have created more time to do what they love. Every other week, your host and personal concierge Julie Hullett speaks with entrepreneurs, community leaders, and influencers to answer the question: What would you do if you had more time?

The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

Julie Hullett, Host of Time Well Spent with Julie Hullett

Julie Hullet, Host of Time Well Spent with Julie Hullett

Julie Hullett is the host of Time Well Spent with Julie Hullett.

Julie Hullett is a personal concierge and entrepreneur in Nashville, TN. She founded Julie Hullett Concierge, LLC in 2011 to give people their time back so they can do more of what they love. No stranger to big ideas and pursuing passions, Julie left corporate America to create her business. She capitalized on her skills—multi-tasking, attention to detail, and time management, to name a few—to build a successful business that gives back. Her clients enjoy ample free time. They’ve traveled more, spent more time with those they love, and have even created their own businesses.

Connect with Julie:

Website|  LinkedIn | Instagram . Sign up to receive her newsletter.

 

Tagged With: Julie Hullett, Julie Hullett Concierge LLC, Quick Tips for Time Well Spent, Time Well Spent, work and home, work-life balance

Workplace MVP LIVE from SHRM 2022: Brad Harper, Bambee

June 23, 2022 by John Ray

Bambee
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2022: Brad Harper, Bambee
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Bambee

Workplace MVP LIVE from SHRM 2022: Brad Harper, Bambee

Brad Harper, an HR Business Partner with Bambee, joined host Jamie Gassmann in the R3 Continuum booth.  Brad shared how Bambee helps smaller companies manage their HR functions, what’s he is seeing from his clients, what he learned about empathy and accountability, and more.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2022 SHRM Annual Conference held at the New Orleans Convention Center in New Orleans, Louisiana.

Brad Harper, HR Business Partner, Bambee

Brad Harper, HR Business Partner, Bambee

With the help of your dedicated HR Manager, Bambee puts your HR on autopilot to streamline your HR, and automate your onboarding, policies, and even employee training.

Today, Bambee’s HR Autopilot keeps over 10,000 American Businesses HR compliant all year long, with up-to-date HR policies, mandatory training, and regular, two-way feedback between you and your employees.

  • HR rules change. Audits let you identify any HR gaps, and then we help you with an action plan to get your internal practices up-to-date to keep protecting your company and employees.
  • HR Autopilot makes sure all core, protective policies are current, signed by your employees, and reaffirmed semi-annually. Then, your dedicated HR Manager crafts any custom HR policies your business needs.
  • Bambee takes care of important and often-mandatory training like sexual harassment, workplace safety, and business ethics – and reports back to you on everyone’s progress.
  • Bambee’s Report Cards help you track your staff against their goals, and open up a regular dialogue to give praise, constructive feedback, or take corrective action.
  • Employee Voices lets your employees share concerns and alert you to potential problems. But it doesn’t have to be bad news – it’s also a great way for your staff to express gratitude, anonymously or publicly.
  • Comply with EEOC Document Retention Standards. Federal & state laws mandate that certain company files be held for a certain period of time. Plus, never guess who signed what – or where your important HR documents are. They’re all gathered safely in your Smart Cabinet.

Company website | LinkedIn

 

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from SHRM 2022 at the New Orleans Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:20] Hey, everyone. Your host, Jamie Gassmann. And I am coming to you from the SHRM 2022 Exhibit Hall in our show sponsor’s booth, R3 Continuum. And joining me is Brad Harper from Bambee.com. Welcome to the show, Brad.

Brad Harper: [00:00:35] Hey, Jamie. Thanks so much for having me.

Jamie Gassmann: [00:00:37] Yeah. It’s great to have you. I’m glad you stopped by. So, tell me a little bit about your background. I know you’re not an HR leader, but you do support a bunch of them. So, share with me a little bit about how you got into that industry and just kind of your career journey to this point.

Brad Harper: [00:00:50] Yeah. Sure. So, I’ve been in human resources for about 14 years, and I’ve recently joined on with a company named Bambee. They are a company headquartered out of downtown Los Angeles. And what they do is, is they support small businesses throughout the United States.

Brad Harper: [00:01:07] We saw a need for small businesses in the U.S. that can’t afford a dedicated HR manager. You know, on average a dedicated HR manager or internal, $80,000, $90,000 a year. And what we realized was, for those small businesses that had less than 100 employees, a lot of times those businesses don’t have a dedicated HR point person. But they still need to follow State and Federal Laws. They still need to provide a support system for employees.

Brad Harper: [00:01:42] And so, what we’ve done is, is we have designed a product. Bambee.com is a website. It’s a digital infrastructure for a lot of the HR policies, supplemental trainings, a lot of the things that a small business needs to succeed, all the tools and the resources. But in addition to that, on top of it, they get a dedicated HR manager.

Brad Harper: [00:02:06] And that dedicated HR manager provides risk mitigation. They provide guidance on how to navigate some of the very complex issues that come up. You know, when it comes to equal opportunity employment, when it comes to sexual harassment, a lot of those compliance areas that can be very sticky points that a lot of times small business owners, they don’t know how to navigate and handle that with their employees. So, that is what Bambee provides. It’s been a great learning opportunity for me and I’m thrilled to be with the company.

Jamie Gassmann: [00:02:43] Yeah, no. I think it sounds like a great site and a great product because, to your point, they all have to still follow the same guidelines. But not only that, employees are still looking for the same things from their employer, whether they’re small or they’re large.

Jamie Gassmann: [00:02:58] So, talk to me a little bit about some of the areas. I know you mentioned that mental health is a really important area for you. What are some of the support areas that you cover within a mental health space?

Brad Harper: [00:03:07] Sure. So, what I’ve noticed recently is, you know, we’re kind of coming out of COVID. There’s a feeling that a lot of people have this post-pandemic fatigue. And so, morale continues to be, like, such a big conversation starter for a lot of the clients that we serve at Bambee. You know, there’s a lot of areas where employees have fatigue. They need to kind of be reignited from a passion standpoint, from a standpoint of getting them back up and going again.

Brad Harper: [00:03:44] So, what we’re noticing is clients, a lot of employers, feeling fatigue. Fatigue is something that comes up quite often and they’re struggling with that. And we certainly do provide a lot of services, not only from a policy standpoint when it comes to compliance, but also from a training.

Brad Harper: [00:04:04] Our company has a database of over 700 different trainings that are catalogued, so a lot of them are very specific kind of compliance or hard skills. But we’ve also got a lot of soft skills, a lot of things that, you know, you learn over your career over time on how to be a better communicator, how to engage. So, that’s something that we are noticing a common thread with right now kind of coming out of post-pandemic.

Jamie Gassmann: [00:04:34] Yeah. Absolutely. I’ve heard that in other areas, too, and kind of that ongoing stress and burnout that employees are facing still trying to balance some of the impacts from the COVID pandemic.

Jamie Gassmann: [00:04:46] Now, I understand this is your first time at SHRM, so what are you excited about here to take away with you? You know, what is kind of one of your main motivators for coming to the show this year?

Brad Harper: [00:04:56] Yes. So, I would say that one of the things that has always solidified me as an HR professional is empathy. You know, people are exhausted. People are tired. People are drained. In HR, and even outside of HR, it’s a common thread. It’s something that regardless of where I’m at, if I’m on an airplane, if I’m at Starbucks standing in line waiting to grab an Americano, a constant thing that I’m discussing with strangers is people are just exhausted. And the one thing that I’m looking for out of SHRM is I’m looking how to reignite the area that I’ve always deemed as my strength, and that is empathy.

Brad Harper: [00:05:49] You know, I’ve been officing from home for the past two, two-and-a-half years, so I’ve been doing a lot of remote work. But we have integrated back into our downtown corporate headquarters. And I think a lot of people are feeling sluggish. I think there’s burnout. I think it’s real. I think it’s valid. And I think unless companies can truly say that it’s real, you’re never going to be able to move past the problem.

Brad Harper: [00:06:23] I’m one of those HR managers that I want to get to the root cause. I want to really identify what is the main issue, what is the problem. Because, you know, in order to kind of move forward in identifying what kind of solutions are you going to create, unless you’re being really honest about the problems that lie ahead of you, you will never create the correct solutions. And so, that’s really something I’m looking forward to.

Brad Harper: [00:06:46] I can tell you, today I attended my first session and it was around empathy and accountability, and how do you balance the two of those things, how do you do a dance. You know, accountability is this, like, hard line measurable where you’re trying to achieve results and you’ve really got to get in there and deliver numbers. But empathy is this soft skill, this soft piece that you really do need in order to balance the two of those things.

Brad Harper: [00:07:19] And I think that a lot of companies can really learn from taking a more empathetic approach in the next six months, even to the next year, on how do you attract talent, how do you retain talent, how do you keep talent, how do you promote talent, how do you promote internally. I believe that the companies in the United States that are going to use empathy as the core of everything that they do in the next 12 months are going to be the most successful companies moving forward.

Jamie Gassmann: [00:07:52] Yeah. That is such a powerful thought. I love that. And, you know, it’s kind of a new normal in this workplace. Employees, they’re needing things a little differently than what they’ve gotten before. So, that’s amazing. Great information. I love it.

Jamie Gassmann: [00:08:07] So, thank you so much for joining us. Again, if you’re interested in learning a little bit more, go to bambee.com, B-A-M-B-E-E.com. And the lucky ones will get Brad Harper as their HR manager. I love it. Thank you so much for joining us.

Brad Harper: [00:08:22] That’s so nice of you to say. I really appreciate it. I’ve really enjoyed my time with you today. Thank you.

Jamie Gassmann: [00:08:25] You’re very welcome. Thank you again.

Outro: [00:08:31] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show, and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: Bambee, Brad Harper, HR, HR Autopilot, HR services, Jamie Gassmann, New Orleans, R3 Continuum, SHRM 2022, Workplace MVP

LIVE from RISKWORLD 2022: Jenelle Ryan, Georgia State University and AmRisc

June 23, 2022 by John Ray

Georgia State
Minneapolis St. Paul Studio
LIVE from RISKWORLD 2022: Jenelle Ryan, Georgia State University and AmRisc
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Georgia State

LIVE from RISKWORLD 2022: Jenelle Ryan, Georgia State University and AmRisc

Jenelle Ryan, a graduate of Georgia State University and Underwriting Analyst for AmRisc, talked with host Jamie Gassmann at RISKWORLD 2022 as she prepared to graduate. She share that she interned with Amrisc and was set to join their team after graduation. In this conversation, she and Jamie talked about the risk management program at Georgia State, her new job, the learning opportunities she’s had, and more.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast from the RIMS 2022 RISKWORLD Conference held at the Moscone Center in San Francisco, California.

Georgia State Robinson College of Business, Department of Risk Management & Insurance

With one of the largest research faculties and risk management and insurance doctoral programs in the world, Georgia State is dedicated to understanding, quantifying and developing strategies for managing risks faced by individuals, organizations, and society. They owe their success to an outstanding student body, high-achieving graduates, innovative faculty who are leaders in their respective fields and the generosity of their financial supporters and friends.

U.S. News & World Report ranked Georgia State’s B.B.A. in Risk Management & Insurance #4 in the nation in 2022. Their department is highly respected, too. They have been a Center of Actuarial Excellence for more than a decade. Plus, the University of Nebraska-Lincoln ranks them #1 in North America for research productivity in actuarial science.

Website | LinkedIn

AmRisc, LLC

AmRisc, LLC, is the largest catastrophe-focused Managing General Agent (MGA) in the United States, with offices across the country in Texas (Houston HQ), Alabama, California, Florida, Georgia, and North Carolina. Established in 2000, AmRisc is a subsidiary of Truist Insurance Holdings, whose parent company, Truist, is one of the largest financial services companies in the nation.

As one of the first MGAs to develop a multi-model approach to risk underwriting, innovation is a core value at AmRisc. Founded by engineers and risk specialists, AmRisc is built to provide stability in a dynamic market and deliver unmatched solutions for producers, carriers, and their insureds.

Company website | LinkedIn

Jenelle Ryan, Underwriting Analyst, AmRisc, LLC

Jenelle Ryan, Underwriting Analyst, AmRisc, LLC

Jenelle Ryan is an underwriting analyst with AmRisc, LLC, in the Atlanta office.

Jenelle graduated  with a BBA in Risk Management and Insurance in 2022 from the  Robinson College of Business Risk Management & Insurance Department of Georgia State University, and interned with AmRisc.

LinkedIn

 

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from Riskworld 2022 at the Moscone Center in San Francisco, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:22] Hi, everyone. Your host, Jamie Gassmann, here with Workplace MVP podcast. And with me is Jenelle Ryan. And you are currently a student graduating in May.

Jenelle Ryan: [00:00:34] Yes.

Jamie Gassmann: [00:00:34] So, this is your first time being here at the RIMS conference?

Jenelle Ryan: [00:00:38] Yes, my very first time. I’m having an absolute blast.

Jamie Gassmann: [00:00:41] So, what has been your favorite experience so far? I know the conference just started, but you’ve had some fun already since being here, right?

Jenelle Ryan: [00:00:49] Yes. The keynote speaker this morning was absolutely incredible, just the most inspirational talk I think I’ve ever heard. And then, I have adored coming around to all of these panels, seeing all of the wonderful professionals. Everybody is so friendly, inviting, and I’ve just really loved meeting brand new people.

Jamie Gassmann: [00:01:06] Yeah. And conferences are a great place for that and great networking. And I know you are graduating this May.

Jenelle Ryan: [00:01:12] Yes.

Jamie Gassmann: [00:01:13] And you attend Georgia State University. So, talk to me about that program. I know it’s one of the top four in the country, is what you shared with me.

Jenelle Ryan: [00:01:21] So, Georgia State University has the number four RMI program in the country so far. We’ve had that for a couple of years running now, so we’re very proud of it. And I’m a senior risk management and insurance student there, graduating in May 6th. I walk. I cannot believe how soon it is, but our program really gives us a great depth and breadth of information on the insurance industry.

Jamie Gassmann: [00:01:43] Great. And so, based on what you’ve learned about it and from what you’ve seen here at RIMS, right now, if you could kind of pinpoint where you’d like to take your career right off the gate coming off of graduation, what are you hopeful for?

Jenelle Ryan: [00:01:56] Yes, absolutely. So, I’m really interested in accessing surplus lines. I actually have a job lined up with AmRisc right now in Alpharetta, which is the largest catastrophe-focused managing general agency in the United States. I’m absolutely thrilled to be going back there after my internship this past summer. And I’m really just interested in learning more about as many aspects of the industry as I can. I feel like there are so many different facets, even just walking around, I’ve met so many people who are working in areas I’ve never even heard of, so I’m thrilled to have the opportunity to learn more.

Jamie Gassmann: [00:02:29] Wonderful. And now, you were part of one of the cases that—tell me a little bit about those cases that are made available to the students learning in similar programs that you’re a part of. Talk to me a little bit about what that program looks like.

Jenelle Ryan: [00:02:44] Absolutely. So, the cases are incredibly challenging, but they essentially gather up a bunch of students from your school, you usually pick teams of four, and you do a little bit of insight into identifying like risk exposures and solutions to problems based on different companies. So, this year, the case competition was based on Starbucks, and we were analyzing the emerging risks that they’re facing. Absolutely, incredibly challenging, and I’m thrilled that some of my friends from St. Mary’s have gone on to the final eight. I have friends from Florida State who participated. It’s wonderful that all of us get to participate in this, and then come together and have that experience as students, where we’re not only learning, but friendly competition.

Jamie Gassmann: [00:03:31] Yeah, absolutely. And it sounds like from what you’re describing, you get a little bit of hands on kind of some of the real world work that you’ll be doing after graduation.

Jenelle Ryan: [00:03:39] Absolutely. You have to go into very intense detail with some of these things, and consulting, and trying to see just how you can solve this, it’s a great learning opportunity.

Jamie Gassmann: [00:03:51] And a resume builder. That’s fantastic. You can speak to it in an interview. That’s fantastic. So, if you were going to leave anything for our listeners who might be considering students coming out of a program, what would be something you’d want to leave for them?

Jenelle Ryan: [00:04:05] Leave for them, as like a piece of information?

Jamie Gassmann: [00:04:08] Yeah, like something to take into consideration as they’re interviewing a fresh out-of-college risk insurance student.

Jenelle Ryan: [00:04:15] I would say be open-minded. We’re all here. We never stop learning. We’re all not only with our designations, but just in diversity and inclusion, listening to other people. And I would say really keep an open mind. You don’t know everything. And as long as you’re learning, you’re doing something right.

Jamie Gassmann: [00:04:32] Fantastic. So, it’s been an absolute pleasure. If anybody want to get a hold of you for whatever reason, is there an email address or a way that they can contact you?

Jenelle Ryan: [00:04:40] Yes, absolutely. My email is jenellenryan@gmail.com, Jenellenryan@gmail.com. And you can add me on LinkedIn.

Jamie Gassmann: [00:04:52] Wonderful. It’s been such a pleasure to talk with you. Congrats on getting here with your case.

Jenelle Ryan: [00:04:52] Thank you so much.

Jamie Gassmann: [00:04:58] I know you indicated you didn’t make it to the final round, but just being a part of that I think is a win in and of itself.

Jenelle Ryan: [00:05:02] Absolutely.

Jamie Gassmann: [00:05:02] So, congratulations to you and thank you again for being on our show.

Jenelle Ryan: [00:05:06] Thank you so much. It’s been a pleasure.

Outro: [00:05:12] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: AmRisc, Georgia State, Jamie Gassmann, Jenelle Ryan, R3 Continuum, RIMS, Risk Management, risk management degree, RISKWORLD 2022, Robinson College of Business, Workplace MVP

Decision Vision Episode 174: Should I Fight the IRS? – An Interview with Bruce Wood, Brady Ware Arpeggio, LLC

June 23, 2022 by John Ray

Bruce Wood
Decision Vision
Decision Vision Episode 174: Should I Fight the IRS? - An Interview with Bruce Wood, Brady Ware Arpeggio, LLC
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Bruce Wood

Decision Vision Episode 174: Should I Fight the IRS? – An Interview with Bruce Wood, Brady Ware Arpeggio, LLC

The decision to dispute, negotiate or litigate with the IRS is a difficult one, given its reputation and power. Bruce Wood, a principal at Brady Ware Arpeggio, is a business appraiser specializing in tax issues and a former CPA tax advisor. He and host Mike Blake looked at many of the considerations surrounding a tax issue with the IRS, from how to avoid them in the first place through how your returns are prepared, to what to expect from an IRS agent, the importance of having a professional interface with the IRS for you, the appeals process, the costs of litigating, and much more.

Decision Vision is presented by Brady Ware & Company and produced by the North Fulton studio of Business RadioX®.

Brady Ware Arpeggio, LLC

At BWA, they value your business – literally. They recognize the gravity and complexities of decisions facing individuals and businesses, and that bad decisions are often consequential and difficult to repair. BWA’s evidence-based decision systems enable businesses and their owners & executives to avoid pitfalls and blunders and accordingly successfully capture value opportunities more effectively than via mundane approaches to decision making.

They ultimately deliver decision clarity and confidence in decision-making based on well-analyzed, relevant data. Brady Ware’s team consistently delivers decision clarity via our proven processes for evaluating critical decisions. This unique insight to help make decisions has a profound impact on the result. Incorporating this decision process creates an advantage from what used to be pain points and barriers.

Company website | LinkedIn

Bruce Wood, Principal, Brady Ware Arpeggio, LLC

Bruce Wood, Principal, Brady Ware Arpeggio, LLC

Bruce’s business appraisal practice focuses primarily on tax-specific areas such as: (1) Tax Controversy – executing business appraisals and litigation support in United States Tax Court cases, as well as settlement efforts between the IRS and taxpayer, under the direction of tax and estate litigation attorneys from national and local law firms. These cases most often arise out of IRS audits of estate, gift, and trust tax returns, as well as IRS challenges of C corporation reasonable officer compensation, etc. (2) Estate, Gift and Trust Tax & business transactions -planning and compliance. Closely held businesses (S corp, C corp, LLC, and family limited partnership issues), M&A, etc.

Bruce brings over 30 years of experience to the marketplace, spending the last 20 years in business appraisal after 12 years as a CPA/tax adviser. Often faced with decisions or situations impacting the value of a transaction or business, Bruce helps navigate the complexities of those situations. He has helped in industries such as meat processing, professional services, manufacturing, distribution, food service, mining, technology, retail, and other business sectors.

While he can assist clients nationwide, most of his career has been spent in and throughout the Atlanta metropolitan area including Atlanta’s southside. With an exceptional network of contacts, Bruce can also help clients connect with other areas of expertise such as within the legal community.

LinkedIn

Mike Blake, Brady Ware & Company

Mike Blake, Host of the “Decision Vision” podcast series

Michael Blake is the host of the Decision Vision podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms, and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

LinkedIn | Facebook | Twitter | Instagram

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth-minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

Decision Vision is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision-maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the Decision Vision podcast.

Past episodes of Decision Vision can be found at decisionvisionpodcast.com. Decision Vision is produced by John Ray and the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

TRANSCRIPT

Intro: [00:00:02] Welcome to Decision Vision, a podcast series focusing on critical business decisions brought to you by Brady Ware and Company. Brady Ware is a regional, full service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Mike Blake: [00:00:23] Welcome to Decision Vision. A podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision-making in a different topic from the business owners or executives’ perspective. We aren’t necessarily telling you what to do, but we can put you in a position to make an informed decision on your own and understand when you might need help along the way.

Mike Blake: [00:00:43] My name is Mike Blake, and I’m your host for today’s program. I’m the managing partner of Brady Ware Arpeggio, a data driven management consultancy which brings clarity to owners and managers of unique businesses facing unique strategic decisions. Our parent, Brady Ware & Company, is sponsoring this podcast. Brady Ware is a public accounting firm with offices in Dayton, Ohio, Alpharetta, Georgia, Columbus, Ohio and Richmond, Indiana.

Mike Blake: [00:01:07] If you’d like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and at #Unblakeable on Facebook, Twitter and Instagram. I also host a LinkedIn group called Unbreakable’s Group that doesn’t suck, so please join that as well if you would like to engage.

Mike Blake: [00:01:24] Today’s topic is, “Should I fight the IRS?” And I’m actually surprised at myself that we haven’t had this topic before because I think this is topical for everybody. It’s clearly an evergreen topic. I’m not sure that anybody is more feared in our government than the Internal Revenue Service.

Mike Blake: [00:01:47] You can make an argument that outside of the armed forces of the most powerful government agency. And, you know, the fact of the matter is that hundreds of thousands, if not millions of people have interactions or people and businesses have interactions with the Internal Revenue Service every year involving some dispute over the amount of taxes that they owe.

Mike Blake: [00:02:14] And I think for many of us, the goal if the IRS approaches us with any kind of controversy is we just, kind of, want to make them go away. Most of us don’t necessarily have an appetite to fight the IRS, but that calculus may change. You may not have the money to pay what the IRS wants you to pay, or it may be just an unreasonable demand, or it may be in effect if it goes in front of a court. It may wind up being an illegal demand.

Mike Blake: [00:02:50] But how do you know that? And I think that is difficult to know. And even CPAs will give you a nuanced answer here, because fighting the IRS is hard and fighting the IRS is scary and fighting the IRS has an uncertain outcome. Notice I didn’t say, should I beat the IRS? I said, “Should I fight the IRS”? There’s no guarantee of victory. And so, I think this will be a very interesting topic, even if you haven’t been the target of an IRS investigation or action or principle of an action.

Mike Blake: [00:03:25] You may be in the future and forewarned is, of course, forearmed. And so joining us today is my new colleague, actually, Bruce Wood, who is a principal at Brady Ware Arpeggio. He is a business appraiser whose practice focuses primarily on tax-specific areas, including tax controversy, which means executing business appraisals and litigation support in US tax court cases. As well as settlement offers between the IRS and taxpayer under the direction of tax and estate litigation attorneys from national and local law firms.

Mike Blake: [00:03:59] Bruce is also an expert in estate, gift, and trust, tax and business transactions, planning and compliance. He works with closely held businesses such as S-Corp, C-Corp analysis, family partners, and et cetera.

Mike Blake: [00:04:13] He brings over 30 years of experience to the marketplace. Spending the last 20 in business appraisal after 12 years as a CPA tax adviser. Often faced with decisions or situations impacting the value of a transaction or business, Bruce helps navigate the complexities of those situations. He has helped in industries such as meat processing, professional services, manufacturing, distribution, food service, mining technology, retail, and other business sectors. And I can’t tell you how delighted we are to have him join the team and I’m equally delighted to have him on the podcast. Bruce Wood welcome to the Decision Vision podcast.

Bruce Wood: [00:04:50] Thank you so much for having me, Mike. And I am equally thrilled, not only about being here, but about being with our company. It’s been a really good, really good match.

Mike Blake: [00:05:03] So, let’s start with the basics. The IRS doesn’t challenge every tax return that comes through. In your experience, what – why does the IRS challenge tax returns at all?

Bruce Wood: [00:05:17] Well, anything else out of estate and gift, as far as I know, they’re selected first by a computer scoring system that is set up to determine anomalies. And then managers go through those returns that are selected to see which ones are audit worthy. Then this – when it comes to estate tax returns, when somebody files one, it’s going to be looked at. And more automatically, it’s not random – if you have enough estate to file an estate tax return, they’ll look at it and they’ll either send a closing letter. Once you got the closing letter then that’s saying they’re going to leave you alone. Otherwise, if they think it’s audit worthy, you know, they’ll look at it more closely, may inquire, may do an audit.

Mike Blake: [00:06:24] Now, that’s interesting. I didn’t realize they sent the closing letter. So, no news is not necessarily good news. You either get an affirmative notification that your estate appraisal has been accepted or or there’s some sort of other action that will be taken.

Bruce Wood: [00:06:41] Right.

Mike Blake: [00:06:42] Interesting. Okay. And for purposes of this discussion, I think it’s important that our audience understand, and you and I have talked about this prior to the conversation, you know, you specialize in a specific area of tax controversy. You’re not necessarily challenging or working on income tax returns, that’s what more conventional CPAs do.

Bruce Wood: [00:07:03] That’s right.

Mike Blake: [00:07:03] But rather a fairly specialized area where wealth is being transferred from one party to another, whether it’s a gift or an estate or charitable contribution, things of that nature.

Bruce Wood: [00:07:15] That’s right.

Mike Blake: [00:07:17] So, you know, when the IRS decides they’re going to raise an issue. And then they send – they say, you owe us X number of dollars. What usually goes into that? How are those numbers of dollars calculated from the IRS perspective?

Bruce Wood: [00:07:40] What they’ll do is what’s called an adjustment or first will be a proposed adjustment. And so, for example, they may disallow a discount – well, you go to a background. In business appraisals, for non-controlling interests, especially there are control in marketability discounts because people wouldn’t pay for as much for us. A block of stock that’s non-controlling.

Bruce Wood: [00:08:09] And the IRS has a serious issue with that. It’s very common that they’ll make an adjustment to the discount. So, it may – we make a proposed adjustment. So, say it’s $10 million. So, that means you owe tax in their mind on an additional $10 million-plus interest and penalties for underpayment. It may be $40 million. But they may make several adjustments in one return so it can get expensive pretty quickly.

Mike Blake: [00:08:41] And how does the IRS decide on interest and penalties to those formulas? Do they get to make up what those things are? How do those work?

Bruce Wood: [00:08:50] No, those are in the – either in the code or statutory. They’re – I mean, I’m not using the right word but they’re predetermined. They don’t get to decide.

Mike Blake: [00:09:01] Okay. So, they’re rules-based. They’re not just —

Bruce Wood: [00:09:03] That’s right, rules-based

Mike Blake: [00:09:04] Not just the IRS says, well, we think you’re a jerk. So, you have to pay more dollars. That’s —

Bruce Wood: [00:09:09] Yes, you can pay credit card interest. It’s the same.

Mike Blake: [00:09:09] There’s a rule that has to be followed.

Bruce Wood: [00:09:11] That’s right.

Mike Blake: [00:09:12] Okay. So, if you’re in the unlucky group, for lack of a better term, that does not get that all-clear notification. Instead, they’re going to challenge and propose an adjustment. What does that look like procedurally? And then, how long does that – can that process takes in trying to resolve an IRS challenge?

Bruce Wood: [00:09:39] I’m not sure there’s a limit on how long it can take. They have – a there’s generally a three-year statute for them to make changes. But litigation can go on for years. I’m dealing with a 2018 case right now. So, it’s hard to put a cap on either the time or the professional fees that would be spent.

Mike Blake: [00:10:11] So, years of litigation, that sounds expensive.

Bruce Wood: [00:10:15] Very much so.

Mike Blake: [00:10:17] So, it’s safe to say that you’re probably looking at the hundreds of thousands of dollars. And if the matter is large enough, like, say, the Michael Jackson case that recently resolved maybe millions of dollars.

Bruce Wood: [00:10:30] Exactly.

Mike Blake: [00:10:33] So –.

Bruce Wood: [00:10:34] And there are —

Mike Blake: [00:10:34] Go ahead.

Bruce Wood: [00:10:35] There are situations where it’s the best thing to do but you really – but making the decision of what we’re talking about. Analyzing and making the decision is key. Are you going to fight this or not? What’s it worth in terms of losing sleep, stress, distracting you from other things you need to do whether it’s work or play. You know, what’s that worth to you?

Mike Blake: [00:11:08] Yeah. So, you know, in a way, I mean, the IRS does that cost of prosecuting or challenging does give the IRS a particular element of leverage, doesn’t it? And that, you know, if the IRS is asking you to pay another $10,000, for example, they probably wouldn’t do that, but just for an example. They’re making an adjustment of 10,000 on an estate. Probably, most of the time, you’re going to say, you know what, just write the check and move on.

Bruce Wood: [00:11:41] I would think so.

Mike Blake: [00:11:43] A boss of mine once said, you know, you cheated me fair and square.

Bruce Wood: [00:11:48] Right. Is it worth – right. In a situation like that, typically – maybe negotiate with the agents and see what you can get. But I wouldn’t go – get heavy into litigation hiring professionals for $10,000, no.

Mike Blake: [00:12:06] So, let’s talk about the negotiating with the agent, because I’d like our audience to understand, and candidly, I don’t fully understand kind of how it works. So, you know, from a day-to-day or practical perspective, when the IRS proposes an adjustment, you decide that, as a taxpayer, you want to challenge that adjustment. What happens then?

Bruce Wood: [00:12:31] Well, first thing to do is talk to the IRS agent on your case. And get him to explain why – or get him or her to explain why the adjustment. They’ll usually – they’ll document that usually. And then, make sure they have all the facts. They may be missing facts. Well, did you know this, this, and this?

Bruce Wood: [00:12:59] So, it’s good to talk with him. A good IRS agent will talk to you about the adjustment before they make it. And that way, if there’s a – if it’s based on a misunderstanding or something, you can catch it early. But if they do propose an adjustment, one thing to keep in mind is their manager has given them this case and say, go out to this taxpayer. You’ve got to make it easy for the IRS agent to take into account what you’re saying, whether it’s you personally or through your professional. Knowledge is power.

Bruce Wood: [00:13:43] A professional should be advising the taxpayer on what to do, giving the agent the relevant law. Keep in mind these agents are – the IRS is understaffed, according to them. And there are so many things they can’t get to. So, they’re going to go for the low-hanging fruit. Don’t give them low-hanging fruit to the extent possible.

Mike Blake: [00:14:10] And then, you know, there’s an – so, there’s an agent involved, right? And I think it’s important for the – for audience to know this. It’s not like you disagree with the IRS and bang, you’re in tax court. There’s likely going to be a lot of things that need to happen before appearing in tax court is even a realistic possibility. And that’s before we even entertain the discussion as to whether or not that’s even a desirable outcome, right?

Bruce Wood: [00:14:38] Right.

Mike Blake: [00:14:39] So, Where does that conversation with the agent go? If you’re not able to get a resolution with the agent, what happens then? Is there an escalation to a manager or something or how does that work?

Bruce Wood: [00:14:55] Yes, she can request to talk to the agent’s manager next. And if you exhaust it, if you exhaust that kind of option, there’s IRS appeals. And it takes at least several months to get on their calendar, but this is just what I’ve heard in several places, but appeals will give away about half of the cases or half of the issues, I should say. Because if the IRS agent hasn’t documented it property, the agent thinks they are or that appeals agent thinks the agent is wrong, they don’t have the bandwidths to redo it for them. They’ll just, typically, I think, decide right there. Okay, we’re going to throw this issue out. We’re going to fight for the IRS for this issue.

Bruce Wood: [00:15:53] And then even if – and then lawyers talk back and forth. And it is – and then, of course, getting it heard in tax court it takes, God only knows how long. So, you would be basically held hostage. If you were – if that was a big issue to you, waiting to go to tax court, they may or may not hear your case. It may take years. There’s a lot involved.

Mike Blake: [00:16:24] So, and it’s important to understand, I think in that process, the meter’s still running to an extent, right? You’re still accruing interest and potentially additional penalties while that process is playing out, right?

Bruce Wood: [00:16:40] It depends. There are cases where you – I don’t know, I’m right offhand, but there – this would be an attorney question. But there are cases where you have to pay the tax upfront and then seek a refund.

Mike Blake: [00:16:55] Interesting.

Bruce Wood: [00:16:55] Depending on the retort you’re going to. And so, that would stop the interest and penalties from accruing.

Mike Blake: [00:17:00] Right, but of course, the downside is the IRS already has your money.

Bruce Wood: [00:17:04] Right, and you may or may not get it back.

Mike Blake: [00:17:06] Right. I mean, this may or may not apply, but they say the possession is 9/10 of the law, right? It’s —

Bruce Wood: [00:17:14] Exactly.

Mike Blake: [00:17:14] You know, I don’t know if this is true with IRS matters, but it certainly feels like I have less leverage if I’ve already written the check.

Bruce Wood: [00:17:21] It does, that never helps.

Mike Blake: [00:17:22] I don’t know if it’s actually true. But it certainly feels uncomfortable. So —

Bruce Wood: [00:17:26] Sure.

Mike Blake: [00:17:28] So, in this conversation – and let’s kind of go back to the agent level. How does having a CPA and a business appraiser, like you, and specialized tax legal counsel, how does having a team like that impact the likelihood of getting the matter resolved in a way that’s positive for the taxpayer?

Bruce Wood: [00:17:52] Well, they have – these professionals know the law. They can – you know, when the agent proposes an adjustment, they can assess the validity of the adjustment. Check out the law and provide the agent more information. There may be something the agent missed. And they can say – they can communicate if they disagree with the agent on the issue.

Bruce Wood: [00:18:22] And another – and they’re not emotionally wrapped up in the case like a taxpayer is. That’s another key element. It’s – a lot of times it’s best for the taxpayer not to talk unless he’s directed to and let the professionals do the talking.

Mike Blake: [00:18:44] And that brings up, I think, a very important point in that. You know, not speaking at all to the dedication or professionalism of the IRS agent or individuals involved. But the fact of the matter is, it’s not their money they’re playing with –.

Bruce Wood: [00:19:02] Right.

Mike Blake: [00:19:03] — on any level, right? And so —

Bruce Wood: [00:19:04] That’s right.

Mike Blake: [00:19:06] You know, I do think that there’s an inherent negotiating advantage with the IRS that is in favor of the IRS because, you know, at the end of the day, the entire exercise is depersonalized, right?

Bruce Wood: [00:19:20] Right.

Mike Blake: [00:19:20] It’s not like an IRS agent gets a bonus if they collect more tax.

Bruce Wood: [00:19:25] They’re not on commission, you’re right.

Mike Blake: [00:19:27] They’re not on commission, exactly. And so, you know, just like in my practice and transactions, we do have clients say, you know, we’re we’re too close because we don’t want to negotiate our own sale and we’ll, sort of, be that buffer. It sounds like there actually is a parallel with an IRS negotiation.

Bruce Wood: [00:19:47] There is. And another value of having the professionals there is this is not unique to IRS agents. Lawyers do this. And gaining somebody’s trust, getting them to talk. The IRS agent may go, wow, this is a really cool business. How did you do this and how did you do that? Get the guy talking. Some people love to hear themselves talk, love to talk about themselves, and they can get all kinds of information that way. And they don’t even realize, you know, what’s happened until it’s too late.

Mike Blake: [00:20:27] Well – and you know, that’s negotiating 101, too, right?

Bruce Wood: [00:20:30] Right.

Mike Blake: [00:20:30] If you can build some sort of relationship with the other party, some way of connecting and make the relationship somewhat less adversarial.

Bruce Wood: [00:20:40] Right.

Mike Blake: [00:20:40] It’s more likely you’re going to achieve some kind of resolution.

Bruce Wood: [00:20:44] Right, I agree that people skills are important. And good professionals know how to do that because IRS agents are people, too. You know, they go home. They don’t want to be screamed at or told they’re idiots, you know, anymore than anybody else does. And they have families. They go home to their families or, you know, they – after a rough day, they get upset, that kind of thing. So, they want they want respect just like the rest of us. That doesn’t mean you have to agree with them.

Mike Blake: [00:21:27] So – you touch on a point that I want to actually ask is the next question, which is, I think some people are tempted to stereotype IRS agents, or really any government employee as as somebody that may or may not necessarily be competent because they’re working for the government, right? We hear about, I’m from the government, I’m here to help, et cetera, et cetera. You know, is that true or do you find a lot of IRS agents, in fact, are very competent professionals?

Bruce Wood: [00:22:05] Sometimes, what you’re saying is true. But other times, I’ve known some that left big for CPA firms to go to work there because they wanted the work life balance. And my guess would be that they love to be underestimated, you know, they probably have fun with that.

Mike Blake: [00:22:28] Interesting.

Bruce Wood: [00:22:31] So, it – and the agent may act like they’re from a sticks. They don’t know anything. But that’s always dangerous. Underestimating people is dangerous, including IRS agents.

Mike Blake: [00:22:48] Yeah, I think that’s right. Years ago, I used to be a fairly serious chess player, decades ago now. But one of the hardest things to do is to play somebody who is new to the tournament scene because you had to make sure to not underestimate them. And because they were new, you couldn’t exactly predict what they were going to do

Bruce Wood: [00:23:11] Hustlers, perhaps.

Mike Blake: [00:23:12] Yeah, yeah. Kind of, hustlers or just, you know, they weren’t indoctrinated with conventional thinking necessarily. So, you weren’t exactly sure, kind of, what the move sequence is going to be, even if you kind of thought that you had that all figured out. And, you know, I can see that. I can see people, sort of, liking the position of being underestimated and being the underdog because if, you know, from the other side of the table, if your counterparty is overconfident, right, maybe they’re going to make a mistake, right?

Bruce Wood: [00:23:49] Right.

Mike Blake: [00:23:49] And maybe they’re going to say something dumb or damaging or compromising that if I’m the agent, that’s going to make my life a little easier.

Bruce Wood: [00:23:59] Right, that’s exactly right.

Mike Blake: [00:24:00] And you know also, I’m curious, I have – I don’t have that much experience with the government, but I’ve read enough about, in particular, SEC actions. And one thing that strikes me about the SEC anyway, is that, for the most part, they really – for the most part, they’re going to give you a lot of ways out. They’re going to give you a lot of off-ramps. But if you’re a jerk and if you’re condescending and if you’re sort of deliberately confrontational and not listening to any kind of reason, the SEC will then turn around and make an example of you.

Bruce Wood: [00:24:46] Sure.

Mike Blake: [00:24:47] There’s a point at which the door to a resolution, sort of a peaceful solution sort of closes. And now you’re going – not only you’re going to court, but you’re probably going to jail if you lose. In your experience, is that the way with the IRS, too, that you can sort of, you know, sort of, get in the ref’s face for a little bit. But at a certain point, there’s a technical foul and you’re thrown out of the game.

Bruce Wood: [00:25:14] Right. And you – well, it’s a little different. You probably won’t go to jail, but it’s – it can make your financial life hell. So, it’s not a good idea.

Mike Blake: [00:25:29] So, you know, we talked about the agent level, the manager level, and then the appeals level, and then presumably after that, there’s tax court level. In your mind, where is the optimal stage to settle a tax controversy?

Bruce Wood: [00:25:45] Well, the IRS is under pressure. Some kind of pressure to settle things at the lowest possible level. So, and to the extent, you can best get advice to follow. Because every time you decide to go over the next step, it’s more time, more stress, or more meetings with your professionals, more strategizing, work produced, and less attention to other things in your life.

Bruce Wood: [00:26:27] So, if you can get something reasonable agreement with the actual agent, that’s certainly the easiest appeals, you have a 50/50 shot. So, if you think, you know, in certain cases where it’s a lot of money, the IRS agent is being unreasonable, you don’t think they did their homework or really have a leg to stand on, that might be a good option.

Mike Blake: [00:27:03] So, in your experience, how often do challenges on – and I’m just saying limit this to your world because I know that’s the place you know. How often do challenges happen on gift and estate tax returns? What would you estimate as a percentage of, you know, given, say, 100 or 1,000 gift or estate tax returns that are filed? What number of those are likely to face a challenge?

Bruce Wood: [00:27:31] We probably – I don’t know a number but it would probably – I can tell you the start where I think the starting point would be though. The larger estates would likely be able to be looked at more closely. And they’re looking for low-hanging fruit. They don’t have – I’ve heard IRS appraisers talk. They came to the TSCPA one time and gave us a presentation. They don’t have time to look at every report. They’re overwhelmed. We have fundamental disagreements about whether control and marketability discounts even apply at all, much less the amount. But they’re going to go after the low-hanging fruit.

Bruce Wood: [00:28:20] The reports that aren’t documented that take leaps of faith that say, based at marketability discount on an average of interest studies instead of what’s going on with that company. When there’s – in time their analysis where they have an analysis when they have a conclusion and they don’t tell you how they got from one to the other, when they leave holes like that, my goal is – in my report, is always to make it easy for the user to go through and duplicate my work.

Bruce Wood: [00:29:03] They could take the same information I had, you know, access to the same databases that I have referenced in the report. So, even if the IRS doesn’t agree with it, they can duplicate my report and see how I got my answers. When they can do that, when there’s not a leap of faith somewhere, well, there’s no patrol here. So, we think it should be 20% or something like that. So, document, document, document. Make it – you’d make their job easier by making the report easier to read. And give them less gray area to jump on.

Mike Blake: [00:29:47] And you know, I’m a big fan of that approach. It’s one of the reasons I think, you know, you and I worked so well together and that we’re of the same cloth there. You know, we don’t like those holes. And in fact, one thing I regret about our profession, you know, I’m sure you know this, but not everybody does. We used to have another credentialing body, the Institute of Business Appraisers.

Mike Blake: [00:30:13] And one thing that stood out in their series of professional standards, that I think was unique, and has not been adopted since. But under IBA professional standards that, you know, a business appraisal report should be replicable by a competent professional given the same information set, basically. And again, it doesn’t mean that they agree with it, but it should be able to be replicated.

Mike Blake: [00:30:43] And, you know, we can and I truly wish the Appraisal Foundation and the National Association of Certified Valuation Analysts. I truly wish they would both – and the NACPA, the third one, would adopt that into their set of professional standards because it really should not be exceptional that we do that. But unfortunately, it is. But it’s really high class, I think, to put a report that an IRS agent or one of their valuation analysts or called engineers, still to this day, you know, that they can actually reverse engineer the report. And I think that’s really important.

Bruce Wood: [00:31:26] It is. And there is no – in our recourse, there’s no ball to hide. So, why wouldn’t we be transparent about how we did it?

Mike Blake: [00:31:37] Yeah, well, and you and I could go down a different rabbit hole. Maybe we will, but not on this particular podcast. But yes, it does sometimes – I see some reports that sometimes make me think that the appraisers are intentionally trying to ensure that their report is just unreadable and taking their chances in the chaos.

Bruce Wood: [00:31:58] Some people fall asleep, you know. I’ve seen than.

Mike Blake: [00:31:59] But, you know, actually, you touched on the next question already. So, why don’t I just go ahead and slide into it which is, you know, when the IRS looks at a return. And the return basically is going to be based on a report like somebody would – you would do. What are the most common flags in your experience that the IRS looks for?

Bruce Wood: [00:32:25] Well, they want – if a report is not logical. If it contradicts yourself, make contradictory statements, for example. The company only pays distributions to cover tax liabilities and then you see something contrary to that. If the report looks, like it was – you know, if sections of the report, kind of, looked like they were copied and pasted from different sources. If it doesn’t flow. If it’s not logical. If there are holes in the analysis, there’s no segue from the analysis to the conclusion or there’s no analysis at all. The conclusions need to be based on something to show that the appraiser did his or her due diligence and follow through and came up with a reasonable conclusion.

Mike Blake: [00:33:31] So, you know, to me, the IRS seems like a different animal. Of course, we have lots of regulatory bodies the Securities Exchange Commission, Environmental Protection Agency, OSHA, Department of Justice, you name it, we’ve got it. But the IRS seems like a different animal to me. In particular in that I think I think more than any other agency, there is a, sort of, a presumption of guilt. You have to, kind of, prove to the IRS why you’ve paid the appropriate amount. Not to the IRS, what they’re suggesting you pay is inappropriate. Is that a fair observation or do you disagree with that?

Bruce Wood: [00:34:23] Well, yes and no. The IRS has to prove income. And you have to create your expenses. So if they think your income was –.

Mike Blake: [00:34:36] Interesting.

Bruce Wood: [00:34:36] Right, if they think your income was more than you reported, they’re obligated to prove that. And any expenses, you know, you’re obligated to show documentation of those.

Mike Blake: [00:34:48] But in your world where an appraisal for the estate or for the gift or has been filed, to me, it seems, again, like the burden of proof is actually on the estate of the gift or not the IRS.

Bruce Wood: [00:35:06] Right, and that’s why documentation, explanation is so key. And at the end of the day, they still have certain mandates, like, for one thing is tax affecting earnings and evaluation. Which means accruing, you know, pass through entity accruing taxes that will be paid at the shareholder level. Because the earnings that are capitalized or discounted should be what you keep, not what you make and they disallow tax affecting.

Bruce Wood: [00:35:47] There are several cases that came up and Michael Jackson, as you mentioned. And the IRS has a national mandate to disallow tax affecting. Regardless of all these court cases now. But most of them say, the tax code is not against tax affecting. But you’ve got to do a good job of it. You’ve got to do a reasonable analysis because they’re not there to recreate it. They’re going to throw it out if your analysis was not reasonable or you made assumptions that weren’t true.

Bruce Wood: [00:36:33] Like, for example, an assumption that the buyer would be a C corporation. Hanging your head on things like that will get it disallowed. But the IRS is starting to position, that’s a huge issue for them is that no tax affecting is allowed.

Bruce Wood: [00:36:51] And so, they probably have other mandates, too. Oh, and one of the IRS appraisers told me that to the IRS all discount evaluations, family and partnerships, LLCs, et cetera, all of them are abusive tax avoidance transactions. That’s their starting gate position. So, they prefer to start at zero. And discounts, generally speaking, unless you prove every percent.

Mike Blake: [00:37:20] So, that’s a very adversarial position to take. And just for our audience, when we say tax affecting, we mean that when you’re, in particular, appraising a business that you’re determining the value of the company on an after-tax basis in terms of profits rather than pre-tax basis. And there are technical reasons why that’s important when you get into things like pass-through entities. It can become very complex.

Mike Blake: [00:37:47] But it’s interesting that – I’m sort of vaguely aware of this. Again, you know, you do a lot more of this than I do. But I am vaguely aware of the fact the IRS, at least they’ve been trying to take this position of starting with zero discounts. They’ve been trying to take the position of assuming that no tax is paid by the company. That everything is a pass through entity.

Mike Blake: [00:37:47] How much have you actually seen that in practice? Because I have to say, knock on wood, I haven’t seen it a lot in my practice. But again, you do more of this and you do it deeper than I do. So, I’m curious how much the reputation is matching the practice on the road, in your experience.

Bruce Wood: [00:38:35] I just had a meeting this week where the agent actually said that. He said that it was a national mandate. They would not allow tax-affecting. And after you said that, I thought back to some other conversations in the past with IRS agents. It seems like sometimes they’re reluctant to say that if they’ve been told, they just can’t do it. And sometimes that comes out as, you know, I’m going to disallow that. And they won’t really explain. So, this is a theory, that maybe that’s why. That they’re uncomfortable saying they’ve been told not to.

Mike Blake: [00:39:17] Yeah. And I mean, it’d be interesting. If those actually get to tax court, I think the IRS is in trouble because when you take that position, you’re actually violating professional standards. You’re basically pre-determining to a large extent, in some cases, you’re actually pre-determining the appraisal outcome.

Bruce Wood: [00:39:40] That’s a good point.

Mike Blake: [00:39:40] And that may be why. Maybe there’s a national mandate, but they’re probably going to play soft with that because, you know, tax judges, generally speaking, know what they’re doing. I’ve actually been very impressed with their reasoning and how they articulate how they got to where they got. And they seem to understand complex financial discussions with actually a fair amount of fluency. Tax judges are going to pick up on that pretty quickly.

Bruce Wood: [00:40:10] Oh, sure. They don’t buy the smoke and mirrors, that’s for sure. They’ve seen enough of it.

Mike Blake: [00:40:20] And they understand, I mean, they get the professional standards. Of course, in every place there are good judges and bad judges. And every profession, there are good appraisers and bad appraisers. But there are enough good judges that, you know, they take the time to understand professional standards and amazing to see how that goes. But anyway, I can tell you about that stuff all day.

Bruce Wood: [00:40:45] Right, and they do. The tax court has disallowed tax-affecting but they make a point of saying but it’s not because they think tax-affecting is wrong, it’s because it wasn’t done correctly. And, you know, they think it’s not their job to recompute it for you.

Mike Blake: [00:41:04] Yes, that’s right. And I’ve seen the same thing that there’ve been a, you know, they’ll do what you’re supposed to do, which is rule and/or make a valued judgment based on the prevailing facts and circumstances. Not a blanket ideological statement, which is what you’re describing.

Bruce Wood: [00:41:27] Right.

Mike Blake: [00:41:28] A question I want to make sure we get to here is, there’s been a fair amount of press to this and you’ve indicated it yourself that the IRS is understaffed, or at least they say they are. I think they’re in the midst of a big hiring push right now. Good luck. But, you know, when the IRS is understaffed, how does that impact their reaction to tax controversies? Does that mean that taxpayer might be able to get away with more or they’re simply going to be a longer queue towards resolution or are there other ways in which understaffing by the IRS, kind of, impacts the the tax controversy conversation?

Bruce Wood: [00:42:14] Well, I think they certainly do have to pick and choose. You know, the IRS certainly has to pick their battles. Because of it – another theory I have is that taxpayers hear that news that the IRS is understaffed and that sometimes they get emboldened. Certain taxpayers will get emboldened to do to push the envelope and they might end up being the ones who stick out and get audited. I don’t have data to quantify that. It’s just a theory.

Mike Blake: [00:42:47] Yeah, and I suspect that is the case, right? A key distinction here that you’ve pointed out. I just want to come back to because I think it is critical, is that with income tax returns, there’s at least a semi-random element as to whether or not your return will be flagged for some sort of closer examination. But in terms of gift or estate, if you’re a taxable estate, i.e., roughly $11 to $12 million, I think the number range for a married couple. If you’re much more than that, it’s really a case-by-case basis where somebody actually is taking the time to carefully read your documentation.

Mike Blake: [00:43:28] And then if your documentation is dubious, then you’re probably going to get that call you don’t want. And if your documentation is solid, then they’re going to move on to that low-hanging fruit, as you said.

Bruce Wood: [00:43:38] Exactly.

Mike Blake: [00:43:41] Let me ask, in your experience, the other side of that coin is, one, picking sort of the lucky few of the returns that will ultimately be audited or more closely examined. But then the other part is, once you’re in that phase, what is the motivation to negotiate, right? We’ve talked about the motivation on the part of the taxpayer, cost time, distraction, lost sleep, et cetera. In your experience, has a short-staffed IRS made the IRS more motivated to dispense with matters?

Bruce Wood: [00:44:24] I would think they would be. Since they are overwhelmed, the agent will be getting more cases from their manager or the manager – again, I’m theorizing. The manager says, Have you finished the Smith case yet? No, I have these stacks worth of filing with me, no. And I would think that the manager would be under pressure from even above them to say, settle it. Give them more. See if you can work it out.

Bruce Wood: [00:44:53] So, I think the IRS is so overwhelmed that I would think that. And They do have some pressure from the top, at least to settle at the lowest level possible. Because at some point, if they litigate too much and ask for too much more money from Congress, the taxpayers are going to start to get irritated. I think that’s how it would play out.

Mike Blake: [00:45:18] OK. Now, when we think about the IRS, we’re most of us anyway. you’re different because you’re so close to it. But most of us think of the IRS. we think of it as a pretty powerful agency. And that means that there can be concerns as to whether or not there could be an abuse of that power.

Mike Blake: [00:45:42] And what I’m getting at is there a recourse? Does a taxpayer have any recourse? If they feel like, for whatever reason, the person they’re talking to at the IRS is biased or is being unreasonable as being is not negotiating effect, not bargaining in good faith. Do taxpayers have recourse or are they kind of just stuck, they get who they get?

Bruce Wood: [00:46:11] Well, there are – the taxpayer advocate is another arm of the Treasury. And I think that’s more on the individual side. Honestly, I’ve never seen them get involved in what I do or whether business. And there are three arms of the Treasury. There is the IRS, the Taxpayer Advocates Office, and there’s TIGTA, the Treasury Inspector General for Tax Administration.

Bruce Wood: [00:46:45] And what TIGTA does is they protect the others from each other. So, nothing strikes fear in the heart of an IRS agent like TIGTA. The IRS agents fear them, kind of, like other people fear IRS agents. Because if there is some kind of abuse, if an IRS agent does an offer – engages in unauthorized access to taxpayer information, one they weren’t assigned or unauthorized disclosure. Those are examples where they can get into a tigta investigation pretty quickly if they’re not careful.

Bruce Wood: [00:47:36] And on the other hand, if a taxpayer harasses an IRS agent, like, shows them their weapons collection or something like that, TIGTA will show up very quickly to defend the IRS agent. So.

Mike Blake: [00:47:59] Okay. I’m talking with Bruce Wood and the topic is, “Should I fight the IRS?” We’re running out of time, but there are a couple more questions I do want to make sure I get in. And one of them is, can you countersue the IRS? You know, in conventional civil litigation, you can countersue for damages or at least you can seek compensation for the cost of litigating a lawsuit that might have been improper, frivolous, or whatever. Does any kind of mechanism like that exist with respect to a controversy with the IRS?

Bruce Wood: [00:48:44] Yes, I’ve heard the tax attorneys I work with that they call those administrative expenses. They can add those on as additional damages and they can be professional fees and any other direct costs of the litigation or the dealing with the IRS.

Mike Blake: [00:49:10] OK. So, Bruce, as we sort of wrap up here, there may be questions that some of our listeners would wish that I would have asked, or maybe we might have spent more time on. If somebody wants to contact you about a potential IRS controversy, just want some advice. can they do so? And if so, what’s the best way to contact you?

Bruce Wood: [00:49:33] Absolutely, they can. My cellphone is 770-310-5347. And my e-mail address is bwood@bradyware.com.

Mike Blake: [00:49:54] And that’s going to wrap it up for today’s program. I’d like to thank Bruce Wood so much for sharing his expertise with us. We’ll be exploring any topic each week. So, please tune in so that when you’re faced with your next business decision, you have clear vision when making it.

Mike Blake: [00:50:08] If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us that we can help them. If you would like to engage with me on social media with my “Chart of the Day” and other content, I’m on LinkedIn is myself and at Unbreakable on Facebook, Twitter, Clubhouse and Instagram.

Mike Blake: [00:50:26] Also, check out my LinkedIn group called Unbreakable Group that doesn’t suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company and this has been the Decision Vision podcast.

 

 

Tagged With: Brady Ware & Company, Brady Ware Arpeggio, Bruce Wood, Decision Vision podcast, IRS, IRS Appeals, Mike Blake, tax issues, tax returns, Taxes

LIVE from RISKWORLD 2022: Gui Orliac, SpeedGauge

June 22, 2022 by John Ray

Speedgauge
Minneapolis St. Paul Studio
LIVE from RISKWORLD 2022: Gui Orliac, SpeedGauge
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LIVE from RISKWORLD 2022: Gui Orliac, SpeedGauge

Gui Orliac with SpeedGauge was Jamie Gassmann’s guest on this live episode from RISKWORLD 2022. Gui explained that SpeedGauge is a product that creates risk models for commercial fleet drivers to reduce the risk for the companies that use them. He and Jamie talked about how the score is created, the variables involved such as locations and types of roads, the ways companies use the data, and much more.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast from the RIMS 2022 RISKWORLD Conference held at the Moscone Center in San Francisco, California.

SpeedGauge

SpeedGauge is a driving analytics and performance company. Their focused, effective solutions help fleets manage and improve driving behaviors to transform a company’s approach to driving, reduce risk, strengthen business operations and enhance financial results.

SpeedGauge is devoted to helping customers protect their businesses, their drivers, and the motoring public.

Company website | LinkedIn | Facebook

Gui Orliac, Director of Revenue Development, SpeedGauge

Gui Orliac, Director of Revenue Development, SpeedGauge

As an experienced business professional in the technology industry, Gui has been bridging the gap between technology and business for more than 20 years.  At SpeedGauge he helps direct and implements the company’s growth strategy, with a particular focus on turning our technological advances into revenue-producing products.

During his career, Gui’s work with leading technology companies has given him a deep understanding of the challenges companies experience in bringing products to market and how to successfully address them.

Prior to joining SpeedGauge, Gui worked with and led teams in sales, partnership creation, business development and new product development.  He has worked with technology leaders in the United States, starting at Microsoft.

LinkedIn

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from Riskworld 2022 at the Moscone Center in San Francisco, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:23] Hi, everyone. Your host, Jamie Gassmann here at the Riskworld 2022 live from the R3 Continuum booth in our Expo Hall. And with me is Gui Orliac. And Gui, which company are you with?

Gui Orliac: [00:00:38] Hi, Jamie. Thank you for having me.

Jamie Gassmann: [00:00:39] You’re welcome.

Gui Orliac: [00:00:40] And I’m with a company called Speed Gauge. And what we do, we do risk analytic for commercial fleet or commercial auto. We look at driving behavior and helping the whole commercial world, looking at evaluating risk on the road.

Jamie Gassmann: [00:01:02] Yeah. And talking to you before we jumped on the mics, you were talking about that these are the commercial vehicles that an organization would own. And looking at the risk that’s involved in the drivers driving those vehicles and how somebody should be evaluating their risk level, correct?

Gui Orliac: [00:01:18] That’s right. And thank you for asking. I mean, clearly, you pay some attention to some things that I’m not sure, is that sexy? But thank you for looking into that. What’s happening in the commercial auto or basically truck world is that everybody drive differently, and how do you evaluate and know which driver is and what the risk of the driver is per driver, rather than just creating a blanket statement. And this is accentuated even more as we go toward miles-driven insurance.

Gui Orliac: [00:02:00] So then, you need to evaluate risk based on mileage, not just based on overall, if you have 10 trucks, or 20 trucks, or 100 trucks. And another aspect of that, you want to evaluate risk based on where the company is driving. So, are they driving in a city or are they driving on the highway? And so, once you evaluate the risk, you want to be able to provide insights to the drivers and their manager to help them get better at doing their job.

Jamie Gassmann: [00:02:31] So, in looking at that risk, and I know we were kind of talking a little bit about those drivers, how does your data help you in identifying, because not all of us drive the same?

Gui Orliac: [00:02:42] That’s right.

Jamie Gassmann: [00:02:43] But a lot of the times, I hear, it’s like, oh, well, there’s 16, so they got to pay more, because they’re 16, but you may have a more responsible 16-year-old driver than a 30-year-old driver, so tell me a little bit about how you analyze that.

Gui Orliac: [00:02:55] Exactly. I mean, I think that’s just really the fundamental of it, and I think we are going to see that more in point as you continue to have a shortage of commercial drivers. In the trucking industry, there had always been a shortage of commercial driver, but with the disruption in supply chain, and the disruption, which is linked to COVID and the retirement, you have less and less drivers. So then, you need to bring new drivers working for you. And in general, the world of risk look at a driver based on the amount of time they have been driving rather than on the driver behavior.

Gui Orliac: [00:03:38] And so, what we do, because of our relationship with over 100 telematic providers, because the commercial industry, the commercial auto industry is very fragmented, and because of the work we do with the GPS providers, the telematic providers, we have been able to have access to the data in a broad basis. Okay. And so, we have created a risk model that is very broad and that can provide each individual fleet, each individual insurance company insight on each individual truck and driver, and how they actually behave, not based on historical data, but based on what we call driven data.

Jamie Gassmann: [00:04:26] Yeah. And I’m guessing that that helps them from a policy perspective and identifying how much insurance they need to purchase, but they might be able to use some of that data, too, from a behavioral perspective in terms of how do they coach their employee, right?

Gui Orliac: [00:04:38] Both. And I think that’s what’s really important, and I think as a company, we started to help company provide insight on how they engage with their employees, and as our solution evolve, we started to offer solution to the insurance industry and develop an insurance way to like a credit score, but for driving risk. And so, now, we have been validating that score for a number of years and a number of large commercial insurance companies are using this scoring to understand and to really target appropriate premium and underwriting based on actual driven data. And I think we are going to see that more as we are going to go, as I was saying, toward miles-driven. So then ,you need to be really accurate on understanding where you drive, how you drive, and how many miles.

Jamie Gassmann: [00:05:41] Yeah. And every city is going to be different too, I’ve noticed, from my own driving in other cities. So, does it take into account location by the city and geographic regions?

Gui Orliac: [00:05:51] It goes even closer than that. It goes to the type of road, primary road, secondary road, toll road, things like that. So, we look at—but not only the type of road, also the time of the day. And do you drive the same way at night? Do you drive the same way at day? Another one is when there’s traffic or no traffic. One thing we noticed, so as an organization, Speed Gauge, has worked in the trucking commercial fleet industry for over 12 years. Okay.

Gui Orliac: [00:06:30] So, we have relationship with many, if not all the telematic providers. It’s hard to have all, but at least many of the telematic providers in North America. And so, we were able to see that, for example, increased speeding happened at the beginning of the pandemic, because, in fact, there was less traffic jam. Isn’t that like really fascinating? In understanding that, so basically contextualizing the data, understanding how what’s happening help people like even the fleet, then they can intervene and say to their drivers, maybe you need to slow down, because a ticket is still a ticket.

Jamie Gassmann: [00:07:15] Yeah. Well, and that increases insurance rates when you get too many speeding tickets, right?.

Gui Orliac: [00:07:20] Exactly. So then, the question become, is it, should you—and I think we are actually making a very astute point, is it a good way to judge a risk having a speeding ticket or any ticket? Because like if you drive in Indiana, so we have data that show, in Indiana, if you get in Indiana, you get a ticket. So, no matter what. Then, the question is, you have other states where you drive, you don’t get tickets. But if you are driving in Indiana, you get a ticket. Okay. So then, the question is, is it relevant? Do you need to take into consideration that if you go to Indiana, you are going to ticket or not? That’s a really interesting second question. Does it mean that you are driving poorly just like in Indiana? That’s where the regular trucking.

Jamie Gassmann: [00:08:06] Yeah. Wow. Interesting.

Gui Orliac: [00:08:08] That’s right.

Jamie Gassmann: [00:08:09] Yeah. And I was going to ask you about during the pandemic, because I know being from the Minneapolis area, I know the roadways got a little bit more dicey with it, became a racetrack, and we weren’t used to that pre-pandemic as many vehicles driving that way. So, what were some of the trending that you’ve seen in the last two years that has made some of your data pulls really interesting?

Gui Orliac: [00:08:32] Well, so I don’t know, I don’t have all of them in mind, but I think like one thing we saw definitely at the beginning of the pandemic, because there was less traffic jam, we saw a significant increase in speeding activities, vehicle moving faster. Does that mean that there was more accident? Not really, because in fact, there was less vehicle on the road. Okay.

Gui Orliac: [00:08:57] So, that’s an interesting contradiction. Okay. Does that mean that you still need not to pay attention to road regulation? I think as an organization, it’s better to be consistent rather than to allow too many variations. And what we have seen is that since then, things have become a little bit more stable, so we are back to a more regular traffic patterns. So, overall, it’s pretty good.

Jamie Gassmann: [00:09:25] Yeah. Slow drivers like myself are now back on the road, they’ve got to watch out. So, quick question, and you may not have an answer to this yet, because I know it’s still pretty new, but with self-driving vehicles coming out from the carrier perspective, has your organization started to look into some of the data on that and plans for how companies can assess the risk of bringing those into their fleet?

Gui Orliac: [00:09:47] Okay. So, I’m not personally looking at self-driving vehicle, per se, but we are looking at data from any type of vehicle. Okay. So, that’s a really interesting differentiation. One, there’s not that many self-driving vehicles on the line today, so that’s really important to keep that in mind. Okay. I think that we are moving forward to what more and more automation of drivers. Okay. I think that’s a good thing because it helps driver to be less tired.

Gui Orliac: [00:10:21] So, assisted driving, I think, has a lot of benefit, and I think fleet and driver are going to benefit from it. I was talking to somebody else at the show today, and they said, well, hopefully, full driver automation vehicle is going to be coming soon, because we don’t have enough drivers. And in some ways, it’s true. We need some help, but I think we are like years away from seeing it actually happening. In small scale, we are going to see it, but like at large scale, I think we are a little bit away. And I think the other thing is that drivers are a great customer relationship person.

Jamie Gassmann: [00:11:04] Oh, completely, yeah.

Gui Orliac: [00:11:05] So, I think like in some ways, it’s—and the question is, are we going to get better services or what type of services with full automation? And I think we don’t know that yet.

Jamie Gassmann: [00:11:17] Yeah, lots to come ahead of us, I’m pretty sure.

Gui Orliac: [00:11:20] Exactly. And so, that’s what’s making this industry quite exciting.

Jamie Gassmann: [00:11:24] I bet.

Gui Orliac: [00:11:25] It’s like changing, evolution, or technology, but I think at the end of the day is what to do with the technology and what to do with the data. And so, from a Speed Gauge perspective, we came up with a way to provide insight to the whole industry. And we believe in transparency so that a fleet can improve, an insurance company can be more accurate, everybody can work together, and we make sure we do that based on permission management, because we do not provide data, and that has not been authorized by all the party involved. And that, I think, is crucial.

Jamie Gassmann: [00:12:02] Yeah, absolutely. Super interesting. Interesting topic and interesting work that you do. I’m so glad you joined us on the show.

Gui Orliac: [00:12:09] No, thank you very much, Jamie, for having me. And I think I could talk a lot about that, but I think most people will be bored very fast about the trucking data, so I will maybe keep it at that, but one thing really important is that it helps people once it’s being used. It has to be used. That’s the truth.

Jamie Gassmann: [00:12:29] Well, data is a very powerful tool, so it tells you a lot when you look at it close enough.

Gui Orliac: [00:12:33] Exactly.

Jamie Gassmann: [00:12:34] Yeah. Well, if anybody wanted to get a hold of you to learn a little bit more about what your company does and like what you do, how can they do that?

Gui Orliac: [00:12:41] Well, they can go to speedgauge.net and they will look for a Frenchman name on their people, and that will be me.

Gui Orliac: [00:12:52] Wonderful.

Gui Orliac: [00:12:53] Thank you very much, Jamie.

Jamie Gassmann: [00:12:54] Yeah, thank you.

Gui Orliac: [00:12:55] And have a good afternoon.

Jamie Gassmann: [00:12:57] You, too.

Gui Orliac: [00:12:58] Bye.

Outro: [00:13:02] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: commercial drivers, driving analytics, fleet management, Gui Orliac, Jamie Gassmann, R3 Continuum, RIMS, RISKWORLD 2022, SpeedGauge, Workplace MVP

Monkeypox

June 22, 2022 by John Ray

Monkeypox
North Fulton Studio
Monkeypox
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Monkeypox

Monkeypox (Episode 76, To Your Health with Dr. Jim Morrow)

Host Dr. Jim Morrow with Village Medical discussed monkeypox on this episode of To Your Health. After a brief update on COVID-19, Dr.Morrow covered monkeypox’s similarities to smallpox and chickenpox, where it originated, its symptoms and complications, treatment, and much more.

To Your Health is brought to you by Village Medical (formerly Morrow Family Medicine), which brings the care back to healthcare.

About Village Medical (formerly Morrow Family Medicine)

Village Medical, formerly Morrow Family Medicine, is an award-winning, state-of-the-art family practice with offices in Cumming and Milton, Georgia. The practice combines healthcare information technology with old-fashioned care to provide the type of care that many are in search of today. Two physicians, three physician assistants and two nurse practitioners are supported by a knowledgeable and friendly staff to make your visit to Village Medical one that will remind you of the way healthcare should be.  At Village Medical, we like to say we are “bringing the care back to healthcare!”  The practice has been named the “Best of Forsyth” in Family Medicine in all five years of the award, is a three-time consecutive winner of the “Best of North Atlanta” by readers of Appen Media, and the 2019 winner of “Best of Life” in North Fulton County.

Village Medical offers a comprehensive suite of primary care services including preventative care, treatment for illness and injury, and management of chronic conditions such as diabetes, congestive heart failure, chronic obstructive pulmonary disease (COPD) and kidney disease. Atlanta-area patients can learn more about the practice here.

Dr. Jim Morrow, Village Medical, and Host of To Your Health with Dr. Jim Morrow

Covid-19 misconceptionsDr. Jim Morrow is the founder of Morrow Family Medicine. He has been a trailblazer and evangelist in healthcare information technology, was named Physician IT Leader of the Year by HIMSS, a HIMSS Davies Award Winner, the Cumming-Forsyth Chamber of Commerce Steve Bloom Award Winner as Entrepreneur of the Year and he received a Phoenix Award as Community Leader of the Year from the Metro Atlanta Chamber of Commerce.  He is married to Peggie Morrow and together they founded the Forsyth BYOT Benefit, a charity in Forsyth County to support students in need of technology and devices. They have two Goldendoodles, a gaggle of grandchildren and enjoy life on and around Lake Lanier.

Facebook | LinkedIn | Twitter

The complete show archive of To Your Health with Dr. Jim Morrow addresses a wide range of health and wellness topics.

Dr. Morrow’s Show Notes

Monkeypox

  • An ongoing outbreak of monkeypox was confirmed in May 2022,
    • beginning with a cluster of cases found in the United Kingdom.
    • The first recognized case was confirmed on 6 May 2022 in an individual with travel links to Nigeria (where the disease is endemic),
      • but it has been suggested that cases were already spreading in Europe in the previous months.
    • From 18 May onwards, cases were reported from an increasing number of countries and regions,
      • predominantly in Europe, but also in North and South America, Asia, North Africa, and Australia. 
      • 1,033 cases had been confirmed as of 6 June.
  • The outbreak marked the first time the disease has spread widely outside Central and West Africa.
    • Cases have mainly but not exclusively been identified amongst men who have sex with men(MSM),
      • but health authorities emphasized that anyone can catch the disease, particularly if they have close contact with a symptomatic person.
      • Initial WHO assessments expressed the expectation of the outbreak to be contained,
        • and of low impact to the general population in affected countries.
      • A more recent statement acknowledged that undetected transmission had occurred for some time
        • and called for urgent action to reduce transmission.

Signs and symptoms

Monkeypox is an infectious viral disease that can occur in both humans and some other animals.

Early symptoms include

  •  fever, headache, muscle pains, shivering, backache, and feeling extremely tired.

Typically there are swollen lymph nodes behind the ear, below the jaw, in the neck or in the groin.

This is followed by a rash that forms blisters and crusts over;

  • most frequently in the mouth, on the face, hands and feet, genitals and eyes.

The time from exposure to onset of symptoms is on average 12 days; though ranges from 5-to-21 days.

  • The duration of symptoms is typically two to four weeks.
  • Cases may be severe, especially in children, pregnant women or people with suppressed immune systems.
  • Three-quarters of affected people have lesions on the palms and soles,
    • more than two-thirds in the mouth,
    • a third on the genitals and one in five have lesions in the eyes.
    • They begin as small flat spots,
      • before becoming small bumps which then fill with at first clear fluid and then yellow fluid,
        • which subsequently burst and scab over.
        • There may be a few lesions or several thousand, sometimes merging to produce large lesions.
  • In each part of the body affected,
    • the lesions evolve in the same stage.
    • It looks identical to the rash of smallpox.
      • The rash typically lasts around 10-days.
      • An affected person may remain unwell for two to four weeks.
      • After healing, the lesions may leave pale marks before becoming dark
  • Limited person-to-person spread of infection has been reported in disease-endemic areas in Africa.
  • Monkeypox may be spread
    • from handling bushmeat,
    • an animal bite or scratch,
    • body fluids,
    • contaminated objects,
    • or close contact with an infected person.
    • The virus normally circulates among certain rodents.
    • Diagnosis can be confirmed by testing a lesion for the virus’s DNA.
      • The disease can appear similar to chickenpox.
  • The smallpox vaccine can prevent infection with 85% effectiveness,
    • but smallpox vaccination stopped in most parts of the world in the late 1970s,
      • resulting in very little immunity against monkeypox.
      • In 2019, a monkeypox vaccine, Jynneos, was approved for adults in the United States.
      • The current standard for treatment is tecovirimat, an antiviral that is specifically intended to treat infections with orthopoxviruses such as smallpox and monkeypox.
      • It is approved for the treatment of monkeypox in the European Union and the United States.
        • Cidofovir or brincidofovir may also be useful.
        • Reports of the risk of death, if untreated, are as high as 10% to 11% in the Congo Basin(Central African) clade of monkeypox.
  • Monkeypox was first identified in 1958 among laboratory monkeys in Copenhagen, Denmark.
    • Monkeys are not a natural reservoir of the virus.
    • The first cases in humans were found in 1970 in the Democratic Republic of the Congo.
    • An outbreak that occurred in the United States in 2003 was traced to a pet store where rodents imported from Ghana were sold.
      • The 2022 monkeypox outbreak represents the first incidence of widespread community transmission outside of Africa,
        • which began in the United Kingdom in May 2022,
        • with subsequent cases confirmed in at least 20 countries, in Europe, North America, South America, Asia, North Africa, and Australia

Complications

  • Complications include secondary infections, pneumonia, sepsis, encephalitis, and loss of vision if severe eye infection.
    • If infection occurs during pregnancy, stillbirth or birth defects may occur.
    • The disease may be milder in people vaccinated against smallpox in childhood.

Causes

  • Monkeypox in both humans and animals is caused by infection with the monkeypox virus– a double-stranded DNA virus.
    • The virus is found mainly in tropical rainforest regions of Central and West Africa.
    • The virus is split into Congo Basin and West African clades, matching the geographical areas.
  • Most human cases of monkeypox are acquired from an infected animal,
    • though the route of transmission remains unknown.
    • The virus is thought to enter the body through broken skin, the respiratory tract, or the mucous membranes of the eyes, nose, or mouth.
    • Once a human is infected, transmission to other humans is common, with family members and hospital staff at particularly high risk of infection.
  • Human-to-human transmission is thought to occur primarily through close contact with an infected subject.
    • There are indications that transmission occurs during sexual intercourse.
  • Monkeypox symptoms tend to begin 5 to 21 days after infection.

Prevention

  • Vaccination against smallpox is assumed to provide protection against human monkeypox infection
    • because they are closely related viruses
      • and the vaccine protects animals from experimental lethal monkeypox challenges.
      • This has not been conclusively demonstrated in humans because routine smallpox vaccination was discontinued following the eradication of smallpox.

Treatment

  • In the European Union and the United States, tecovirimat is approved for the treatment of several poxviruses, including monkeypox.
    • Best Practice recommends tecovirimat or the smallpox treatment brincidofovir as the first line antiviral treatment if required,
      • alongside supportive care(including antipyretic, fluid balance and oxygenation).
      • Empirical antibiotic therapy or aciclovir may be used if secondary bacterial or varicella-zoster infection is suspected, respectively.

Tagged With: chickenpox, coronavirus, COVID-19, Dr. Jim Morrow, monkeypox, nigeria, smallpox, To Your Health, United Kingdom, vaccinations, Village Medical

LIVE from RISKWORLD 2022: Zoe Freeman, Signal Restoration Services

June 21, 2022 by John Ray

Signal Restoration
Minneapolis St. Paul Studio
LIVE from RISKWORLD 2022: Zoe Freeman, Signal Restoration Services
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Signal Restoration

LIVE from RISKWORLD 2022: Zoe Freeman, Signal Restoration Services

Zoe Freeman, a Regional Account Manager for Signal Restoration Services, was the guest on this episode of Workplace MVP LIVE from RISKWORLD 2022. Signal was not an exhibitor but a sponsor of this year’s event. Zoe discussed Signal’s 50th anniversary, the work they do, highlighted the need for pre-loss planning, and more.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast from the RIMS 2022 RISKWORLD Conference held at the Moscone Center in San Francisco, California.

Signal Restoration Services

Signal Restoration Services is a leading disaster restoration contractor. They specialize in fire, water, storm, mold, hurricane, earthquake, emergency, and reconstruction services as well as full-service roofing and Cap Ex work. Their success has been achieved through high-quality standards, solid business ethics, and prompt response to their customers’ needs.

Their most significant advantage is their people. Thoroughly screened, trained, and certified, Signal’s employees comply with OSHA standards. They also regularly receive re-certification training on safe work procedures and hazardous materials handling.

The highly trained Signal representatives have been instrumental in the success of Signal’s customer service record. Their licensed personnel have the experience, expertise, and resources to complete your project in a timely and professional manner.

Website | LinkedIn | Facebook | Twitter

Zoe Freeman, Regional Account Manager, Signal Restoration Services

Zoe Freeman, Regional Account Manager, Signal Restoration Services

Zoe Freeman is a Regional Account Manager for Signal Restoration Services focusing on Client Relations and Customer Service.

She works with Risk, Facility, Claims, and Property Managers to set a plan in action that can be executed with organization and precision.

LinkedIn

 

 

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter</a

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from Riskworld 2022 at the Moscone Center in San Francisco, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:22] Hi, everyone. Your host, Jamie Gassman, here coming to you again from the Riskworld 2022 Expo Hall, and I’m in our sponsor, R3 Continuum’s, Booth. And with me is Zoe Freeman from Signal Restoration. Welcome to the show, Zoe.

Zoe Freeman: [00:00:38] Thanks, Jamie. Thanks for having me.

Jamie Gassmann: [00:00:41] Yeah. And so, tell us a little bit about what Signal Restoration does.

Zoe Freeman: [00:00:45] So, Signal Restoration is a national catastrophe and large loss company celebrating our 50th year anniversary. There’s a banner when you walk in from the front entrance, it’s right there. We’re very proud of that. We have been around since ’72, and in 2009, restoration was introduced, too. It started out as a general contractor company, and then it was purchased in 2009 from the current owners, and they soon added restoration services, and made it into a commercial large loss and catastrophe company.

Zoe Freeman: [00:01:29] And in 2015, we added to that network by adding on a franchise corporation called PuroClean, which, in itself, is very successful, but they add to the huge Signal network as additional resources for the more routine losses that our clients so often see. And then, additionally on that, about a year-and-a-half ago, the purchase of US Roofing came. So, it’s a three-part synergy, and we handle restoration projects of flood fire, any natural disaster, as well as remediation services. So, for mold, and asbestos, and lead, and just about anything else in Hazmat, we try to support if we can.

Jamie Gassmann: [00:02:21] Wow. So, typically, with your client, if somebody is coming to you for support, what does that experience look like for them?

Zoe Freeman: [00:02:33] Well, typically, if it comes—so it’s always nice to have a relation—usually, there’s a relationship already built before any type of loss or something comes through to us. Sometimes, there’s not. And maybe the insurance company may know us well, and they ask us to step in to help out one of their clients or something like that. And so, the relationship, there is always some type of relationship there. If it’s a catastrophe situation, it’s pretty intense. There’s a lot of mobilization. There’s a lot of things working behind the scenes.

Zoe Freeman: [00:03:17] So, it’s actually pretty intense when we have to step in to any situation. And then, we also have our very friendly we’re here to help the community situations as well that are not so intense. And that’s if a client has like a small flood, or a large pipe break, or something, which you don’t think it does, but it actually ends up causing quite a bit of damage, so the sooner and the faster, more efficient we can get in there makes things much easier on everyone, saves time, gets the business back going, and it really ends up being a great thing. So, there’s good and bad with our company, but it’s all good in the outcome, right? But when you ask the question, I think of disaster first, right?

Jamie Gassmann: [00:04:14] Right.

Zoe Freeman: [00:04:14] So, a lot of times, that’s when we get called in. But a lot of times, it’s not. A lot of timea, we get called in on the more routine losses, and those are fun, too.

Jamie Gassmann: [00:04:21] Yeah. So, it’s almost like you kind of have a mix of like it’s hurricane season, you’re going to be called in probably quite a bit in terms of any flooding that might be occurring in that type of a situation.

Zoe Freeman: [00:04:31] Yeah. So, hurricane season definitely is a big season for folks like us in this industry, and we’re on standby, we’re on watch. We’ve got folks ready to deploy, manpower, equipment. It’s just a constant rotation or constant monitoring of events. And to know where our clients are and strategize where we need to be, ready for those efforts. And it’s a lot of fun, but we got a lot of experience at it, so I’d like to think we’re pretty good at what we do.

Jamie Gassmann: [00:05:06] Yeah. So, is there any trending or anything that you’re seeing that’s popping up more and more that workplaces or organizations, maybe not just the workplace, but that organizations need to be aware of that if they’re not thinking about it, they probably should be thinking about it.

Zoe Freeman: [00:05:19] Absolutely. That’s going to be pre-loss planning. So, one of the events over the last couple of years have just really got the risk world, as well as other parts within the company, but specifically risk, in that pre-loss planning mode, because if you’re able to, upfront, make those contract, get those contracts in place, and build those relationships, and make those introductions between your broker, and your insurance, and your risk manager, and your contractors at the event of when the actual time happens, there’s so much that goes into it.

Zoe Freeman: [00:06:02] There’s so much time saved, so much money saved. The barrier of communication is better. It made things go so much faster. Pre-loss planning is something that we can’t share enough, and that’s what we are seeing in Signal and I’m sure other restoration companies as well, is that want and that need to start a pre-loss planning dialogue and put a plan in place.

Jamie Gassmann: [00:06:30] Yeah. It’s like you don’t want to be making decisions of who you should be calling when something happens. You want to know who you’re calling.

Zoe Freeman: [00:06:35] Absolutely. You absolutely don’t want that to be one of those, we’ll pick it up when it happens. This is one of the things that you definitely want to plan ahead for. And yeah, there are so many wonderful things that come out of having a plan in place. And one of the other things is because of that also and because of the pre-loss planning, you’ve got folks that are starting to—restoration companies were able to say, you’ve got the housing community, you’ve got these folks, everybody’s on board. We’ve got to get these business continuity plans in place, so a lot of good stuff out there.

Jamie Gassmann: [00:07:24] Yeah. And I know you’re an exhibitor here at RIMS.

Zoe Freeman: [00:07:26] We are a sponsor this year.

Jamie Gassmann: [00:07:28] Oh, you’re a sponsor on top of that. Okay. Great.

Zoe Freeman: [00:07:31] Yeah, we’re excited about that. So, we’ve been a RIMS member for years, but again, being our 50th, we were really excited, and we wanted to come in and be a sponsor as well. You will see us out here next year exhibiting. So, Signal is kind of like, I’d like to say a small, little kept secret. We haven’t done a whole lot of marketing in the past. We’ve been very word of mouth over the last couple of years. We’ve started into the marketing scene, so you’ll definitely see more of us.

Jamie Gassmann: [00:08:05] Wonderful.

Zoe Freeman: [00:08:05] Yeah.

Jamie Gassmann: [00:08:05] And if somebody wanted to get a hold of you after listening to this show, how would they do that?

Zoe Freeman: [00:08:11] You could just give me a call. I’m very transparent. I love phone calls. Call me, please. We could spend forever emailing back and forth. Just call me. 817-504-7748. zoe@signal. Call me with anything, questions about anything, meetings. If you know somebody in the company and you want to ask me about them, just give me a call.

Jamie Gassmann: [00:08:39] Wonderful. Well, I appreciate you being on the show, Zoe.

Zoe Freeman: [00:08:42] Thank you, Jamie.

Jamie Gassmann: [00:08:42] It’s been great chatting with you.

Zoe Freeman: [00:08:43] Great chatting with you, too. It’s been fun.

Jamie Gassmann: [00:08:46] Great.

Outro: [00:08:50] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: disaster recovery solutions, disaster restoration contractor, Jamie Gassmann, pre-loss planning, R3 Continuum, RIMS, RISKWORLD 2022, Signal Restoration Services, Workplace MVP, Zoe Freeman

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