and to steer employees to appropriate services. we are also seeing an increase in the number of companies offering on-site behavioral health counseling, the output is typically offered through an eap. most employers additionally are very concerned about the inappropriate use and abuse of prescription opioids. in addition to the devastation it is having on affected families, employers are seeing higher prescription costs, higher absenteeism and 12% report employee deaths related to opioid abuse. employers are working with her health partners to prove the limited supply of opioids, implement the centers for disease control prescribing guidelines which are very good, and provide cover for alternative therapies including acupuncture, physical therapy and chiropractic care. so let's close with what employees can expect for next year. this should be a fairly quiet annual enrollment time for employees. premium increases will be about 5% which is consistent with prior years. deductibles or out-of-pocket costs have not materially changed ye

and dissatisfied employees. istorically, background investigations have been conducted prior to employment relied on ter responsible self-reporting to manage risk to personnel, assets, and business reputation. with some exceptions, this is for national security investigations which absent a nown security incident conducted reinvestigations at either a five-year or ten-year mentioned. charlie so not only is information often a self-reported snapshot, it's not reviewed except at long intervals that leave plenty of for something to go wrong in that employee's life causing an insider threat risk. current investigative model is referred to as a pole model. i'll talk el which about today is a push model. t includes,ing with industry partners such as equifax to automate and increase the frequency of collecting relevant data. the most part, this is the same data that was examined on prescreen and has not lost its relevance. the new requirement, however, is discovered lly indicators of these data events near realtimeat a

it to communicate to employees.extra everyone knows the matisse risk officer and most of only three employees know they committed to identifying your risks. i would say the next step would be identify the top ratings were doing in your company. identify those and say how you protecting them. given cyber attacks on as an extra days on this and yet the locks on the. then you communicate that. i have a nice holistic structure to begin to build out your nice form and base to begin and if we don't do that holistically and have to do that. great question. thank you again for your time. i appreciate it. kudos to nextgov and the sponsors because this is really good. it will be here if you have any other questions. thank you, have a great day. [applause] >> thank you, director evanina. thank you for sharing time and insights. one quick favor if i could as we are doing q&a if you will please wait for the microphone so we can capture what you're saying on our video and online recordings. next up we have a session presented by

protects employees. but yet at the same time, provides valuable information to the insider threat program, to identify potential insiders. that is a tough, tough gray area, but if we don't get there, we are going to consistently have situations like charlie talked about from the 1950s until now, where we have individuals who go bad and we always have people who say, i knew it. i knew it. if we know it, we should have a viable way to say, provide information. we work closely with our partners, the brits, canadians, new zealanders and australians, they have viable programs that have the ability to notify key security folks of indicators of their employees. it's a once a year survey. we are trying to replicate that, finding a way to replicate that here in the u.s., make it sellable. what can we do so that we provide folks that vehicle. some of the best insider threat programs in the country, in the private sector, still don't have the ability to do this. because what we have an cherish in this country, is o

that are there, but the employees are there, they are credentialed employees, they are there to work that's their job to be around the airplanes and to work on them, so that's the -- we will look at whether improvements can be made going forward but that is the set-up that we have today. >> but security employees more than security planes? >> that's correct. the airplanes do not -- this is aviation in america, the doors of the airplanes are not keyed like a car, there's not ignition key like there would be in a car. the set-up in aviation in america is we secure the airfield and we have the mind set that we have employees that are credentialed and authorized to be there to operate to do various job responsibility. >> we are going to take a question from dominic gates. at the cargo 1 parking spot, would he have had to back the plane out and this is just reminder to our speakers and if you wouldn't mind repeating the question to those people on the phone, thank you. >> just to repeat the question i believe it was whether the aircraft would have to be backed out and the aircraft was par

have over 50,000 employees. so let's begin with the evolving role of the employer. we asked employers what role their health concerns placed in their organization is a primarily a means to manage their health care costs or is a part of a broader organization strategy? in what we learn is more companies view their investment in health and well-being as an important element of their overall workforce strategy. in fact, to 27% of companies say that their health care strategy is an essential role in their ability to play the most competitive, productive, engaged workforce possible and to boost business performance. 19% employer state the primary goal of the health care strategy is to manage their health care costs. as companies are taking this broader view of health and well-being, we are seeing employers play an increasingly activist role in changing health care within the delivery system. and in actually this was the high. no have are either actively pursuing alternative payment and delivery models, bringing great

we will have employees that, they may be problem employees. maybe not your highest performers or really you have that lockheed martin flagged they don't waive it as high as you like. but that's okay. it is where the intent comes in where someone might decide at some point they want to seek vengeance on the company or maybe on the u.s. government customer or one of the other customers. or something like that. when they take that you know they have legitimate access to the information in our facilities and people and make that decision to commit a malicious act against i think that's where we have just 100,000 potential insiders to someone who is now an insider threat. it is the intent piece. >> and a lot of it is the intuition of employees you know when you see something say something. you feel like something is off. but is it just i will know it when i see it? or is there a way that we can really define this so we can have metrics and technical programs. >> i think both. mr. william evanina spoke about some of the behavioral indicators out the

geraldine is a federal employee. caller: stephen moore was on the show just minutes ago saying how great the economy was doing and the amount of revenue that the government -- the amount of revenue that the government has increased is incredible. feels thee president federal employees should not get a raise. host: just be clear coming is talking about the deficit, saying we need to rein iit in. why single out the federal workers for the pay cut. i do not think that one of them is telling the truth. host: we will go to rose in brooklyn, new york. good morning. caller: i think what the president is doing, his executive order is a disgrace. federalher of two civilian employees, i think it is terrible. also, is this going to affect my social security that i'm supposed to get in january? host: it will not. this impact about 1.5 million and nonmilitary federal employees. --ler: so it does not affect host: it does not affect social security. i still think it is a terrible decision. host: this is on the white house website i

if we're going to have $12 an hour employees in the city of san francisco, and employees making 12, 13, 14 an hour, we've got to do something else. real quick, nonprofits are a big issue for us every single time. i've been on this work group a couple times now. i will tell you that every time, we're always going to the nonprofits, bottom. we're also -- always having to go to the lowest common denominator. once they get reimbursed, they start nickel and diming us and start hacking away at it. >> clerk: your time is up. >> thank you very much. >> so thank you very much. >> next please. >> hello, commissioners. debbie lerman from the san francisco human services network. we're an association of about 80 health and human service nonprofits, most of whom have city contracts, many with the department of public health. i also want to thank patrick chang and the d.p.h. staff, other city workers, our nonprofit representatives that served on this task force from larkin, rams and delores street community services, as well as the labor representatives and the brokers and the wonderful work that th

they are training managers and employees to recognize behavioral health issues and steer employees to appropriate services and we are seeing an increase in the number of companies offering on-site behavioral counsel beyond what is typically offered. most employees are very concerned about inappropriate use and abuse of prescription opioids. in addition to the devastation on affected families, employers, higher absenteeism and 12% employee death related to opioid abuse. employees are working on a limited supply of opioids. the center of press -- the centers for disease control are prescribing them, providing coverage for alternative therapies including acupuncture and chiropractic care. let's close with what employees can expect for next year. it should be a quiet annual enrollment period. premium increases will be 5% which is consistent with prior years to out-of-pocket costs that have not materially changed year over year. some employees will see additional voices and resources. it might be a quiet enrollment period but this is really an opportunity for employees to review their reso

from active employee to a retired employee in about a year and a half or two. >> okay.and that is all done by a single office? or will that be distributed agency to agency with instructions on how to do it? in other words, going through the cave does this become a team of folks there scanning in information, trying to type it in or to be able to merge it, or does the each agency have the responsibility to say this is the system we're going into, get your data into this system. >> yes. so, currently, there are multiple forms of, for instance, payroll information. and the retirement system itself requires 188 data elements to process retirement. we are going towards standardization of those data requirements so that each agency can feed in a standard way that information and not have forms that are varying that people have to type and put into the system. so we're digitizing things going in and also processing it. >> but you're establishing the structure. the agencies will be responsible for poppe hating that with information. -- populating that with finish. >> the agenci

maybeit is the same -- you have 2000 employees or 10,000 employees. 20% of them are the ones that seem to be taking a loan all the time. repeatedre taking loans. the financial assessment stress test will ask you how many loans have you taken? whether you have had a hardship? have you experienced a natural disaster? of things. so that they know if multiple things are happening to you, then they can target the help directly to those problems. sen. enzi: if it is under the leakage. ms. dudley: right. sen. enzi: anyone else want to comment on that? >> we talked about the student debt, people focus a lot on the student debt. they think this is a problem. it is. for younger folks who are shifting to try to pay and they are not starting early enough. the statistics i have seen show that there are a lotthey think . of people over age 60 that are still paying on student debt. it is like billions and billions of dollars. what can we do to focus, to help? that is a shorter-term problem for people of my generation. completely different for the stress test from a younger purple -- a younger person.

you have to look, maybe you have to thousand employees, 10,000 employees, 20% of them are the ones that seem to be taking a loan all the time. they have taken repeated loans. the financial assessment stress test will ask how many loans you have taken, whether you have a hardship, have you experienced a natural disaster, those kinds of things so that they know if multiple things are happening to you, they can target directly to those problems. >> it fits into the leakage. anyone else wants to comment on that? lead up to the question? >> arbor like to focus, we talked about student debt, people focus on the student debt and think it is a problem and it is for younger folks shifting, not starting early enough but statistics i have seen, a lot of people over age 60 paying on student debt and it is like billions of dollars. what can we do to focus, to try to help? that is a shorter-term problem for people of my generation, completely different from the stress test for younger person to help them with the basics. i start with scott astrada but anybody please chime in on that. >> that is a gro

you had employees. but he had two or three employees. what you might mandate for something with a very small business becomes a cost they can't afford or reach too far. they can absorb the costs. that's why i worry about if we mandate a benefit that sounds great for everybody, it's not going to apply or be easy to put in place for everybody. it's a program and a mandatory participation program. >> i think what you'll see from studying the state evident and we'll be glad to sit down with you is this actually is beneficial to companies. so .02% that you would pay in from your payroll and in exchange the employees would have access to a paid leave benefit. for independent contractors, i'm glad you brought that up. we know 10% of the economy is either contingent work or gig workers. that escalates. they pay in as they do to social security so that they would have the protection as well. they're paying the quarterly estimates. the employer doesn't withhold. they play in a quarterly estimate. those are very important things to consider. anothe

to thirty percent just by defining feature of the employer employee relationship. guber is an employer and has to shoulder those responsibilities ensure proper tax deductions pay social security contributions make sure that employees have health insurance and so forth. let's say a freelancer an independent contractor comes to you and says what's my employment status at my workplace. i'd like to get it sorted out. because i'd like a proper pension or do you say to them ok here are the things we can help you with on the board for these reviews on the board for the. first of all we check the employment status is what are they really an independent contractor or are they being misclassified by their employer. and then we provide them legal support if they. to correct their employment status in the fifty's most of the most we can't do is organize health and pension insurance for them. we can confirm for people if they are self-employed if they are independent contractors and then we can offer advice on their legal status their labor protections and social insurance situ

here they are again here they are again they're relying on taxpayers to cover their employees' living expenses the sensually that sort of breaks down you know rather than pay these employees a living wage to where these people can. without the help of the government. not pay them that much let's just let the government fill in the blanks that we because we want to make more money because jeff needs to buy. i don't know what more can he buy with that much money two hundred. the legislation is essentially a one hundred. home the. one hundred percent tax on large employers that's equal to the amount of federal benefits received by their low wage workers it breaks down like this if an amazon worker let's say receives three hundred dollars in food stamps and was on the company would then be taxed three hundred dollars essentially making up the funds spent by the government workers and this tax would actually apply to all companies with five hundred or more employees so it's really aimed at your larger established. corporations it's not after like the mom and pop shop very few mom and pop s

>> guest: the federal reserve assigned employees like myself towards on-site. in the goldman sachs building. >> host: what was a typical day? >> guest: you get up early in the morning. and the cable wires and newswires, in the news and afterwards go to the office and spend an enormous amount of time reading and going over there policies. and doing examinations and testing to see. >> host: were you privy to executives at goldman sachs? >> guest: at different levels, mostly senior levels. >> host: what was the process? >> guest: scheduled ahead of time, there were topics. it depended on topics at that time, what the conversation would be about. in my particular case a lot of conversations revolved around not doing right and there were a lot of them. >> host: you would see something that was not being complied with, what would you do? >> guest: what the federal reserve expected you to do, typically what you are supposed to do is note those gaps in the examination reports, to write down what is not working and they need to fix it and this is how long they should ta

we did get some of the nuances of exactly who this employee was, that he was a 3.5 year employee, hey credentialed. he had access to this area. it is a secured area. he went through the background checks. a 10 year background check and this criminal background check is renewed every two years. he had enough time and was not, did not raise any red flags because he was able to get into a pushback trailer, push back this plane, get into it, start it somehow, which is a complicated process, according to this airline, and then take off in it. so those sorts of nuances we're learning a bit more of but we don't have some of the big questions answered. we don't know who this man is. they would not be able to confirm thiz identity at this point. we don't know exactly what led to this crash, if the gentleman took this plane down himself or ran out of fuel. the fbi is still trying to sort all of those details and let the fbi and ntsb figure out that, ryan. >> that's an excellent point that you raise, them describing what he needed to go through in order to even get that plane off the ground. it

lemonis: who are the employees, if you had to guess, who are the employees you think you've hurt thenally, in reflection? andrew: [ sniffles ] lemonis: i want you to reconcile with the people that matter. andrew: absolutely. amber: at this moment, you probably thought, "okay, i'm here for a reason. like, i'm getting to this guy." lemonis: it was a bit of a head fake for me. amber: 'cause you thought he was... lemonis: 'cause i thought he was turning. amber: ...turning, yeah. lemonis: his recognition of his behavior was better than any painting or renovation or any new product could ever accomplish. amber: so the lesson you're teaching people here is just a lesson in people... lemonis: humility. amber: ...and management... lemonis: and humility. amber: ...and humility. ♪ andrew: that's my dog. lemonis: between what happened with dr. rivera and his breakthrough with neil, i'm now watching him actually pitch in. and i think he realizes that if he does the job of the rest of his employees, he'll have a better appreciation. erin: elise needs water. andrew: elise needs water? erin: yeah. a

or in europe, that it was making sense to create a new program for their employees.nda: but once you convinced the likes of bp, that was it. arnaud: that's exactly right. and once you have business leaders -- bp for the u.k., ge for the u.s. -- we were able to have the key customers, and then demonstrating best practice. and, step-by-step, many others joined. haslinda: it was your first venture as an entrepreneur, a startup. what was the key takeaway? if you could do things differently, now looking back more than 30 years, what would you have done? arnaud: the first thing is when you come from a large business, and i was managing the u.s. subsidiary of my group, you have many people that you work with. and suddenly, with a startup, you push a button, nothing happens. [laughter] haslinda: you have to move it yourself. arnaud: this is very, very perturbing. but what would i do differently? i think i might do it with more capital, because we really started small. haslinda: you started with $100,000. arnaud: we started with $100,000 with a team of around 20 people. and s

michael o'leary said what many air berlin employees were thinking. all we see is a succession of german politicians falling over themselves. to award the air burden to the fans are calling the fans a champion and therefore because it's a german champion it should. be allowed to take over ninety five percent of the domestic market making it not just a german champion but. who will increase the cost of air travel for millions of. ticket prices did in fact go. right after the last flight. thousands of air berlin employees faced an uncertain future both easy jet and aloof tons of group bought up air berlin's landing rights in airplanes employees had to apply for new jobs and were given inferior contracts a year after declaring insolvency it looks like taxpayers won't have to foot the bill according to insolvency officials the one hundred fifty million euro state credit can be almost completely paid in full but it will take several years. now one of the side effects of technological changes that are electrical devices become obsolete faster and faster and

when i started digging into the company it had 800 employees.had a beautiful new headquarters on page mill road. they have long since abandoned that pricey real estate. now that the 20 employees left are in a manufacturing facility across san francisco bay. the fcc has charged her and sonny with fraud. she settled the fraud charges without admitting or denying wrongdoing. she was find half a million dollars, relinquish most of her shares and controlling an interest in the company and agree to a ten year officer director van in the company. a lot of people feel that slight punishment given the magnitude of the wrongdoing. it's really a slap on the wrist. to those people, i say don't forget there's another investigation that's ongoing, criminal one spearheaded by the u.s. attorney's office in san francisco. i'm told that's pretty advanced. and that criminal charges are very possible and even likely. in terms of the company the company probably has another two months before it runs out of money and then will be liquidated and ceased to exist by aug

or in europe, that it was making sense to create a new program for their employees.da: but once you convinced the likes of bp, that was it. arnaud: that's exactly right. and once you have business leaders -- bp for the u.k., ge for the u.s. -- we were able to have the key customers, and then demonstrating best practice. and, step-by-step, many others joined. haslinda: it was your first venture as an entrepreneur, a startup. what was the key takeaway? if you could do things differently, now looking back more than 30 years, what would you have done? arnaud: the first thing is when you come from a large business, and i was managing the u.s. subsidiary of my group, you have many people that you work with. and suddenly, with a startup, you push a button, nothing happens. [laughter] haslinda: you have to move it yourself. arnaud: this is very, very perturbing. but what would i do differently? i think i might do it with more capital, because we really started small. haslinda: you started with $100,000. arnaud: we started with $100,000 with a team of around 20 people. and so

great employees with us for five years, hourly employee in anaheim who wanted to be a nurse for a longmother got sick and she got to drop out of school to care for her grandmother and this program, she was one of the first with the applications ready to go, she is all set to finish her nursing education. it is exciting. jillian: doesn't look like the economy will slow down anytime soon. that is what it looks like. how much of a factor was that? >> for us as a company it is a great thing because we are able to do these kinds of things and as you said, we don't expect to change our commitment to this program, not something we announced and we do for a little while. we are committed to doing this over the long term and continue it. jillian: certainly an initiative that sparked our interest as soon as we heard that news and for a lot of other people across the country. thank you for your time, appreciate it. it is 6 minutes until the top of the hour. thought it was good to go head to head with the bison. publicized trouble, a punishment this man with no shoes just got. >> if i am to change

cover the cost of food stamps public housing medicaid and other federal assistance received by their employees if passed by congress this legislation would essentially force corporations to pay a living wage and curb roughly one hundred fifty billion in taxpayer dollars that go to funding federal assistance programs for low grade workers each year the vermont senator has been on a rampage against bezos the amazon dot com founder and richest man in the world of late pointing out that while bezos is worth over one hundred fifty billion and climbing the average amazon worker makes around twenty eight thousand dollars a year. that's just for hours and dollars more than the federal poverty level for a family of four. and while senator sanders heart is in the right place will there be political will in washington to take the modern day titans of capitalism that is the question at hand as we grab ringside seats to the oldest ongoing fight in human history the haves versus the have nots the kings versus the serbs the cold shivering masses versus the warm and gilded few as we start watching. the. real

virtually all employees in large corporations have access to them.re are about 42 million americans, 1/3 of the private workforce, that doesn't work for a large corporation but that works for a small business, and most of these small business employers can't provide access to the same quality 401(k)s. with so many americans working for small businesses, and so many without access to work place retirement plans, there is a real danger that today's economic opportunity will not translate into savings for the future. so step back and imagine, if you will the small businesses here in charlotte could ban together and say, as a group, we're going to provide a retirement option for our employees. administered by one central entity, chamber of commerce, for example, who is represented up here today. imagine the administrative savings, but also imagine the portability when an employee goes from one small business to another small business, it's the same 401(k) plan. a portable 401(k) plan from small business to small business 401(k) plans, are a straightforwa

another employee commutes all the way from manteca. she's now looking at helping provide health benefits for her staff. in palo alto, i'm azenith smith. ktvu fox 2 news. >>> a mother and daughter reported missing in northern california. concern g ones. >> friday night lights no more. why a high school football team voted to disban just two games into the season. >>> the mild weather continues. today just below average in many places. is it going to warm up? i'll have the 5-day forecast. >>> we're following breaking news in san leandro where the b.a.r.t. station is closed at this hour. a young man died inside the restroom at the station there. they say they found the man unconscious with drug paraphernalia nearby. that was about 9:30 tonight. a b.a.r.t. spokesman says the man who died is likely in his 20s or 30s. the station is closed until further notice. >>> there is an urgent call for help tonight to try to track down a missing mother and her young daughter from canada. 29-year-old audrey and her 10-year-old daughter emily arrived he

that's a problem for businesses and employees. all work, no play is this week's cover tory. >> reporter: americans used to be better at taking time to take off. 20 days of vacation was the average. the number drops to a low point of 16 days off in 2014 and the trend has been reversing rising to an average of 17.2 vacation days per year. more than half of american workers, 52%, did not use all of their vacation time. what is stopping them from getting away 61% of the employees is it is the fear of looking replaceable. and workload is heavy and 63% say it is the cost of travel 24% have gone a year without a vacation and 12% say it has been three years. not using it, you can lose it. >> create the by the u.s. travel association to research vacation trends it is great to see you today. >> thank you for having me. >> i'm shocked to learn that there's a cost to companies for employees not to take all time off. >> there's not a winner when employees don't take vacation. they are carrying the vacation on their books they are going to have