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Browns vs. Broncos odds, prediction, betting trends for NFL ‘Thursday Night Football’

When the Broncos travel to face the Browns on “Thursday Night Football” to kick off Week 7 of the 2021 NFL season (8:20 p.m. ET, Fox, NFL Network, Amazon Prime Video), it will be an unintended revenge game featuring two 3-3 teams.

Case Keenum, who started all 16 games at quarterback for Denver in 2018, will get the nod for Cleveland with Baker Mayfield (left shoulder) not playing. He will duel Teddy Bridgewater, another former Vikings QB.

Keenum will operate without running backs Nick Chubb and Kareem Hunt and offensive tackles Jedrick Wills Jr. and Jack Conklin. Bridgewater will continue to play without top target Jerry Jeudy.

Here’s everything to know about betting on Browns vs. Broncos in Week 7, including updated odds, trends and our prediction for “Thursday Night Football.”

WEEK 7 NFL PICKS: Against the spread | Straight up

Browns vs. Broncos odds for ‘Thursday Night Football’

Spread: Browns by 2Over/under: 41.5Moneyine: Broncos +108, Browns -126

(betting odds per FanDuel Sportsbook)

The Browns were only slightly bigger favorites with Mayfield in the mix but they get the nod for home field despite losing two in a row. That’s because the sputtering Broncos have lost three in a row after a 3-0 start. The point total suggests a defensive slugfest, too, with limited offenses.

Browns vs. Broncos all-time series

The Broncos have dominated the series 24-6. That includes two heartbreaking playoff losses for Cleveland vs. John Elway and Denver. The Broncos won the 2019 matchup and have taken 12 of the past 13. The Browns did end a skid with a 17-16 win at Keenum and the Broncos in ’18.

Three trends to know

–Despite the Browns injury, only 50 percent of spread bettors are siding with the Broncos in what’s essentially now a pick ’em line.

–Nearly 51 percent of over/under bettors like the game to go over more so for the low total vs. the explosive qualities of either offense vs. a decent defense.

–The Broncos are 4-6 straight up and 5-5 against the spread in the past 10 games. Half of those games have gone over. The Browns are 5-5 SU and 5-5 ATS in their past 10 games. Six of those game went over.

Three things to watch

Keenum vs. his old team

Mayfield was struggling to play well with the injury, which had been lingering since Week 2 and was aggravated in Week 6. Keenum comes in for healthy relief against one of his several former clubs. The Browns will still try to run effectively with third-string back D’Ernest Johnson, but more will be on Keenum in the passing game without Jarvis Landry. He’ll be looking to give his team a one-week spark to get it back above .500.

Bridgewater vs. the Browns’ pass defense

Cleveland has a strong pass rush with Myles Garrett and Jadeveon Clowney, but their coverage woes have been evident in giving up big plays downfield to young guns Justin Herbert and Kyler Murray the past two weeks. Bridgewater hit on some plays with wide receivers Courtland Sutton and Tim Patrick and tight end Noah Fant last week, but he also matched three TDs with three INTs. Now he’ll playing with a injured foot that will limit his mobility.

Vic Fangio and the hot seat

The Browns are fortunate to draw a reeling Broncos team on a short week when they are shorthanded. They need to take advantage of an overrated opponent on the ropes with their head coach. Kevin Stefanski has a strong sideline advantage in his game with his staff and needs to use it to win with his “next men up.”

Stat that matters

87.0. That’s how many rushing yards on average the Browns defense has given up in 2021 over six games, Good for No. 6 in the league. The Broncos have been better, giving up on average 85.5 yards per game, No. 4 in the NFL. Don’t expect a lot of rushing success for either team, meaning the game will be decided by the more comfortable QB.

Browns vs. Broncos prediction

The Browns will need to use the energy and emotion that come with the Dawg Pound advantage to overcome adversity and get physical with a team that has started to go through the motions after a hot start. Keenum will settle down the passing game in a familiar offense while Bridgewater will take a few more lumps. Stefanski will pull out some wrinkles to fool Fangio and Cleveland will rock into Week 8 at 4-3.

Browns 23, Broncos 20

Originally found on Sporting News Read More




Netflix protesters furious over Chapelle special attack man with ‘We like Dave’ sign

Quick bit: Tensions flared outside a walkout at Netflix headquarters as employees upset with the streaming platform’s airing of a controversial special by standup comedian Dave Chapelle clashed with counter-protesters supporting the comic’s freedom of speech.

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Tensions flared outside a walkout at Netflix headquarters as employees upset with the streaming platform’s airing of a controversial special by standup comedian Dave Chapelle clashed with counter-protesters supporting the comic’s freedom of speech.

Videos from the walkout circulating on social media show a man holding a sign that says “We like Dave” before he is accosted by several people who ultimately break his sign.

CRITICS PILE ON NETFLIX CEO AFTER HE SAYS HE ‘SCREWED UP’ DAVE CHAPPELLE SHOW DEFENSE

LOS ANGELES, CALIFORNIA – OCTOBER 20: Neverending Nina speaks as Trans employees and allies at Netflix walkout in protest of Dave Chappelle special on October 20, 2021 in Los Angeles, California. Netflix has decided to air Chappelle’s special, which contains jokes about transgender people, even though some employees have voiced concerns they feel have been ignored by the company. (Photo by Rodin Eckenroth/Getty Images)

“Why is he breaking my sign?” the man holding the sign can be heard saying as protesters grab and smash it. “Don’t I have the same free speech rights as you?”

Once the sign is destroyed and the man is left holding just the stick it had been mounted on, the protesters start shouting “He’s got a weapon!”

The man is then pushed away from the scene by protesters while laughing at their accusation that he has a weapon before he then drops the stick.

People rally in support of the Netflix transgender walkout and others in support of comedy and free speech, on October 20, 2021 in Los Angeles, California – Netflix bosses braced for an employee walkout and rally in Los Angeles on October 20, 2021 as anger swelled over a new Dave Chappelle comedy special that activists say is harmful to the transgender community. (Photo by Frederic J. BROWN / AFP) (Photo by FREDERIC J. BROWN/AFP via Getty Images)

“I’m just here to say that jokes are funny people” the man explains with his hands raised in the air. “Dave Chapelle is a funny guy.”

“I love Dave,” he added as one protester shook a rattle in his face. “I don’t know why all the violence. I don’t know why all of the hate.”

DAVE CHAPPELLE’S NETFLIX SPECIAL SHOULD BE PULLED, ALYSSA MILANO SAYS AFTER DC PROTEST

The walkout on Wednesday at a Netflix office in Hollywood, California was organized in protest of “The Closer,” a recent comedy special by Dave Chappelle in which he made remarks that some viewed as offensive to the transgender community.

In “The Closer,” which was released earlier this month and is currently among the most-watched programs on the service in the U.S., Chappelle said “gender is a fact” and said he identified as a “TERF,” an acronym that stands for “trans-exclusionary radical feminist.” He also compared the transgender community to people who wear blackface.

Besides backlash aimed at Chappelle for his words, Netflix’s co-CEO Ted Sarandos also found himself in hot water.

In emails to Netflix staff after the special’s debut earlier this month, Sarandos defended “The Closer,” citing its popularity on the platform and the company’s commitment to creative freedom. He also said the company believed “content on screen doesn’t directly translate to real-world harm.”

HOLLYWOOD CA OCTOBER 20, 2021 – Lily Weaver was outside Netflix’s office in Hollywood Wednesday morning in support of a walkout to protest Netflix’s decision to release Dave Chappelle’s latest Netflix special, which contains a litany of transphobic material. Weaver is not employed by Netflix. (Al Seib / Los Angeles Times via Getty Images)

CLICK HERE TO GET THE FOX NEWS APP

Now, Sarandos says he “screwed up” with that statement. In an interview with Deadline, the exec said, “I screwed up the internal communication — and I don’t mean just mechanically,” he said. “I feel I should’ve made sure to recognize that a group of our employees was hurting very badly from the decision made, and I should’ve recognized upfront before going into a rationalization of anything the pain they were going through. I say that because I respect them deeply, and I love the contribution they have at Netflix. They were hurting, and I should’ve recognized that first.”

Chapelle earlier this month laughed off any efforts to get him and his special canceled.

Speaking to the roughly 18,000 people in the crowd at Los Angeles’s Hollywood Bowl while wearing sneakers and a suit, Chappelle touched on the fact that a number of individuals and groups are calling for “The Closer” to be pulled from the streamer because of alleged transphobic comments he made in it, Deadline reports.

“If this is what being cancelled is about, I love it,” Chappelle said to hoots and hollering from fans in attendance, per the outlet.

Fox News’ Jessica Napoli and Melissa Roberto contributed to this report

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How to Hire Better Employees in Less Time for a Fraction of the Cost

Quick Bit: Hiring great employees usually takes a long time. And time is money.
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Opinions expressed by Entrepreneur contributors are their own.

great employees takes a long time. In fact, it takes 36 days on average to hire any employee. And time is money.

Each day, each call, each email correspondence is another day without an active employee generating a return for your .

And each day spent with back and forth conversations pulls you away from daily tasks that your business needs to thrive.

Here’s how you can hire better employees in less time for a fraction of the cost in three simple steps.

1. Specific job boards

My main company has 12 employees including myself and my co-founder. Our software company has half a dozen more.

We’ve hired and fired countless people over the last few years, making every mistake in the book.

One of the biggest keys to finding better employees is starting with a better job board.

Places like Indeed or cast a wide net, which means more time sifting through thousands of irrelevant or low-quality submissions.

Indeed alone has 250 million unique visits monthly, making it a very large and saturated marketplace.

Use these as a last resort. Instead, focus on job boards that are specific to your niche to attract very high quality candidates.

Need a growth marketer? Utilize places like MarketerHire, ProBlogger and more. They are designed specifically for a given niche and can help you narrow down your efforts to more targeted groups of people.

Some platforms will even act as a recruiter on your behalf (free of charge) to match you with potentially effective candidates.

Do a simple Google search for “[niche] job board.”

Start there. They are often cheaper to list and generate much more targeted submissions than broad marketplaces.

Related: If You’re Not Hiring Ahead, You’ve Already Fallen Behind

2. Automated filtering

Job boards will generate tons of submissions, which can be both good and bad.

Good because your candidate pool contains a diverse mix of incredible people itching to work with you.

Bad because 42% of the candidates simply aren’t qualified, and spending your time reviewing them is costing you thousands of dollars, if not more.

To combat this, a great solution is using automated filters to narrow down your total submission pool, saving you both time and money.

Using tools like Zapier, Gravity Forms or any of the like, you can filter the responses you get by various triggers.

For example, we set automations that disqualify any candidates who don’t follow all instructions, like uploading a PDF of their resume or including a LinkedIn profile URL.

Why? If people won’t take 20 seconds to upload a PDF or paste their LinkedIn profile, they won’t follow detailed processes on the job.

These leading indicators are great predictors of attention to detail and true interest in working at your company.

Automations can help you filter these candidates and save thousands of hours and dollars reviewing.

They are highly customizable and can be tailored to any niche need you might have. Use them at the forefront of your job-candidate collection process as an initial filter. This ensures you are not reading resumes or cover letters that don’t align with your minimum qualifications.

Related: How to Hire Like a Pro

3. Paid test projects

How many interviews and calls do you have before a candidate is hired? Two? Three? Five? The average is three, with each interview taking 30-90 minutes. And on average, interviewers speak to around 10 candidates. This time and money add up fast, especially if you are a lean startup looking to expand fast.

That’s where paid test projects start to shine.

They benefit you by saving manual labor time and seeing the exact work someone will be able to produce before you onboard him or her and spend countless more dollars.

Paid test projects give you direct insights into how potential employees work both in their style and delivery.

Not only does it benefit you, but it also benefits the future employee.

He or she gets to see if his or her potential job is a good long-term fit and if he or she enjoys the work.

If the employee does, your hiring process is virtually seamless, and you can better understand the projects he or she might enjoy further down the road.

So, how do you structure these paid test projects, and how much do you pay?

As a general guideline, we don’t like to give overwhelming projects, and we don’t like free test projects. Respecting your candidate’s time is critical to building a healthy relationship from the start.

Test projects should take no more than three to four hours to complete on average.

When paying candidates, simply take the general or hourly rate average and utilize that, benchmarked against the total maximum time for the project.

With your test projects, don’t look for perfectly pristine finished products. Look for people with a learning mindset and the drive to solve difficult problems. This isn’t a test, but rather a way to understand if the candidate has the drive, passion and willingness to learn and problem solve on the fly.

Cut down your phone calls.
Cut down your manual reviews.
Cut down your time, labor and inputs.

Focus on specific job boards, and paid test projects. You’ll hire people in a fraction of the time that are a better fit.

Related: 4 Reasons Employees Need to Be Involved in Your Hiring Process

Originally found on Entrepreneur.com Read More




6 Things You Should Know About Signing Up for Medicare

It may come as a surprise, but for many people, health care becomes more complicated after age 65 — not less. With Medicare’s fall open enrollment window open through Dec. 7, it’s important to understand all of your coverage options so you can continue to access the medications and care you need. Here are a few things you should know about Medicare:

1. Some people are enrolled automatically — and some aren’t

If you’re under the age of 65 and already receive Social Security benefits, you will be automatically enrolled in what’s called Original Medicare. This includes Medicare Part A (hospital insurance) and Part B (medical insurance). Note that Medicare Part B carries a premium: Most people pay $148.50 per month in 2021, according to the Centers for Medicare & Medicaid Services, or CMS.

If you’re not receiving Social Security benefits, you can sign up for Medicare during your initial enrollment window (around your 65th birthday) and choose which insurance combination is best for you.

2. Original Medicare doesn’t cover everything

Original Medicare does not cover prescription drugs, custodial care or most hearing, vision and dental care. Medicare only partially covers some services, such as hospitalization, ambulance services and nursing home care, which means you could be responsible for copays and deductibles.

There are ways to cover at least some of the gap, with Medicare Supplemental Insurance (or Medigap) plans, or by opting for the privately administered alternative to Original Medicare called Medicare Part C, or Medicare Advantage (more on that below). You may also qualify for a state-sponsored Medicare Savings Program, which can help cover deductibles, copayments and more.

3. Medicare Part D covers prescription drugs — and isn’t really optional

Original Medicare includes only Parts A and B. That means if you take any prescription medications, or plan to — and don’t want to pay for them out of pocket — you’ll need to add Medicare Part D to your coverage. This can be done as an add-on to Original Medicare or bundled with a Medicare Advantage plan. Medicare Part D premiums average about $33 per month, according to the CMS.

Signing up on time for Part D is especially important because there’s a late-enrollment penalty if you miss your eligibility window. Medicare drug coverage can vary by medication, so start your research early to make sure your plan includes everything you need. Even if you don’t take medication now, enrolling in Part D coverage can help prepare you for future prescription costs.

4. Fall open enrollment isn’t the only window

When you become eligible for Medicare, you have a seven-month initial enrollment period to sign up, which starts three months before your 65th birthday month and ends three months after. If you miss this window, you may face late enrollment penalties for Medicare Part B (medical insurance) and Medicare Part D (prescription drug coverage). According to the Social Security Administration, you should sign up for Medicare at age 65 even if you’re not planning to retire yet.

If you’re switching to a Medicare Advantage plan, you can do so during the Medicare open enrollment period, which runs every year from Oct. 15 to Dec. 7. Any new plans or changes you make during this period are effective starting Jan. 1.

There are also special enrollment periods for certain situations, like a significant change to your financial or medical circumstances. If you’re currently on a Medicare Advantage plan and want to switch to Original Medicare, you can do so from Jan. 1 to March 31. If you’re over 65 and still covered by an employer group health plan, Medicare allows you to sign up for Medicare Part B without penalty during a special enrollment period: the eight months after your job or coverage ends.

5. Medicare Advantage can bundle your health care

Medicare Advantage plans, also known as Medicare Part C, are Medicare-approved plans from private insurance companies that bundle your Part A and Part B coverage with other benefits. This is usually prescription drug coverage, but Medicare Advantage plans can also include many vision, hearing and dental benefits that Original Medicare does not.

Medicare Advantage plans are all-in-one, more like traditional insurance, but they come with less flexibility. You may pay lower out-of-pocket costs for most services, but higher fees if you want to see a specialist out of your network. Depending on your location and individual health care needs, this may be a good option.

6. It’s complicated, but there are resources to help

“People are often shocked at the cost,” says Katy Votava, president of Goodcare.com, who has a doctorate in health economics and nursing. She explains that Medicare enrollment is often more complicated than a one-time sign-up: It requires ongoing choices and changes for many patients. According to Votava, the right Medicare combination heavily depends on what medications you take and what health care providers you see, as well as your location and income.

Votava recommends looking into the State Health Insurance Assistance Program, or SHIP, at shiphelp.org to find free Medicare community educational services near you. SHIP can help you figure out what financial support you qualify for depending on your income level, region and state, and assist you — or the parent you care for — with enrollment when your window opens.

Originally found on Nerd Wallet Read More




Top 10 Hiring Platforms for Small Business

Quick Bit: Hiring new employees is an exciting opportunity to bring fresh ideas and valuable experience to a growing small business-and leveraging hiring platforms can make it easier.

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Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

Finding and the people that your business depends on is no trivial task. Whether you’re hiring for a standard role, a specialist, or a contract position, quickly closing on a top-tier candidate is essential. Small businesses with limited resources need to find efficiencies wherever possible. When it comes to bringing on new talent, hiring platforms can help you make better hiring decisions and close hires fast.

Not only are hiring platforms an incredible tool for increasing visibility and ensuring you find the right candidate for your goals and culture, but they also create a seamless hiring process that is apparent to applicants. Delivering a stellar candidate experience leaves a positive, lasting impression on job seekers, and hiring platforms can keep your scaling business organized while saving you money.

Here are 10 hiring platforms that can create a competitive advantage for finding the best talent for your small business.

ZipRecruiter–Best Overall Package for Small Businesses

ZipRecruiter simplifies finding top-tier talent for small businesses. Job posting templates allow you to post your first listing to more than 100 job sites for free in minutes. Once your post is live, ZipRecruiter‘s powerful matching technology searches through thousands of resumes, locates the best candidates for your role and invites them to apply–which means more quality hires and reduced hiring times. With more than 25 million job seekers visiting ZipRecruiter each month, there is a network of full-time, remote freelancers and contractors that are ready to make a positive impact on your small business.

Jobvite

You can help streamline your hiring process with Jobvite. This end-to-end talent acquisition site helps small businesses attract, engage, recruit, and hire all on one platform. Screen and rank candidates automatically and forecast time-to-fill with referral capabilities coupled with candidate matching. Jobvite‘s branded career pages let you create a strong employer brand that produces a seamless candidate experience.

Indeed

This comprehensive search engine for jobs allows small businesses to identify top candidates fast. With an option for paid sponsored job listings, Indeed gives you flexibility and control over your campaigns. You can adjust your budget at any time or pause or delete a posting. No commitments or long-term fees, so you’ll only pay when Indeed works for you.

LinkedIn Talent Solutions

Job seekers are already on LinkedIn for its professional networking platform. They also use the site to search for jobs and share that they’re looking for a new one. When you post a new job, LinkedIn uses data and insights to find candidates that match the job criteria and makes it easier for that person to apply. Their desktop and mobile dashboard let you review and prioritize candidates.

SmartRecruiters

Gain exposure on multiple job sites with SmartRecruiters‘ intuitive candidate management tool. This cost-effective talent acquisition suite lets companies to attract, select and hire candidates all on one cloud-based platform. Recruiters can effortlessly personalize messages to applicants and engage with passive candidates. Use SmartRecruiters to advertise on job boards and track performance to ensure faster hires.

ClearCompany

ClearCompany helps small businesses win at remote hiring with innovative means of connecting with candidates. This digital, candidate-centric recruiting tool features a mobile-friendly interface that enables job seekers to apply right from their phones. Interview scorecards assist your hiring team in conducting compelling interviews that find the right candidate for your organization.

Freshteam

Leverage everything you need throughout the hiring process at an affordable rate with Freshteam. Their modern applicant tracking software allows you to create custom workflow stages for every job posting and gives you a professional-looking career site with ease. Freshteam has a free service and offers a free 21-day premium trial without taking credit card information.

CareerBuilder.com

CareerBuilder.com saves small businesses time and money with its integrated hiring systems. Their AI technology can optimize job postings, and discovering qualified candidates gets a boost from automated matching. Other notable features include direct and automated candidate communications, a career site and virtual and in-person hiring events that all support recruitment strategies. Try a free trial of their talent acquisition suite or find a monthly or annual plan that fits your needs.

Workable

Attract and screen candidates with Workable‘s easy-to-use platform. One-click job posting to over 200 job sites, Gmail and Outlook integration for simplified scheduling and gamified employee referrals create a smooth user experience. Hiring teams can meet candidates faster with native one-way video interviews and live video integrations. Fast global support and easy onboarding are other noteworthy benefits of Workable.

Zoho Recruit

Zoho Recruit combines sourcing, tracking, and hiring management into one simple platform. The service includes an assessment feature that allows you to store and maintain a list of questions and feedback for applicants. Set up automatic replies, alerts, and notifications in advance for process efficiency. After your free 15-day trial, Standard, Professional and Enterprise tiers range from $25 to $90 per month.

Originally found on Entrepreneur.com Read More




How To Invest With Your HSA, And Why

It’s hard enough to motivate yourself to save for retirement, but saving for your future medical costs? How responsible does a person have to be?

Thankfully, health savings accounts, or HSAs, are tools that make saving for future health-related expenses less painful. These accounts allow you to save money, but they also allow you to invest. With open enrollment coming up, an HSA might be something to consider.

“One cool trick is to invest the money in an HSA just like you invest in your IRA,” Victor Medina, a certified financial planner and founder of Palante Wealth Advisors in Pennington, New Jersey, said in an email interview.

Investing through an HSA

Think of your HSA as a home for your medical money. Just like a brokerage account or an IRA, you’ll need to put money into the account before you buy investments. Then, after you fund the account, you can start investing.

Some HSAs offer tools that help you choose your investments and provide automatic rebalancing, so your portfolio stays within your preferred allocation. Others allow you to select from specific investments, such as stocks, bonds, mutual funds and ETFs.

Whatever method you choose, investing your money through an HSA will likely allow it to grow faster than by saving alone. However, if your HSA is offered through an employer, you may have fewer options for how you can invest your money.

Take advantage of the triple tax benefit

Once you start investing through your HSA, you can begin reaping the rewards — one of the biggest being the triple tax benefit, Medina said.

“Another cool trick is that the accounts are triple tax-advantaged, which means contributions are tax-deductible, growth is tax-free and the distributions are tax-free when used for qualified medical expenses. In addition, unlike a 401(k) or IRA, you don’t have to deduct money from the account at a certain age.”

If you’re investing over the long term in your HSA, that tax-free growth can make a significant difference in the amount of money you keep.

Prepare for long-term care

According to data from insurance company Genworth Financial, the median annual cost of an in-home health aide in 2020 was $54,912; a private room in a nursing home cost about $105,850 a year. Thinking about getting older can be challenging for many reasons, not least of all because of the financial burden that can accompany aging. But investing in an HSA can allow you to prepare for those expenses in advance.

If you invested $200 in an HSA every month starting when you were 30 years old and earned the stock market’s standard 10% annual return, by the time you were 70, you could have almost $1.3 million — a significant nest egg for your golden years.

And while it may be tempting to use your HSA money along the way, Faron Daugs, a CFP and CEO of Harrison Wallace Financial Group in Libertyville, Illinois, often advises against that.

“With clients that are generally working and still making a living, if they do qualify to contribute, I often encourage them not to use those funds on an annual basis, so let them sit aside and grow almost like you would in an IRA,” says Daugs.

Pay yourself back later

If you can avoid taking out HSA funds as you go, you can reap the benefits down the road.

“Another cool trick is to wait to take distributions from the account until much later in life,” said Medina in an email. “You are not required to reimburse yourself in the same year. You are only restricted to reimbursing yourself for expenses that occurred after the date the account was established. So, you can contribute money into the account, let it grow for decades and then take a lump-sum distribution in the future that would put money in your pocket tax-free. Make sure to keep the receipts for what you paid out of pocket for medical expenses.”

Unlike flexible spending accounts, or FSAs, which require you to spend the money within a specific time or otherwise forfeit it, HSAs can be rolled over from year to year.

Hack your IRA

According to Daugs, HSAs have a little trick up their sleeve to help people who don’t have a considerable amount of money saved up: You can rollover a maximum of your annual HSA contribution limit for that year ($3,600 for individuals in 2021) from a traditional or Roth IRA into your HSA.

“It’s available once in your lifetime,” says Daugs. “So let’s use the current example of $3,600. So if you had money in an IRA that was deductible, and the money has grown tax-deferred in that IRA, you can take up to $3,600 of that IRA, just one time in your life, and roll it into an HSA account.”

The IRA to HSA rollover is a neat trick you can use if you have an unexpected medical expense and your HSA isn’t as fleshed out as you’d like it to be.

And while HSAs have a lot of benefits, they aren’t for everyone. Because participants must be on a high-deductible plan to have an HSA, that can be a deal-breaker for some. Choosing a health plan during open enrollment will depend on your situation and the options available to you.

Originally found on Nerd Wallet Read More




Consumer Goods Giant to Raise Prices on More Staples, Blames Increase in Cost on Raw Materials

Quick Bit: Procter & Gamble Co. said it would begin to charge more for oral care, beauty, and razors. Earlier this year, Procter & Gamble said it would charge more for toilet paper and diapers.

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Procter & Gamble Co. said it will raise prices on a number of household staple goods as the cost for raw materials and freight has increased faster than it had anticipated.

The company, which makes a range of products including Tide and Charmin, said it would begin to charge more for oral care, beauty, and razors. Earlier this year, Procter & Gamble said it would charge more for toilet paper and diapers.

The new price hikes are not being implemented on all its products, but they will be marked for specific items such as razors and in some sub-categories, CFO Andre Schulten told Reuters. U.S. retailers are aware of the new sticker prices, he added.

“We announced price increases to retailers in the U.S. on oral care, skin care, and grooming,” Schulten said in a conference call. “It’s item by item,” he added, although he did not say how much the prices will rise.

“As this pricing reaches store shelves we’ll be closely monitoring consumption trends,” he also remarked in the conference call. “While it’s still early in the pricing cycle, we haven’t seen notable changes in behavior.”

Global supply chains are under strain due to factors such as a resurgence of cases and lockdowns in Asia and labor shortages in the United States, leading to a surge in raw material prices that is also squeezing profits at Unilever and Reckitt Benckiser.

Meanwhile, in the United States is at the highest level in years amid supply chain bottlenecks and labor issues.

“We do not anticipate any easing of costs,” Schulten also told the Wall Street Journal in an interview on Tuesday. “We continue to see increases week after week, though at a slower pace.”

On Tuesday, the firm raised its commodity and freight costs impact for this fiscal year to $2.3 billion from $1.9 billion.

The Cincinnati-based consumer products giant will find backup suppliers and will switch shipping routes to deal with potential bottlenecks, he told the Journal.

“To the consumer, it looks like we’re in good supply,” Schulten said.

For the quarter that ended on Sept. 30, Procter & Gamble reported sales of $20.3 billion, according to its quarterly earnings report. Net earnings were about $4.1 billion, a 4 percent drop year-over-year.

And for the fiscal year 2022, the company expects to see a growth of between 2 and 4 percent in sales.

Additional expenses will shave off 90 cents from its full-year earnings per share, compared with a previous forecast of a hit of 70 cents.

Reuters contributed to this report.

By Jack Phillips

Jack Phillips is a breaking news reporter at The Epoch Times based in New York.

Originally found on Entrepreneur.com Read More




Is another Civil War possible? Here’s what it may look like.

Tales from the Mark Side: The Conservative Voice of Manatee County

Is another Civil War possible? Here’s what it may look like

By Mark Young

mark.young@manateeherald.com

There’s been a lot of whispers about the potential of another Civil War given just how divided the factions have become in America.

Is it really possible that lines would be drawn and shots fired?

I think our division, combined with, and fueled by progressive policies that weaken military capability makes us more vulnerable to an outside invasion rather than an internal shooting war.

Besides, leftists are so anti-gun, what would they shoot back with?

And even if they did get their hands on a weapon, most probably couldn’t hit the broad side of a barn if they were standing next to the barn.

Yep, the American versus Progressive Civil War would be over fairly quickly. I don’t even think it would be necessary for America to even fire a single shot.

We just let blue states leave the union. The first thing they will do after forming their own government would be to disarm their citizenship.

We just let their anti-gun laws go into effect and walk across the border to victory.

Which would be easy considering progressives love open borders.

Even if the blue states were smart enough to realize that they should have a military, what would that even look like without the will to budget such a force?

And who would serve in it?

It won’t be the thousands of ANTIFA 20-and-30-year-olds still living in mama’s basement. Getting them out of the house for an ANTIFA riot is already asking a lot.

Which is why people like George Soros has to pay them to riot, but they still only agree with the guarantee that people like Kamala Harris will pay their bail.

I guess Harris and other leftists got tired of flipping that bill so they got blue cities in blue states to just stop the entire bail system anyway and just let the criminals go free.

But they can do whatever they want once we let them have their own country for a little while before we take it back.

I know, I know … saying let blue states leave America sounds like something to celebrate, but here’s the reason why we take those states back.

Once they have left America to become the Progressive Oppressive States, or POS, they are no longer our citizens.

So we take back those states and deport them all to Cuba, Venezuela, Russia, North Korea, Afghanistan, China, etc.

In that scenario, it actually would be a rather civil “war.”

But there are some real dangers associated with America’s ever-growing divide.

History isn’t on our side when it comes to our own self destruction. Just about every great military empire throughout history was never conquered in a sweeping military defeat. They simply imploded from within as politics took over common sense and any semblance of strength eroded over time.

Like some Americans, those great empires assumed they would last forever, that they were invincible. We all know what assumptions get us.

For those empires who were militarily conquered over time, it was a similar “progressive” movement that weakened them internally to the point of vulnerability. From there, they were eventually destroyed by outside forces.

The current political environment within America is moving in that direction. We have never been more vulnerable than we are right now.

We had a brief reprieve under President Trump where our enemies backed off, but between Biden and eight years of Obama, we are ripe for the taking, as we tend to be under long-term liberal leadership.

If you don’t see those real dangers, you simply aren’t paying attention.

Still, the likelihood of a traditional American vs. Progressive Civil War is not likely given our current military and law enforcement structure. However, that doesn’t mean we don’t have the capability for self-destruction if we continue to allow liberal policies to shape the future.

Civil War? Probably not, but I know for a fact that patriots remain on guard and there is only so long that conservatives are willing to let America remain in peril from internal enemies.

I, for one, would never condone violence. But like most conservatives, when push comes to shove, I’m not against it either. I took an oath and it’s an oath that never expires.

So I’ll close with this: Let’s go Brandon! Let’s go Brandon!





This Papdi Chaat Recipe Is Crispy Sweet, Spicy and Tangy

Chaat chaat chaat! When we would attend a family friend’s party growing up, one of my mom’s friends would make a big plate of chaat to eat and it would be gone so fast. Even the second tray she made would go just as quickly. It’s a true party trick meal. You can prep this papdi chaat recipe ahead of time and store in serving bowls, and then set everything out at once so people can make their own bowl of chaat, kind of like a DIY chaat bar.

When my mom visited Minneapolis a few years ago, we invited Kristin and Mark over and she made a huge tray of chaat to share with both of them. It was fun to recreate that meal at this special celebration. Papdi chaat is a few component pieces that come together to create what I consider flavor magic. Priya Krishna wrote one of my favorite articles on Bon Appétit all about chaat. Keep reading to make this papdi chaat recipe for yourself—it’s the crispy sweet, spicy and tangy appetizer you’ve been looking for!

Originally found on Camille Styles Read More




Why did Lakers’ LeBron James switch his jersey number from 23 to 6?

Year 19 is officially here.

LeBron James enters the season fueled by skeptics who doubt whether the Lakers can overcome questions about whether age will hold them back.

It’s also the biggest return of LeBron’s career. Well, OK, maybe not the biggest, but it’s always notable when one of the league’s biggest stars changes his jersey number.

Ahead of his fourth season with the Lakers, James is ditching No. 23 in favor of No. 6. The four-time NBA MVP began his professional career with the Cavaliers wearing No. 23, then switched to No. 6 when he played for the Heat from 2010-14. After winning a couple of championships in Miami, James pulled out No. 23 for his second stint in Cleveland and stuck with it in Los Angeles.

MORE: James talks Lakers’ “energy shift” after “stale” 2020-21 season

So, what prompted James to bring back No. 6? And why is the number so significant to him?

The story behind LeBron James’ change to No. 6

James wanted to change his jersey number in 2019 when the Lakers acquired Anthony Davis from the Pelicans in a blockbuster trade. James even posted a photo of Davis holding a No. 23 jersey once the deal had been finalized. Davis had worn the number for his first seven NBA seasons.

Unfortunately for James and Davis, the swap had to wait because Nike, the official outfitter for the league, would have reportedly taken a “massive financial hit” because of the amount of apparel that had already been produced. With Nike not giving the Lakers stars the go-ahead signal, Davis landed on No. 3. (He chose to stick with that number after winning his first NBA championship in 2020.)

But James’ switch was always about more than just doing a favor to his teammate.

When asked about his thought process on shifting to No. 6, James told reporters last week that the number has “always been part of me.” His first child, Bronny, was born on Oct. 6, and his second child, Bryce, was born in June, the sixth month of the year. Beyond his personal connection, James has previously expressed his admiration for Julius Erving, who wore No. 6 with the 76ers.

MORE: Lakers sit third in final preseason Power Rankings

“Six has a lot of meaning to me, not only from my family and numbers and things of that nature to what I believe in and things of that sort — but my mentality doesn’t change,” James said. “Going out, being an overall basketball player, trying to dominate at all facets of the game, being a great teammate and being a great leader.”

As The Athletic’s Tim Cato noted, the timing also matched up perfectly with the summer release of “Space Jam: A New Legacy,” which featured James in a No. 6 Tune Squad jersey.

LeBron James’ history with No. 6 and No. 23

James wore the No. 23 jersey at St. Vincent-St. Mary High School and kept rolling with it after being selected by the Cavs with the top pick in the 2003 NBA Draft. James has often cited the NBA’s most famous No. 23, Michael Jordan, as a source of inspiration.

“When I started playing basketball, I was like, ‘Oh man, that two-three looks good. I wanna be able to fly like him. I wanna be able to shoot like him. I wanna be able to dunk on somebody like him. I wanna be able to stick out my tongue like him in the air and yell in somebody’s face like MJ,'” James said in 2019.

“So, ever since I started playing ball, I wore No. 23.”

During his seventh season in Cleveland, James declared that every NBA player wearing No. 23 should drop it out of respect for Jordan.

“I just think what Michael Jordan has done for the game has to be recognized some way soon,” James said in 2009. “There would be no LeBron James, no Kobe Bryant, no Dwyane Wade if there wasn’t Michael Jordan first. He can’t get the logo, and if he can’t, something has to be done. I feel like no NBA player should wear 23.

“I’m starting a petition, and I’ve got to get everyone in the NBA to sign it. Now, if I’m not going to wear No. 23, then nobody else should be able to wear it.”

James switched to No. 6 after signing with the Heat, and he continued to wear that number on his practice uniform even after donning No. 23 as a member of the Cavs and Lakers. That decision was a nod to another one of James’ childhood heroes, Deion Sanders, who wore No. 21 during games but No. 2 at practices.

Outside of NBA competition, James has worn No. 6 in multiple Olympic Games.

LeBron James’ career stats: No. 6 vs. No. 23

(Via StatMuse)

No. 6
Per Game
No. 23
26.9
Points
27.0
7.6
Rebounds
7.4
6.7
Assists
7.6
1.7
Steals
1.5
54
Field goal %
49
37
3-point %
34
76
Free throw %
73
62.2
True shooting %
57.7

Originally found on Sporting News Read More