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People Process Interviews: Tomas Keenan

Rhamy Alejeal Interviews Thomas Keenan, Author of UnF*ck Your Business.

Tomas is the CEO at Top Class Installations where he is responsible for setting the vision, managing finances, and building the team. Everyday he is focused on improving efficiency and providing an exceptional customer experience for his clients. Tomas is also the author of Unf*ck Your Business: Stop Business Self-sabotage by Getting Clear on Your Core Values NOW.
In 2017 The Top Class team installed 5,000+ tracking devices onto buses for the New York City Board of Education, a project that had a tremendous level of impact for the safety of the children now riding those buses daily; filling Tomas and his team with a deep sense of purpose.


Find Tomas Here:

Trump’s Executive Order promotes price transparency, but lacks detail

Eliminating surprise medical bills, improving transparency in prices, as well as revealing how prices are negotiated were the focus, but details about how information must be provided was left to the regulations, in an Executive Order signed by President Trump on June 24, 2019.

Policy statement. The Executive Order states that the federal government aims to:

  • eliminate unnecessary barriers to price and quality transparency;

  • increase the availability of meaningful price and quality information for patients;

  • enhance patients’ control over their own health care resources, including through tax-preferred medical accounts; and

  • protect patients from surprise medical bills.

Hospital regulation coming. Under the Executive Order, the Secretary of Health and Human Services (HHS) must propose a regulation to require hospitals to publicly post standard charge information. The information must include charges based on negotiated rates and information on common or shoppable items and services. The text must be in an easy-to-understand, consumer-friendly, and machine-readable format that informs a patient’s decision-making process, and allows patients to compare prices across hospitals. In addition, the regulation should require hospitals to post standard charge information for services, supplies or fees. The regulation must be proposed within 60 days of the Executive Order.

Report on impediments. The Secretary of HHS must issue a report describing how the federal government and/or the private sector are impeding health care price and quality transparency for patients. The report must also give recommendations for eliminating the impediments found, in a way that promotes competition. Specifically, the report should describe why lower-cost providers generally avoid health care advertising.

Guidance on high-deductible plans. The Secretary of the Treasury must issue guidance to expand the ability of patients to select high-deductible health plans. The plans must be able to be used with a health savings account and must cover low-cost preventive care (before the deductible) for medical care that helps individuals with chronic conditions. Regulations to treat expenses related to certain types of arrangements, potentially including direct primary care arrangements and health care sharing ministries, must also be proposed.

Surprise medical bills. The Secretary of HHS is also required to submit a report to President Trump on more steps that can be taken by his administration to implement the principles on surprise medical billing announced on May 9, 2019.


All the minimum wage increases in the next year

Is your business prepared for a minimum wage increase?

A quick update from!

Many states across the country have recently raised the minimum wage, and more changes are on the horizon.


Even an increase of $.75 an hour for 20 employees can mean an annual payroll increase of more than $20,000. Seemingly small increases can leave you wondering how to manage this new expense.


There are several steps you can take to adjust to recent state legislative changes or to prepare for upcoming payroll increases that are rolling out in the months ahead. (See the table below to determine if your business operates in one of the affected states.)

What can you do to stay ahead?


1. Evaluate expenses and revisit your budget

Once you determine if and how new minimum wage legislation will affect your business, it’s time to look at the big picture. New payroll costs may have implications for how you manage other expenses like utilities, inventory, supplies, and out-sourced work or third-party relationships.


By listing and evaluating existing or anticipated expenses you can create a comprehensive budget and determine what, if any, cuts or changes you’ll need to make.


2. Don’t forget payroll taxes

Higher minimum wage rates also mean higher taxes. As you budget for your new payroll obligation, it’s important to account for increases in Social Security and Medicare expenses as well as taxes on things like disability and unemployment insurance.


3. Make strategic cost cuts

Many business owners assume the way to address payroll increases is to make staffing changes or pass costs off to customers. But before you cut employee hours or raise prices, determine if there are any other cost-saving measures you can take.


For example, can you work with suppliers or vendors to negotiate better costs? Are you paying for services that you no longer need or are cheaper elsewhere? Of course, “cheaper” isn’t always better. Before making drastic cuts or going with the cheaper option, make sure it can accommodate your needs without jeopardizing the customer experience or operational efficiency.

Is your state on the list?


According to the Fair Labor Standards Act (FLSA) of 2009, all employers are required to pay employees the federal minimum wage, which is $7.25. However, many states also have their own minimum wage laws.


More than twenty states and jurisdictions have already taken steps to adjust minimum wage in 2019, with some implementing immediate changes and others using a gradual approach that will take place over the next several years.

Minimum Wage Rate Increases by State1

  • Alaska
    • $9.89
    • Indexed annual increases based on consumer price index (CPI)
  • Arizona
    • $11
    • $12.00 by Jan 1, 2020
  • Arkansas
    • $9.25
    • $10.00 by Jan 1, 2020
    • $11.00 by Jan 1, 2021
  • California
    • $12
    • $13.00 by Jan 1, 2020
    • $14.00 by Jan 1, 2021
    • $15.00 by Jan 1, 2022
  • Colorado
    • $11.10
    • $12.00 by Jan 1, 2020
  • Delaware
    • $8.75
    • $9.25 by Oct 1, 2019
  • D.C.
    • $13.25
    • $14 by July 1, 2019
    • $15 by July 1, 2020
  • Florida
    • $8.46
    • Indexed annual increases based on consumer price index (CPI)
  • Illinois
    • $8.25
    • $9.25 by Jan 1, 2020
    • $10 by July 1, 2020
    • $11 by Jan 1, 2021
    • $12 by Jan 1, 2022
    • $13 by Jan 1, 2023
    • $14 by Jan 1, 2024
    • $15 by Jan 1, 2025
  • Maine
    • $11
    • $12 by Jan 1, 2020
    • Annual CPI increases starting Jan 1, 2021
  • Maryland
    • $10.10
    • $11 by Jan 1, 2020
    • $11.75 by Jan 1, 2021
    • $12.50 by Jan 1, 2022
    • $13.25 by Jan 1, 2023
    • $14 by Jan 1, 2024
    • $15 by Jan 1, 2025
  • Massachusetts
    • $12.00
    • $12.75 by Jan 1, 2020
    • $13.50 by Jan 1, 2021
    • $14.25 by Jan 1, 2022
    • $15 by Jan 1, 2023
  • Michigan
    • $9.25
    • $9.45 by March 29, 2019
    • $9.65 by Jan 1, 2020
    • $9.87 by Jan 1, 2021
    • $10.10 by Jan 1, 2022
    • $10.33 by Jan 1, 2023
    • *annual increases continue 2030 until they reach $12.05
  • Minnesota
    • 9.86 for large employers
    • $8.04 for others
    • Annual adjustments based on CPI
  • Missouri
    • $8.602
    • $9.45 by Jan 1, 2020
    • $10.30 by Jan 1, 2021
    • $11.15 by Jan 1, 2022
    • $12 by Jan 1, 2023
  • New Jersey
    • $8.85
    • $10 by July 1, 2019
    • $11 by Jan 1, 2020
    • $12 by Jan 1, 2021
    • $13 by Jan 1, 2022
    • $14 by Jan 1, 2023
    • $15 by Jan 1, 2024
  • New Mexico
    • $7.50
    • $9.00 by Jan 1, 2020
    • $10.50 by Jan 1, 2021
    • $11.50 by Jan 1, 2022
    • $12.00 by Jan 1, 2023
  • New York
    • $11.103
    • $11.80 by Dec 31, 2019
    • $12.50 by Dec 31, 2020
    • After 2020, annual inflation-driven adjustments will continue until the minimum wage rate reaches $15
  • Ohio
    • $8.554
    • Indexed annual increases based on consumer price index (CPI)
  • Oregon
    • $10.75
    • $11.25 by July 1, 2019
    • $12.00 by July 1, 2020
    • $12.75 by July 1, 2021
    • $13.50 by July 1, 2022
  • Rhode Island
    • $10.75
    • $11.25 by July 1, 2019
    • $12.00 by July 1, 2020
    • $12.75 by July 1, 2021
    • $13.50 by July 1, 2022
  • South Dakota
    • $9.10
    • Indexed annual increases based on CPI
  • Vermont
    • $10.78
    • Annual minimum wage increases according to CPI or by 5%, whichever is smaller, beginning Jan 1, 2019.
  • Washington
    • $12
    • $13.50 by Jan 1, 2020
    • Indexed annual increases based on CPI beginning Jan 1, 2021

Other important information

*State minimum wage laws can be complex, subject to change, and often take into account factors like employee age and the employer’s gross annual revenue. As such, it’s important to consult state statutes and regulations for a comprehensive overview of wage requirements.

1For a complete list of planned wage increases as they pertain to each state, please visit the National Conference of State Legislators website or check with the Department of Labor in your state.

2Retail and service businesses with less with an annual gross income less than $500,000 are not required to pay state minimum rates.

3Minimum wage rates may vary based on location and number of employees. This is particularly true for employers in New York City, Long Island, and Westchester County.

4Businesses with an annual gross income of $314,000 or less are only required to pay the federal minimum wage rate of $7.25.

People Processes Interviews: Alison Colley

Who are we interviewing:

Alison Colley – Solicitor and Founder of Real Employment Law Advice and host of the podcast ‘The
Employment Law and HR Podcast’

How did she get here?

I qualified as a Solicitor (known as lawyer in the US) in the UK in 2006 and worked for traditional
lawyers’ firms, where I specialised in employment law and providing legal advice to employers and

After becoming disillusioned with the traditional career path, stuffy slow pace of change and
presenteeism required in the profession I found the ‘4 hour work week’ by Tim Ferris whilst
wondering around bored on my lunchbreak and from this I was led into the world of
entrepreneurship, passive income and taking control of my destiny.

For several months after reading the 4 hour work week I came up with a vast number of hairbrained
schemes completely unrelated to the legal profession, not having the confidence to consider that I
could start my own legal firm. Eventually, realising I was not quite ready to give up on my profession
and passion for helping to solve problems I set about starting my own legal practice.

In November 2013 I started Real Employment Law Advice as a Sole Practitioner completely from
scratch with no client base and no investment or capital.

I started the firm with the objective of providing a new service to my local community and with the
vision of starting something different to the traditional Solicitors brand.

My objective was (and remains) to provide legal services in a new way, disrupting the market by
utilizing technology to deliver service and provide information on a variety of platforms throughout
the UK.

I now have a team of 4 staff, including two other Solicitors and we work with clients throughout the
UK on everything from contracts to HR best practice through to representation in the Employment
Tribunal and Courts.


Few Solicitors in the UK are podcasting, and I was a relatively early adopter (August 2014), and have
maintained consistency throughout this time. The podcast now regularly gets between 7,000- 8,00
downloads per month from all over the world and I focus on the law, HR and best practice for
employers, managers and HR professionals.

As a result of the success of the podcast I was interviewed by the Guardian for an article on their
website about podcasting for business.

Contact Info

Check her out at or connect to her company:



People Process Interviews: Nathan Hirsch

Nathan Hirsch is a 29 year old long time entrepreneur and expert in remote hiring and eCommerce.


He started his first eCommerce business out of his college dorm room and has sold over $30 million online. He is now the co-founder and CEO of, a marketplace that connects businesses with pre-vetted virtual assistants, freelancers and agencies in eCommerce, digital marketing, and much more. He regularly appears on leading podcasts, such as Entrepreneur on Fire, and speaks at live events about online hiring tactics.