Latest news with #Frias
Forbes
20-05-2025
- Health
- Forbes
Meet America's Best Employers For New Grads 2025
Nurses at HonorHealth John C. Lincoln Medical Center celebrate their Magnet designation, a gold standard for nursing excellence. Even before graduating from the University of Arizona last year with a master's in nursing, Jessica Miranda Frias had hoped to land a job at HonorHealth John C. Lincoln Medical Center, which is one of HonorHealth's nine hospitals, all in Arizona. As a volunteer there a few years ago, 'I would notice the type of culture that was there, the professionalism of the employees whenever I would ask them questions, and how they treated patients,' says Frias, now a registered nurse. In particular, she noticed that when patients were discharged, they were 'so happy and so grateful to the nurses,' she says. 'They would say so many thank yous, and I was always like, 'wow, they must have gotten great care during their stay here.' So, when Frias finished nursing school, her first job application was to HonorHealth, where she proudly works now. One of the reasons Frias is thriving: new graduate nurses at HonorHealth are placed in a preceptor/preceptee program, in which a more experienced nurse (a preceptor) is designated to guide, supervise and mentor an incoming nurse (a preceptee) to facilitate the transition from school to clinical practice. Frias also benefited from HonorHealth's RN residency program for new graduate nurses, which includes an initial clinical orientation, electronic medical record (EMR) training, ongoing educational sessions over several months, and support from assigned nurse educators throughout a nurse's first year. In those early months on the job, 'everyone was very helpful, always answering all of the questions I had,' says Frias. And still, she can count on her colleagues for support. 'I can ask them, 'hey, can you help me out with this procedure?' Or 'can you just watch me do it?'' she says. 'It's nice to not be anxious at work and to feel like whatever comes through, I'm going to overcome it.' This sense of confidence in her abilities, development and coworkers is exactly what HonorHealth's programs are meant to instill in early-career nurses like Frias, explains Wayne Frangesch, HonorHealth's senior vice-president and chief human resources officer. 'We've really invested in making sure that those who are new to the organization have that strong preceptor relationship…and it's really every nurse on the floors and the units who take on that responsibility,' he says. Young clinicians and professionals at HonorHealth can also take advantage of such offerings as continuing medical education, tuition assistance, mental health benefits and opportunities to take on different roles within the organization. 'You can have multiple jobs in your career, changing departments, moving through a career ladder, and potentially moving into leadership,' says Frangesch. 'New graduates are going to be supported and have what we hope is a career-long relationship with us.' HonorHealth's dedication to its employees has not only created a rich working environment and high quality patient care, but it's also earned the healthcare system the No. 20 spot on Forbes list of America's Best Employers For New Grads 2025. To compile this eighth annual list, Forbes partnered with market research firm Statista to survey more than 100,000 young professionals (defined as those with less than 10 years of work experience) working for companies with at least 1,000 employees in the U.S. Respondents were asked whether they would recommend their employer to others, and to rate it in such areas as wages, benefits, advancement opportunities, working conditions, flexibility, company image and inclusion. Participants were also asked whether they would recommend any of their previous employers or those they knew through their respective industries or through family and friends working there. Survey responses were considered from the last three years and incorporated into a scoring system—with heavier weights placed on the more recent data and on recommendations from current employees. Each company received a score, and the 500 organizations with the highest scores made our ranking. Hannah Schwalberg (center) and colleagues participating in NYPA's annual Engineers Cup competition, open to all employees. Organizations in the healthcare sector and in education dominated the ranking this year, but it was tech giants Microsoft and Google that took the No. 1 and No. 2 spots respectively. The No. 3 rank went to New York Power Authority (NYPA), which also earned the No. 30 spot on this year's list of America's Best Midsize Employers. Cynthia Miller, NYPA's chief human resources officer, says that the utilities company offers employees 'interesting and varied career paths with internal mobility,' in addition to 'dozens of learning and development programs.' These include a custom MBA program, skill-building workshops, a mentoring program and tuition reimbursement. NYPA also gives employees the chance to work toward something bigger than themselves as they pursue carbon-free energy solutions and transition to clean, affordable and reliable electricity. 'Knowing you have the power to influence positive change for New Yorkers is something that resonates with younger candidates I speak to,' says Miller. 'We're mission driven and new college grads appreciate our focus on the environment and the impact we have on the local communities.' Mission was a large part of the reason Hannah Schwalberg, a communications and external affairs strategist at NYPA, was interested in the company after graduating from the University of Pennsylvania last year with a master's degree in environmental studies and a concentration in climate communication. 'I was drawn to NYPA because I was seeking a workplace where I could make a tangible impact on the health of the planet and its people.' Plus, Schwalberg's coworkers at NYPA have welcomed and supported her. 'The people I work with—and even those I don't directly—are sincerely rooting for me to succeed. People are generous with their time when I come looking for guidance. I feel empowered to ask questions,' she says, adding, 'I already feel as though I have an abundance of unofficial mentors and sponsors helping to shape my career path.' Another bonus: Schwalberg enjoys a flexible hybrid office schedule and a team that prioritizes a healthy work-life balance. An additional priority for younger workers is the ability to explore new challenges. At Silicon Valley tech company NVIDIA (No. 4), new graduates can participate in rotational programs to improve their skillsets and expand their knowledge, says Beau Davidson, vice-president of employee experience. They are also encouraged to advance their careers by moving internally 'across teams and functions—often growing into senior leadership, technical roles, or new career paths,' adds Davidson. Boston Scientific (No. 7) offers similar opportunities. 'We provide a range of professional development to all employees, as well as unique programs for new graduates,' says Lisa Considine, senior vice-president of global talent. 'For example, we offer immersive two- year rotational programs that include interdepartmental projects where new graduates develop a broad set of business skills and collaborate with some of the most respected leaders in the industry.' Natalie Dawson, workplace consultant, cofounder of Cardone Ventures, and author of TeamWork: How to Build a High-Performance Team, notes that providing these opportunities, resources and freedom to recent graduates is beneficial for both employers and their young employees. 'This generation is the most entrepreneurial we've ever hired. They think like creators, operators, and founders, even inside a company,' she says. 'The best way to engage them isn't with rules, it's with responsibility. If you challenge them early and give them access to leaders and outcomes, they'll outperform your most seasoned hires.' For the full list of America's Best Employers For New Grads, click here. To compile the list of America's Best Employers For New Grads 2025, Forbes partnered with market research firm Statista to survey more than 100,000 young professionals (defined as those with less than 10 years of work experience) working for companies with at least 1,000 employees in the U.S. Respondents were asked whether they would recommend their employer to others, and to rate it in such areas as wages, benefits, advancement opportunities, working conditions, flexibility, company image and inclusion. Participants were also asked whether they would recommend any of their previous employers or those they knew through their respective industries or through family and friends working there. Survey responses were considered from the last three years and incorporated into a scoring system—with heavier weights placed on the more recent data and on recommendations from current employees. Each company received a score, and the 500 organizations with the highest scores made our ranking, which is directly below. As with all Forbes lists, companies pay no fee to participate or be selected. To read more about how we make these lists, click here. For questions about this list, please email listdesk [at] Forbes/Statista
Yahoo
25-04-2025
- Yahoo
Orlando community working to prevent sexual and domestic violence
The community of Orlando is raising awareness regarding sexual violence. On Friday, leaders with the New Path Organization or Nuevo Sendero met to discuss ways to combat the ongoing problem within the Central Florida Hispanic population. 'This issue is the responsibility of all the community,' Marta Frias, the Director of Nuevo Sendero Org, said. Community leaders gathered in Orange County Friday for Nuevo Sendero's Annual Summit on Sexual Violence. For 18 years, the organization has not only uplifted the Hispanic community but also all community members who are victims of domestic or sexual abuse. 'We provide education, we provide support to the survivors,' Frias said. 'We believe that with information, an organization is the only way to eradicate sexual abuse and domestic violence. During the summit, experts, educators and healthcare professionals participated in workshops and discussed the latest data. 'In all of the USA, every 9 seconds, somebody is assaulted with domestic violence, physical and sexual,' Sarai Diaz, the Founder of Heavenly Touch, said. The organization provides transitional housing to survivors who leave violent situations. 'It's scary because you don't know,' Diaz said. 'Maybe it's your neighbor, maybe it's someone in your family.' More information for resources at Heavenly Touch can be found here My Heavenly Touch | Marked to be marked, transformed to transform and resources at Nuevo Sendero can be found here Nuevo Sendero – Promoviendo la Educación y Prevención Contra la Violencia Doméstica y el Abuso Sexual Click here to download our free news, weather and smart TV apps. And click here to stream Channel 9 Eyewitness News live.
Associated Press
04-04-2025
- Business
- Associated Press
As LA County Restructures Homeless Services, the Social Impact Sector Calls for Increased Collaboration
Center for Nonprofit Management issues a statement on the 4-0 vote from the Los Angeles County Board of Supervisors to dismantle LAHSA LOS ANGELES, CA, UNITED STATES, April 4, 2025 / / -- Following the Los Angeles County Board of Supervisors' unanimous vote on April 1, 2025, to withdraw hundreds of millions in public funds from the Los Angeles Homeless Services Authority (LAHSA) and create a new department to oversee homelessness services, the Center for Nonprofit Management (CNM) has issued a public statement calling for the County to prioritize true partnership with the social impact sector. While the County's action responds to longstanding concerns around mismanagement and accountability, CNM emphasizes that successful reform must be developed with the nonprofit organizations who are already doing the work on the ground—not apart from them. The new department, expected to absorb LAHSA's $1 billion budget and transfer hundreds of County employees by early 2026, will be modeled after the Department of Health Services' Housing for Health program. But the nonprofit sector—central to delivering services—was not engaged in this process. 'Nonprofits are holding communities together in times of crisis, but they can't keep doing more with less—and waiting months for reimbursements,' said Angelica Frias, Vice President of Action and Engagement at CNM. 'Real progress on homelessness and recovery requires trust, coordination, and timely support.' In its statement, CNM outlines key steps to make this transition successful and sustainable: - Move toward upfront funding models where feasible - Ensure timely and transparent reimbursement processes - Provide technical assistance and capacity-building for smaller organizations navigating complex systems - Center collaboration, equity, and sustainability in all stages of design and implementation CNM works closely with many of the organizations most impacted by this shift. Community-based nonprofits—especially smaller, grassroots-led groups—are already navigating increased demand, bureaucratic delays, and financial uncertainty. The 2025 L.A. wildfires only deepened these challenges, disrupting infrastructure, delaying fundraising cycles, and leaving many organizations in limbo. 'This is a rare opportunity to rebuild a system that works,' Frias added. 'But that will only happen if we see nonprofits as mission-driven partners essential to real, lasting solutions.' As the County transitions to this new model, CNM will continue advocating for an inclusive process and a stronger, more resilient social impact sector. For the full statement, visit here. About the Center for Nonprofit Management For 47 years, the Center for Nonprofit Management has served as a trusted resource for Southern California's social impact sector. Through research, convening, engagement, technical assistance, and advocacy, CNM helps strengthen the nonprofits that form the backbone of a caring and inclusive regional economy. For more information, please visit: Press Contact: (210) 846-4486 Kara Brock Born in June Creative Legal Disclaimer:
Yahoo
20-03-2025
- Yahoo
Dominican national sentenced for his role in Philly-based drug trafficking operation
The Brief Castro Frias, 51, was sentenced to over six years in prison for his role in a Philadelphia-based drug trafficking ring. Frias, a "bagger" in the Ortiz drug trafficking operation, pleaded guilty last April to drug charges. Prosecutors say he will be deported back to his native Dominican Republic after he serves his sentence. PHILADELPHIA - A Dominican national was sentenced to over six years in prison for his role in a drug trafficking ring that peddled fentanyl and xylazine in Philadelphia and Pittsburgh. Castro Frias, a convicted "bagger" for the Philly-based Ortiz drug trafficking ring, will be deported to his native Dominican Republic after serving his sentence. "Castro Frias played an active role in funneling fentanyl cut with xylazine onto the streets of Philadelphia and beyond," U.S. Attorney David Metcalf said. What we know Castro Frias, a 51-year-old Dominican national living in Philadelphia illegally, pleaded guilty last April to federal drug charges. He was recently sentenced to 80 months in prison with three years of supervised release for his role as a "bagger" in the Ortiz drug trafficking ring. Prosecutors say Frias and others packaged thousands of individual bags of fentanyl mixed with xylazine for distribution in Philadelphia and Pittsburgh. "This highly addictive and destructive combination of drugs does horrific physical damage to users, causing gaping wounds that have led to amputations and deaths," U.S. Attorney David Metcalf said. Investigators found over six kilograms of fentanyl on a bagging table during a raid of a property used by the drug trafficking organization. "Frias played an active role in funneling fentanyl cut with xylazine onto the streets of Philadelphia and beyond," Metcalf said.
Chicago Tribune
23-02-2025
- Entertainment
- Chicago Tribune
Tinley Park police take the plunge to raise more than $35,000 for Special Olympics
The man once known as 'Chef Boyardee with an attitude' has learned his lesson. Tinley Park part-time police Officer Dennis Reilly has taken hundreds of polar plunges in his years with both the Riverdale and Tinley Park departments. While with the Riverdale force, Reilly took part in his first polar plunge to benefit Illinois Special Olympics about 17 or 18 years ago at Lake Bluff in Lake County. 'Everybody had a costume on,' he said. 'I used to be a cook in the Navy, and I dressed up as Chef Boyardee with an attitude. I had a spatula and a billy club along with a chef's apron and a chef's hat. 'Everyone had costumes. You had Shreks. You had Batmans. You name it. You had everything and anything out there.' Now at age 61 and making his most recent plunges for Tinley Park Saturday at the police station, Reilly is no longer dressing up. 'You would think that the more you wear, the warmer you will be,' he said. 'But that's not the case. The cold water sticks to the clothes.' Reilly was a part of the first group taking one of many plunges in a pool east of the station on Saturday. In all, more than 10 people took multiple plunges during the daylong event, including a period of double plunges in the afternoon. The cops estimated the temperature was 19 degrees during the first jump and detective Robby Frias said it was cold but worth it as the event was expected to raise $35,000 in pledges and other donations. Frias, who organized the event, is continuing a family tradition. His father, Bob Frias, was a longtime member of the Oak Forest Police Department. 'He was big into the Special Olympics and the Torch Run,' Frias said. 'He explained that this is something that is bigger than yourself. 'This job that we do is a vocation. It's where your skill set and the needs of the world meet. You get a chance to help people, and you get a chance to do stuff above and beyond.' Frias said cops can be a hero to Special Olympians. 'It's great when you can put a medal around a special athlete's neck,' he said. 'The biggest hugs you get are from the athletes. It's just infectious. You can't have a bad day after one of those events or even after this event once you know what your effort is benefitting.' Chief Thomas Tilton joined the morning crew of Frias, Reilly, Officers Dominic Manzella and Kyle Heneghan and Special Olympic volunteer Scott Fridrych for 'moral support.' He did not venture into the pool. He said he has never done a plunge. Meanwhile, he is happy with the work the department has done for Special Olympics. 'It's a national association that the police have with Special Olympics,' he said. 'But it's been a really personal part of this Police Department. 'One of our retired commanders was a state and national leader in this for a long time, so it's really become ingrained in this department.' Plunging in cold water on a cold day is a tough job but someone has to do it. Frias said it's not hard to round up people to do it. 'You know what? When you see the athletes at these events and you see where all of this support goes to, it's easy to ignite that fire and get people jazzed up about it,' Frias said. Reilly doesn't have to be convinced. Even before taking up plunging for the cause, he supported the Special Olympics. He estimates he has volunteered with the organization in some capacity for 33 years. 'I was fortunate to be able to be healthy and there are other people who aren't,' he said. 'This is my way of giving back. It's been a blessing for me more than the athletes. 'I made great relationships with numerous athletes over the years. We can learn more as a society from these athletes because they just want to be treated equal.' Reilly said people in the world are worried about so many things but that's not what it's about. 'I'm here to raise awareness and raise money for our athletes so that they can enjoy life just as much and you and I,' Reilly said.
