Earned Wage Access with Aaron and Chris from Payactiv

[00:00:00] Welcome to our podcast.

[00:00:29] Welcome back folks, its episode 106.

[00:00:53] Earned Wage Access we're talking about today and we have two guests coming on but before

[00:00:59] we get into that, how you doing sir?

[00:01:01] How you doing Walter William Duncan III?

[00:01:05] I'm good Mr Escobar, how about yourself man?

[00:01:08] Happy March 24th to you.

[00:01:10] Is this your birthday month?

[00:01:11] Are you still celebrating or are you just next door?

[00:01:13] Yeah you know, actually my mom just passed so we were celebrating my mom's more recently.

[00:01:18] Oh happy birthday to her.

[00:01:20] Yo, I let her know, I let her know and yeah man so its a cool month.

[00:01:24] I know a bunch of folks in March so March is a cool month, birthdays and then I shoot

[00:01:29] you coming up in May so we'll do it again in May.

[00:01:31] My little ones in May also.

[00:01:34] So yeah man, its starting the spring summer celebration off early.

[00:01:40] Its good times man, good weather, hot weather, snow the other day so.

[00:01:49] I saw you on one of your posts with a hoodie and a jacket, I was like damn that was

[00:01:53] me cold over there.

[00:01:54] Yeah man, it snowed, it snowed like Friday Saturday.

[00:02:01] But is it like getting warm during the day or no?

[00:02:04] No, it's like thirties.

[00:02:07] Right now its 25 degrees.

[00:02:09] Oh no.

[00:02:10] Are you serious?

[00:02:12] My mom said the same thing when she came from New York, she was like it was 30 degrees

[00:02:16] bro I was like what?

[00:02:18] And I would imagine you can relate right, like being in South Florida you forget the

[00:02:22] rest of the country or the northern part of the country is going through seasons and

[00:02:28] its cold like you cant even fathom, like what do you mean its 2 degrees there.

[00:02:33] The northern parts of Georgia are looking snow sometimes even if it doesn't stick.

[00:02:38] Yeah, agreed, agreed man.

[00:02:41] And that's the one thing about Georgia, my brother in law is in Georgia shout out

[00:02:44] to Lohse and Kimberly but I would love to be able to live in Georgia because

[00:02:50] of the seasons right?

[00:02:52] But there's no heavy Latino culture out there and if you're listening to this and

[00:02:56] you're from Georgia and I'm wrong please correct me because we have not found,

[00:03:00] you would think, my brother in law is like 10 minutes from Atlanta and he's

[00:03:05] scouting like he's lived there for a very long time and he's got to drive

[00:03:10] like an hour to find Puerto Rican food or Spanish food or what not.

[00:03:14] Specifically Puerto Rican maybe there's something else closer the

[00:03:18] creature of habit so he likes his Puerto Rican food and what not but

[00:03:22] yeah there's no heavy Latin culture there that's the problem for me,

[00:03:26] beautiful city, beautiful, I love the south, I love Georgia, shout out to

[00:03:30] the NAC, that's the, because I do like that change as we go and visit and it'll

[00:03:35] be nice and be the weather be nice and get those brisk mornings.

[00:03:39] That's it, it's interesting that you say that right because according to

[00:03:42] the census data the one I just pulled up and that's for it only 10% of

[00:03:49] Georgia's population is Latino.

[00:03:51] You see the whole state?

[00:03:53] Yeah.

[00:03:53] You see that and I'm only talking about yeah and that that that call

[00:03:58] that means there's three people in every town you know what I mean?

[00:04:01] And five of them is fam, no actually ten is family.

[00:04:06] You're probably related to all of them.

[00:04:07] Yeah I might be related to all of them exactly.

[00:04:10] Oh man alright let's get into these pay updates before we waste all our

[00:04:15] time here.

[00:04:17] Before our guests jump on we want to get into our pay

[00:04:20] updates.

[00:04:21] Oh mine's is up first alrighty then mine is about a company called

[00:04:27] finally because I'm going to say finally in this art in this update a few times

[00:04:31] so people don't get confused the company's called finally and in my

[00:04:35] news update we're diving into a groundbreaking story that's buzzing in

[00:04:39] the fintech world it's all about a company called finally and how they're

[00:04:43] transforming the financial landscape for small and medium-sized businesses

[00:04:48] with their AI powered suite founded in January of 2018 so really a young

[00:04:54] company finally started with the mission to

[00:04:57] automate accounting and finance for small businesses

[00:05:01] originating from the prestigious 500 startups venture capital firm

[00:05:06] that's also the name of it it's not five not these crazy names mess us up

[00:05:10] man the name of the venture capital

[00:05:12] firm is 500 startups and they've grown rapidly now serving

[00:05:16] 1500 businesses across the US but what makes it

[00:05:20] what makes finally stand out in a crowded fintech space

[00:05:24] is their holistic approach integrating bookkeeping

[00:05:28] expense management bill payment and yes you know it

[00:05:31] payroll into one of their seamless automated solutions

[00:05:35] or into one seamless automated solution rather

[00:05:38] finally has just secured a whopping 10 million

[00:05:42] in new capital to fuel their growth but it's not just about the numbers

[00:05:46] it's what this means for the future of small business finance

[00:05:50] finally plans to use this investment to expand their offerings

[00:05:53] including rolling out mobile versions of their app

[00:05:56] and scaling their go-to-market strategy this huge

[00:06:00] this is huge for small businesses looking for a comprehensive

[00:06:03] all-in-one financial solution because that's where we're trending

[00:06:07] right we we come from a world where we had to

[00:06:10] build a tech stack but now these companies are consolidating

[00:06:13] it all they're trying to make it all in one

[00:06:15] think super walmart right you could go in super walmart

[00:06:19] you can get a new wardrobe you can get groceries everything you can one stop

[00:06:23] or targets whatever looking ahead finally is not just

[00:06:27] resting on their laurels with plans to further scale their product offerings

[00:06:31] and expand their teams finally is on a mission to become

[00:06:34] a one-stop shop for small businesses finance solution

[00:06:39] their partnership with giants like visa bank corp

[00:06:43] and thread bank only cements their position as a leader in this space

[00:06:48] and with the fintech industry evolving rapidly finally's approach to

[00:06:51] combining innovative technology with essential financial services is

[00:06:55] a game changer it's clear that finally is company

[00:06:59] finally is a company on the move and their current

[00:07:02] there are rather their recent 10 million dollar raise

[00:07:05] just the beginning so for small businesses and really small and mid-size

[00:07:10] businesses the promise of a more streamlined

[00:07:13] efficient way to handle finances is incredibly enticing as we watch

[00:07:18] finally continue to grow and innovate it's

[00:07:20] exciting to think how they will shape the future of

[00:07:24] fintech that is my story sir thank you

[00:07:28] and now a word from our sponsor time track go

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[00:08:28] month free let's go let's go thank you for that brian mine is short

[00:08:38] and sweet something that i shared with brian when i first saw it on

[00:08:41] oh yeah um on espn i also saw it on i saw somebody else shared on

[00:08:48] linkedin and i'm sorry i said that to brian say hey look yeah people are

[00:08:51] paying attention to this stuff it's it's an espn calm story it's

[00:08:55] about a tarot error from 2022 that cost the 49ers a pick in 2025 and

[00:09:04] also cost them to be lowered in round number four at this year's

[00:09:09] current draft so what the in general what happened is

[00:09:14] that they basically understated or overstated there was a

[00:09:19] incorrect amount of money for the cap that they had they still would have

[00:09:22] been under the cap but they wouldn't have had as much

[00:09:25] money as they said based on this person's payroll error

[00:09:30] right so some money wasn't included in the count for the cap

[00:09:33] and so i didn't i wasn't aware that you have to be

[00:09:37] aware of that from a payroll standpoint maybe that's how they're

[00:09:40] structured in san francisco at the niners organization great team and it

[00:09:44] went to a couple of super bowls here recently

[00:09:46] so it's a well-old organization but this even shows you that even at

[00:09:50] those organizations these things can happen these mistakes can

[00:09:53] happen and i just wanted to point out two things here right

[00:09:56] the payroll error the payroll error heard in 2022 but it's having impact

[00:10:04] now in 2024 and well in 2025 right yeah and then so the tip for

[00:10:10] the payroll pros and i don't know if you'll agree with me on this brian

[00:10:13] but don't assume that a past payroll

[00:10:16] mistake won't have future repercussions

[00:10:20] yep it yeah absolutely can i chime in yet

[00:10:25] okay because that's it because this because i have a few questions i'm

[00:10:29] wondering like because the way they make it seem

[00:10:31] is like the 49ers kind of offered this up as a solution

[00:10:35] instead of the nfl kind of penalize it like i'm reading through the

[00:10:39] article i'm like it just sounds like they volunteered

[00:10:42] that as the correction which is weird because like why would you do

[00:10:45] that why wouldn't you just pay a penalty instead of sacrificing a draft

[00:10:49] pick so i'm i don't know i'm assuming

[00:10:52] and i'm gonna keep reading through it but i'm assuming it's

[00:10:56] the or let me rephrase there it's framing it like

[00:11:00] the 49ers you know offered that as a correction

[00:11:04] i think maybe they worked in tandem because

[00:11:09] if you read a little bit longer a little bit more the nfl was actually

[00:11:13] the ones who did the review the league actually did the review of

[00:11:16] their accounting or their books right and so

[00:11:19] the nfl discovered that and probably say hey you still

[00:11:23] would have been under the cap anyway but we have to penalize you because

[00:11:26] you underreported your wages or whatever or your caps yeah it probably

[00:11:30] was a collaborative thing that's crazy yeah that's tough man

[00:11:34] and then your tip yeah i agree with the tip it makes me think of my

[00:11:39] oldest brother used to tell me the decisions we make now have

[00:11:42] repercussions in the future you know what i mean

[00:11:45] um and then it's true yeah i mean look it just

[00:11:48] it speaks to why auditing is so important

[00:11:52] and not only auditing proactively auditing

[00:11:56] it speaks to um building good uh sop standard operating reading

[00:12:01] procedures right and and yeah documentation and

[00:12:06] just being proactive with these things if it wasn't on the list

[00:12:09] before it definitely is on that checklist now

[00:12:12] and yes and like i say to folks compliance is always the hottest topic

[00:12:17] when it comes to an hr professional payroll professional is like how do you

[00:12:21] keep on compliance and how what do you how do you know

[00:12:23] what to audit there are some baseline things to do

[00:12:26] but you also have to let the company's pain

[00:12:30] points drive what you put on your auditing list

[00:12:34] and if you don't know what they are yet then

[00:12:37] you don't know you just don't know what you don't know especially when you're

[00:12:40] walking in new as a new professional that makes me think also of if you

[00:12:44] come into a new situation it's going to take a year to two

[00:12:48] years to really go through all the

[00:12:50] seasonality of that business all the cycles that you have to endure

[00:12:55] and learn about before you can say i think i got it all what's up you're

[00:12:59] thinking about something yeah i remember that stat i don't know

[00:13:03] if it was this show or it's about your paycheck but we were

[00:13:06] talking about high performers right and having to replace those people

[00:13:11] and oh yes you reminded me when you said it may take a year or two

[00:13:15] because that's the same thing that one of those stats said that it can

[00:13:18] take up to two years for someone to get acclimated

[00:13:21] to a role that a previous person who may have been a high performer

[00:13:26] was doing so that's right that's what came to mind when you said that

[00:13:30] it aligns so well right it all makes sense and that's what i love

[00:13:33] about what we do we put we're putting these pieces of the puzzle together

[00:13:37] hopefully for folks i know i'm doing it for us right we like oh

[00:13:41] wow like these all the dots are connecting all the pieces of the

[00:13:44] puzzle are falling into place and we're learning how to see it from a

[00:13:48] broader view right because we're so in the weeds

[00:13:50] sometimes you're so entrenched with the day-to-day that you're like

[00:13:54] you don't know right you can't pull out and see it from a bigger

[00:13:57] perspective yeah and then going back to my what my tip was

[00:14:01] like realizing that hey even something that was done in the past can have

[00:14:06] impact now a lot of us payroll professionals even those listening right

[00:14:10] now are experiencing that where you may

[00:14:13] have not been here at the company but something wasn't

[00:14:17] filed right with the taxes and you have to deal with it

[00:14:19] yep even though you know what i'm saying you have to correct it

[00:14:23] you inherit some you inherit those problems right

[00:14:26] yes so yeah that was that's a good call out yeah we

[00:14:29] inherit these issues i think about frenzy when she you know

[00:14:33] she's all her best practice like she's did she was still dealing with

[00:14:36] friend yeah yeah and i just i'd shout out to

[00:14:39] friend we were just talking uh the other day so i'm definitely going to

[00:14:42] keep a beat on her melissa reached out shout out to

[00:14:45] melissa um and these are all great professionals

[00:14:49] that we love to have back on the show

[00:14:51] basically if you don't know check out prior episodes find out

[00:14:55] tell tell a friend to tell a friend yes sir

[00:14:58] so yeah man it's just it makes me think about all these things that we have to

[00:15:02] go through as professionals to stay compliant because that's not

[00:15:05] you're not going to find that in any compliant best practice

[00:15:09] right that's a nfl compliant best practice

[00:15:13] right it gets industry specific and then it gets all it gets granular

[00:15:17] because it can get company specific it could even get

[00:15:21] departmental specific think about it they're in

[00:15:25] california so who knows they may have different things they have to

[00:15:28] they're in san francisco on top yep yeah so they have to worry about

[00:15:32] way different things than a probably a lot of other nfl

[00:15:36] organizations have to right yep yep and i and i say san francisco like

[00:15:41] that i say it emphatically because san francisco is not

[00:15:45] they're not only in california which is employee-centric san

[00:15:48] francisco is an employee-centric city

[00:15:50] and they also impose more rules we're gonna on our other show on the

[00:15:55] it's about your paycheck show we're about to go through

[00:15:58] all those state by state things and we were just reviewing some stuff and

[00:16:03] cali has minimum wages by city town shit it's not just a state one

[00:16:09] they have it every city has its own minimum wage so it's again

[00:16:13] these granular things that we may not think about

[00:16:18] right so it just look out this one little article it just spurs so much to

[00:16:24] to do to talk about oh my gosh best practice

[00:16:27] and i really like folks that really take that away

[00:16:31] the best practice again it happens at the payroll level the state level the

[00:16:37] industry level the company level it could even be

[00:16:42] person level if somebody again something one person does something

[00:16:46] that throws off the whole deal then it's oh wait now we got to look for that

[00:16:50] you know what i mean very good article for pay yeah of course this was

[00:16:54] ringing in payroll in our payroll world

[00:16:57] since since it came out and of course because the 49ers are a big

[00:17:01] name they were just in the super bowl right

[00:17:03] and it's gonna hit that's gonna hit trending news right away

[00:17:07] so it was definitely something we had to cover whenever payroll is in the

[00:17:11] news like that yeah man good stuff man

[00:17:15] let's get into it let's introduce our guests

[00:17:18] we have chris and aaron from pay active or active pay i'm sorry

[00:17:23] pay active pay active chris and aaron from active pay i'm sorry chris and

[00:17:27] aaron for pay active and they're gonna teach us

[00:17:30] about earn wage access pay on demand these type of

[00:17:34] tools where folks can get access to their money

[00:17:37] quicker than payday so there's a lot of questions around that i'm gonna

[00:17:41] learn a bit about that and just to intro these gentlemen chris

[00:17:46] rivero is an experienced strategic enterprise sales executive and leader

[00:17:51] with strong interpersonal and communication skills

[00:17:54] customer service relationship management and the sales cycle

[00:17:58] experience or expertise sorry sales cycle

[00:18:01] expertise proven track writer a proven track

[00:18:04] record of achieving and exceeding sales targets

[00:18:07] and building successful partnerships with seed level

[00:18:11] executives committed to developing and executing

[00:18:15] effective sales plans to reach organizational objectives

[00:18:20] and drive business growth he's motivated to succeed and resilient in

[00:18:24] his in the fast pace of the challenges

[00:18:28] that we face in a day-to-day of sales and really in payroll

[00:18:31] everything is moving so quick yeah and and wall's going to tell us

[00:18:35] about aaron yes our other guest aaron martin is

[00:18:39] a culture champion he's an employee advocate and a sales director

[00:18:43] at pay active um he is renowned for his expertise in fostering collaborative

[00:18:48] relationships and driving long-term solutions for stakeholders and

[00:18:52] customers alike with a passion for generating innovative

[00:18:55] ideas and a commitment to collective success

[00:18:59] aaron thrives in team environments his genuine interest in understanding and

[00:19:03] supporting others goals positions him as a valuable ally and

[00:19:08] unlocking employee potential let's welcome our

[00:19:11] guests chris and aaron welcome gentlemen how you guys doing

[00:19:15] aaron and chris from i keep saying this wrong pay active

[00:19:21] all right cool because there's the active pay out there too right

[00:19:26] pay active and these gentlemen are going to teach us about

[00:19:30] earned wage access but before that give us a little bit about yourself

[00:19:35] we're going alphabetical order aaron i would tell us about yourself how did

[00:19:40] you get into this why do you why do you do this

[00:19:43] yes that's a good question first of all really excited to be here so

[00:19:46] thank you both for having us chris and i were talking up all week so

[00:19:49] we're looking forward to it but a little bit of background i'm like

[00:19:52] most people i probably about i would say five six years ago

[00:19:55] i heard about the industry i heard about earn wage access but i had some

[00:19:59] misconceptions right i thought okay give people access to their money

[00:20:03] they should just be able to manage their finances better and a bi-weekly

[00:20:06] or semi-monthly payroll you should be able to be okay so i had

[00:20:10] some misconceptions about the industry i started working in earn we

[00:20:13] get access and i realized there are a lot of factors

[00:20:16] that kind of lead to people getting into a debt cycle right almost 70

[00:20:20] of americans still living paycheck to paycheck

[00:20:22] it's not their faults and so when you started when i started to learn

[00:20:26] more about what this benefit can do it really got me excited and i started

[00:20:31] to work with other companies that were offering this

[00:20:34] benefit and really hearing the impact that it had not only to the business

[00:20:38] but to their employees people that are struggling people

[00:20:40] that needed to pay an unexpected medical bill

[00:20:43] or people that needed to put food on the table or pay their

[00:20:46] mortgages right giving them access to their money

[00:20:49] it's not just about the pay it's about the timing of the pay

[00:20:53] and so when i started selling it and i got into this business i

[00:20:55] i loved it more and more it's one of these products that i get up and i'm

[00:20:59] super excited to to talk about with people such as yourself

[00:21:02] other companies and uh yeah i've been doing it for

[00:21:05] almost five years now so really it's great industry it's a growing

[00:21:09] industry it's always changing and that's exciting as well but

[00:21:12] just seeing the impact it has companies and employees to me it's

[00:21:15] really will keep you going.

[00:21:17] Oh that's awesome that you've been in it since day one then

[00:21:21] because the earn wage access is older than five years

[00:21:28] yeah it's been around since i think chris keep me honest here we started

[00:21:32] 2017 oh wow okay okay okay chris your turn

[00:21:39] yeah thanks guys i started in the payroll hr world

[00:21:44] about 18 years ago now selling payroll and hr services

[00:21:48] and then about four years ago got into this earned wage access

[00:21:52] and it really spoke to me because i guess for a couple different things one

[00:21:57] it was really the first time being a salesperson where

[00:22:01] i was really providing a benefit or a service that was

[00:22:04] impacting the american worker just wasn't talk it was really impacting

[00:22:08] and helping employers and employees the other thing that

[00:22:12] really spoke to me in this industry is to be vulnerable for a second

[00:22:17] i've been one of those people living check to check i have four kids

[00:22:21] and even though i might have had good incomes man let me tell you there's

[00:22:25] been times where it's been like a wednesday

[00:22:27] my wife and i were like can we got 20 dollars how do we make the stretch

[00:22:31] let's go to cosco get slices of pizza and things like that so

[00:22:36] it's been a great career in payroll and hr

[00:22:40] people that kind of lifeblood of the of organizations sometimes don't get a lot

[00:22:45] of credit and they're out there trying to provide the best for their

[00:22:48] employees their families as well and so this is a

[00:22:52] benefit that really goes to not just financial wellness but

[00:22:55] really mental wellness when people are stressing out their finances

[00:22:59] it trickles down to so many other things whether it be at home

[00:23:03] having the right attitude at work how they interact with

[00:23:06] employers clientele it makes a huge impact

[00:23:10] so really excited to speak with them yeah that's it's it's you and i guys

[00:23:14] it's unfortunate i was gonna i'm saving this for

[00:23:18] another recording but the paycheck to paycheck

[00:23:22] stat has unfortunately gone up forbes and

[00:23:25] payroll org recently done a study it's up to 78

[00:23:29] percent of americans live paycheck to paycheck

[00:23:32] and it's scary it's scary when that i think this is right on time

[00:23:36] for us and when i first learned about earn wage access

[00:23:41] i really thought that it would throw folks off like to you like what you

[00:23:44] said aaron all people should be able to budget on their and i thought wait

[00:23:47] a minute if folks have access to their money

[00:23:51] they're gonna burn it quicker but the company i demoed a few years

[00:23:55] back they actually they claimed that it was helping there and i think you

[00:24:00] guys support this it's helping their financial wellness

[00:24:04] and it was actually helping them stabilize their budgeting

[00:24:07] and look we keep talking about earn wage access what is

[00:24:10] this what is earn weight access if you guys could take

[00:24:14] the fine that for us yep i'll take that one so really

[00:24:18] what it is in simplest form is earned wage access

[00:24:21] enables employees to access their already earned income

[00:24:26] prior to payday so this isn't just based on their schedule

[00:24:30] it's just not an estimation is when an employee

[00:24:34] let's let's just take an hourly worker they work their shift

[00:24:37] 8 a.m to 4 p.m when they work that shift they can access those funds for

[00:24:42] just life's emergencies when when employees need money they're going to

[00:24:45] go somewhere so whether it be their friends family or some of those

[00:24:49] predatory payday loans like when you look at the industrial places

[00:24:53] there's a reason why pawn shops and payday loans are scattered right

[00:24:57] around that so they're praying on that's what we want to do is rather

[00:25:01] employees go down that road just access their money that they

[00:25:05] that they have earned have been paid yet and they would have

[00:25:08] used it anyways on payday a couple other things also puts them in a

[00:25:11] situation where they're not paying overdraft fees or late fees i read a

[00:25:14] forbes article in 2022 where banks the line item for

[00:25:20] for overdraft fees and late fees was 22 billion dollars

[00:25:24] and that's not a surprise right banks are counting on americans

[00:25:28] to be broke yes we want to take that cycle

[00:25:32] yep i've been a big problem for those things

[00:25:34] you mentioned that 78 percent right and that we look at data since it's

[00:25:38] all the time in our world and what we see when employees are using

[00:25:41] earn wage access they're not using it to go out and buy sneakers or

[00:25:45] these frivolous purchases they're literally doing the

[00:25:48] business they're paying bills they're buying food they're using it for

[00:25:51] transportation those are the top three reasons

[00:25:54] i think we all remember when when covid hit a few years ago

[00:25:57] what was the first thing that the government did to get the economy back

[00:26:00] on track it gave people stimulus money right it gave them checks right that

[00:26:03] stimulates the economy it's the flow of funds

[00:26:06] and so we see when people are accessing their money it's really to

[00:26:09] chris's point it's really giving them this dignity just to say hey i don't

[00:26:12] have to go to a check cash in place or i don't have to

[00:26:15] resort to a payday loan or a high interest credit card i'm just getting

[00:26:18] the money that i've already earned and when they do that they're really

[00:26:21] just doing the necessities to keep a roof over their head food up table it

[00:26:24] really is that 78 percent that you mentioned brian it doesn't surprise me

[00:26:28] yeah it's so alarming yeah if i can speak something aaron just said that

[00:26:32] that employees are using it responsibly that's really what this

[00:26:35] industry sees and i think that's some of the biggest concerns

[00:26:38] sometimes for employers is they recognize the need but they're like

[00:26:42] shoot if we give them access are they going to abuse it

[00:26:44] the short answer is no they do not in any reputable

[00:26:48] company that provides earned wage access they're going to provide some guard

[00:26:51] rails for those employees meaning limiting what percentage of the gross

[00:26:56] pay can they take what is the total dollar amount can they take in a per

[00:26:59] pay period so there are some guard rails there where

[00:27:02] it gives employees enough to for life's emergencies but also

[00:27:06] account maybe the taxes deductions and those type of things

[00:27:10] and where they do not get themselves in trouble yes yeah

[00:27:15] you mentioned the predatory loans i used to do that back in the day when

[00:27:18] i was young yep i had one of the stats again we're

[00:27:21] gonna i'm gonna use this news update on our next show is but

[00:27:25] it's the paycheck to paycheck and it's funny because one of the

[00:27:28] stats was that the the highest rate of paycheck to

[00:27:32] paycheck are families with their first child

[00:27:35] and then the lowest rate are families with four or more children so

[00:27:38] they learn how to budget by that point

[00:27:41] or it really said five but yeah that's when

[00:27:44] i had my first kid and then was just like oh my gosh

[00:27:48] and i used to do these payday loans and man if you didn't pay it back on

[00:27:54] that first oh yeah you it was murder so

[00:27:58] man and then the bank fees too that's what that's the reason i left bank of

[00:28:03] america because bank back in a day when i was again

[00:28:06] first start now new parent new you know trying to figure all

[00:28:10] this out i got hit and i remember it was like a

[00:28:13] 38 cent overdraft oh yeah that turned into seven

[00:28:17] hundred dollar in bank fees yeah and luckily i got them to

[00:28:22] waive pretty much all of it like you guys

[00:28:24] bugging i'm not paying it but that's why i left bank of america i was

[00:28:28] like no get out of here it's predatory you know what i mean

[00:28:31] and the rules have changed since then so it was predatory

[00:28:34] yeah you guys made me think of these things man i wish earn wage access

[00:28:38] was out back then because it would have

[00:28:39] changed the way me and my wife has lived at that point yeah then we talk

[00:28:45] about families but again what some of us don't think about a lot of times is

[00:28:49] that single parent household yes right where they might make let's say

[00:28:53] i don't know 140 000 annually that sounds great

[00:28:58] unless you're a single parent household living in california

[00:29:02] new york or new york oh yeah it's a struggle for people

[00:29:06] and as an employee of our company right it's i mean we're having this

[00:29:09] conversation here and we're all being vulnerable and talking about our

[00:29:12] experiences but it's hard for an employee to go

[00:29:14] to their employer and say hey i might need an advance on my say hey can you

[00:29:17] help me here they don't know so when chris and i have these

[00:29:20] conversations companies are really saying things like

[00:29:22] no one really comes up to us and asks for their money in advance

[00:29:25] it's a really delicate conversation you have all these factors that are

[00:29:29] impacting their day-to-day they don't want to go to the payroll

[00:29:33] or their hr and say hey i need some money this pay their assumption is

[00:29:36] everyone's doing okay with their bills and so i think this benefit i

[00:29:39] get it really gives them that sort of dignity right where they don't have to

[00:29:42] one of the things we want us they're clear of all the things we all talked

[00:29:46] about right these predatory loans but people are withdrawn from their 401ks

[00:29:50] at a higher rate now like that money is supposed to be set aside

[00:29:52] for retirement for your future yes yes they're just taking this just

[00:29:57] again to make ends meet so we're trying to

[00:29:59] combat that as a benefit and it has been helpful

[00:30:02] yeah and erin mentions something there is

[00:30:06] a lot of employers think employees should about to manage their finances

[00:30:09] now i think most americans are like me now i went to college

[00:30:13] but high school college i never received any education on finances it

[00:30:17] seems crazy seems like that would be a class that

[00:30:20] you would have growing up probably throughout but

[00:30:23] i've never had it i've made mistakes and most americans i

[00:30:27] feel are probably more in my boat of never having that education

[00:30:31] yeah that's against you again everything is immediate except for your pay

[00:30:36] and think about it's america right so a lot of our parents are immigrants

[00:30:40] a lot of our parents don't know what it is and

[00:30:43] we didn't get the instruction and the kids of those parents

[00:30:47] they we didn't learn financial wellness we learned

[00:30:50] work hard pay your bills yeah you know what i mean

[00:30:53] and and so that part is missing and i agree

[00:30:56] agree it's it's becoming more of a trend now now meaning walk

[00:31:01] interviewing a lot of folks that are saying financial wellness and mental

[00:31:04] wellness and there's a connection like you guys mentioned

[00:31:06] so it's definitely growing now but it wasn't there for us

[00:31:11] so i it's yeah it's it's definitely a topic that

[00:31:14] it deserves addressing so now with all that honestly

[00:31:18] hold on brian yeah i would love if you two are open to it and brian if

[00:31:21] you're open to the idea i would love to have them on the other show

[00:31:24] as well because i feel like they can speak directly to the employees

[00:31:27] we have the other show it's about your paycheck and we

[00:31:31] we made that show just to really empower and educate

[00:31:34] folks and we say it's the first step in their financial

[00:31:39] uh wellness journey so i think you two if you're up to it

[00:31:43] we would definitely love to have you on there sorry to cut you off brian

[00:31:46] anything coming off no you're good yeah that's a great call out because

[00:31:49] we're very and you might ask oh why two shows it's the same topic it

[00:31:53] isn't right because we're talking to employees

[00:31:56] about on that and there's there is no and i don't know if you guys are

[00:31:59] familiar with that payroll guy is gerard hall he put that batter

[00:32:04] that's our dude right there he's about to be on our show in april we're doing

[00:32:07] something big with him and he actually been on a few times

[00:32:10] i think and he put that battery in our back and was like

[00:32:14] companies aren't talking to the employees enough they're not training

[00:32:18] they're not teaching they're not the customer service piece to the

[00:32:21] employee isn't there right there's a huge gap

[00:32:26] of like we were talking about earlier content

[00:32:29] to the employees right because now an employer they might put out some job

[00:32:34] aid some stuff that's very pertinent to them and that

[00:32:38] company and what they want you to do and how they want you to behave

[00:32:41] but they're not telling you what deductions are legal in your state

[00:32:46] they're not telling you what's allowable they're not telling you

[00:32:49] final pay law terminate when you get terminated

[00:32:52] what has to happen if your state governs it a different way

[00:32:56] you know what i mean they're not telling you these things because it's not

[00:32:59] it may not be in their best interest for you to be so savvy

[00:33:02] that's why we started that show and our audience we try to speak directly to

[00:33:06] the employee whereas this show is hr and payroll

[00:33:09] professionals we could talk a little different we can be high level we can

[00:33:13] state the lingo and and it's a different audience right

[00:33:16] yeah we would we love i know it's a time constraint and it can be

[00:33:20] whenever you guys have time again but that would be a great thing

[00:33:23] definitely speak to employees and then it's a great segue wall into the next

[00:33:27] question is like why is why would earn wage access be

[00:33:30] important for companies yeah so for a couple of credits all

[00:33:34] started and you could you could fill in some context for a couple of

[00:33:37] reasons right employees are looking now for flexibility in all things right

[00:33:41] the job market as we know it's global it's not just you're working on a

[00:33:44] company that's down the street you're working remotely for companies all over

[00:33:47] so employees are looking for flexibility and things like pay and

[00:33:51] benefits and so for for players when they offer this to their employees it

[00:33:55] gives them that choice it gives them that option

[00:33:58] but also to the downstream impacts right there's a kind of a gamification

[00:34:01] of pay that goes on an employee keep a walk shift they

[00:34:04] would clock in clock out they see their balance increase over time

[00:34:07] what that does is hey they start picking up some troublesome shifts

[00:34:10] maybe not many nights or weekends or holidays right

[00:34:13] that employers typically have a hard time filling

[00:34:16] now when their employees see their balance increase they pick up those

[00:34:19] shifts so that's number one right you get more employee engagement

[00:34:22] or number two from a recruiting perspective right like you start

[00:34:25] advertising work today get paid today people really resonate with that right

[00:34:30] you mean i don't have to be in arrears i don't have to wait two weeks to get

[00:34:32] my first paycheck i could work today clock out and get my pay right away

[00:34:36] that really helps fill up the top of the funnel of recruiting so you

[00:34:39] talk about really recruiting engagement employee retention

[00:34:43] this helps with that from an employer perspective right and so

[00:34:46] benefit that's free to offer right it's a really sort of a high value

[00:34:52] benefit for them to offer i think in addition to that brian you touched on

[00:34:55] this earn which access companies help with

[00:34:58] other things right they help with like paper check reduction right

[00:35:01] because you need a digital form of payment to to access your earnings

[00:35:05] but also some of those things like termination pay in states like

[00:35:08] california where you now you can digitally push

[00:35:10] a final payment to an employee if need be so

[00:35:13] from an employer perspective there's a lot of downstream impacts that just

[00:35:17] help so it's really like a kind of a feel good do good benefit

[00:35:20] all around chris i believe you've got more to add there

[00:35:23] yeah that's good stuff erin and with that employers are looking to do

[00:35:27] more with less as mentioned here's a benefit that

[00:35:30] you can really impact your employees that cost

[00:35:33] employer nothing with that also too it's a unique

[00:35:36] benefit that you could quantify and see the

[00:35:40] roi all these employers they receive the data on how employees are using how

[00:35:44] many of the employees are using it you can see the impact like erin was

[00:35:48] mentioning retention users versus non there's really no

[00:35:51] other benefit that you can judge what that impact makes you're making a

[00:35:56] guesstimation but you don't know with that also

[00:35:59] with the employers i guess i'm a psychology background so i like to

[00:36:02] look at this like psychological and i mentioned it earlier

[00:36:04] too is when you think about some of the most stressful times

[00:36:08] it's typically tied to finances when you're having tough times at home

[00:36:13] a lot of times it's tied to finances and i know about least personally for

[00:36:16] me when i've had financial trouble it's hard to let that go at work it's

[00:36:21] hard to be that not everyone can just compartmentalize

[00:36:24] and be like okay i'm at work now i'm not going to think about finances

[00:36:27] it's just it's in your head and ultimately employees as i mentioned

[00:36:30] earlier now they want those employees to have positive interactions

[00:36:34] whether it be with their co-workers their managers with their direct

[00:36:38] consumers with that a better engaged employee you're going to be

[00:36:42] more productive with that yeah go ahead one final add-on i'll add

[00:36:48] employers they would love to just pay their people a ton of money right but

[00:36:51] that's gonna bring them out of business right

[00:36:53] what we found is you really can't from an employer perspective you can't

[00:36:56] outpace things like inflation the up right now gas is two dollars

[00:37:00] fifty cents today tomorrow might be four dollars

[00:37:02] that bag of groceries that they bought was forty dollars now sixty

[00:37:05] but employer just can't continue to wage so so what they're finding is it's

[00:37:09] really the timing and the access of the funds that makes

[00:37:12] all of the world so all those points that that chris hit on and i mentioned

[00:37:16] before in addition it's a free benefit so

[00:37:19] when we have these conversations with employers and folks in payroll and

[00:37:22] folks in hr it really is a no-brainer to yeah let's give this

[00:37:25] as a financial wellness benefit for our employees

[00:37:27] yeah and if i could add something for employers to think about

[00:37:30] it's this world that we're living in it's like technology has gotten so

[00:37:34] fantastic with this little thing controls so much

[00:37:37] and it's become everything is right now uber all those things right so

[00:37:42] employees want their money right now yeah i'll give you a quick story where

[00:37:45] i really recognize we live in this world of immediacy as i mentioned

[00:37:49] earlier i have four kids i had a garbage school to go out

[00:37:52] during the summer having the sink available is a big deal

[00:37:56] in my house most americans so i had to get that fixed right now

[00:38:01] so finally when i think most people you call five handymen to come out

[00:38:04] one finally shows up did the work and when he was done he was just like

[00:38:09] here's my venmo pay me right now 400 dollars

[00:38:11] i was like okay i mean for i was fortunate if i had the money

[00:38:14] a lot of people would not but he wanted the money right now because

[00:38:18] now he is set up to right now right then i started

[00:38:23] thinking about it is remember when you go you'd go to the doctors for

[00:38:26] something and you you would get a bill the

[00:38:29] explanation of benefits and i would tell you how much you owed the doctor

[00:38:32] well i started thinking about like now when i take my kids regular dentist or

[00:38:35] anything they figure out that what i'm standing

[00:38:37] right there in the office they're figuring out that calculation they're

[00:38:40] like this is how much you owe yep everything every service is right

[00:38:44] now immediate absolutely yes yeah it's amazing

[00:38:49] it's amazing and one thing that you said chris

[00:38:52] you spoke a little bit on employee engagement and i just found that

[00:38:56] funny because we just did a show on our other show about what he's being

[00:39:00] engaged so i just wanted to say that little nugget

[00:39:02] there and say how earned wage access can impact an

[00:39:06] employee being engaged absolutely especially when their mind

[00:39:10] is preoccupied with their bills and stuff going home those

[00:39:14] stressful situations that can definitely have a downstream

[00:39:17] impact on their work yeah that was one of the hr trend

[00:39:21] right our our hr leader in the last few months

[00:39:25] recently shared a stat that like the wellness

[00:39:29] of the employee you know it's it's a driving force like the and it

[00:39:34] impacts their engagement if they're not financially

[00:39:38] safe right stable they can't focus at work

[00:39:43] and but again to aaron's point you just can't keep up with the wages

[00:39:46] can't just pay him a million dollars of age

[00:39:48] you've got to find these creative ways and and again perfect

[00:39:53] segue how do companies and professionals for that matter educate themselves

[00:39:59] like where can they go get content on earned wage access

[00:40:03] does the do you does your company put out some way

[00:40:06] can you go to the website and read about it like i'm glad you asked

[00:40:10] brian yes so what we do is that giving employees access to their

[00:40:14] income is just one pillar towards that path

[00:40:17] to financial success right is is closing that gap between paydays

[00:40:21] due dates and paydays to always line up so let's get out of that

[00:40:24] living check to check cycle but then the next part of it all these companies

[00:40:29] provide 401ks which is fantastic as they should

[00:40:32] but the things they forget about is some of these employees

[00:40:36] they're just not financially set up to contribute to a 401k

[00:40:39] that's right or if it's auto enrollment then they realize shoot i

[00:40:43] can't afford that now i'm going to take money out of the 401k

[00:40:46] right we have recognized that and that's where i'm proud of to be at

[00:40:49] pay active is we provide that earns wage access that ability

[00:40:53] but we take it a step further we want to educate the employees i mentioned

[00:40:56] earlier most employees have been educated

[00:40:59] yes some quarters might have someone come on site

[00:41:02] each quarter typically the feedback i get employees aren't comfortable

[00:41:06] sitting in that room admitting yeah i'm broke right

[00:41:09] within our within our platform we provide financial education

[00:41:13] in their tools budgeting we put all the bills and your finances into one

[00:41:19] spot that's another thing viewers i admit i'm one of those people sometimes i

[00:41:22] forget about due dates yeah i have a late fee and overdraft

[00:41:25] even though i have money sitting in another account my wife wants to

[00:41:28] strangle me so my same here keeps them organized

[00:41:31] with that and then taking it a step further

[00:41:34] you provide one-on-one financial education at no oh wow

[00:41:38] oh wow that's awesome so we are for profit company

[00:41:42] but we are mission driven and our goal is hey

[00:41:45] we do good service to the employers talk about us we do right by the

[00:41:48] employees they'll talk about us to their

[00:41:51] co-workers aren't erin anything you want to add to that

[00:41:54] yeah i think chris hit the nail on the head there and there's a lot of

[00:41:56] great resources at our website active.com

[00:41:59] employees and employees can go look there and read their videos and

[00:42:02] their certain things and then i think if an employer wants to look at

[00:42:05] this more broadly cherm and gartner have done some

[00:42:08] great research on what earn wage access does for businesses

[00:42:12] studies going back to 2019 or so about this industry and what it can do

[00:42:16] for employers so there's a lot of information out there

[00:42:20] programs like this are great from an educational perspective as well and then

[00:42:23] chris and i and the back of team we're happy to be a

[00:42:26] resource because you're right brian i think

[00:42:28] there's a lot of there's always changing regulations and laws around

[00:42:30] this these types of things and employee wages

[00:42:32] and just being up to date on it and just doing the doing your research

[00:42:35] and your homework on what is best for your company and what's best for

[00:42:38] your employees we're happy to be a resource our website's a great resource

[00:42:41] as well awesome thank you for that thank you for

[00:42:44] that all right so now as we approach the end of this

[00:42:48] thank you for this great conversation guys we really appreciate it

[00:42:51] we have a little game that we'd like to play with our guests mixing it up

[00:42:54] for two guests so let's say if you guys don't

[00:42:57] mind you can entertain us here and entertain our listeners a bit

[00:43:01] you want to start it off and i'll finish it off yeah i'll do a and b

[00:43:05] and you do the last three all right all right this

[00:43:08] game is called you or them it's usually this or

[00:43:11] that but so it's just gonna be putting you against each other

[00:43:15] all right so who's more likely to ask a tough question at work

[00:43:22] oh that's definitely chris it's 100

[00:43:28] when we play good cop bad cop chris is the bad cop they can't

[00:43:31] be one comfortable conversations he doesn't play way but it's

[00:43:34] definitely chris yeah all right it's all right

[00:43:38] delivery but yeah it's typically me got you got you all right and then my

[00:43:44] second question is who's more likely to buy

[00:43:47] co-workers lunch erin probably erin okay okay here's by the one that's

[00:43:54] more top of mind where i'm i'm in my own world

[00:43:57] sometimes ah okay let's see who would be more

[00:44:01] likely to travel abroad for pto oh chris has a great

[00:44:07] definitely chris he's got a great story i'll let him tell it

[00:44:09] yeah it is me i i love to travel travel internationally and actually one of our

[00:44:14] travels as i mentioned wife and four kids

[00:44:16] is we went to costa rica for a year oh wow for a year

[00:44:20] for a year yeah so how did you pull that off i think a lot of people

[00:44:24] probably watched house hunters international on html

[00:44:27] watching that one day my wife was like we should look into

[00:44:30] that one day i thought about it i was like no let's just do it sold

[00:44:34] everything we owned and moved there never visited before

[00:44:37] and just picked up in the moves holy wow yeah as you can tell i'm this

[00:44:42] person where i don't i don't worry about the outcomes a lot of times i

[00:44:45] just do it

[00:44:50] like i love it oh this is funny all right

[00:44:53] who was more likely to win in a foot race between you two

[00:44:56] oh erin

[00:44:59] oh god okay i'm still trying to get off the line

[00:45:05] yeah

[00:45:07] uh okay last one let's see who who's who's the bigger sports fan here

[00:45:13] oh that's at the close one but i'm gonna have to say

[00:45:16] erin because of his the the background of his family

[00:45:20] what's the bad oh what's that my father played 14 years

[00:45:24] for the new york giants i i've had two older brothers

[00:45:28] super bowls who's your father martin has a ring so growing up i had to be a

[00:45:35] sports fan or i wouldn't eat or have clothes on my back

[00:45:38] no way yeah and i've got two older brothers and we all played football in

[00:45:42] college definitely that's dope man holy cow

[00:45:46] sports fan yeah yeah that's dope that's dope you know what you guys

[00:45:51] have so this was the first time we did this format

[00:45:55] and now and look let's see and i fought with walt in the beginning i was like i

[00:45:58] don't like it it ain't gonna work and look at the nuggets that we learned

[00:46:03] through this so great job walt good call good call

[00:46:06] and he stood his ground he's not as good as it's gonna work it's just

[00:46:09] don't worry it's fine i'm like ah so thanks for that that's dope oh man

[00:46:15] look at that yes i'm a giant fan i gotta add

[00:46:18] my i gotta get my flag somewhere up here now

[00:46:21] man see okay so we ended always with some parting words of advice what

[00:46:27] advice would you give how do we have it go

[00:46:31] those just getting started in in the game right hr basically in your

[00:46:37] world what advice would you give folks

[00:46:39] i would give if are you talking about from a from a salesperson's

[00:46:43] perspective sure yeah i'll speak from the sales side

[00:46:47] advice i would give working with payroll and hr folks or

[00:46:50] really anything that you're doing is to go into being curious meaning

[00:46:55] when you meet with payroll hr folks don't get caught up in

[00:46:59] what you're trying to sell them put your focus on

[00:47:02] what are their needs where their pains and then from there you determine

[00:47:06] together what you have to offer is it a fit

[00:47:09] for them but that's my main advice is go into meetings

[00:47:13] be curious and truly and really listen

[00:47:17] yeah and i'll just make a just a conversation just more broadly about

[00:47:20] just american workers just across the country

[00:47:23] right don't be afraid to have tough conversations around your

[00:47:26] finances right this is these are it's tough to get a hold of

[00:47:30] uh most people don't realize and understand like how to just budget

[00:47:33] how to save for their future have conversations with people that you

[00:47:37] trust have conversations with your employer

[00:47:39] right like your money this is a really important conversation

[00:47:42] again to chris's point this all leads into not only financial wellness

[00:47:46] but mental mental wellness as well so just have these conversations with your

[00:47:51] employer or with someone close to you about your finances and just try to

[00:47:54] get yourself on a good footing earn wage access can help but things

[00:47:57] like budgeting and talking to a financial advisor those go a long way

[00:48:00] as well so just don't be afraid or don't be ashamed to have those

[00:48:03] conversations about say and then brian can i add something from the

[00:48:06] employer perspective absolutely of course i would always suggest for

[00:48:10] payroll and hr folks is to not just go

[00:48:15] kite caught up misconceptions about earned wage access or employee finances

[00:48:19] meet with some providers like us meet with a few

[00:48:22] meet with a few providers because we're all different find what works best

[00:48:26] for you with them and then something to think

[00:48:29] about is this like this train is moving with earn

[00:48:32] wage access employees want it they need it

[00:48:36] really the decision for employers are you going to be an early adopter

[00:48:39] or you can be a lady that's really what it is that we're never going to

[00:48:42] do this and that's not really going to be the

[00:48:45] case yeah yeah thank you guys for that

[00:48:48] that was this was amazing you were two were amazing guests you

[00:48:53] dropped a lot of knowledge for us we're looking forward to having you

[00:48:58] on the other show i'll reach out to both of you

[00:49:00] to see if we can get that set up because i think to your to both your

[00:49:03] points we need to empower other our fellow

[00:49:07] americans right we need to empower the employees

[00:49:10] and we can do that by educating them and getting them

[00:49:14] connected with people like you and chris

[00:49:16] and i think man what you are both doing is awesome

[00:49:21] so keep it up i'm excited to learn more about you thank you for

[00:49:24] being vulnerable sharing some of your personal stories with us

[00:49:28] and coming on the show man you guys are

[00:49:31] amazing all right so moving to our safe talk portion of this show and a

[00:49:38] little different but it is an employee matter

[00:49:41] something that i've seen recently a lot of time of just current event right

[00:49:45] and the question is really should someone be fired because

[00:49:50] of their only fans account or any social media type of thing out there

[00:49:57] what do you think i think speaking to the only fans thing

[00:50:02] i think people have to do have made choices to do that in order to

[00:50:08] make more money in order to survive and stuff like that and if that's what

[00:50:14] they decide to do that's on them that's their choice i'm not going to

[00:50:16] anybody for the choices that they make now should they be fired or

[00:50:22] i guess it depends from yeah right i think that's the right answer

[00:50:27] yeah because one it can become distracting

[00:50:30] for your job and co-workers yeah they can you may it may cause

[00:50:36] problems at work for the person who's actually doing it it may

[00:50:39] bring about safety issues for them at work just in case somebody

[00:50:43] sees something that they like and they're just like oh and they now they're

[00:50:46] getting harassed at work could bring negative attention to the

[00:50:49] job hey i think you're i might your i found out your

[00:50:52] employee is doing this what the heck especially depending on the company's

[00:50:55] background or foundation what are you doing yeah yeah what type of business

[00:50:59] you're in if you work for a religious

[00:51:01] organization or education organization you know

[00:51:05] understand and then they find out that you're doing that

[00:51:08] that that could be bad for business so i think it all depends

[00:51:11] for me honestly that's all i can say about it honestly no i think you hit

[00:51:15] all the right points i think that if it doesn't if it's not

[00:51:20] in if it's not like on brand what you're doing already then like

[00:51:26] you said it can cause so many negative distractions and then

[00:51:30] time to take you take everything off brand really and like i think about

[00:51:34] i think about us on the flip side of it right we've been

[00:51:38] lucky enough to have leaders that understand that this podcast

[00:51:45] elevates the brand right now because how could you be mad at your

[00:51:51] professionals that are taking their career to a new level

[00:51:57] with this part and like i say on the show all the time it's a cheat

[00:52:00] code for me because this podcast makes me better at my job

[00:52:03] my job makes me better at this podcast that's exactly the point behind it

[00:52:09] right that's the main thing is we have these guests we're doing all this

[00:52:13] information all this research that we do

[00:52:15] we're learning these new things and these stats are sticking

[00:52:18] stay with us a lot stay with us yeah yeah we regurgitate those things and

[00:52:22] say hey hey this percentage of americans

[00:52:25] are this percentages of workers are this and we

[00:52:28] these things are helping us and it causes for me causing me to be more

[00:52:31] mindful to be more alert about things to be more aware one of my

[00:52:35] favorite shows i have tons of favorite shows but one of my favorite shows with

[00:52:39] share sarah from oh yeah yeah that was really

[00:52:43] that one how can i say it really was impactful for you

[00:52:47] because she's a new a different level of payroll operations

[00:52:52] and it helped you see things differently it was like oh wow and the

[00:52:55] vice versa for her right she said it was like wow

[00:52:58] it's really good to see the different stages and different company sizes and

[00:53:02] payrolls and mindsets exactly she's also an artist so you she can

[00:53:07] see things in different ways very creative exactly

[00:53:10] so yeah unfortunately you're right it

[00:53:13] the answer is it depends and you can't be mad at

[00:53:18] if you get fired because it's not on brand you still

[00:53:22] shoot we're both in the youth world where

[00:53:25] the companies we support the leaders that we support

[00:53:28] are educating children are enriching children's lives

[00:53:32] so it would be very off brand for someone in our organization

[00:53:36] to have something questionable out there on social media

[00:53:39] or on on only fans like it that would be an immediate termination in my

[00:53:44] opinion because it's not on brand you're not

[00:53:47] elevating the brand at all you're not in synergy with what you're already

[00:53:50] doing so like that's an immediate issue

[00:53:54] but if you worked at a bar or a club it may be different right that may be

[00:53:59] on if you're an entertainer already you're an art a music artist that

[00:54:04] might be on brand yeah maybe we don't know and we're

[00:54:07] thinking about it from the company standpoint

[00:54:10] and i mentioned it a little bit about the impact that it may have on

[00:54:13] the individual that's actually doing it from a safety standpoint harassment

[00:54:17] standpoint because you do have those people out there that will see them

[00:54:20] go oh my god i gotta have that i gotta have this person i gotta

[00:54:23] do this and stuff like that and you can put yourself in some dangerous

[00:54:27] situations it's very by doing that and that's very

[00:54:30] dangerous and some people advertise it hey check out my

[00:54:33] yes yes do this go check it out and stuff

[00:54:36] so it can cause a lot of potential issues

[00:54:40] absolutely and especially how the person handles it yeah

[00:54:43] i like the danger aspect that people may not be thinking about

[00:54:46] you like you are putting yourselves in the line of fire for

[00:54:50] predators for off this is what my wife teaches our daughters to protect

[00:54:55] against these predatory type of behaviors and things like that never to

[00:54:59] put yourself in a dangerous situation never to be in

[00:55:03] that role so yeah man it's definitely and i guess

[00:55:07] again i just it's such a new it's such a new

[00:55:12] issue in the workforce right so it was you know again it came

[00:55:17] up recently and i was just like wow that's a tough one you know what i

[00:55:20] mean i thought it was a good employee both actually both employee employer

[00:55:24] issue that folks are as from a from an hr perspective

[00:55:28] this has to be in the handbook you know what i mean this has got to be an

[00:55:31] employee handbook this has got to address there's got to be

[00:55:34] yeah it's got to be something yeah because it's a new problem it's a

[00:55:38] new devil on a new level and we gotta because think about it

[00:55:42] think about it it's to your point and not to drag this out because i

[00:55:44] know we're about to end it here yeah but think about it to your point

[00:55:48] what you said about social media

[00:55:53] i've heard of people and i've known some people that have gotten

[00:55:57] let go because of a post they made on meta or facebook or ig

[00:56:03] and someone in the company was connected to that person and saw it

[00:56:07] and did a screenshot send an email like hey

[00:56:11] so and so posted about the job yep yeah oh gosh yeah no that's it's

[00:56:17] look how vulgar this person was like and that's

[00:56:20] determination yeah yeah that's it that's yeah and and

[00:56:24] again and that i have seen companies are

[00:56:27] trying to put that into a policy and to in handbooks

[00:56:31] but again these new things just gets more it gets getting more

[00:56:34] complicated and we and companies have to keep up

[00:56:38] and keep addressing that with these new complications and yeah i thought this

[00:56:42] was a really good topic to address today because we

[00:56:45] usually just throw some softballs out there and

[00:56:48] but this one was a little bit more complicated and definitely a growing

[00:56:52] conversation so thanks for letting us share

[00:56:55] thank you today sir for your your service i appreciate you

[00:57:01] and until the next time folks we love you as we near the end of this

[00:57:05] episode we'd like to extend our heartfelt gratitude to you

[00:57:08] for listening before we sign off here are a couple quick things

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