We're joined by Anthony Straham as we discuss what he would like to see more of as an employee.
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[00:00:00] Welcome back folks, we got an amazing opportunity to hear from an employee and its crazy, well
[00:00:17] before we get into that, how you doing today sir?
[00:00:19] Whats up?
[00:00:20] I'm good man, just yeah I'm good bro, I'm good.
[00:00:23] In a minute.
[00:00:24] Just missing a good place, yeah it's been a minute since we've been dropping a lot
[00:00:28] from our other episodes that we had, Safe Talk, you know and some news updates and stuff.
[00:00:34] We used to do so many different things and now just to see how we transformed and how
[00:00:39] we've grown and changed and like just metamorphosis that we've gone through to get to this place
[00:00:44] now man, so its exciting man and its good bro, how you doing man?
[00:00:50] I've been alright man, its funny cause like I see the clips and I see like our
[00:00:54] backgrounds are different and there was a moment where we didn't even want to move away
[00:00:58] from that and then now I like, I don't know about you but now I really like our backdrops
[00:01:04] now cause it gives us a little insight into our personalities, little personal touches
[00:01:10] and what not so its been cool but yeah its been interesting to see the evolution
[00:01:15] of things and yeah folks we just took a break, we had this backed up content,
[00:01:19] we had a bunch of weeks of show and then we were like oh wait we can fill it in
[00:01:22] with the lost tapes here so we just took a much needed break from recording but I missed it dearly.
[00:01:28] I love recording and talking about this stuff and geeking out on payroll.
[00:01:33] Payroll employee stuff.
[00:01:35] Its all payroll right?
[00:01:36] Yeah.
[00:01:37] Right and oh that's what I was gonna say, even though this episode is a point of view
[00:01:42] from an employee right some might say they're employees, yeah we are employees but the
[00:01:47] reason this show started is because we're payroll professionals, we may be employees first or
[00:01:53] payroll professionals right but we're payroll professionals so it's hard,
[00:01:56] it was always hard for us to see it from the employee perspective because we only operate
[00:02:02] from the payroll professional perspective or HR perspective or finance perspective so its really
[00:02:09] cool to I'm looking forward to talking to our guest today to really see what that's about.
[00:02:16] He's a good gauge right, he's a good gauge. I think he's going to be our second employee,
[00:02:21] Briana was the first.
[00:02:22] Just thinking about that yep that's right.
[00:02:23] You know and so he's gonna be our second employee to come on and I think it's really
[00:02:27] good for us to have these people on so we get an understanding of how they feel because
[00:02:32] to your point Brian we have a different viewpoint than they do. We're the employees
[00:02:37] that pay employees.
[00:02:39] Yes.
[00:02:39] You know and so we have a different understanding, we may have a little bit more,
[00:02:43] we may be a little bit more savvy and understanding about how the pay,
[00:02:47] we should be a little bit more understanding especially because of the payroll right.
[00:02:51] You know I really like the fact that we're doing this hopefully we have a lot more
[00:02:56] guests come on and everything. Anthony, the guest we're gonna have on, he really said man
[00:03:02] he sent me a DM yesterday on IG and he was just like man thank you guys for doing this
[00:03:07] it's important for you guys doing that. I don't know if I shared that with you yeah
[00:03:10] this is really important for us and I think it's gonna be big guys just keep doing what
[00:03:15] you're doing. Oh that's great man that's awesome to hear and that's what that's
[00:03:19] those are the little things more than any compensation that kind of keep us fueled
[00:03:23] to do this is that feedback so that's dope I love it man.
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[00:04:30] Before we get into our guest, we got some pay news updates, payroll news,
[00:04:37] more from the employee Stanford for these items here and Wals going to start us off.
[00:04:43] Yep I had a article from CleanFacts.com and it's about workplace concerns to consider in
[00:04:50] 2024. Number one is high worker stress. Brian and I we can identify with this we feel this
[00:04:57] payroll can be a high stress job in its own right anyway but I think even with today's
[00:05:03] climate, the economy, everything that's going on, I think a lot more people are feeling the
[00:05:08] stress. In Gallup's 2023 state of the global workplace report, employee stress across the
[00:05:15] globe has hit record highs. When asked, 51% of the reports respondents in the U.S. and Canada
[00:05:24] say that they had experienced a lot of stress the previous day. Moving into the new year,
[00:05:31] if employee stress continues to rise it could also threaten the next concern which is number
[00:05:36] two, employee engagement. This is that employee engagement which took a bad turn after COVID-19
[00:05:43] is slowly starting to improve according to Gallup right but the connectivity to the
[00:05:49] company's mission and purpose is going down amongst the workers as well.
[00:05:54] Yeah so that says some people are so the engagement is going up but them being connected
[00:05:59] to their company's mission is going down which is a little bit scary. Yeah yeah what is
[00:06:07] the engagement going up around I guess it would be my curiosity. So for me when I read the
[00:06:14] article I understood it as that the engagement is because they want to keep a job and because
[00:06:22] of that that's what I was thinking too. You know because they want to keep a job and they have
[00:06:26] to pay their bills and they might not necessarily like the company that they're
[00:06:30] working for but hey this is paying me the salary that I need right now for my family and
[00:06:34] those I care about to survive and make ends meet but I don't necessarily connect with
[00:06:40] the powers that be here or their mission. So and some of those employees don't feel inspired
[00:06:46] so inspiring employees to go above and beyond the bare minimum will continue to be a challenge
[00:06:52] for managers in the upcoming year and number three kind of speaks to that trust and leadership
[00:06:58] the Gallup report reports 3% of U.S. employees strongly agree that they trust their company's
[00:07:04] leadership. That's bad bro just 23% yeah that's low however in 2023 trust was on the rise
[00:07:13] following a large decline in the COVID pandemic according to Gallup communicating clearly
[00:07:19] spearheading and supporting change and inspiring confidence in the future all lead to significant
[00:07:26] increase in workers trust with 95% of employees saying that they fully trust their leaders
[00:07:31] who demonstrate such people skills so that's telling so they're saying 95% need somebody
[00:07:39] who's gonna be able to connect be able to inspire be able to understand that you have
[00:07:45] to have those people skills in these hard times and that's what makes people I guess
[00:07:49] in today's climate want to stay. I don't know if you agree with that. No wholeheartedly you
[00:07:54] want to work with a leader that understands people understands the human things right the
[00:08:01] human needs because you can drive productivity two ways right you're just a tyrant or you can hold
[00:08:11] people accountable but still be human and still understand like we talk about all the time meet
[00:08:17] folks where they are meet your employees where they are I think that clearly in the past it
[00:08:23] made a significant difference. Yep number four manager burnout stress and disengagement can affect
[00:08:30] management as much as it does subordinate workers and even more according to gallup in 2023
[00:08:37] managers were more likely than non-managers to be disengaged or look and looking for a new job
[00:08:43] they were also more likely to think that the company did not care about their well-being
[00:08:48] and they struggle more with work-life balance gallup foresees the need for more training
[00:08:54] and support to help managers avoid pitfalls of what is termed manager squeeze. Yeah so
[00:09:02] that's telling right there I think that's what you were speaking to so I think these managers
[00:09:08] also needed support from their companies and I can tell I can be honest just being honest
[00:09:15] I felt like that in my own career at times before the covid thing where I didn't feel support
[00:09:21] from the company I was supporting my team and stuff like that but I didn't feel like I was
[00:09:25] getting the support that I needed and I was getting burnt out you know what I'm saying so
[00:09:29] I'm sure there's other people in managerial positions that feel that too. So number five
[00:09:36] long-term hybrid strategies uh-oh hybrid work reports that since mid 2022
[00:09:43] US work location trends have mainly stabilized with hybrid work more than more the norm
[00:09:51] long-term strategies need to be developed to take that fact into account gallup suggests
[00:09:57] improving workplace value proposition encouraging more effective collaboration and focusing
[00:10:03] management training on hybrid work situations. Yeah you know and number six the same thing
[00:10:12] thoroughly considering hybrid work according to gallup hybrid work can be great but only if it's
[00:10:18] approached correctly advantages of going hybrid higher or they increase employee engagement
[00:10:26] they better there's better overall worker well-being and lower turnover rates than fully
[00:10:32] on-site workers who could be working remotely but there's also a downside including communication
[00:10:38] issues different work schedules less collaboration and decreased creativity so if your organization
[00:10:46] is moving in the direction of hybrid work you have to weigh the pros and cons and you need to
[00:10:51] discern what those are and develop some appropriate strategies to handle these challenges
[00:10:57] it is different this is covid really changed the game and I think a lot of people just
[00:11:03] shifted to it and really didn't and they were just like developing those strategies along the
[00:11:07] way and some of us are still trying to figure that stuff out some companies are still trying
[00:11:12] to figure those things yeah what you got to say you like you got something on your mind
[00:11:15] for sure no for sure because the hybrid the remote work thing is a is a subject that i'm
[00:11:20] always have i have an opinion on for me i was promoted during a remote stint i was
[00:11:27] home for four years after covid and promoted in that time frame and clearly it wasn't a
[00:11:33] productivity thing for some you know as a comment on the downsides that you mentioned
[00:11:40] the communication the different work schedules etc i just think you have to be intentional about
[00:11:44] fixing it and addressing it like anything is always going to have issues right the greatest
[00:11:48] team in the world and the greatest product you're always going to have be able to get
[00:11:52] better there's always going to be areas that oh we could do better here we can do so these
[00:11:56] are the areas that you do better in right yeah because i think if everybody likes their remote
[00:12:00] or hybrid situation they're going to work hard to fill the gaps and address the gaps
[00:12:05] right it's a part of it's a part of business right like yeah the business landscape payroll
[00:12:10] landscape is ever-changing so we have to adapt companies have to adapt just like ai is
[00:12:17] changing the landscape we have to adapt right hybrid work is changed has changed the landscape
[00:12:23] we have to adapt and we have to find better ways to do those things like you were saying
[00:12:27] that i think companies and then if they're smart they're looking at ways to save money
[00:12:32] less than their real estate footprint right if you have these big offices and everybody if you
[00:12:37] can now go from hybrid even you can go into a smaller space and rotate your employee in
[00:12:46] and out use that save the money for other engagement and team building activities so hey if
[00:12:51] you have a remote team hey once a quarter we're meeting up and there's a cool weekend of team
[00:12:57] building that you wouldn't been able to afford before and be creative be intentional about the
[00:13:01] solutions and things and right and stop stop framing it bad like it's hybrid work is not
[00:13:06] bad unfortunately yes not everyone can do it right your food server can't be hybrid you know
[00:13:13] i mean i can operate a machine from home well it's funny that you say that because as i was
[00:13:19] saying it i was like dang wait a minute they can't actually be actually i've been to this spot
[00:13:24] with my son and this robot brings the food out you know what i mean and seriously yeah oh wow so
[00:13:31] yeah so it less it might even actually that now we're not now we're getting into the ai taking
[00:13:36] job conversation how we move from remote into that but anyway my point is if you feel like
[00:13:41] hybrid is creating a problem then address the problems because i guarantee you people if you
[00:13:46] give people folks the option you'll learn really quickly what do they want to do do you want hybrid
[00:13:50] remote or fully in the office and it's spread across there's folks who want to leave the
[00:13:55] house every day there's folks who want to stay home and there's folks who want to be hybrid
[00:13:59] so why not accommodate if you can it's a benefit that's a retention it's an attraction
[00:14:04] tool just be intentional about it right if you feel like you're losing in one piece and
[00:14:09] make sure your team hold them accountable good stuff man good stuff thanks for sharing
[00:14:14] i have we'll go quickly here before our guest gets on i only have a few ones a few quick hits
[00:14:20] there so that and the links will be in the show notes one is from the irs reminding us
[00:14:26] citizens abroad that they still have to file us taxes yep there was a big i forget who the
[00:14:35] person was at this point was some rich somebody back in the day anywho they were living abroad
[00:14:42] or living in another country and they didn't realize that they still had to file in the u.s.
[00:14:48] so there so irs is saying their worldwide income including wages unearned income and tips
[00:14:54] is subject to u.s. income tax regardless of where you live or where they earn their income
[00:15:00] they also have the same income tax filing requirements as u.s. citizens or resident
[00:15:04] aliens living in the united states hey if you're listening and in your u.s. citizen and
[00:15:09] you're working abroad and you've been out there for you still have to file folks so
[00:15:13] just keep that in mind another quick hit from working for the government they study this
[00:15:19] survey did a kind of looking into do government employees like for instance a payroll person
[00:15:26] working for the government do we make more or less than that person and do they make
[00:15:29] less just because they're in the government and they did a study and they basically saw that
[00:15:34] lower wages in the government are really great options and the comparable the comparison is
[00:15:41] really good right meaning if it's a lower wage job you're in a good situation because
[00:15:45] you're getting great benefits and a steady job but as they move into the higher earning
[00:15:50] jobs that's where it got the disparity started to show where your counterpart in
[00:15:55] the private industry was making more keep that in mind and again an interesting article
[00:16:01] and then the last one was a really good like a good feel story right singapore airlines was
[00:16:07] rated one of the best airlines in the world made a tremendous profit last year and as a reward
[00:16:14] to their employees they're rewarding all the employees with eight months worth of salary
[00:16:19] as a bonus what yes bro that's i was like oh this is a nice feel good situation great work
[00:16:27] yeah rewards and the story goes into how they rebounded after the pandemic and folks weren't
[00:16:34] flying and what now what they've all these airlines had to rebuild after pandemic right
[00:16:40] and again singapore it was just rated one awards for being the best in the world then
[00:16:45] they great profits and they rewarded their employees for it they recognized that hey we
[00:16:49] wouldn't have done this without the employees right chipped in right and that's a good those
[00:16:54] are good companies you want to work for things like that so it's a company to follow in my mind
[00:16:59] maybe a company to model after what made them successful exactly right what went into that
[00:17:05] that's what i would like to know yeah what can these other airlines learn from this
[00:17:09] that's right yes or any business for that matter that's a business study across the board right
[00:17:13] there yeah you know all businesses can learn from that yeah actually that was a mind's
[00:17:18] little quick that's that's funny that you said that because i work with the gentleman
[00:17:23] like many years ago at another place where he said that he had actually flown on singapore
[00:17:28] airlines and he said there was no way flight yeah he said it was the best flight of his life
[00:17:32] wow look at that so they've look at that they've been doing this for a long time
[00:17:36] and they finally rewarded their employees but again just a feel good story yeah um
[00:17:42] yeah man that's awesome let's get ready for our guest
[00:17:46] um do you want to tell us a little bit about him and intro him a bit
[00:17:52] yes anthony he works for i know he's in the tech space uh anthony strayham he's around our age
[00:18:01] a little bit a couple years younger than us like maybe friendly yours you know him personally
[00:18:05] yeah i know him personally we found out a few times and everything so
[00:18:08] buy them on the show just to get his ass of pay what he understands what he doesn't
[00:18:14] understand and just ask him about that type of stuff and he'll be able to tell a little
[00:18:18] bit more about himself when he comes on so i'm looking forward to that so yeah man that's
[00:18:23] pretty much it awesome i was selling my daughter my oldest out talking about the shows and i was
[00:18:29] just like explaining the audiences right hey look it's about paycheck is really just for
[00:18:33] employees no sorry it's about payroll is really just for payroll professionals whereas
[00:18:41] either show a payroll professional it's about your paycheck is mainly for employees but could
[00:18:47] also benefit payroll professionals right yeah absolutely because they're learning they're
[00:18:52] seeing it from a different point of view yeah just something to think about and keep in
[00:18:55] mind for the payroll folks out there if they're like oh i don't need it's about your paycheck
[00:18:59] yeah you do because you get in that employee perspective things yes i think it's absolutely
[00:19:04] important right because sometimes depending on where we are how our company is structured
[00:19:10] as professionals that can kind of dictate how we think and how we focus if we're on the fight
[00:19:15] if we report to finance we may have a little bit different view about stuff if we rather than
[00:19:22] if we report to hr or we fall under hr so it might be a little bit different depending on
[00:19:29] how that company is structured so that's something to consider so i think that's a
[00:19:33] great point you're right it could be very influential or important for the payroll
[00:19:39] professional to listen into this show so they have a better understanding we drop a lot of
[00:19:43] knowledge here too to really cause people to think about different things man okay yeah
[00:19:50] and my employees are my employees feeling this what brian and wall just said in the news
[00:19:54] updates my employee stresses my management burnt out it's my management feeling this way like
[00:20:00] those are different things anybody can listen to this podcast and i think managers are you
[00:20:05] calling out a good another good audience they're managers and business owners ceos we give you the
[00:20:11] kind of the heartbeat of employees here right what's going on with your employees what are
[00:20:17] the trends i've been sharing all kind of stats that you share like how the what 67%
[00:20:23] of employees actively avoid the employee hand and reading the employee handbook that's very telling
[00:20:31] because if you need your employees to adhere and most of them aren't reading it that's like an
[00:20:38] easy win right there how do you get all your employees to read the handbook you know so let
[00:20:43] me ask you that because i know this is not this is a different topic but do you think that is
[00:20:49] the case because employees want to in some way want to protect themselves from the company
[00:20:55] even if it's a kind of like in a messed up kind of way i'm not i'm gonna avoid signing this
[00:21:01] handbook but because at another place i don't know if you remember this situation
[00:21:06] but there was another place you and i worked at or they updated the handbook because there
[00:21:11] was some verbiage in there that was not clear and so a lot of employees avoided some i'm
[00:21:16] not signing that nope i didn't sign that yeah no i totally get what you mean and yes
[00:21:22] i think you're right but i think that's the wrong approach because i'm not saying i agree
[00:21:28] with it but okay yeah no i'm not nor am i accusing you of it but i think it's not
[00:21:35] that's not it's like ignorance is ignorance is bliss basically right but ignorance is also
[00:21:42] doesn't uh exclude you from the infraction if there's a if there's a term how do you say how
[00:21:49] do you say like a termination level event forget the right phrase for all of it but something
[00:21:54] you did is worth being terminated for if you did just because you didn't know and read it in
[00:22:00] the handbook doesn't mean you're not going to get fired that's true i mean that's true
[00:22:05] now look it might give you a little bit it might give you one pto payout or something like
[00:22:12] no no i'm saying it might give you one pass depending on the infraction and your balls
[00:22:17] in the situation they may say oh you didn't know all right cool let's print the handbook out
[00:22:23] don't come back to you read it if you come back read it signed then we can put you
[00:22:28] on a performance improvement plan and we go from there right yeah that's in a very nice
[00:22:33] situation but and again depending on the infraction right if you do something egregious
[00:22:40] horror like i'm fired on the spot i don't care what you didn't read it didn't know like you're
[00:22:44] done but so it could buy you some time but that's not a good strategy but i had a great hr boss
[00:22:51] that told me what she say hope is not a strategy right hope is not a strategy hope is not a
[00:22:56] strategy then hey and if you're listening to this that's you but let's throw some spaghetti
[00:23:01] against the wall see what sticks yeah yes yeah exactly it's not so funny you say that phrase
[00:23:06] they just they i was listening to drink champs recently and they brought that phrase up and
[00:23:12] nori's funny man he's very vulnerable and transparent with his stuff he's wait is that
[00:23:17] an actual phrase and he and people are like yeah that's a phrase but yeah it's that's not
[00:23:22] the that's not the and what i'd say in the show when i was recently talking about the
[00:23:26] handbook thing was on the payroll course that this last one that i just taught this session
[00:23:31] i was like look as a payroll professional there's going to be some nuggets in there that apply
[00:23:36] to your job that you need to read about you know what i mean there are things in the payroll and
[00:23:41] in the employee handbook that could be dictating how you should be doing your job not the whole
[00:23:45] handbook but as a paragraph here and as a paragraph there for instance a easy call out
[00:23:50] is the the holiday pay right you have some companies say you have to work before and after
[00:23:56] the day of your holiday to get paid like you can't call out if you were normally scheduled
[00:24:01] there's all kind of things that play into this folks so don't get crazy but if you know if you
[00:24:06] you know if you were if like fourth of july is coming up and it's on like a thursday and if
[00:24:10] you're regularly scheduled for wednesday and friday if you work monday through friday
[00:24:15] and you call out one the friday or the wednesday before that can make you ineligible
[00:24:20] for the holiday pay yes if payroll doesn't know that then you might let all of that slide
[00:24:27] get paid out and that's funny because i think that's the exact
[00:24:32] verbiage that was in the handbook that the company was trying to update that we were at
[00:24:36] because they spoke to that and it didn't say that so they tried to update that and because
[00:24:39] those employees didn't sign it they were like i'm still entitled because i didn't sign the new
[00:24:43] book not at all and what you have to put in the handbook is some type of
[00:24:49] verbiage is protected against that as well yeah this disclaimer yeah this is where we have
[00:24:54] the right to update this and just because you don't acknowledge doesn't mean that it's not
[00:24:58] true you know what i mean now hey again the ignorance is not an excuse for it yeah maybe
[00:25:05] maybe give you some leniency in the conversation but after that like as a manager you're like
[00:25:10] all right let me print it out for you and here you go or log let's log on right now
[00:25:14] and you go ahead and read through it i think that folks need to read through it and you
[00:25:17] got to give folks a chance to read through it and they should sign it within a certain
[00:25:22] amount of time welcome our guest anthony strayham how you doing sir doing well how are you i'm all
[00:25:29] right man i'm excited man when walt told me we had somebody from an employee perspective
[00:25:34] willing to come on and talk man i was psyched so yeah looking forward to this conversation
[00:25:40] yeah definitely tell you a little bit about myself level two help desk
[00:25:47] slash sysadmin team um working on cyber security i take my security plus certificate
[00:25:54] test next month oh all right nice yeah nervous nervous about that sorry if you can hear the
[00:26:01] dogs man they're going crazy oh no i can't hear them that well yeah okay i got a dog good okay
[00:26:08] um but yeah uh so hopefully after i take that and pass i'll be moving up um trying to work
[00:26:15] for them for cyber security but i'm open to anywhere else as long as it's almost six
[00:26:21] figures i'm good so yeah yeah i heard that yeah got you man okay okay nice man congratulations
[00:26:29] and hopefully you'll share the good news with me and i'll be able to report that with to brian
[00:26:33] and uh you said next month you take it next month june 28th so wait if you don't mind like
[00:26:40] how long have you been studying for this how hard is this test i've been looking on reddit and
[00:26:46] i'm part of the little subreddit for security plus and i see people failing all the time
[00:26:51] this one guy studied for a year failed what is a 400 test so you gotta pay it again if you
[00:26:58] fail yeah i've been studying for three months twice a day okay i mean during the week before
[00:27:05] work after work before bed this weekend though i was up till five playing video games last night
[00:27:12] what do you play so yeah uh i've been playing fallout 4 actually oh wow because of the show
[00:27:18] on amazon i never picked it up before but i'm pretty addicted to that right now oh man is the
[00:27:24] show good yeah the show was amazing yeah you guys check it out that's why that's the only
[00:27:29] reason why i even played it it's because i saw the show my wife actually already finished it
[00:27:33] yeah i put my wife onto it and she like went and finished it without me i was like
[00:27:38] yeah my girlfriend has the same thing man yeah she's you gotta watch it it's good i was like
[00:27:42] man oh we was trying i was trying to watch why are we watching it together yeah exactly
[00:27:45] exactly oh my gosh okay man do you play fortnight at all my son's a big fortnight
[00:27:51] no i haven't been i've played fortnight with like my little cousins before but
[00:27:55] i don't play regularly oh okay yeah yeah very cool very interesting i love talking about
[00:28:03] cyber security all the time on the side oh yeah because payroll department hr folks finance folks
[00:28:10] are like the high target threats or oh yeah i target how you say i don't know whaling threats
[00:28:16] yes you guys would be the spearfishing and whaling yes right there now oh now we got some good
[00:28:21] the bingo going here we go now we gotta have anthony back on to talk about cyber security
[00:28:26] africa's ass yes yes so because we've done i can explain like how i studied and yes
[00:28:34] yeah it's huge but there's a set things you gotta look for to study correctly for that
[00:28:40] wow study correctly that's okay i got you yeah for sure there's a lot of mess out there
[00:28:47] that does not help probably taking it a year ago okay yeah okay i got you serious okay that's
[00:28:54] interesting though because there are so many cyber attacks there's one stat that brian and i had
[00:28:59] i think that they said that cyber crimes are going to increase by what 150 percent
[00:29:04] brian something like that oh yep i don't doubt it yeah i don't doubt it it's so easy i was
[00:29:10] on the there's a worldwide page for cyber security attacks happening real time that you
[00:29:15] can go to and yeah and it's crazy a million a day a million a day wow at least i think i got
[00:29:25] on around three o'clock yesterday and it was at almost a million so oh my god see that that's
[00:29:33] good because i think that's great information because a lot of companies aren't i don't think
[00:29:38] they're putting that information out there to say hey we've been no you know we had a cyber
[00:29:42] attack and i don't know if you saw in the news anthony that there have been some hospitals we've
[00:29:48] even did a couple of shows on we do a show called our type of show called true payroll
[00:29:53] crime stories where companies and stuff being hacked by cyber attacks and impacting
[00:29:58] the employees' payrolls and stuff like that yeah they're sneaky and it's like even if
[00:30:03] it's a regular looking website they can put like a cross scripting attack on the browser
[00:30:10] if you click on it then they get all your information they can have run bugs just through
[00:30:15] your web browser they can run bugs through your ram now they don't need to be on your computer
[00:30:21] on your like your hard drive they'll do it through the memory of the hard drive so you
[00:30:25] can't find it oh so it's getting crazy wow and then that site is called threat map dot
[00:30:32] checkpoint.com if you want to go to it heck yeah sir threat map actually i was wrong
[00:30:38] so i want to right now it's six million six million yeah oh wow i just got attacked too
[00:30:48] on we had to shut all our cards down because like it was like one amazon charge and they
[00:30:55] it declined and then they try to hit every card on our face like they have to have all
[00:31:00] my cards yeah did you get scammed do you think you think it was like you went to the
[00:31:04] store and swiped your card but it wasn't a real swiper it was something yeah i think it was
[00:31:09] something that i had done that day online something yeah something like that yeah
[00:31:16] same thing happened here man yeah same thing are there any consumer products that help
[00:31:23] safeguard against this yeah they have the life alert stuff so the credit yeah yeah but that's
[00:31:32] you can also check some sites to see if like your email address is on the dark web
[00:31:36] yeah i did that yesterday for two of my email addresses and my main one is it was in 12 12
[00:31:43] cyber it was sorry b let me see if i can find the website oh you're good you're good man
[00:31:48] are you fine okay yeah yeah so they it says that my information from my email was leaked
[00:31:54] on in 12 cyber attacks oh my gosh wow that's all that companies don't want to say my bad go ahead
[00:32:01] no it sounds like before we get into the real questions because now you open up a realm of it
[00:32:06] for us is just man this is awesome what you're saying it sounds like it's important for us
[00:32:10] to be on top of where our data is going where our stuff is at like yeah make sure that we're
[00:32:16] out there because it seems like we should be doing our checks because i think some of us
[00:32:20] as just people are not checking that stuff we're just like hey we'll swipe our cards
[00:32:24] buy stuff online right click this link click that link and not just say okay hey it is what
[00:32:29] yep our data is super important man that's what the that's what the companies want is our data
[00:32:35] that's the most important thing to them is our data to see how we use the internet see what
[00:32:41] we do online it that's all they want just to be better at selling their products to us
[00:32:49] yep and also the attackers want our data because then they can get our personal information
[00:32:54] sell that online as well so you got two you got the good or the neutral companies that want to
[00:33:00] sell you stuff and then you got the bad people that want to take your information
[00:33:05] wow so there really is no good point of people wanting your pii your personal information yeah
[00:33:12] and we gotta be we really have to be active and intentional about about staying on top of it
[00:33:18] and things and uh and google actually is really good like i'll get those google alerts
[00:33:23] whether they're like hey you're using the same password in multiple sites or yeah your stuff got
[00:33:29] leaked to the dark web or your address is out there so i always use that and follow up with
[00:33:34] it and try to stay on top of it but it's like yeah man it's crazy scary that's i just
[00:33:39] happened to check this off yesterday because i was studying and i saw there's one little
[00:33:43] line and the guy told said the website where you can go to the to see if your emails are
[00:33:49] and that's dope and then i found the cyber threat website too yesterday and i was
[00:33:54] watching that thing for an hour wow they do like a line of where are the attacks coming from
[00:34:00] and they'll point to where they're going oh my god so there was like
[00:34:05] nebraska was a source of some of the attacks really that thing was just going to all over
[00:34:10] the world man it was yeah it's crazy malicious attacks yeah no i believe it they said uh that
[00:34:17] that by the year what was that 2025 brian they said that yep cybercrime is going to be like 10
[00:34:24] trillion dollar oh yeah yeah yeah that's crazy are you able to share the one with the yeah i
[00:34:35] went to the threat map dot checkpoint dot com are you there right now yeah i'm there right now
[00:34:41] are you able to share the other one that you mentioned with the website finding your
[00:34:45] email address yeah i'll have to find that i think i was on my other my laptop looking for it
[00:34:53] yeah if you could share that with us later on like even after the show like that way we could
[00:34:58] put it that way we could put it in the show notes and share with everyone i got it okay it's
[00:35:03] called have i been pwned.com so have i been pwned with a p it's nerd cyber talk it's a p
[00:35:12] instead of o dot com yeah i see it so yeah you got it i think so it's yeah p w n e b yep i see
[00:35:26] that came up oh wow wow this is great stuff folks awesome thank you so much anthony anthony
[00:35:33] for the win happy to help yeah all right so let's get into some questions
[00:35:42] any more questions about the cyber stuff yeah no doubt we have to have you back just on the
[00:35:46] cybers on the cyber or if you don't love these other questions quick we're gonna circle back
[00:35:52] all right so question number one um as an employee what is the biggest challenge that
[00:36:00] you face with understanding your pay i would say definitely the complexity of the pay stubs
[00:36:06] it's hard to figure out what is what i started this job a month ago i got my second paycheck
[00:36:15] and it said i had 55 hours of a vacation but i was told that we build up on that so the
[00:36:24] 55 hours wasn't really there that's just all i'm gonna get by the end of the year
[00:36:29] so every pay period i earned 3.5 hours and they just put that on the pay on the paycheck that
[00:36:36] i already have the amount i'm gonna have for the year so i thought that was crazy
[00:36:44] the tax withholdings definitely yep i would like to know way more about that
[00:36:51] because it hurts every time um just regular deductions and like 401k and benefits i just
[00:36:59] want to see like a where everything is going yeah a good company should let you know that
[00:37:05] though they should talk you through yeah all of that so but i've been in some companies that
[00:37:11] did not at all yeah and that's exactly why we started this show yeah that's exactly one
[00:37:17] of the one of the reasons why we started this show is to educate empower and i think you said
[00:37:23] a lot there the key word you said is that the company the company should let the employee know
[00:37:28] right but some companies don't feel like it's their responsibility right hey they say to pay
[00:37:33] you you should educate yourself on your pay your tax like that which is partly true right but
[00:37:39] i think employers could do a better job of saying breaking it down for the employee and
[00:37:44] saying hey this part of your pay stuff means this is how your pto works to what you spoke to
[00:37:49] and i think that companies should take the onus of doing that that's something that i'm doing
[00:37:53] right now in my current job is my team is building a an employee guide to break down
[00:37:59] those things for the employee and say hey this is what it means and i think more companies
[00:38:04] should do that because people want to know especially in today's economy everybody is unless
[00:38:10] you have two incomes in a house like it's hard out here man even if you have two incomes
[00:38:15] hearts you know what i'm saying yeah yeah it was like we say any way go ahead no i was just going
[00:38:24] to say to waltz point 80 percent of americans live paycheck to paycheck that's dual house treat
[00:38:28] three house three in the house four and i don't matter yeah yep you're right yeah it's tough
[00:38:34] it's super tough everyone's pitching pennies i want to know where every cent is going
[00:38:38] especially if i'm not going to be able to spend it so yeah so based on your experience i think
[00:38:44] you answered it for us already with the second question but do you believe that employees in the
[00:38:50] tech or cyber security industry are more aware of how they pair how their pay works
[00:38:56] it depends on like where you're at in the industry i would guess maybe so like google
[00:39:03] and microsoft and facebook and like the big tech companies they do a really good job of breaking
[00:39:09] that stuff down for the people i'd talk to that work for them they're super transparent with their
[00:39:15] packages and they know their salary they know exactly what where everything is going but these
[00:39:20] smaller i worked for a small little help desk company in montana there was only four of us
[00:39:28] and my boss didn't break anything down at all like that because i could take off whenever i
[00:39:34] want there was no set i didn't have vacation i just took it off i could i didn't like he
[00:39:40] kept paying me in terms of that's okay but it depends really where you're at in the field to
[00:39:46] to have an understanding just like any other field i would guess yeah yeah it's true it's
[00:39:50] true like even in the payroll field we do payroll i've known payroll processors
[00:39:56] that didn't know how their own pay worked yeah as crazy as it sounds but it's true it's
[00:40:02] happening like what is this on my check didn't you do that yourself are you making your own
[00:40:07] pay not necessarily because in a big department we it's like an assembly line right so you
[00:40:13] could have a payroll professional that is only fixing punches as they can they come in they're
[00:40:19] responsible for time and attendance there are time and attendance clerks or you could have someone
[00:40:23] that is just worrying about the piece of taxes and then that piece so the bigger the team
[00:40:29] the more spread the work can be and they may not now to your point they should be going out
[00:40:36] of their way to understand that they have a hand in right those all compartment lies it can
[00:40:43] if it's a bigger company yep it can be and but that's also to the payroll manager or directors
[00:40:49] of negligence so to speak to have their team under do we all understand right one of the
[00:40:55] things i've done in a big team is hey look all of you have to be able to calculate gross to net
[00:41:01] without the system i should be able to give you a stub and you should be able to hand
[00:41:07] calculate these things with tools and maybe even a calculator but do it without the payroll system
[00:41:13] and then that's how you really know what you're doing for me that's one of the the marks of a
[00:41:18] good payer professional but yeah it could it could exist where you just don't get it and
[00:41:22] to walt's point we've known professionals that don't even understand what they're doing
[00:41:27] they're just pushing a button pushing buttons yeah they understand they understand the
[00:41:33] process of processing payroll but they don't understand how the pay works i got you yeah
[00:41:42] yeah so like them books man yeah man always especially someone's paying you yes for real
[00:41:49] all right number three what would you personally like to see change regarding pay in your
[00:41:56] industry really equitable pay packages would be a really big thing for me depends so if you're
[00:42:04] working from home let's say i live in la yeah i don't want to make the same as someone in
[00:42:09] nebraska because the lifestyle is different yep cost 11 i live in ain arbor is expensive
[00:42:16] my company is is in la and i don't think they understand like the how expensive it is to live
[00:42:23] here so i would like that depending on your area maybe flexible pay options too let's say if it's
[00:42:30] a huge company and they do pay periods every week but we still get paid bi-weekly but i like
[00:42:37] to get paid every week so i think i should if they're doing the pay period every week i can
[00:42:43] should be able to get my check then i feel like i think that'd be cool or just at least
[00:42:47] be like flexible about that that's about it man i just be more transparent with everything with our
[00:42:55] pay okay yeah is a huge thing that's good stuff and companies are going we're late to the game
[00:43:02] now we would employers as a whole are late to the game or and trying to catch up because that
[00:43:10] is part of the conversation trying to do because what i heard you say what it translates
[00:43:14] into is compensation and benchmarking your employees compensation across the country if you
[00:43:19] have remote employees you're benchmarking it and i have seen it so look it may come soon
[00:43:26] because i've seen already in listings and things like that where companies are listing hey here's
[00:43:32] the range if you live here's the range if you live here's yeah so they're getting there
[00:43:36] that's just cool it's just now becoming a better conversation because we talk about pay
[00:43:41] transparency a lot on both shows and it's new it's very new it literally because the law has
[00:43:49] recently changed to make employers they have to show the the pay range that they're hiring for
[00:43:56] that position yeah like on indeed yep i've seen that more too yeah yeah it's good apply to a
[00:44:02] job if it's not on there exactly right because this what are you paying me and the other part
[00:44:07] was i'm hearing that earn wage access could be a solve for your company because there are
[00:44:14] companies that call pay active and what they do is they allow employees like yourself to say oh
[00:44:21] i'm gonna pay myself every week now and they give you cool yeah they yep pay active mention
[00:44:28] that to your yeah mention them to your hr and say hey you guys should look into pay active
[00:44:33] because we really i would love to pay myself because so basically your company could stay
[00:44:38] on the bi-weekly but if they have pay active as a tool in the eco in the tech stack right
[00:44:45] then employees could tap into their wages earlier and say okay boom here's my all friday yep it's
[00:44:52] and literally that's the it's earned wage access so you can only access the money you've
[00:44:58] earned already so if you've worked five days but this friday is not your pay day you can access
[00:45:04] the last four or five days yep does that work with the salary positions too or just hours
[00:45:10] yeah it's probably easier with salary because then they don't need your daily punches
[00:45:15] yeah they know exactly what you're gonna get yeah yeah think uber and lift right these gig
[00:45:20] economies where they can get their money at the end of the shift right they're working all day
[00:45:25] and they they cash out right it's the same concept but they just need all they need yeah exactly me
[00:45:31] too all they need is a company like pay active to be in the tech stack and okay it can solve it
[00:45:37] yeah so that's good stuff so it's a really good it's really great you've said those things
[00:45:42] because the industry is trending to that those solutions it's just now getting to that place
[00:45:49] yeah unfortunately would earn wage access what we've learned from our partners over at pay active
[00:45:55] is that leaders are like don't believe in it yet they're like oh employees should manage
[00:46:01] their own money and i'm like yeah if you give them access to it we they can they're being
[00:46:06] very ignorant about how these tools work and it doesn't cost the company anything other than
[00:46:13] letting them integrating it into the tech stack that was a good point brian because you're
[00:46:17] right i think there is some room for leaderships to lead people in positions of leadership to grow
[00:46:24] and understand hey i saw this one clip on tiktok that this leader or the ceo of a company was
[00:46:31] saying if you make 20 an hour that's six figures right i was just like no that's 41 000
[00:46:36] 42 000 dollars right here but see in his mind 20 an hour for somebody that's six figures
[00:46:42] like no yeah no that's five with regular people yep and it's a and there's a really easy cheat
[00:46:50] code to figuring out what you would make annual you take your hourly rate and double it and add
[00:46:55] the three zeros that would be your annual within a few thousand dollars right so okay
[00:47:01] twenty dollars an hour doubled is 40k a year like that's not six figures folks so
[00:47:08] you know what i mean um yeah they're disconnected the the leader that's what like that's where
[00:47:13] their whole what is it ivory tower phrase comes in you know yeah you don't have problems managing
[00:47:19] your money because you're in the 20 of americans that don't live paycheck to paycheck but
[00:47:24] exactly percent of americans do so the 20 half that don't have that empathy no exactly
[00:47:31] right for the normal person that's right it's empathy another big topic we talk about here
[00:47:36] on this show um great yeah great quality exactly right they're disconnected from it and we were
[00:47:42] just talking about really good companies uh before you got on we do a little pay news segment and
[00:47:46] we talk about some stuff in the news and we were just talking about that like good
[00:47:51] the good companies are the led by managers and people who connect to their people where they
[00:47:57] are and in your exam is understanding that you know what anthony lives in an arbor hey wait a
[00:48:02] minute are we paying him competitively according to an arbor or we pay competitively on a knee
[00:48:10] they may try to get over and say oh we have right and a national average drops the rate
[00:48:16] right you don't want a national average because there's a town in some middle of america place
[00:48:23] where 20 an hour is amazing it's making bank right and they're chilling oh my god this is
[00:48:29] great but 20 hours an hour in a city in an arbor in la and new york and miami is not good
[00:48:37] it's kind of entry level out of high school pay and it does you can't two people making
[00:48:43] 20 an hour are struggling they do it yeah you do it it's soft man wow i love it what a great
[00:48:50] conversation what's the next do we have another question we have one more um before
[00:48:54] we get toward this or that and now you can go back to asking them questions about cyber
[00:48:57] security if he has time if you have time um what advice would you give to new employees
[00:49:03] about what to expect in the workforce um let's see it's a good one let's say building
[00:49:12] relationships is a good one if you start a new company um yep so i asked i don't even know
[00:49:20] his name i can't remember his name right now but he he's like the lead in my department
[00:49:25] yeah and i just happened to just hit him up on teams and asked him about taking time off
[00:49:31] so i'll take that friday off for my test and then he we had a meeting right then and there
[00:49:36] it was for an hour about some of the stuff we're talking about now and he showed me how
[00:49:41] to do it in day force so building those relationships with the right people to
[00:49:46] maybe get some insider information on how everything works in the company is good
[00:49:52] get feedback from your managers from your teammates from the people that have been there
[00:49:58] longer than you see how their pay is going if it's about pay or see how the culture is before
[00:50:05] but you get to invest in a company like culture is really big for me in a company
[00:50:09] the first question after the interview i asked them was how's the culture yep and they talked
[00:50:15] about that for 30 minutes and i was like okay i can i like this a lot so they sent me cookies
[00:50:21] oh my house yeah before i started oh yeah i was like who's gonna be cookies right now and i looked
[00:50:27] at his uh welcome to the team i was like oh that's nice that is nice i wonder if it's the same
[00:50:34] uh they did you do you guys so there's a new wide receiver for the bills kian i don't know
[00:50:39] his last name colman top of my head kian colman i don't know how i forget i watch his i'm his
[00:50:44] fan he's the guy is so genuine he's so funny do you are you aware of him kian colman
[00:50:49] i know i don't like football but go ahead you don't like football okay but see he's a character go
[00:50:54] look up his clips he's a character beyond football and he said this he said something
[00:50:58] similar he said that he had gotten to his his new locker and it was a big box of chips
[00:51:03] of chips ahoy cookies and he's just yeah i did see that clip you see it on the baby
[00:51:08] yes yeah maybe thinking that and i'm like yeah i got an ig i'm like what one of my ig friends
[00:51:14] that got my address yeah but that's such a good look right that's such a good thing it's really
[00:51:23] important because going back to the engagement part of it it's important after hiring someone
[00:51:28] especially if there's two weeks sometimes there's months between hiring somebody and actually
[00:51:33] them starting right yeah right and if you don't keep that connection to them and let them know
[00:51:39] you're thinking about them they could take another job they could get recruited in that
[00:51:43] moment in that time frame and be like you know what yeah these folks seem better i'm gonna just
[00:51:47] they haven't even called me in three weeks that's interesting that they use cookies
[00:51:52] anthony because i'm selling my house and one of the strategies that the realtors did during
[00:51:58] the open house is that they baked fresh cookies yes when they came in yeah yeah and so
[00:52:05] when they came through because they said that makes it feel like home yeah so wait
[00:52:09] did that mean your house will walk they baked them in my house yeah because of the smell
[00:52:14] yeah because of the smell yeah right yeah then you walk home and this cookie's being just made
[00:52:19] in the crib oh my gosh i want to hey it's instantly changing your day yeah in psychology
[00:52:25] yes yes that's cool yeah no i thought that was really cool but to your point about the time
[00:52:31] in between the interview was starting i think mine was like three weeks and i was mentioning
[00:52:37] to my partner i'm like i haven't heard anything in a while like see i haven't got my laptop yet
[00:52:43] see and she's dude calm down they said you got the job a couple days later i got those
[00:52:49] cookies and i felt way better i was like all right exactly yeah yeah definitely know how that
[00:52:54] feels so good man this has been a good topic man and yeah i'm going to this i'm sorry bray
[00:53:02] oh as i say it's a great conversation man i would love to schedule something else again for you to
[00:53:06] come back on again and talk more about cyber security we dope that'd be dope all right
[00:53:11] let's do this is a fun game we play this or that you can pick one or the other neither or
[00:53:15] both there's something to give folks insight about yourself well you want to take the first
[00:53:19] three i'll take the last yes all right so number one science or religion
[00:53:26] oh science science okay number two guitar or drums drums drums okay okay and number three
[00:53:38] android or apple android all the way open source baby all the way yes i do have a macbook
[00:53:47] now though you definitely i got a macbook and i go to bed with that thing i have a other
[00:53:53] thing i have a other laptop in the living room and that's just the living room the macbook's in the
[00:53:58] bedroom and i made that switch and i was like damn cheating on it my windows computer here but
[00:54:05] yeah it's nice those are nice it's funny i had a i had an it director that i worked with in
[00:54:11] the past and i like from one meeting to the next he had an iphone one meeting and then he
[00:54:17] had an android in the next meeting and i was like oh did you switch phones and he's yeah i
[00:54:22] feel like he made this phrase up he's yeah i'm trying to be bi-technical bi-technical yeah i knew
[00:54:30] what he meant but i was like i feel like you made that word up bro but i didn't i understood
[00:54:34] what he was saying and i feel like the same way i think if you're savvy then you need to
[00:54:38] be savvy on both platforms everything yeah yeah all right my my three last three here crypto or
[00:54:46] cash crypto i say that begrudgingly because lost a lot of money to crypto but crypto
[00:54:56] yeah it's still a gamble i want to circle back to something with blockchain and cyber security
[00:55:01] next one is ninjas or samurai samurais well i feel like you some personal connections right
[00:55:09] new something because i'm like where did we'll get all these ones all right um oh okay new laptop
[00:55:17] or a new server for me it'd be a new laptop okay but i do need some server i'm gonna build a
[00:55:25] lab here oh nice nice man has got some old i went to my friend's office downtown they have
[00:55:32] a bunch of old servers there so they're gonna give them to me i'm gonna try build a little
[00:55:36] lab and try to affect it clean it and before the test so yeah that's fresh man i definitely
[00:55:44] want to keep in touch with you that's awesome man yes my question and then let you go i know
[00:55:50] again i won't be sensitive of time um do you feel like blockchain is a solve to the data
[00:55:57] the personal data of it all if we because what i as i studied blockchain as it pertains to
[00:56:03] hr and payroll one of the concepts that are floating around is that the employee should own
[00:56:10] the data and we give access to who we want to have it and could solve for that do you agree
[00:56:18] yes i do agree with that i like with blockchain you got to do the math a bunch of computers
[00:56:24] have to do the math to check everybody's actions on the blockchain so i feel like
[00:56:30] with that and payroll you have that data that you allow to get that you give to the company
[00:56:36] and it's all checks and balances so it doesn't really belong to anybody really you know what i
[00:56:42] mean but it's your data but it doesn't belong to anybody but it's yours through the blockchain
[00:56:47] so right i do agree with that okay that's nice so i agree also i think that would be
[00:56:53] the way to go with it where instead of employees having to enter re-enter their information in
[00:56:59] all of these systems that you just you can give you can build it in one place in the blockchain
[00:57:05] and i'm a novice i don't know yeah i this is how i'm thinking of it and it does sound good
[00:57:10] if i build my employee profile on one blockchain application or node or whatever the
[00:57:16] right terminology is then i give access to whoever i want to have it and what level and
[00:57:23] things like that the i know with like cardano or one of the other crypto companies they're
[00:57:31] going to start like signing contracts through them with the blockchain i just think
[00:57:38] it's going to be good for everybody if we just switch over like bitcoin becomes more stable
[00:57:43] we have a world account a world dollar through bitcoin we don't have to do any exchanges
[00:57:49] like we could just use bitcoin for everywhere and i think that would be good too yeah i would
[00:57:54] disrupt a lot of industries but yes i agree i agree i do you think that they would have to
[00:58:01] adapt i feel like it's not that hard to accept bitcoin no or any of them really agree and
[00:58:08] it's cheap i'm just i'm like i'm thinking of the companies who make money on doing the exchanges
[00:58:16] stuff like that yeah you know what i mean doing they got that debt like you said do we need them
[00:58:22] no we don't no you're right yeah no you're right we don't think we really need them
[00:58:26] and it would make payroll easy across the world because then you can pay in that common
[00:58:32] currency yeah i love it yeah i saw a guy i think he was trying to send it was a lot of money a
[00:58:39] couple hundred thousand dollars um and you got a fee for sending it yep so and it was expensive
[00:58:46] yeah it was expensive it was a couple thousand and he did it through bitcoin blockchain and it
[00:58:53] was a couple cents yep so i feel like that's just it's just better for everybody to go that
[00:58:58] way yeah yeah it's pretty it made a little bit more less friction on it so look if you have a few
[00:59:03] more minutes man we'd love to have you on for safe talk this is the segment we end the show
[00:59:08] with and we just ask a little bit more of a tough question to the audience and between me and
[00:59:13] wall but if you want to stay on you could chime in as well oh yeah all right cool wall
[00:59:17] you good with that yeah yeah all right so the question is should employees be more realistic
[00:59:24] about the changes their company and the government can make right and the way i interpret this is we
[00:59:32] how we complain about things and we just we did it now we're having some complaints about all
[00:59:36] they should do that should that but so should employees be more realistic about it or should
[00:59:43] they just be like keep shooting for gusto no they should do that what how do you feel about
[00:59:47] that so for me i think the answer if i had to say yes or no i think the answer is yes
[00:59:58] we there should be some more realistic outlooks for this yes yes can we shoot for the moon
[01:00:04] yes shoot for the moon but have some real realistic expectations and know that
[01:00:09] for some companies it would take a complete overhaul for them to change some of the stuff
[01:00:14] that we're asking them to change you know what i'm saying so but there are some things that
[01:00:20] are low hanging fruit that can be changed now that the employees should expect to be done
[01:00:27] so depending on what the level that goal is or that need is that one is
[01:00:34] i think that dictates what the outlook should be in my opinion i don't know how you guys feel
[01:00:40] Anthony i agree with that i feel like the best companies are always employee focused though
[01:00:48] so they say make a point to make their employees happy because a happy employee is going to be
[01:00:54] loyal they're going to come into work every day they're not going to get the sunday scaries
[01:00:59] worrying about the week yes so i feel if a company really cares about their people they would
[01:01:06] do they would at least think about it and come up with a plan or negotiate instead of just outright
[01:01:13] flat saying no which i've been to companies that do that they have their way and they don't want
[01:01:18] to change for because we're replaceable yeah you know what i mean like we can just they can
[01:01:23] just get rid of us so that's why i'm like big on the tech industry like having unions
[01:01:29] i want to get a union going interesting because they need us all these companies need us
[01:01:35] that's right what about you yeah no it's a great show so i think that both i don't know if if i
[01:01:46] have a yes or a no here but what i think is that employer and employee both have responsibility
[01:01:53] in the transparency of things right so let's use anthony's example of wanting to get access
[01:02:00] pay weekly instead of bi-weekly right now the answer if he was adamant about it and went up
[01:02:08] the ladder and drove this all the way to the top type of thing that somebody at some point
[01:02:12] would have to explain to him why they cannot or do not want to do it because it's not a cannot
[01:02:20] sometimes it's just i do not want to do it yeah and like right and be be transparent with
[01:02:26] it because why bs it right oh no we're pushing that off to next quarter or that that's on the
[01:02:32] road and come on man stop this is it seems like a fairly simple solution why aren't you guys
[01:02:37] adapting it and then just be honest be transparent with the reason you know what we don't know
[01:02:43] enough about it we're not comfortable enough about it to implement it oh dang well at least
[01:02:48] you get an answer and that's right and that's a really respectable answer instead of oh
[01:02:52] we're gonna put it on the road map and what no that's not a good answer how long has it got
[01:02:57] it's never coming down but it's never coming exactly because there's all these other things
[01:03:01] in front of it that have to happen so i think that for me that's what has to happen is that
[01:03:07] more transparent relationship both ways on what they want and then also and then and that's
[01:03:13] the employer side the employee side is we may ask for things with a hidden agenda don't
[01:03:19] have a hidden agenda just say yeah i need these things to be successful i need i want this to be
[01:03:26] successful and don't ask for one thing but you're really trying to get to the next one don't ask
[01:03:31] two questions to get one answer you know what i mean like just be transparent so i think both
[01:03:36] parties have responsibility in that transparency in that communication loop right because it
[01:03:43] takes both ways so yeah that's for whatever it is i don't know if it's a yes or no there
[01:03:48] sorry but that's kind of how i feel about it yeah sometimes there's a gray area right sometimes
[01:03:53] there's no clear yes or no because if you look back at what i said i said both i said depends on
[01:04:01] what the level of the need is so yeah right yeah because companies do have to be structured in
[01:04:07] a way that they handle things but yeah if there's still simple answers to some questions
[01:04:13] that you can give to the employees that have them breaking the protocol or jumping over somebody to
[01:04:19] or if you don't know just say you don't know to be honest about it yeah exactly right just
[01:04:23] just some transparency man i think that's what we lack so much yeah radical transparency i think
[01:04:28] that folks lack that a lot and they're afraid to be vulnerable they're afraid to give the
[01:04:34] right answers and the other truthful answers of things um but yeah that's a good one
[01:04:41] walk because we could that could take us we could keep revisiting that question
[01:04:45] absolutely yeah it could be a whole show exactly it could evolve but yeah i mean thank you so much
[01:04:52] anthony for joining us today man it's such a great conversation and definitely hopefully you and
[01:04:57] what we can schedule another repeat of this because just in cyber super down alone awesome
[01:05:03] awesome that's awesome yeah um and let us think of some cyber good cyber security questions
[01:05:09] for our guests and our audience and whatnot yeah oh and anthony anything that you could
[01:05:15] suggest that we want to talk about so next time we do that show anything that the
[01:05:19] oh yeah employees should know and like any resources there's a bunch okay nice nice
[01:05:29] um awesome thanks for having you guys of course pleasure is all ours thank you so much
[01:05:35] yeah thank you very much i expect to be seeing your podcast sir
[01:05:40] i expect to be seeing my friends are lame around this is sports movies tv shows just
[01:05:53] pop culture pop culture anything oh wait what sports do you like you don't like football what
[01:05:57] do you like then basketball i watch like college football but i'm not a big i don't know like
[01:06:02] the players names i'll watch it but i know basketball though okay thinking basketball
[01:06:08] right now it was okay see but they got bumped the other night yeah who you watching now then
[01:06:14] the maps i want kairi to get another ring and lucas yeah cool that's awesome all right yeah
[01:06:21] anthony can play tonight i played him we were playing around a little bit oh nice
[01:06:25] yeah i got a little stroke yeah a little bit yeah speaking of basketball i was just watching
[01:06:31] the movie um the way back with ben aflac and he's a coach a redemption story yeah and he's a
[01:06:38] basketball yeah it was good there's a good flick yeah that's a good movie yeah are you
[01:06:44] sold already yeah right good yeah i think like hbo i think i watched it like yeah yeah looks
[01:06:50] it was good yep so dope i like to feel good redemption stories yeah all right folks that's
[01:06:57] it for today thank you for joining us our guest anthony for coming out and giving us some time
[01:07:02] and look forward to having him back thank you walter for your time as well my partner my friend
[01:07:10] yeah be good everybody we love you peace peace before we sign off here are a couple quick
[01:07:17] things don't forget to follow it's about payroll on linkedin and it's about your paycheck
[01:07:22] facebook and tiktok thank you for being part of our payroll community and thank you for
[01:07:29] being a part of this journey with us until the next time keep learning keep growing
[01:07:34] and most importantly keep going
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