Navigating Hybrid Work and Payroll: Insights and Strategies

[00:00:00] Now we have to establish nexus. Now we have to pay another state for their income taxes and all these things. So that drives up. And he used to say, can we not find talent here? Welcome back folks. This is episode 143. We're going to talk about hybrid work models because it's my favorite subject and how that impacts payroll. I'm always on the controversy with hybrid versus non-hybrid and everybody's forcing everybody back to work right now.

[00:00:27] But before we get into the main topic, how you doing today, sir? Doing well, man. It's another day. January's almost done. Oh my goodness. I'm already talking about the next payrolls in February. People sending stuff. I'm like, yeah, next payroll, February. Like, wow. Oh, and it happens. Yeah. Yeah. Valentine's Day coming up. Everything is all over again, man. Yeah. Well, it moves so quick, man. I think that's, I think that's why you just got to do the whole new year.

[00:00:55] And this is why, what is one of the reasons why I don't like new year, new me? Because just change when you're ready to change. Your time is going to fly by. If you don't hit it now, what are you going to wait till next year to start over again? No. Look, wait till next Tuesday. I agree with you in a lot of ways with that. And whatever a person needs to do for them in order to make that change, if it's the new year, new me thing until it finally sticks, so be it. But you're right. Because look, change is hard, right? Yes.

[00:01:24] Because I can start working out today and I'll be, and I'll work out for two and a half weeks. And then that third week comes and I'm just like, you know what I'm saying? And that's the test of time. Like how committed are you going to be? What's that saying? Like it takes 21 days for something to become a habit. Yup. I was just going to say, how many days? Yup. Cause you say that a lot to us and it's sticking, right? It sticks with me. And to build that habit, there's another one I'm out there.

[00:01:52] Like how to be like so many hours to become an expert at something. Look, and that's why I like wall had proposed this fitness challenge that we're doing financial. And I mean, we are trying to do, it's just a better, better us every day. But any who will propose this financial fitness challenge for a show topic. And I said, how about let's make it a segment? And we talk about it every show. We show our progress. We see how we're going and he agreed and boom, we doing it.

[00:02:20] So we're introducing it on this show as well. We'll still keep pay news in the mix and stuff. And we're writing this moment. We're going to talk, we're introducing this a fun way to boost your savings. We're going to participate in a savings challenge over forever. If I mean, if it's all right with you. Yeah, absolutely. Absolutely. I totally agree with you. And look at some of the ways we're already implementing that. I'm going to just go get right into it about what I'm going to go for. Yes. I'm a creative. Right.

[00:02:47] And so lots of times I make different beats on garage band and music and different things like music. Got it. Well, got a SoundCloud guys. Go check out his SoundCloud. Cool. Black rock. No, like rock. That's something else. But though, like I decided, you know what? Why not just build my savings through using the creative gifts that I have and just starting on side hustle with that? You know what I'm saying? Like lots of people may think this is a side hustle. No, this is like our thing. You know what I'm saying?

[00:03:16] And like me selling my music online, it might be a way to boost some savings and get some residual income or passive income in. And I like doing it. So what about you? What are you doing, Brian? I'm investing. I'm going to take a few bucks every time I get paid and put it into Robin Hood. I had done Robin Hood before, but it could be other apps folks. There's a bunch of them now that are fine. I don't think any, I don't think they're any different of each other. Look out for fees and how they charge you.

[00:03:45] I think that's the biggest difference, but I'm going to use, yeah, I'm going to take a few bucks every time I get paid and every time when I have some money and man, I saw a guy, did you send me the link? Yeah, you sent it. You sent that somebody took their Starbucks money. Yeah. Every day. Yep. Five instead of invest, instead of buying Starbucks and investing in Starbucks stock. And it kind of showed you, I don't know if it's true or not, but it's definitely the concept is right. Yeah.

[00:04:10] Like how much his money went up because he was investing in stock and not buying Starbucks. I was just telling my mom today about we were like, we were doing the math talking about savings on coffee. Right. We're already do that. Like, and that's, that was a result of this type of challenge that we're doing. And so part of the challenge, we're going to look back at our spending and say, okay, how can we save for money that we were already spending? And then we'll add it onto that and say, how can we start another side hustle?

[00:04:38] Cause yeah, this is, it's a side hustle, but it's kind of just an extension of our job. We're just talking work and I'm helping folks out in the meantime. Yeah. And it's it. So yeah. So anyway, we were doing math and whatnot and I did the math for her, like what? Like five bucks a day on coffee. Let's say you'd buy people buy two cups and it was like a few thousand dollars a year in coffee. And boom, wait, what if you add lunch? What if they add, she's wait, if you add, what if you bought lunch every day? I was like, oh, you have to 10 grand a year. Yep.

[00:05:07] If you bought two Starbucks coffees and buy lunch every day, five, not even every day. I did five days a week, weekdays. Yeah. It's $10,000 a year. You remember that? Yeah. That's that goes back up to that episode that we did a long time ago for IAYP. When we talked about how people spend, how much they spend per day, especially when they have to travel or work and if they have pets and stuff like that, and around that same amount. Remember? Yes. Yes.

[00:05:36] All those different factors factored into it. And we were just like, man, $10,000 and up. Easy. You would have to. Yeah. Easy. Forget about it. If you have to board your pet every day. Oh my God. Yeah. You're in the thousands just for that daycare for children. Not that's an option, but it brings up that whole old parent might any who, but anyway, get to work every day. If you could, if you, some people can, but any who back to the financial challenge, that's what we're doing.

[00:06:04] We're going to report on our progress every week. And this week so far, I've already saved in DoorDash because I had a subscription to DoorDash. Nice. But I don't use it anymore. Right? Because what I just, there was a moment where I was using it and then, I don't know, just fell off, stopped using it. And I saw my subscription hit. Like I was looking back at my expenses, starting to look back on it. Yeah. And I was like, wait a minute. I don't even use DoorDash like that anymore.

[00:06:32] And what I've done at home is when we want to eat out, I'll go get it. I'll call it in old school. I'll call it in and go get it. Yeah. You save so much money. Yes, it's convenient, but you're paying for that convenience. I like what you said about Uber Eats, how you find like the deals and the buy one, get one. And then you extend your meals and whatnot. And now you got lunch or dinner for the next day. That's the type of things we're talking about and we challenge ourselves to do because we do want to,

[00:07:02] we want to level up. We want to take more and invest in to building this business, building new businesses. That's just who we are, right? You could do it to get a vacation or whatever you're saving for. Some folks are not everybody's rich. Clearly, what is it like 70 to 80% of Americans, us live paycheck to paycheck. The Trump camp, the Trump, what did they call it when he's in office? The Trump administration and his time there. That's the word I'm trying to look for that word, but I can't think of it.

[00:07:31] But anyway, the Trump administration promises to kind of boost the economy and stocks are going to go, Hey, let's take advantage of that. You know what I mean? Little by little, let's all take advantage. If you're living paycheck to paycheck, these are little things that we could help with. Your payroll professional is no different, right? That's one of the things that we're taking from the other show and just kind of bringing it over here because we talk about paycheck there and it still applies to us as payroll pros. Yeah.

[00:07:59] Oh, and the other thing is for our business, for the AI, because Walt and I are trying out all the AI, like all the AI, we're trying it all out. But as we talk about new things and as the AI develops, we see some stuff that we're already using has new features. Yep. And we can leverage that and then try not trash, but not subscribe to the other ones that we thought. So we're saving there and we're saving with DoorDash. Personally, DoorDash business wise, we're saving with AI.

[00:08:28] We're making those choices and little things like that. Like, yeah, we tried in video for some of you that out there may know some of that to create different content and everything. We tried that and that was like 20, 30 bucks a month and signed up for that. And then I think we have some other different AI tools and stuff that we were just like, oh man, like maybe we don't need this right now. No, that's a good point. Let's call it out because folks need tools, right?

[00:08:55] We use video AI, which is now Kuso.ai. Is that for our clips of all the, those of you who see our clips out there, these guys always posting clips. Yes. Cause we use AI to help and. For now. Oh my gosh. Generating great videos. And now we could do commercials probably without people like having to hire actors. Like, you know, it's just changing the game for content creators and folks like us that are

[00:09:20] doing it bootstrap and shout out to time track go who helps us produce and do these things as one of our sponsors. Shout out to bamboo HR who's coming on as a new, a new partner in our work defined network. So all these things might win, but again, we're bootstrapping things. We need to be lean, mean, and watch the cash register. And look, we challenge you. Some of you that are listening, right? Some inventory and see where you can save.

[00:09:49] And personally, and if you're in charge of the cash register, as Brian was speaking to at your job, maybe you can save in a different way at your job too. Yeah. Oh, if you as a payroll person, and that's something new. And as we segue into payroll, that's something new that I've kind of take. How can I say? We've always done it right. We as payroll pros save our company's money, but we don't quantify it. Yeah.

[00:10:16] I did an exercise over the holiday break to say, how much have I saved companies over the years, different companies doing different projects where I got into the millions. Yeah. Justin things. Yup. Now I don't get paid for that. Like they're old, Brian. Actually, you know what? I did have a boss that did reward me for helping to safeguard and save money. So I did get paid for it and I didn't expect it. That's one of the concepts that we're talking about recently too.

[00:10:45] Personally, with my mom, I was like, when you do things for folks, you can't do it expecting something back. Yeah. Right. Doing a good job at work. You shouldn't do it like, oh, I'm going to get above and beyond. No, you do a good job at work to get your pay. And I don't know how to motivate folks to do more, to go above and beyond for no promise of no money, but you're going to get rewarded somehow.

[00:11:14] Whether it be that the fact that you realize, wait a minute, I can go and build something on the side because I do this now and I'm great. Believe me, people, you do great for your job. Somebody is going to be watching. And guess what? If they don't go find a job that will go find a job that believes in meritocracy. Meritocracy, a new word I learned. It's just basically incentivizing, right? Go get a job that rewards you in some way for being great. No, that's a good point, man.

[00:11:44] And look, before we get into the main topic, which is hybrid work models and payroll adjustments for those, let's pay the bills, bro. Yeah, it was a good thing. Yeah, shout out. So as we're setting ambitious goals for 2025, we want to remember that a well-organized team is the foundation for success. So in 2025, streamline your business operations with TimeTrackGo.

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[00:13:07] Whether it be being able to not work overtime days. And just savings. Like we were just talking about. Savings. Taking a normal lunch break. Because I know payroll folks, we have to work extended days. We got to work through lunch. We got to eat at our desk. Look, if you don't have a good TimeTrack system, get it. Talk to our people over at TimeTrackGo and they'll get you right. They have great customer service. There's this guy named Brian Nan. No joke. There's another Brian. And he's real good too. He's behind the scenes.

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[00:14:04] Let's go. Let's go. All right. So let's get into it, man. We're talking about hybrid work models and payroll adjustments. Yes. And what I just thought, it just hit me. I got moved to share this while we were talking through things, right? One of the things that I'm trying to be real intentional about is staying organized while processing, right? While we're processing payroll, staying organized.

[00:14:34] The way you save your files, the way you label your files, the steps that you take to get things done, the SOPs that you build, the checklists that you build, the communications, the thing, however the tool, all those little things that help you get there. Where I'm starting to build things in preparation for audits that come because the auditors are coming and they're like, wait, we want this and that and that third. Dang. Wait a minute. That could, I need to save it like this so that when the auditors come, boom, you just shuffling out.

[00:15:04] You're not having to dig through. Right. I know. Look, I know you got something to say, right? No, it's so important, right? It's something that even in 2025 that I want to do now with my current team, because you and I worked at this place that I'm currently at now, and we know that there's so many different folders for so many different things. Yes. Payroll. Don't get paid. Don't feel singled out companies. Like it's all, all everywhere. It's everywhere. So we have to, and look, this happens, right? And it happens when you're in the middle of things.

[00:15:34] You have so many hands in the pot, so many chefs in the kitchen, and you're saving things here, saving things there. So one of the things that my team and I are going to work on after our implementation is done is to get more organized, to save things, to like you were saying, label it correctly or whatever we have to do. We save a lot of things on an encrypted share file, right? Yes. But just because it's saved in that encrypted share file doesn't mean it's organized. Right. You know what I'm saying? Yep. That's my point. Yep.

[00:16:03] You get too many folders that every, oh no, it's saved. It's saved. It's there. It's there. It's like how same thing in your home, right? You may have your garages. You may know where everything is, but ain't nothing organized. It's a mess. It's the same way we'll treat our folders digitally and things like that. Right? Yeah. It's a good call out because you can have a folder that says reporting and then you have another folder that says audits and you have another folder that says results and stuff like that.

[00:16:28] And then you can just like combine that or consolidate that and just organize it and make it a lot nicer. Right. Yep. I used to, I'll tell you my little bad habit before I get into my talking points. My, my bad habit was I would do just that. I would dump it all into one folder and be like, no, I have it. I'm good. Man. When you got to go find stuff and you don't have it separated properly. And then man, it's a mess. So that's what I'm being really more intentional about. It's like how it's not about the goal.

[00:16:57] It's how you get there. Right. It's not only the fact that you nailed your payroll and you got a good payroll. It's how you got there because people are going to want backup. They're going to need to see different things. Go ahead. We should do an episode on that, on how best practices to get organized. Ooh. Or payroll. I feel like Fran, remember Franzioli? Yeah. Yeah. I feel like Fran is good with organizing because when she nailed it with all her

[00:17:26] audits and things, maybe we could have her back on to help us with that one. Yep. But yeah, let's do that. Let's get into it. So we're talking about hybrid. We ripped from the headlines type of thing. Cause the government just forced people back into the office now. But what's another company? Oh, Spotify. Spotify kind of flies in the face of that and says, our employees aren't children. Right. We, they can work from home and look at the end of the day, some companies can do that.

[00:17:54] Some companies can't, some companies don't want to it. And it comes down to different things, ideologies. How do you build a team if it's remote and how do you have a good ideas? And look to each his own. Right. Yeah. But to the companies that do have remote or hybrid, I think these are the, some of the challenges as payroll people that we have to be mindful of for working as we work at those

[00:18:22] companies is time tracking and overtime for hourly employees. Yeah. Okay. How do they time track? Are they being honest? How do you hold them accountable? Well, can I come make a call out here? Yeah, of course if you track your salaried hours too, even though you technically probably don't have to, but that might be an issue too. Oh, heck yeah. That brings up a whole nother bag of worms things.

[00:18:49] If you're tracking salary folks, that is not, that's, that may be good for the salary people, but not good for the company. Yeah. For real. So be careful with that. If you're part of companies that do that, be careful. When a retail, a lot of companies do it for labor. Cause they want to see how to apply labor. If you're have retail locations or things like that, you want to really track labor. Yeah. I worked for places that were in different industries and they tracked it because they want to keep people honest.

[00:19:19] Yeah. You know, they found that people were still on time too. Yeah. So. And that's going to show, I think, look, I think if you, if your managers are on kind of has a good grasp of their teams, that's, you're going to be able to weed out the, the, the, the bad apples. Right. Nice. Nice. Um, but I think that as for, so as far as payroll, time tracking might be a, a, a challenge over time. You don't want the, you can't have over the overtime because it's so easy to work a lot from home. Yeah.

[00:19:47] And if you're hourly is, oh no, yeah, I'm working overtime. No, but you can, you got a budget. If you have to work overtime so much is a different problem at hand and is a labor issue there. And then you got to talk about a different way. One of the things for salary folks tracking or not is the danger of burnout. Right. If you're a salaried employee and, and that, that has, that's a statistic that they always report on people who work from home a lot.

[00:20:14] They tend to burn out because they just feel like they have to work more. Even though PTO has gone down for people who work remotely because they feel like, oh, I can't take time. Or so just kind of watch out for that. If you are tracking salary folk, be careful with that as well. Make sure you're documenting why you're doing it. Have you ever wondered what really makes a generation tick? Who gets to pick the name and why the slang keeps changing? Don't worry. I can help. My name's Dr. Megan Grace.

[00:20:44] On hashtag Gen Z, I share the voices and experiences of Generation Z, how they're different from other generations, what moves them and why they do what they do. In each episode, we go beyond the buzzwords and the stereotypes to dive into real conversations and the insights that matter to making intergenerational collaboration a reality. You can catch hashtag Gen Z on the work defined podcast network and wherever you listen to podcasts. And then another call off of payroll folks is compliance. It's okay.

[00:21:12] If you do have a remote workforce, multi-states, is it there? But where are you taxing them? Is it business nexus on the home office or is it a nexus in that state? So you have to look at the compliance of how that plays out and how they're getting taxed, registering in those states. I remember, ooh, and this was before. This one that was at Columbia in New York. Was it Columbia? Yeah. Columbia, New York, before even remote came a thing.

[00:21:39] They love to hire professors all over the world or over the country. And our controller was very mindful of the financial impact that this caused because you can't just hire someone if we're not in that state. Now we have to establish nexus. Now we have to pay another state for their income taxes and all these things. So that drives up. And he used to say, can we not find talent here in New York, at Columbia? Can we not find the talent we need here?

[00:22:09] Do we have to go in the other state? The answer may have been yes, but he at least posed that he created the friction enough. Some people feel that way about relationships. Can I not find talent here? Yo, you are hilarious.

[00:22:22] Okay, before I pass it off to Walt, minimum wage is also something because if you're in one state and your employee's in another state, oh gosh, what if you hire somebody in California and you are in a state that can default to minimum wage of $7.25 and you're in California and they're at $18.25. Yeah. You know what I'm saying? Now that's their minimum wage because they live in Santa Bonita and you're like, what? Holy moly, California, by the way, payroll folks is by city by county.

[00:22:52] So you have to break it down. It's not just the state minimum wage. You got to go county by county, city by city and compare off what's more beneficial for the employee. And that's what we're going to walk to. Be careful with that part. And then the last part for me is technology support. I mean, I feel like companies who are remote or hybrid have solved for that because post pandemic. But hey, maybe you're a new company thinking, you know what? Your lease is up.

[00:23:20] I'm going to send some folks home. I'm going to get a smaller footprint because that's me and Walt's like feeling on it. Like when we get to the point where we're on our own building our own business and company or on our own basically and we're building a team. We want to be 100% remote and use those savings to kind of get us together once a quarter at a fun place all over the world. Yeah. New places every time.

[00:23:45] Like that for me is way better than a fancy office high in the sky. You know what I mean? But it's again, it's all preference. It's all please folks. We're not intending to disrespect anybody. It's just you do you, you're a business owner. You get to make that call. But you have to think about the technology you have. If you want to go hybrid, I mean, yeah, hybrid or remote, everything has to be in the cloud and it has to be secure. We're payroll people.

[00:24:12] So it has to be encrypted, secure in the cloud. Yeah. Yeah. That's what I got. What you got, man? Brian stole some of my stuff. I know. I'm sorry, but you had a lot. So I figured you would still find. I got a few things and I have some stats here as well to go over and stuff like that. So, and look, definitely the key thing is that these hybrid, as hybrid models become more widespread, the way we handle payroll needs to evolve, right?

[00:24:39] It needs to change and we need to adjust different things that we're doing, right? So look, number one, I'm going to talk about the rise of hybrid models, right? So the shift to hybrid is a new way of working, right? So there was a Gallup survey out there that said 54% of U.S. workers reported that they would prefer to work hybrid or remote. Absolutely. And that's a stark increase from the pre-pandemic times, right? Yep.

[00:25:07] So again, the pandemic changed things, right? So a lot of employees with the hybrid model, they want to split that time between the office and remote work because they built their life around that. They built their life around, I'm going to go drop off the kids on this day or pick up the kids on that day. And whatever their setup is in life, they built their life around that. And they want their job to be built into that too. Well, I'm sorry. Let me cut you off and ask you a question. You're 100% remote. What do you prefer?

[00:25:35] I think I'm a loner anyway. So you thrive. I actually know the answer to it because I know you thrive in it, but for the folks. Yeah, I'm okay. I do want to meet a lot of people that I work with and I haven't met them yet. And I plan to reach out to some of them that are in Georgia. There was an opportunity that I had, but I got sick. And so I was able to go. Next time. And one of my employees, I haven't met her yet. Oh, dang. Oh, yay. West Coast.

[00:26:10] Yeah, that part. I definitely want to connect because I have that closest with my employee and plan and everything. And it's been three years and she's kind of my right hand. And it's just a shame. I haven't been able to meet her yet. Yeah. No, yeah, no doubt. Yeah. Being. Yeah. Yeah. Gotcha. Okay. So I'm just curious. You're a person. Ma, you're good.

[00:26:32] One of the other key considerations when it comes to location-based compensation is that a lot of companies are revisiting how they structure salaries, right? Because they're now basing it on the location of employees. If the company may be in New York and have a higher pay, but I live in Utah or some place like that or Wyoming or something. And they may base my salary based on where I live. Yep. Cost of living where you are. Yep. Yep. Yeah.

[00:27:01] It said that there's a survey out there from Mercer in 2023. It said that almost 60% of companies are making that adjustment based on location. It's right. Again, that's just how companies are adjusting to this stuff. You know what I'm saying? And payroll folks got to be there. One, one, first of all, they're part of that helping to either give the data, adjusting the salaries, reporting back, helping out with the processing, helping out with the, the whole.

[00:27:30] That switch over and probably getting beat up. It ain't payroll's fault. Don't blame your payroll manager or your payroll professional. Cause that we're not making that decision. That's leadership. We just have, we're soldiers in all this and carry out orders. Really? Yeah. And so that leads to the next way. Next thing here. Perfect segue into it is about, about tracking and paying those remote workers, similar to what you were talking about.

[00:27:56] And payroll needs systems that are going to accommodate for remote work or hybrid work. And which means accurately tracking those hours, whether they're in the office or at home. Right. And there was an ADP report that, that revealed that 51% of employers believe that tracking remote employee hours is one of the biggest challenges they faced when transitioning to those hybrid models.

[00:28:22] But you know, but see, I'm glad you said, that's exactly what I wanted to zero in on transitioning to a hybrid model. If you already know if your employee and if they're hourly, I mean, if their salary is less to worry about because your salary, it, but if you're hourly and you're going from in office to hybrid. I want to take a break real quick, just to let you know about a new show.

[00:28:46] We've just added to the network up next at work hosted by Jean and Kate Akil of the Devin group. Fantastic show. If you're looking for something that pushes the norm, pushes the boundaries, has some really spirited conversations. Google up next at work, Jean and Kate Akil from the Devin group. Their managers should just, and payroll will help with this, right?

[00:29:16] Giving those, given hours worked over the, look back at the last year. What are they averaging every payroll? If they already had a lot of overtime, then you probably can expect the same trends. Now, if you start trending up as their go home or hybrid, then you know something's off, right? Yeah. That's something to look at. In my mind, I was just thinking about this when you were talking.

[00:29:40] What if you notice that when they're at home, they usually, even if it's not really overtime, but they get their eight hours when they're working at home. It could be vice versa, right? But when they're in the office, they may clock in a little late. They may clock out a little early. And that may be a difference that you see. That could be one of the different metrics that you measure as a company, too.

[00:30:07] You say, okay, what's the difference between their hours when they're at home versus when they're in office? Are they the same like you were saying? Are they more egregious when they're at home or whatever it is? So I think a lot of companies have challenges. It's just, okay, hey, when you're at home, your laptop seems to be dormant or whatever. We don't see any activity 12 to 2. Yeah. Yeah. So look, that goes on to my next one is about navigating compliance. Like you were saying, right?

[00:30:34] One of the things that I had here was about California, like you mentioned, but it was about the mill breaks. So if you have an employee that lives in California, even though they work for a company in Texas, you have to abide by those mill break laws because that employee sits in California. Oh, damn. Yeah. I didn't even think about that. Yeah. Yeah. Wait, but it is. Oh, I didn't even think about that. That's a good one. It's a good one.

[00:31:04] Nevada. I just learned Nevada's overtime law. They have a daily one. They have a daily overtime for folks who make under a certain dollar amount. Right. Yeah. And they have a within 24 hour one. Yeah. If you work in two shifts within 24 hour one, again, it only applies to folks who run working under a certain dollar amount. So I like that because, hey, look, we can't give you more money, but we're going to look out for you real good. Again, payroll folks.

[00:31:33] If you're in Nevada, I hope you know that. I'm new into Nevada. So it wasn't like I was doing it wrong. And I just I just kind of learned that as I stepped into a new role and I learned it. I was like, oh, wow. I love learning new things. And it's just so exciting for payroll because we can there's so much for us to learn. Anywho. Yeah. That's a great call out. And then another stat here. Mind you, this is from 2022. So this percentage may have changed and may have gone up or down.

[00:32:00] But PwC put out a global workforce survey and it said about 60 percent of employees said that employers, our companies are still working to standardize and streamline their payroll processes. Across different locations to ensure compliance, because imagine. Like we're talking about U.S. payroll. We haven't even really touched on the global aspect.

[00:32:23] My company is in England or the U.K., but I sit in Paris or the Netherlands or somewhere different. How does that work over there? And next thing is equity and fairness in hybrid models. A major challenge could be ensuring that there's equity and compensation about across both in office and remote workers. Right. There's an increasing demand for fair treatment regarding pay and benefits and opportunities for career advancement.

[00:32:51] There was a 2023 work human report that revealed that 61 percent of employees believe that pay equity is an important issue when it comes to hybrid work and that the disparities in pay due to location or work mode, which is the remote or versus in office, can erode trust in the organization.

[00:33:39] That's a good one. harder on the people that were in the hybrid model versus the people that came into the office every day. And I'm sure there's been, it might be limited to some certain people. I'm not saying that everybody's doing that or it's widespread. That could be an example of something that somebody experienced based on this report. Yeah.

[00:34:02] And then the last thing is something that you talked about too, is about technology and leveraging that for payroll adjustments and how we should use cloud-based payroll platforms for the time tracking AI powered solutions and helping payroll pros streamline payroll. Right. And ensure that everyone's paid timely and fairly, no matter where they work.

[00:34:24] And then the last that I have is according to Gartner, 45% of payroll departments have increased their use of automation tools in the past 18 months. Heck yeah. And that almost 75% plan to continue doing so. Yeah, you have to. You have to. Yeah, you have to do it. It just makes sense to. They're tools, right? We just, I actually, me and Walter supporting a series that we do and we just kind of, I was telling folks chat sheet PT for payroll. Yep.

[00:34:53] Check out our partners, career learning and the great things they're doing. And I just use chat PT, the paid version. I don't know how the free version works anymore. I've had the paid version for the $20 a month, nothing crazy. Yep. But just like how we were talking about the AI saturation, that's another one that we're going to compare and contrast on our other tools to see if it's still worth it and does something else do it as good as another.

[00:35:22] Yeah. But anywho, I did chat GPT. And it was good, man. For payroll folk, I use it to write a communication that I needed.

[00:35:50] And the key to it is becoming a good prompt engineer. I mean, I think engineer is a big word, a good prompt person. Good at prompts. Right? Because engineers, come on, let's get crazy. Let's not get crazy here. So, yeah, I think it's, I think that's a layup. Like payroll folk and the folks I was talking to on, on the webinar was like, oh man, this is dang, this is right. And somebody had been recently promoted and they were like, you know what? I'm going to invest in this on my own because it's worth it for me. Absolutely.

[00:36:19] Invest in yourself as we always say on this show, as far as anything you need to be better. One thing I want to throw out there, you were talking about stats and things. Please go check out our colleague, Pete Tiliakos. He is doing once again, the payroll confidence survey this year. He surveys payroll professionals and he puts out the report back to the public for how payroll professionals are feeling about things. Me and you got to take it.

[00:36:47] Well, as we talk about it, it's open till March 30th. I believe Pete's coming on the show, but Pete, I'm ahead of you, bro. I got you, man. I got your back and I'll keep mentioning it until we have, I think we're going to have him on beginning of March. And the survey closes from March 30th, I believe he said. Okay. He needs all of us payroll pros to go take the survey to continue. Listen, he is, and he's like an advocate.

[00:37:13] He goes against the big guys, the big payroll softwares and pushes them to do better, be better and deliver better products for us. So shout out to Pete Tiliakos. Keep doing what you're doing, man. I got your back. We love, you know, go check out his, his survey. Please go be a part. We got it. We got to do it. You do it. We're all going to do it. Hey, man. It's a great show. We only went a little over. What else? The last thing is the question of the day, right?

[00:37:40] How are you, sir, addressing the challenge of ensuring equitable pay and compliance in a hybrid work model? Yeah, I'm not doing anything for this yet. It's a great question. And I thought about, what was I thinking about as we were saying this? I just. Do you have employees where you're at now? Yeah, we're hybrid. Yeah. The office I'm in now is hybrid. We work home. We're three, two.

[00:38:07] And yeah, folks, we have a beautiful space and people still go in sometimes for one, whatever. You busy, you got to go in. Sometimes you have little ones at home. And because there's times when my little one's home from school and I'm like, I should have went to the office. Because bless her heart. And I love, but it's a double-edged sword, right? Because I get time with her when she's still small. I get time with my kids and exposure to them that I would have never had before. But how many other people feel like that? Exactly.

[00:38:35] And that's why they say, hey, I need to harness that. And me just being home those extra, the extra day or two. Day or two, yeah. It means a lot. Yeah. Yeah, it's a game changer. Can't ensure equitable pay and compliance in a hybrid. Look, I didn't even realize that folks would be in. The Use Case Podcast is where technology vendors get to talk about themselves.

[00:39:01] And it's a wonderful place for vendors, investors, and practitioners to listen to the story of the solution, the features, the benefits, the attributes, etc. And we get to know the CEO or founder during the call. And we also get to know the tech. So subscribe to the Use Case Podcast. If that's happening, you pay in price different. Pay different.

[00:39:27] If you're in the same town and the same, oh, I'm going to pay you this if you come into the office and that if you stay home. Not necessarily that. Oh, I was going to say because the only thing that you could legitimately argue is, hey, I'm saving you on the commute. So we're going to pay you a little bit less because of that. Yeah. That's the only legit because. That's a good call out though. Yeah. That's the only thing. Because if we're the same professional, we got the same skill set, same tenure, same experience.

[00:39:55] And oh, I'm just going to reward people that come in because that's how it is. What? Nah. Come on. Yeah. So if there's favoritism and there's different, like, that's kind of how I meant it. Right. No, I know. It was just like, like, I think. That's whack. Yeah. That'd be really whack. You know what I'm saying? And I think that you have to navigate it as you can.

[00:40:17] And look, if you're in a hybrid work model, whether you're in a global scale or in the United States or whatever, like, tell us what you're doing. Oh, reach out. Yeah. Yeah. To like, to stake in that hybrid work model and make sure there's equity in regards to pay and stuff like that. Like, but tell us an experience if we're not scared to say about it, if you're not going to. Oh, no. Do you do it anonymous? Hit us on the inboxes on LinkedIn.

[00:40:43] You could say, hey, I want to share this story about we do anonymous all the time. A lot of folks are scared to share info with us because we know we're not going to call you out or anything like that. What we do is empower. Right. We love empowering other payroll pros to be better. Give you a little bit of nugget, a little something to help you get better. Right. Brian, eat your lunch. Don't use his name. Don't. Don't use my name because I'll eat your lunch. No, you won't. I know. You're right. I won't. You won't.

[00:41:12] Oh, you're right. And that you got to check out the potluck. Everybody, everybody in the fam love the potluck episode. We really. Yes. Yes. They see the clips and they're like, oh, my gosh, you had us laughing with that. And this, that. So that was and I was like, you know, the show's about payroll, right? Like we pay. Hey, hey, not potluck. Yeah, bro. Yeah. Anywho, we love you, folks. See you next time. Um, we're going to get into some good stuff.

[00:41:41] We're going to start talking about the next few shows. I think is manual checks. 26 verse 24. Some folks in, we didn't do 12. Not a lot of people do 12, meaning pay frequency, right? We're going to talk about pay frequencies. That's the only ones I remember. But yeah. Pete, we're going to have Pete on soon. Yep. We're going to have, I'm going to have a friend of mine on. Let's talk about the challenging with nursing and how like how complicated his pay stub is. So that might be a crossover episode we'll share on both. Yep. Yeah. More to come folks. We got plenty of things on the horizon.

[00:42:12] We're looking forward to 2025. Check us out on career learning. Check us out there on LinkedIn, Facebook, TikTok. Where else we at? Check us out everywhere. YouTube, everywhere. Podcasts are heard. Yeah. YouTube podcasts. We're all over the place. Listen to payroll. Listen to paycheck. We got you. We got your cover. All right, folks. And share, please. And share. Spread the word. Spread the word. Tell a friend to tell a friend. All right.

[00:42:42] Peace. I love you. Before we sign off, here are a couple quick things. Don't forget to follow It's About Payroll on LinkedIn. And it's about your paycheck on Facebook and TikTok. Thank you for being part of our payroll community. And thank you for being a part of this journey with us. Until the next time, keep learning, keep growing, and most importantly, keep going.