NY State of Mind: From Payroll to Pumpkin Spice!

[00:00:13] William Duncan, The Third, Brian Escobar, Walter William Duncan, The Third, Brian Escobar,

[00:00:25] Welcome back folks, this is episode 124, its about payroll, its also about your paycheck.

[00:00:34] And before we get into it, how you doing today sir?

[00:00:38] I'm good man, its the first week of September, everything is good and look, we're in a new

[00:00:47] time of the year, I think fall for all those people that like autumn, you know, and pumpkin

[00:00:53] spice, lottees, you know, oh, pumpkin spice was out in August.

[00:01:00] Well look, now if you live in an area that leaves change and stuff like that, you might

[00:01:04] be seeing that, you know, so like this might be a good time for a lot of people.

[00:01:09] I'm not really big on pumpkin anything, but.

[00:01:12] No not even pumpkin pie?

[00:01:14] Not really.

[00:01:15] You like sweet potato pie?

[00:01:17] I like apple pie more than sweet potato pie.

[00:01:19] No doubt.

[00:01:21] I like apple more than sweet potato pie.

[00:01:23] Yeah apple pie, look, apple pie is like top of me.

[00:01:28] Yeah, I like all kind of pies, I've discovered blueberry pie when I moved down here, me

[00:01:35] and me and the fam used to go upstate in New York when we were in New York for

[00:01:39] before we used to love to go upstate and get all kind of pies and all kind of goodies

[00:01:43] and stuff, it was great.

[00:01:45] So let me ask you, do you like minced meat pie?

[00:01:47] I don't know if I've ever had that.

[00:01:49] That's like what Russell was saying, was it pie and mash?

[00:01:52] He was calling, he said over there something like that.

[00:01:55] And it was like a minced meat pie or something.

[00:01:57] I'm not sure if I've ever had it.

[00:01:58] I've had like maybe yeah, definitely had shepherd's pie.

[00:02:04] Thank God.

[00:02:05] What was I going to say?

[00:02:06] Oh, business wise, and this is the last month of the quarter.

[00:02:11] Q3 is about to end.

[00:02:13] This is it, right?

[00:02:14] And then when they're wearing fourth quarter, we're there.

[00:02:17] We're in the red zone.

[00:02:18] Football starts this week.

[00:02:20] I had to look it up.

[00:02:21] I was like, I mean, I don't miss no games Thursday.

[00:02:23] Yeah, college is off and running.

[00:02:25] College started.

[00:02:26] And the title is off and running.

[00:02:28] Change my glasses.

[00:02:31] Would you like this year for NFL?

[00:02:35] Honestly, look, until somebody knocks off the chiefs and Patrick

[00:02:40] Mahomes, I don't like my team.

[00:02:43] I'm a root for my team.

[00:02:45] You're still a Miami fan, right?

[00:02:46] You're still a dolphin fan.

[00:02:47] That's not going to change.

[00:02:48] Yeah, it wouldn't be a fan if you didn't.

[00:02:50] But I'm a root for my team.

[00:02:51] But I tell somebody knocks off Mahomes and the boys and yeah.

[00:02:55] No, it's true.

[00:02:56] It's true.

[00:02:56] You got the dethrone.

[00:02:58] They got to dethrone them.

[00:03:00] I'm still riding with my Giants, man.

[00:03:04] Although Giant Nation is really upset about Daniels.

[00:03:08] We want we want to see DeVito.

[00:03:12] Jones Daniel Jones.

[00:03:13] Yeah, I don't even know his name.

[00:03:15] It's tough, man.

[00:03:16] He was thinking it up in preseason and it's just tough to watch.

[00:03:21] The Giants are trying to stick mine their choice, right?

[00:03:23] They decided to pay him all that money.

[00:03:25] And now like, hey, you know, they had a chance to get a QB,

[00:03:30] but because I was watching, they would they did a hard knock

[00:03:33] few episodes or they had a series in the hard knock series and whatever.

[00:03:37] So it was cool to see that behind the scenes and like the money

[00:03:40] that plays into the decision making.

[00:03:42] This is our budget.

[00:03:43] If we give Suquan his money, we're not going to be able

[00:03:46] to get these other tools we need.

[00:03:48] If we go out and get quarterback, we've wasted the money on Jones.

[00:03:52] Like it was interesting to see that part.

[00:03:55] And I was like, OK, I get it.

[00:03:58] But folks get mad, right?

[00:03:59] Because it's millions and millions of dollars and it's just spend the money,

[00:04:02] you know, but it's not as easy as that.

[00:04:04] So yeah, no, I'm a football fan.

[00:04:08] So I'll be looking forward to it Thursday night, kickoff and honestly,

[00:04:12] this is the first time that I think that I'll be interested in seeing a position

[00:04:17] like a player like I'm following a player to another team.

[00:04:20] So Quan to Philly, I can't like Philly,

[00:04:23] but I could definitely like to see Suquan win.

[00:04:27] Make sure he does this thing like as long as it doesn't

[00:04:29] as long as he don't, I can't know with the Giants and how they're doing.

[00:04:33] I don't know.

[00:04:34] But who knows?

[00:04:36] Yeah, what else, man?

[00:04:37] What else is going on?

[00:04:38] That's about it, man.

[00:04:39] And caught up into the politics at all.

[00:04:42] Yeah, just I'm watching and look, this is one of those years that

[00:04:48] you may not have a candidate that you particularly lean to either way.

[00:04:53] And so you have to choose.

[00:04:54] I think it's our civic duty to vote.

[00:04:57] Yeah, so we should vote and no candidate is perfect.

[00:05:02] So no matter where you lean on the political spectrum,

[00:05:06] I think it's something that we should participate in.

[00:05:10] But I don't know.

[00:05:11] I'm listening to it just me politics is just like a circus, man.

[00:05:16] Wow.

[00:05:17] The clown show.

[00:05:18] But I haven't heard enough of either politics

[00:05:22] to other than little news bite that I have for today.

[00:05:26] I haven't really and that I found by accident.

[00:05:28] Once upon a time I used to pay attention,

[00:05:30] but I just got jaded.

[00:05:32] I still go and vote and I think I go with popular instead of just the politics.

[00:05:38] My wife has a big influence right if she feels strong or something like that.

[00:05:41] But I'm like, all right, babe, cool.

[00:05:42] That's what I'm going to go with.

[00:05:43] My daughter is being is interested in it this year.

[00:05:46] So that's my oldest anyway.

[00:05:47] So that was cool to see her kind of paying attention and research.

[00:05:51] And so I was like, oh, OK.

[00:05:52] But yeah, it's it's the lesser of the two evils.

[00:05:55] Yeah.

[00:05:56] But the one thing I will say and I think a lot of people are excited for

[00:05:59] is the potential for our first female female.

[00:06:04] Absolutely. Absolutely.

[00:06:05] People are excited for that potential.

[00:06:07] And I think I think if she is elected,

[00:06:10] I think that it's going to open the door for more women to be elected in the future.

[00:06:17] Yep. And in higher positions and then absolutely.

[00:06:22] All right, man, let's get into this pay news.

[00:06:25] Right. Where are we in here?

[00:06:27] Where is my stuff?

[00:06:30] You're up first.

[00:06:31] Yes, so I have two quick articles I want to discuss.

[00:06:35] The first article is from it, or and it's about earned wage access programs.

[00:06:41] There are changes coming.

[00:06:43] Right. So the first article by pay or

[00:06:48] it was published on August 27th.

[00:06:53] And but it says that on July 18th of this year,

[00:06:55] the Consumer Finance Protection Bureau, CFPB,

[00:07:00] proposed a landmark interpretive rule that will likely transform

[00:07:04] the landscape of employer integrated earned wage access and on demand pay.

[00:07:10] This proposal states that paycheck events,

[00:07:13] products made to employees by vendors and providers are loans.

[00:07:19] Yes, which creates substantial implications for both the employees and employers.

[00:07:24] And if, and more likely when the guidance is final,

[00:07:28] so it looks like this thing is going to pass.

[00:07:32] And so that's going to change.

[00:07:34] Look, and that's going to change the game.

[00:07:36] Look, we know how the government and it works sometimes.

[00:07:41] There's a way for they feel like there's a way for them to collect money

[00:07:44] from the people.

[00:07:46] Then not to have to attend the government has a history of possibly doing that.

[00:07:50] Right. This is going to this is going to hurt.

[00:07:55] The employee, I think.

[00:07:57] Yeah, so actually because some employers might not even want to enroll in

[00:08:01] earn away, well, they don't want to do it now.

[00:08:04] And there's zero impact financially to them.

[00:08:07] I could go down a rabbit hole here, but maybe some

[00:08:11] the behind the scenes, there's been some employers,

[00:08:14] some people that are

[00:08:17] against earned waste access, trying to push this thing

[00:08:20] to make sure that this happens to stop it from going.

[00:08:24] Because you know, that's part of the political arena too.

[00:08:26] Is those people is in the back, those influencers and those lobbyists

[00:08:31] making these noise behind the scene.

[00:08:34] So it could be the case.

[00:08:36] So my next one is a quick article from CNN.com

[00:08:42] and over Labor Day or weekend, there was a strike by more than

[00:08:45] 10,000 US hotel workers all across America, all the way from Boston

[00:08:51] to the West Coast and Hawaii.

[00:08:53] Well, they're a company.

[00:08:55] They're about their union and a new contract.

[00:09:00] Basically, they're in union talks for a new contract.

[00:09:03] They're not liking what the I guess the company is proposing.

[00:09:07] Yeah, must be that time of year, 18 C's right up the block

[00:09:10] and they've been striking for weeks here, too.

[00:09:12] Yeah, yep.

[00:09:14] Yes, that's all I have.

[00:09:16] What do you I got?

[00:09:17] Interesting one, I was looking at some kind of like paycheck information

[00:09:21] trying to find some folks, you know, what can we what nuggets can we give

[00:09:25] for the folks that get a paycheck in the US?

[00:09:28] So I came across the politics of it all and Donald Trump's

[00:09:33] how Donald Trump will impact our paycheck versus how Kamala Harris

[00:09:39] will impact our paychecks and basically Donald Trump aims to extend

[00:09:44] the 2017 tax cuts and job jobs act, which eliminates taxes on tips

[00:09:50] and Social Security income and lower the corporate tax rate.

[00:09:54] Vice President Kamala Harris proposes increasing tax benefits

[00:09:58] for families and raising the corporate tax rate to offset costs

[00:10:02] of expanding tax credits.

[00:10:05] And then the way it breaks down is that Trump's plan

[00:10:07] basically helps all but mostly the top one percent and even point zero one

[00:10:13] percent, so a.k.a. the richest people in the country.

[00:10:16] And Harris's benefits the lower income

[00:10:20] but hurts the one percent and point zero one percent.

[00:10:25] Both plans add to the US debt regardless of their offset planning

[00:10:29] because they have a plan where here's where we can spend it,

[00:10:32] but here's where we can make it back regardless.

[00:10:35] It's going to impact the US debt.

[00:10:36] And then experts say that both plans will lead to a higher interest rate

[00:10:41] or higher interest rates and that neither plan addresses

[00:10:44] the overall economic economic situation of the country.

[00:10:48] So just something to think about as we move into this election

[00:10:52] and maybe it gives people things to pull on and research.

[00:10:55] And because at the end of the day, like we were just saying off

[00:10:57] a few minutes ago, right? Like it's just it's less of two evils.

[00:11:01] What is it that what are you going to resonate and connect to more

[00:11:06] than the other? That was it.

[00:11:08] Great man.

[00:11:08] And it builds. Yeah, man. Let's pay the bills.

[00:11:11] Shout out to Time Track Go.

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[00:11:21] salary employees.

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[00:11:32] By automatically calculating standard 40 hour weeks and accurately

[00:11:36] determining overtime when necessary, Time Track Go ensures

[00:11:40] precise employee time while maintaining accurate PTO balances.

[00:11:45] Additionally, the system can identify instances where non exempt

[00:11:48] employees may not have reached that 40 hour threshold.

[00:11:52] To learn more, please contact Time Track Go at 888-321-9922

[00:11:59] or visit www.timetrackgo.com.

[00:12:04] That's T I M E T R A K Go.com.

[00:12:09] Let's go. Let's go.

[00:12:11] We got to get some we got to put some music behind that.

[00:12:14] Bum, bum, bum, bum.

[00:12:16] All right, folks, let's get into our main topic today.

[00:12:19] And we're doing good on time, by the way, we're given a new

[00:12:22] format today and I'm going to save some banter for the end.

[00:12:25] We got a little bit extra time.

[00:12:26] But anyhoo, we're doing good.

[00:12:28] Our main topic today for those of us looking to learn

[00:12:33] something about New York payroll.

[00:12:36] So basically New York State payroll, but specifically for me,

[00:12:40] I have some items for New York City and breaks down like this.

[00:12:45] I have NYC retail employers with 20 or more employees.

[00:12:51] And this could be at one location or multiple locations.

[00:12:55] So if you got five locations and there's four employees each,

[00:13:00] you're included, or if you just have 20 people at one spot

[00:13:03] or any variation of the such.

[00:13:05] So just that's what these laws, right?

[00:13:07] They have to always encompass who is who is included in this.

[00:13:11] And that's what it is.

[00:13:11] It's an NYC retailer with 20 or more employees,

[00:13:15] regardless of locations spread out.

[00:13:18] So basically it's the first one is a no on call scheduling.

[00:13:21] All of these were new to me.

[00:13:22] I had no idea that these existed and I even thought about it.

[00:13:25] I was like, oh, dang, man, if we was in NYC,

[00:13:28] if I was back in NYC, I would have hit Times Square and did research

[00:13:31] and got some polls.

[00:13:33] Do you know this about your do you work in retail?

[00:13:35] Do you know this?

[00:13:36] Because I would love to do a poll and see if they even know this.

[00:13:39] So any who at retailers, there's a no on call scheduling.

[00:13:44] So you can't require employees to be available to work without a set schedule.

[00:13:49] This means no on call shifts where employees might have to come in short notice.

[00:13:55] A 72 hour notice must be applied.

[00:13:58] You must give employees at least 72 hours notice if you need to cancel their shift,

[00:14:04] add hours or make any changes.

[00:14:07] If a change is made, the employees must consent in writing.

[00:14:11] OK, posting schedules, a hard copy of a work schedule must be posted

[00:14:16] at least 72 hours in advance at the workplace,

[00:14:20] meaning 72 hours in advance of that schedule week.

[00:14:25] So if they do it two weeks at a time, 72 hours before that first day of the new

[00:14:29] schedule, it has to be posted.

[00:14:31] Employees are allowed to request a copy of their schedule

[00:14:33] and can refuse to work shifts that aren't included in the posted schedule.

[00:14:39] In the show notes, there's some great links to law firms, NYC stuff.

[00:14:43] It's great research in the show notes.

[00:14:45] If this peaks your interest and you're like, wait a minute,

[00:14:47] that's not happening for me.

[00:14:49] Go to the show notes, read up on it, do what you got to do.

[00:14:53] The second one I have is for NYC fast food chains.

[00:14:57] This is with 30 locations, 30 plus locations.

[00:15:00] If you manage a fast food restaurant that's part of a chain

[00:15:03] with 30 or more locations across the US.

[00:15:07] Here are the scheduling rules.

[00:15:09] So now that makes it a little higher

[00:15:10] because it could be a fast food chain.

[00:15:12] It's only one location.

[00:15:13] This may not apply, but it's going after the real big, the big McDonald's.

[00:15:17] So to speak, I'm not targeting McDonald's, but that's an easy reference.

[00:15:21] So here are the rules for these NYC fast food chains.

[00:15:26] Good faith schedule estimate when hiring a new employee,

[00:15:30] you must provide a good faith estimate of their weekly work hours

[00:15:33] and give them their work schedule at least 14 days in advance.

[00:15:39] Schedule change premiums.

[00:15:41] If you make any changes to the schedule with less than 14 days notice,

[00:15:46] you have to pay the employee extra.

[00:15:47] The amount ranges from $10 to $75,

[00:15:51] depending on how last minute the changes and what type of change it is.

[00:15:56] Meaning adding or subtracting hours, changing the shift or canceling the shift.

[00:16:01] This is a really good reference.

[00:16:03] Again, links in the show notes because there's a grid that shows you

[00:16:07] oh, it's $10 for this infraction, 25 for that, 75 for that.

[00:16:12] If you're an NYC fast food chain that and you qualify, go look this up.

[00:16:16] It's great info.

[00:16:17] Who this one I like this called they call it clope, clopening.

[00:16:21] There's a clopening band.

[00:16:23] They spell it C L O P N.

[00:16:25] They're basically smashing the words closing and opening together, clopening.

[00:16:29] But they have a clopening band where employees cannot be required

[00:16:33] to work back to back closing and opening shifts less than 11 hours apart.

[00:16:39] Right. And you may know people right that.

[00:16:41] Oh, I got to close tonight at 11 and then I got to be back at six to open.

[00:16:44] What? I don't know if the hours meet.

[00:16:46] But but so there is it's less than 11 hours apart unless they consent in writing.

[00:16:51] So that is the caveat. That is the loophole.

[00:16:53] If they do work such shifts, you must be paid an additional hundred dollars.

[00:16:59] OK. And the last one is offering additional hours.

[00:17:02] If you have open shifts, you need to offer them to current employees

[00:17:06] before hiring new workers.

[00:17:08] Very interesting, right?

[00:17:10] Because a lot of times some folks want OT and it's waiting minute.

[00:17:13] Why are you getting a new part time?

[00:17:15] I need the overtime. I need the extra hours.

[00:17:17] I want to go full time, whatever that might be.

[00:17:19] Again, the links are in the show notes, really good links.

[00:17:23] And that is what I have for today for New York State more specifically, New York City.

[00:17:30] Great stuff, man. Nice info.

[00:17:32] So my two topics I'm going to begin now.

[00:17:36] The first one is for remote work and tax nexus complications.

[00:17:40] So the issue is with the shift to remote work that was

[00:17:44] accelerated by the pandemic, introduce new tax nexus complexities for employers.

[00:17:51] So in New York, there is a rule that's called the convenience of the employer,

[00:17:57] which means that if an employee works remotely outside New York

[00:18:00] for their own convenience rather than the employer's necessity,

[00:18:05] their income may still be subject to New York State tax.

[00:18:10] This complicates payroll calculations and tax withholdings,

[00:18:13] particularly for businesses with remote employees across multiple states.

[00:18:18] So we as payroll pros need to be careful and make sure that we navigate these rules

[00:18:22] to ensure that accurate taxes are being taken and that we're compliant

[00:18:26] and that we avoid any issues that may lead to double taxation.

[00:18:30] How do we make sure that we review our remote work policies?

[00:18:35] You know, we want to regularly assess and update those policies

[00:18:37] to align with our current tax regulations and ensure clarity on the rule,

[00:18:43] the convenience of the employer rule.

[00:18:45] We want to implement any advanced payroll systems,

[00:18:48] invest in software that can handle the multi-state tax calculations

[00:18:51] and automate compliance with those state specific tax tax laws.

[00:18:56] You may have to consult tax professionals, right?

[00:18:59] Get some third party help from a tax pro.

[00:19:02] And we want to make sure that we involve the employee by communicating with them.

[00:19:06] We want to inform the remote employees of any potential tax implications

[00:19:12] of their work location and also provide some guidance on how it may affect their payroll.

[00:19:18] The second topic I have is updates to paid transferency laws.

[00:19:22] My favorite.

[00:19:23] New York's 2024 paid transferency law mandates that employers disclose

[00:19:28] the salary ranges and job postings, which reflects a broader trend

[00:19:33] towards pay equity and transparency.

[00:19:36] What we must do as the payroll pros is ensure that the payroll data aligns with

[00:19:40] those disclose salary ranges addressing any discrepancies.

[00:19:44] Because look, if we're manually entering in those new hires or whatever they are,

[00:19:49] you got to make sure that those rates are incorrectly

[00:19:52] to make sure that the people's pay is correct.

[00:19:54] Because as we know from that stat that we have,

[00:19:57] if there is one or two errors in the person's first couple of paychecks,

[00:20:01] they're going to start looking for a job.

[00:20:02] OK, these guys can get my pay right.

[00:20:04] I'm out. So how do we ensure that and make sure that we're good?

[00:20:10] We update the job postings, even if it's not your job.

[00:20:13] Maybe you can check with somebody in HR and I'm sure that the person in HR

[00:20:17] is doing their job great, but it doesn't hurt to communicate with them.

[00:20:22] So to make sure that those update up those job postings are updated.

[00:20:25] We want to make sure that our payroll data aligns.

[00:20:28] So we want to review and adjust payroll systems to ensure that they reflect

[00:20:32] those disclose salary ranges and correct any discrepancies.

[00:20:36] We want to train our staff, train payroll, train HR,

[00:20:40] educate our teams on the new transparency requirements

[00:20:43] and best practices for compliance.

[00:20:46] And Brian's favorite is conduct regular audits.

[00:20:50] Perform regular audits on pay data to ensure consistency

[00:20:54] and adherence to transparency laws.

[00:20:57] So those are the things I had.

[00:20:59] That's dope, man.

[00:21:00] You know, for both of these things, they have impact to the employee as well.

[00:21:05] So as employees, we got to know, hey, if you work in New York

[00:21:09] and they grant you a remote situation, it doesn't mean that it's going

[00:21:12] to be to your advantage tax wise.

[00:21:14] You know what I mean?

[00:21:15] Because your nexus is still in New York, right?

[00:21:18] So keep that in mind.

[00:21:19] And then the transparency, transparency laws, what our urge folks is that

[00:21:23] yeah, it may be it's two things.

[00:21:26] One thing to the employer, don't get slick.

[00:21:29] I remember how Dave Salary dot com from HR data labs was on the show

[00:21:34] and he was teaching us that sometimes they get slick and do

[00:21:38] oh, zero to 300,000 is the job range that they're posting for the

[00:21:41] paid transparency. No, don't get slick.

[00:21:43] That's not what it is.

[00:21:44] You have to be more a realistic window.

[00:21:47] So for employees, you could really see you could you're going to know

[00:21:50] when you go to look for jobs, what that range is.

[00:21:53] And then for employers, just be be right.

[00:21:55] Don't be don't try to be slick.

[00:21:57] But yeah, set up even to rescue.

[00:21:59] To rescue.

[00:22:00] My darling.

[00:22:03] Yeah.

[00:22:03] Oh, yeah.

[00:22:04] And that's oh, that's what I'm going to say.

[00:22:06] The one more thing for employees.

[00:22:07] This does not mean that you still should be sharing your you're allowed to.

[00:22:12] But please.

[00:22:13] Oh, that's my caveat is you could share gross, but don't get into sharing

[00:22:17] your net because everybody's gross to net is going to be very different.

[00:22:20] You can make the same grosses and get very different nets.

[00:22:23] That's my call out when it comes to pay transparency laws

[00:22:25] for employees. Just be careful there.

[00:22:28] All right.

[00:22:29] So the safe talk question.

[00:22:32] To close our episode in regards to the New York state of mind.

[00:22:37] Do you think it helps or hurts more in the professional or business world?

[00:22:43] What do you mean by the New York state of mind?

[00:22:45] Look, because for me, New Yorkers and correct me if I'm wrong,

[00:22:49] I'm trying to articulate it in a way that from what I heard you say

[00:22:52] and other people that I have known throughout my career in my life

[00:22:56] and other friends and family that I have that are from New York, New York.

[00:22:59] Currently, there's like a mindset that what was that lyric in that song?

[00:23:03] Say if I made it here, I can make it anywhere.

[00:23:06] It's a mentality of I'm going to work hard.

[00:23:07] I'm going to grind and I want to make it and I'm going to do what I got to do

[00:23:11] no matter what.

[00:23:13] So that is the New York state of mind.

[00:23:15] Hey, I got this.

[00:23:16] It's almost like a confidence, right?

[00:23:18] But some people could see it in a different way.

[00:23:21] Some people might see it as arrogance.

[00:23:23] Yeah, some people say that people from New York are arrogant

[00:23:25] because they had a bad interaction with someone that was no doubt.

[00:23:28] No, no, I'm saying so.

[00:23:30] That's what I mean in terms of the New York state of mind.

[00:23:32] Do you think it helps someone or hurts someone more

[00:23:35] in the professional or business world?

[00:23:38] It's a it's a it's a really good question because

[00:23:42] it could be both because, you know, just like you said, arrogant.

[00:23:45] Like when I first came down, right?

[00:23:47] Remember where we work together?

[00:23:49] You know, I got the whole you so aggressive.

[00:23:52] You so aggressive and I wasn't.

[00:23:54] I was just like I was just like trying to hold somebody accountable

[00:23:58] while I was aggressive.

[00:23:59] What's your opinion?

[00:24:01] Look, here's a great here's a great dynamic because it's like

[00:24:04] you met me fresh out of New York.

[00:24:06] What did you think of me?

[00:24:09] So when we first friends, I believe that it was

[00:24:14] with you, not that I know you.

[00:24:16] And I know what it was.

[00:24:19] No, fresh thing.

[00:24:21] What I'm trying to explain, let me explain, let me explain.

[00:24:24] So I now know that it was a standard that you have for people.

[00:24:30] Hey, you can do this.

[00:24:31] You got this and it wasn't always articulated that way.

[00:24:36] It was like it was come off as you need to get your sugar,

[00:24:39] honey, ice tea together, right?

[00:24:41] Right. You need to get it together.

[00:24:42] And that's how it came across.

[00:24:44] It was really meant to say, hey, you got this.

[00:24:48] Believe in yourself.

[00:24:49] Get your mind up.

[00:24:50] Stand up.

[00:24:51] Stop being so soft.

[00:24:53] Stop being whatever.

[00:24:54] Come on, knuckle up.

[00:24:56] Buck up.

[00:24:56] It was like that.

[00:24:57] And I think if people who don't know people personally,

[00:25:01] then they were like, oh, that dude was a jerk, a hole or whatever.

[00:25:06] You know what I'm saying?

[00:25:07] Right.

[00:25:08] But it's really from a place of I have this standard.

[00:25:13] And I'm going to hold myself to that and everybody that's in my circle

[00:25:17] that I'm close to.

[00:25:20] And then my employees, the people that I work with,

[00:25:22] I'm going to hold people to that standard.

[00:25:24] So for me, I think that's what it was.

[00:25:27] Right? I didn't know you personally.

[00:25:28] So until I got to know you personally, then I knew and then

[00:25:31] I heard you articulate that.

[00:25:32] Then I knew, oh, that's what he means.

[00:25:35] He said, because basically you care a lot.

[00:25:37] Yeah.

[00:25:38] And you want people to do the best.

[00:25:39] You want the spirit of excellence.

[00:25:41] So I was aggressive in the beginning until you got to know me.

[00:25:46] No, I don't think you were aggressive, bro.

[00:25:48] Not no, no, no.

[00:25:49] I don't think you were like, I don't think you were like that.

[00:25:53] I think it's more.

[00:25:54] I try to treat you guys differently

[00:25:55] because that was an interaction that I was having with somebody else

[00:25:58] on a different department, same team, cross functional team.

[00:26:02] And I was just trying to hold somebody accountable.

[00:26:05] And then someone was somebody was like, oh, you're so aggressive.

[00:26:08] But look, of course we're men.

[00:26:11] In a industry that's predominantly female.

[00:26:15] So if we get loud, if we get look, it was another male that said it to me,

[00:26:19] though, it was an interaction.

[00:26:22] Oh, well, male interaction.

[00:26:25] And that no, the particular the one I'm talking to you're right.

[00:26:29] You're right.

[00:26:29] I do have that something I've learned for sure.

[00:26:32] So to answer the question for folks, I think it's definitely

[00:26:35] a help provided that you are not rough around the edges.

[00:26:40] And I think that's what anything right business requires a certain amount of

[00:26:44] tact politics, but definitely I think definitely from New York.

[00:26:48] It definitely helps when you go outside of New York.

[00:26:52] It definitely helps to have because we have a hustle.

[00:26:55] We have a grit.

[00:26:56] We have a way about us that was just we spark at it and just work

[00:27:00] at a different level of output for some for the ambitious, right?

[00:27:04] Because still lazy people in New York too.

[00:27:06] So it doesn't, you know, it's not everybody.

[00:27:08] So it's almost like that thick skin.

[00:27:12] Yeah.

[00:27:13] Oh, definitely.

[00:27:14] Yeah.

[00:27:15] Right.

[00:27:15] So you could take somebody.

[00:27:18] Busting your chops or you can take somebody giving you critique.

[00:27:22] Oh, yeah.

[00:27:22] And not cause you to be like, oh, I'm out of here.

[00:27:26] I'm checking the uses.

[00:27:27] My boss was like very stern with me because I made a mistake.

[00:27:30] I'm out whatever.

[00:27:32] I think it could be interpreted as that as well.

[00:27:35] And I also think that it's how you deliver it.

[00:27:41] You can always keep that New York state of mind.

[00:27:43] I think you have it now.

[00:27:45] I just think the way you deliver it.

[00:27:47] Yes, you play to your audience now.

[00:27:49] Absolutely.

[00:27:49] Played you play to your audience.

[00:27:51] That's the tact of it.

[00:27:52] You got to know, right?

[00:27:54] Yeah.

[00:27:54] Yeah.

[00:27:55] Play to your audience now.

[00:27:56] So there may be a moment where Brian says something to me

[00:27:58] and he's like more direct with me than somebody else that he knows

[00:28:04] because he and I had that rapport now that he can.

[00:28:07] I'm not saying I necessarily like it all the time.

[00:28:09] Oh, exactly.

[00:28:10] Nobody does really.

[00:28:11] But that's that's what it that's what it is.

[00:28:14] Right? I think it's good.

[00:28:15] So for me, it comes from a good place.

[00:28:16] Yeah, I don't always deliver it right.

[00:28:18] I think it can help you drastically help you in business

[00:28:24] into the professional world.

[00:28:26] And it's just about making sure that you don't allow it to.

[00:28:31] I guess going to overdrive.

[00:28:33] Yeah, again, it's just balancing out things.

[00:28:37] So to answer the question, I think it does help.

[00:28:41] In business again, if it's if it's not if you're not

[00:28:46] a New York term, if you're not OD with it,

[00:28:48] but the kids don't say that no more.

[00:28:49] They got a whole nother slang and language out now.

[00:28:52] But yeah, no doubt, man.

[00:28:53] So that's a good one.

[00:28:54] And shout out to the rest of New York State

[00:28:56] because we just talked about the city really.

[00:28:58] But people forget there's a whole big old state around the city.

[00:29:03] Yes. Oh, and before we go, shout out to Brittany for a nice shirt

[00:29:07] being creative.

[00:29:08] Or give my son get will check her out on LinkedIn

[00:29:12] and check out her merch.

[00:29:14] She's very creative.

[00:29:16] Is dope. I love it.

[00:29:18] So yeah, man, I think that's it.

[00:29:20] Look, we did a great job, folks.

[00:29:22] We take a little minute here and go a little over.

[00:29:25] We're shortening the format.

[00:29:27] We're making this a little bit more digestible,

[00:29:29] a little bit more deliverable for you.

[00:29:30] Love it, man. Cool.

[00:29:31] We only went a few minutes over.

[00:29:33] We'll get better and better.

[00:29:34] So thanks for hanging in with us, folks.

[00:29:36] Until the next time.

[00:29:39] Peace. We love you.

[00:29:48] Before we sign off, here are a couple of quick things.

[00:29:51] Don't forget to follow.

[00:29:52] It's about payroll on LinkedIn

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[00:29:58] Thank you for being part of our payroll community

[00:30:01] and thank you for being a part of this journey with us.

[00:30:04] Until the next time, keep learning, keep growing.

[00:30:07] And most importantly, keep going.