Payroll Conversations with Gerard M. Hall. What is the FPC ? Education Grant Announcement

[00:00:00] Williams, Brian Eskabar, and Walter Williams Duncan, the third.

[00:00:03] Whether you're new to the payroll game or season veteran, we have something for you.

[00:00:31] Welcome back folks. This is episode 108, very school, very special episode coming up only because we got a friend of the show coming on before we get into all that.

[00:00:45] How you holding up Walt?

[00:00:47] I'm alright man. It's Sunday. The heat lost.

[00:00:51] Okay.

[00:00:53] You can tell the people bro. You got a migraine man. You're not feeling good. You can tell the people.

[00:00:57] We could be. This is the same place for us.

[00:00:59] A little bit of a headache right now, yeah.

[00:01:01] Alright. So if Walt is real quiet, not himself, folks. You know why he's pushing through. The devil's a liar.

[00:01:09] That's how it happens when we're doing things with good things in life.

[00:01:13] In Spanish and my culture, you heard me say this before, we call it mal de ojo.

[00:01:19] It's the evil eye, right?

[00:01:21] And the Greek culture also believes in this.

[00:01:23] Oh, and the Jewish culture. Also a lot of cultures believe in this.

[00:01:26] And Italians I think too, they do something with their hand or some shit.

[00:01:31] World culture over there.

[00:01:33] No, I just know all my people, all the cultures that don't go by that.

[00:01:38] And then folks wear things like we put things on babies when they're born in culture to protect them from it.

[00:01:45] I know the Greek culture wears, literally wears the eye or something blue I think it is.

[00:01:50] So yeah man, you know how it is. Oh folks, it's either one or the other, right?

[00:01:56] So when I'm off Walt is good and he's be we good Brian, you good?

[00:02:00] When Walt's off I'm good. I'm like brother, we good. Blessings, peace.

[00:02:04] I don't even know what's going on but I knew he needed some good words earlier and whatnot.

[00:02:09] And we just going through it folks, we just grinding.

[00:02:11] That's how it is when they see two people doing something good. There's gonna be haters.

[00:02:17] Haters gonna hate. I think Cat Williams said it best.

[00:02:20] I love my haters, haters gonna hate.

[00:02:22] He really addresses it well, you know what I mean?

[00:02:25] No, that's good man. That's good. Thank you for saying that and something that one of my friends told me about is right now in the time that we're living in

[00:02:36] we all could use some more emotional fortitude.

[00:02:40] Heck yeah. Heck yeah.

[00:02:43] And it's tough because you may be going through in your relationship, on your finances and your family, whatever it may be.

[00:02:51] There's all this pressure that we're all facing in life.

[00:02:54] Yep. We all need help in hand and we all could use some more emotional fortitude.

[00:03:00] That's why I admire one of the things I admire about you is because you're usually one of the people that are like always strong and always consistent and stuff like that.

[00:03:08] Thank you.

[00:03:10] It makes me think of, so I was just on the podcast I was telling you about.

[00:03:15] I was a guest on a podcast called, I think the company is called Francis and it's like Fransis.

[00:03:28] And there's a whole story behind it. I was talking to, name is Keenan, great cat, really good dude.

[00:03:33] I can't wait. I got to hit him back. It was like to see when this post and when it airs and all that.

[00:03:37] And I'll share with everybody, but his company is about spreading positivity, right?

[00:03:44] And we caught his attention because it was like we were talking about positive things for the youth in the upcoming episode or rather the last season.

[00:03:54] Talking about getting young people excited about payroll and HR and more and more so payroll really.

[00:04:00] But anyway, his business and I'll have more. He agreed to come back on the show so I got to hit him up or come on our show rather.

[00:04:08] So I got to hit him up and schedule that out.

[00:04:11] But it's just all about positivity and wellness is what he's preaching and not preaching but really sharing.

[00:04:17] And one of his services is you get a text every day and it's something positive and you can start interact, do the interactive journal, digital journal with this.

[00:04:28] That's nice.

[00:04:29] Yeah. And he doesn't track any of your PII or he has his phone number and it's just a digital now if you want to escalate the relationship, you can through this but it is not being intrusive out the gate.

[00:04:41] It was yeah that just made me think about that and you're right we all need more positivity and all that.

[00:04:46] I'm a little bit more laid back with this intro as we wait for Gerard to get in because he's fam, right?

[00:04:51] I'm like, oh if he jumps in while we're talking and be like, hold on Gerard.

[00:04:54] You know what I'm saying?

[00:04:55] But let's go ahead and get into these articles man.

[00:04:58] I'll go first bro.

[00:05:00] Look, I'll do all the talking if you want.

[00:05:02] Just let me know how you feel.

[00:05:04] Yeah, I don't want that.

[00:05:06] Off first.

[00:05:08] And let me just back it up rewind real quick.

[00:05:11] This is episode 108.

[00:05:13] We have the great Gerard Hall coming on.

[00:05:15] That payroll guy.

[00:05:17] We got a big announcement with him, you know, partnering with him on a little project that we're really excited about.

[00:05:23] And before we get into that, like always going to do some pay news.

[00:05:29] Excuse me bro.

[00:05:30] I'm sorry man.

[00:05:31] You okay?

[00:05:33] Nah, I'm feeling a little sick.

[00:05:35] Which reminds me crap man.

[00:05:37] I need to put in my my sick time.

[00:05:40] Oh what system do you use?

[00:05:42] Time track go.

[00:05:44] The simply better employee time clock software that is going to make your life easier.

[00:05:51] I don't know if you know man, but it already has a unique graphical employee time card and it's awesome because it helps you quickly identify and fix the mistakes.

[00:06:01] That's right.

[00:06:02] Now that you say that they just announced the addition of an automatic PTO accrual earnings so you can say goodbye to those manual calculations.

[00:06:09] Time track goes new automatic PTO accrual feature takes the hassle out of tracking those earned in accrued times, assuring accuracy and consistency for both employees and HR teams.

[00:06:22] Oh that's golden.

[00:06:24] That's awesome.

[00:06:25] You know what?

[00:06:26] That's right.

[00:06:27] I remember that.

[00:06:28] I'm going to go back to the question.

[00:06:30] How can you choose from various rules like yearly, monthly, pay period, hourly and hourly percentage to seamlessly align with your company's policies.

[00:06:41] It includes new state sick leave awesome because I'm not feeling that that's going to help.

[00:06:47] And you can do vacation hours that automatically increase with length of service.

[00:06:54] And like how can someone find out what a simply better solution could do for their business.

[00:06:59] Oh, to learn more.

[00:07:01] They're always doing a 14 day free trial.

[00:07:05] Someone should go to their website at www time track go.com.

[00:07:12] That's T I M E T R A K go.com.

[00:07:19] Or if they want to call the number is 888-321-9922.

[00:07:27] Let's go.

[00:07:28] Let's go.

[00:07:29] This first article is from Inc Magazine and it's your workers might want to quit in 2024.

[00:07:36] Here's why.

[00:07:37] And it's a new LinkedIn survey found that more workers want to switch jobs this year, but this doesn't mean it's another great resignation.

[00:07:46] Right.

[00:07:47] So what they're saying is LinkedIn surveyed over 1000 US workers and 85% of workers say they're considering switching jobs this year.

[00:07:59] And it's up from 27% from last year.

[00:08:02] 85% is big.

[00:08:03] What?

[00:08:04] That's a lot.

[00:08:06] That's most people, right?

[00:08:09] So we've been breaking.

[00:08:10] There's almost nine people.

[00:08:12] 85.

[00:08:13] Folks, we've been breaking down these presented percentages and ways to make sense more sense.

[00:08:18] Right.

[00:08:19] Because I'm always telling what I don't know these percentages don't make sense.

[00:08:22] It takes me too much time to figure it out.

[00:08:24] So he's articulating it well for us.

[00:08:26] Right.

[00:08:27] Wait a minute.

[00:08:28] So that means out of 10 people that's eight and a half.

[00:08:30] That's almost nine people in a room out of 10 that want to switch jobs.

[00:08:33] Everybody right.

[00:08:35] Everybody wants to change jobs.

[00:08:37] So that's a headache for payroll because that means like the turnover rate is just going to spike this year and a lot of, yeah.

[00:08:45] Oh, yes.

[00:08:46] Oh my God.

[00:08:47] Hiring, firing.

[00:08:49] And it's crazy because it makes me think of what you had covered an article a few weeks back and it was like the price of losing someone or having to replace someone.

[00:08:57] Right.

[00:08:58] And the cost that going into that because now you got to post a new job wreck.

[00:09:03] You got to train this person for X amount of months.

[00:09:08] So, yeah, it's all the things that we have to accompany would have to go through to replace someone in the cost of that.

[00:09:17] So if nine people out of 10 85% of the workforce wants to change this year.

[00:09:22] That's going to be a lot of transactions going on payroll.

[00:09:26] A lot of final.

[00:09:28] That's crazy to think about.

[00:09:30] Yes, that's crazy to think about.

[00:09:32] Yeah, but well, I guess not.

[00:09:35] If I tied two and two together.

[00:09:37] And I'm not trying to stay here too long, but I'm just thinking about it 78% of us live paycheck to paycheck.

[00:09:44] Yes.

[00:09:45] So maybe that 78% that.

[00:09:47] Oh, yeah.

[00:09:48] Yes.

[00:09:49] I think that ties into 85% and maybe those so maybe those two are coincide a little bit here.

[00:09:55] Yeah, why those people want to quit or change their jobs yet see look even with a headache was putting the pieces together because you're right if oh and the reason is we shared on gosh I don't I'm going to start tracking this stuff better but one of these shows with these paid news updates we talked about.

[00:10:15] Yeah.

[00:10:16] And I think it was with Bart Bart Van der van der storm show and it would and we talked about the reasons why folks are living paycheck to paycheck and one of the in the top four one of them was an increase in not having enough earnings.

[00:10:33] So there you go they definitely has an overlap there ties together.

[00:10:38] Yeah, it all ties together man and we do see that companies are trying to be aggressive with pay in precess.

[00:10:44] We come and say oh my gosh, we're covering it all folks but yeah it doesn't make sense.

[00:10:49] It makes sense man and ties into a lot of things we've been reporting on so that was my point.

[00:10:54] But yeah before we get too far down that rabbit hole what you got for us sir.

[00:10:59] So mine is going to be short and sweet here indeed.com put out a article about some certifications that may assist people out there who need more money and want more money and stuff like that so I'm not going to go through everything here but what I will say is just the main note that I have highlighted or even that's even highlighted on the article is that most industries have some form of certification that will likely increase your chances of higher pay.

[00:11:27] Better job prospects and new career opportunities.

[00:11:31] It's true you think about it from the childcare standpoint, which is something that I've done a lot of my career and you have done education and childcare in your career.

[00:11:39] You know what I'm saying and those teachers getting first aid CPR certified and other certifications that they can get.

[00:11:46] Yeah, greatly increases their chances and stuff like that so it talks about like different certifications project management certifications.

[00:11:55] Business analyst certifications.

[00:11:57] I'm scrolling through now is crazy I didn't even know about some of these supply chain certifications different things that you can get marketing skill trade there's different certifications for HR payroll sales accounting.

[00:12:13] There's a bunch of different jobs out here that you can get certifications for and have a chance to impact your pay and get your pay.

[00:12:21] So you know saying if you're one of those people who are listening and you're in one of these fields or you're one of these industries this and you don't have a degree.

[00:12:29] Think about a certification.

[00:12:31] Yeah, I would like to see honestly and and honestly, I come from I have my bachelor's and I have I got an associate's I got my bachelor's.

[00:12:41] And but I would like to see it move toward a that type of education like it where it's skill base and a certification base where you can just get some a little you can get very focused certifications on things and you want to learn.

[00:12:56] Right.

[00:12:57] And they make it smaller and modular and not this grand.

[00:13:00] You got to go to school for two years and it's already changing because think about it you can get an online degree in almost any on any level in six months seven months.

[00:13:10] Nine months 18 months they've it's all colleges are already being faced with these challenges and there are changing the way that people are learning.

[00:13:18] I'd like to see it moving that direction instead of these.

[00:13:21] Oh you have to get a four year degree.

[00:13:24] You know what I mean.

[00:13:25] Yeah, and think about it people are opting.

[00:13:27] Think about it if you think about in terms of cost.

[00:13:30] If you don't have a scholarship or if you don't have a grant or whatever to help you with the education piece.

[00:13:35] Some people are saying like I don't want to take a student loan.

[00:13:38] $8000 to get some degree.

[00:13:41] Actually cheap and I can just take the certification for a couple hundred dollars several hundred dollars.

[00:13:46] Well, yeah, yeah, cheaper several thousand is probably more the microbes right depending on how you do it you know.

[00:13:55] Yeah.

[00:13:56] I would like to see.

[00:13:57] Yeah.

[00:13:59] Yeah.

[00:14:00] What's up bro.

[00:14:01] And the myth the legend himself.

[00:14:02] Nothing much.

[00:14:03] You're looking good too.

[00:14:04] You can't slam on us over here man.

[00:14:06] What's going on?

[00:14:07] It must be a camera trick because ain't nothing coming out over here I can promise you that.

[00:14:12] It's the black hoodie man.

[00:14:14] It's the black hoodie as well.

[00:14:16] Oh man, you're so good to see you brother.

[00:14:19] How have you been?

[00:14:20] Good.

[00:14:21] Tired but good.

[00:14:22] I hate you.

[00:14:23] Sorry for your loss man.

[00:14:24] I appreciate that.

[00:14:25] Yeah, appreciate that.

[00:14:27] Yes sir.

[00:14:28] The man, the myth, the legend Gerard Halls with us and we were just cutting it up on some news updates about just what gosh already forgot basically why people are changing work change.

[00:14:39] They say 85% of the workforce is going to change is looking to change jobs this year.

[00:14:44] LinkedIn did a survey and then wall had a pay news update on on getting different certifications for different career industries which will lead us into our conversation.

[00:14:55] But before we get into the big news, what's new man?

[00:14:59] How have you been?

[00:15:00] What's going on in your life?

[00:15:02] I've been good.

[00:15:03] I'm just glad year and is over even though it's who are in the second quarter now but for those who may not know we deal with year and for more than just January.

[00:15:12] That's right.

[00:15:13] So outside of that just working on process alignments.

[00:15:16] I did get promoted last time we talk now the director of operations company.

[00:15:21] I saw that in my business was thriving.

[00:15:23] I just went through my first cohort with the FPC prep course.

[00:15:27] Yes, how's that?

[00:15:29] It was great.

[00:15:30] I have 100% pass rate.

[00:15:31] I like what?

[00:15:32] Pass rate.

[00:15:34] Oh man.

[00:15:35] Look at us do a little debt.

[00:15:37] Yes.

[00:15:38] Yes.

[00:15:39] See now that's a lot of pressure because if I go through your cohort I'm like dang gotta make my boy proud.

[00:15:44] I got a pass.

[00:15:45] Yes.

[00:15:46] You got to keep it at 100%.

[00:15:47] First person who takes my 100% we're gonna have some problems.

[00:15:50] No, I'm just kidding.

[00:15:53] That's big as you congratulate.

[00:15:55] That's amazing.

[00:15:56] Congratulations.

[00:15:57] Thank you.

[00:15:58] I love everything that I've seen in the last I don't know everything in the last I want to say year but it's probably been a lot sooner.

[00:16:04] You hit 16 years with CBiz or something like that.

[00:16:06] That's right.

[00:16:07] I was like, the promotion, the person of the course.

[00:16:10] I was like, yes, doing it.

[00:16:12] And by the way, I hope that you get an uptick because I talk about so I've been doing some payroll teaching as well.

[00:16:18] As a resource, I've been like, Hey, W4 came up, right?

[00:16:22] I'm doing a like a 101 Junior getting into it and a beginner, so to speak.

[00:16:27] And I W4 comes up and I'm like, Hey, if you get stuck go check out that payroll guy as a resource.

[00:16:34] And so yeah, man, I'm pushing folks like after the class they're like, wait, what was that website again that payroll?

[00:16:40] Who I need that.

[00:16:41] And I was like, yes, it's a great resource and tool.

[00:16:44] So yeah, much love there.

[00:16:46] I'm so proud to see what you're doing.

[00:16:48] So happy to know you, man.

[00:16:49] Those who don't know Gerard was is really one of the first but not one of the first people to give us feedback period and then the first influencer to give us feedback and that thumbs up.

[00:17:02] Keep it going guys.

[00:17:03] Keep it going something great.

[00:17:04] And I will be that man, that was everything for us.

[00:17:07] That's why we're here today a year or two years later now just still thriving and doing it and we love to draw very much for that.

[00:17:14] Yeah, man.

[00:17:15] I'm excited the FPC class you already beat me to the punch here man.

[00:17:19] You taking on the old.

[00:17:20] I'm sorry.

[00:17:21] What we wanted to announce that is that it's about payroll is going to sponsor education grant for one of the students for his next cohort for Gerard's FPC prep course.

[00:17:36] And we're really excited to do that.

[00:17:38] We don't know how yet we have to figure out the logistics.

[00:17:42] We do it, but that's neither here nor there.

[00:17:45] It's out in the world.

[00:17:46] We'll put we'll put a post out and we'll figure it out and draw it if you have any ideas on maybe what maybe somebody maybe they got to write a letter or write a like an essay or something and why they deserve it or even nominate someone else on why they deserve it.

[00:17:59] Or if you just know of someone that's deserving of it then let's do it.

[00:18:04] We'll take a next month.

[00:18:05] So wait, a good question is when does your next cohort start?

[00:18:09] So I am scheduling.

[00:18:11] I am working through the logistics of that now, but it will start over the summertime.

[00:18:15] I try to do my cohort, my cohorts in line with the testing period.

[00:18:19] Yes.

[00:18:20] The next testing period isn't until September through October.

[00:18:23] Perfect.

[00:18:24] So I'll more than likely do it around the July August timeframe.

[00:18:28] Perfect.

[00:18:29] So we got plenty of time folks when you hear this show and you see this episode.

[00:18:33] If you need or want to reach out, let's start that dialogue.

[00:18:36] We'll have a few months to figure out how we pick the winner.

[00:18:39] We'll we have in trouble.

[00:18:40] We'll push out some marketing and we'll definitely announce who it is if they want to be put on the spotlight.

[00:18:46] And we're just super excited to do this with Gerard was the timing was perfect because we didn't even know he was doing his first one.

[00:18:56] The timings was just great.

[00:18:57] We right.

[00:18:58] We just reached out and was like, oh yeah, I'm starting this now.

[00:19:00] What?

[00:19:01] Yeah.

[00:19:02] It was something that Brian always talked about.

[00:19:05] Yeah.

[00:19:06] Given somebody a scholarship for education or something.

[00:19:08] And then for it when you connected with Gerard, you were just like man, like it's perfect timing who better who better than Gerard.

[00:19:17] So it's great.

[00:19:18] No one better.

[00:19:19] Yep.

[00:19:20] Exactly right.

[00:19:21] No one better but I appreciate that.

[00:19:24] I don't know anybody else better.

[00:19:28] We us right here got the US on lock.

[00:19:31] Who else in the Jody Jody Parsons.

[00:19:34] She was on the show too.

[00:19:36] No, that's some there's some power.

[00:19:37] Yeah, she was on amazing with Jody Parsons.

[00:19:41] We had some really great people this past season on for payroll guest Sarah Sarah.

[00:19:46] Yeah, Chastney was really good.

[00:19:48] We're going to see them all in Nashville.

[00:19:50] We hope to meet you there too.

[00:19:52] Yep.

[00:19:53] See there I'll be speaking.

[00:19:54] I'll be I'll actually be teaching two classes in Nashville.

[00:19:57] One of the classes schedule it is my calendar does.

[00:20:02] I do know I'm speaking twice that week.

[00:20:05] And I know what I'm speaking about.

[00:20:07] Oh, what are you speaking on?

[00:20:09] I am speaking on changing payroll frequencies and then this one's a little scary for me, but I'm teaching on how to fill out the W for

[00:20:19] Ooh, come on.

[00:20:21] атив right now.

[00:20:23] That's good.

[00:20:25] That's hilarious.

[00:20:27] Oh man, that's good.

[00:20:29] That's those are great topics for you.

[00:20:31] Walt just changed payroll frequencies this past year.

[00:20:33] Was it this past year or two years ago?

[00:20:36] It was 2023.

[00:20:38] Oh, it's 23.

[00:20:39] So yeah, in the last year and change. Yeah.

[00:20:41] Which was huge.

[00:20:42] That was way.

[00:20:43] Oh my goodness.

[00:20:44] What a feat that was.

[00:20:45] So that's a great that's gonna be a great conversation.

[00:20:47] I'm going to email you.

[00:20:49] You change.

[00:20:50] We change ours in 2023.

[00:20:52] Everybody used to be semi monthly, but we change our hourly employees to be bi weekly.

[00:20:56] Yes.

[00:20:57] Yes.

[00:20:58] Wow.

[00:20:59] That's a good that's a good one because I have we've had to you know educate folks was in semi monthly good and I'm like yes, I mean one of these

[00:21:06] Good for salary people, but if you got an hourly it's better to do bi weekly with a 75 or seven day lag.

[00:21:14] So yeah, just best practice from the policymakers themselves you see how we're there.

[00:21:20] Even even pay periods 10 days no 910 11 work day.

[00:21:25] That goes away man.

[00:21:27] It just made it more consistent, especially for hourly people and then we had some of our divisions that were actually paying current

[00:21:34] some a monthly.

[00:21:35] So then we were paying overtime the next pay period which ends up being a complete disaster trying to explain to an employee how

[00:21:43] that all works.

[00:21:44] There you go.

[00:21:45] Yes, I love it.

[00:21:46] Yes.

[00:21:47] And Gerard we also give you the well one day I'm going to give you from real flowers, but like your flowers when we talk about customer service

[00:21:57] right and look we did it we do another show now it's about your paycheck.

[00:22:01] And we're only about 26 shows in on that one fairly new still finding our groove still trying to find the right to what to deliver to the folks

[00:22:11] it's for anybody who gets a paycheck and we always kind of credit you as being the person who put the battery in our back to do that

[00:22:19] and just look at customer service we need more customer employee customer service out there.

[00:22:23] And yeah man so hopefully you're proud of that and we can make you proud man we trying to just keep this payroll train rolling

[00:22:31] and keeping people informed man it's in it's crazy because one of the like final things that really made it happen for us was like

[00:22:39] I went back home to New York unfortunately for our funeral as well.

[00:22:42] And one of my boys was just like, yo I'm having a problem with my check.

[00:22:46] I was like oh yeah let me know and I didn't think he was serious I seen him we were at the repad and then we go back into family later

[00:22:54] and he brought it with him he's boom I mean I was like oh and it was crazy and it was crazy because it's just basically the period end date

[00:23:02] was not flagged properly it was just in a box and it just had no description it was just a date there.

[00:23:07] And I was like this is probably your period end date but you just all you gotta do is ask your HR or period department whatever it is

[00:23:14] hopefully he did it.

[00:23:16] It was a new job for him he was like I don't wanna and then we get in we talk about that too we get into how people are like scared to ask questions

[00:23:23] because they need to keep their job and I'm scared of losing my job and I'm like come on if you're at a company

[00:23:28] that can't answer some basic questions for you guys like that's tough to be at.

[00:23:33] Right.

[00:23:34] And it's just little it was just little things like that just pushed us like oh we gotta start doing this we have to do this

[00:23:39] and we just did it we're out there we're doing it we started we're gonna start sharing more on LinkedIn because we just started at Tiktok

[00:23:47] and then we moved into Facebook and we're in both places and then we just realized alright we could just share this everywhere now.

[00:23:54] So yeah I mean it's developing and it was all because you know you laid out the groundwork for that and just made it seem yeah we gotta do that

[00:24:01] that's right he's right.

[00:24:03] It's awesome work because the thing about it is most people forget like we this is our life so we know how to do this we do it like

[00:24:12] it's like riding a bicycle for us.

[00:24:14] The sad part is there's no 100 million employees that don't understand that they know okay it's right.

[00:24:23] I guess it's right now they know how to count they know if they're over time it's missing or if they ain't getting paid on time.

[00:24:29] Yes.

[00:24:30] Outside of that it's just like alright that's correct and that's really not that's really what we don't want we want people to be educated

[00:24:36] and making sure that they are being paid appropriately.

[00:24:39] Exactly.

[00:24:40] I had a young person that I spoke to also recently again didn't know the codes on the chat they thought the medi was oh I must have medical benefits

[00:24:51] and I was like no probably not maybe.

[00:24:54] Not quite.

[00:24:55] Yeah but I knew I knew the person was part-time I knew they had just started the job so I'm like it's probably Medicare

[00:25:01] but it was just little things like that and yeah again just getting the fuel to keep doing it

[00:25:07] and I was like yes this is great we're in the right vein here we'll get a groove at some point

[00:25:12] but we just got to keep being intentional about it and that's it man just keep doing it.

[00:25:16] We had Bart Banda Storm on we recorded with him this morning yeah.

[00:25:21] Nice.

[00:25:22] Yeah yeah I got his book it's good so far just going through it but it's good and I'm proud man

[00:25:29] I'm happy to see more books out there that are not textbooks about payroll like.

[00:25:33] Books.

[00:25:34] What's up?

[00:25:35] Speaking of books one of you two gentlemen I'm gonna write your books.

[00:25:39] Is there somebody else here that he was talking to?

[00:25:42] No.

[00:25:43] Oh you're asking me.

[00:25:44] Yeah.

[00:25:45] Listen I would love to I've had some thoughts behind it.

[00:25:52] I just have way too much going on right now to commit to anything because I'm the person

[00:25:58] that if I commit I need to be 100% and so if I can't be 100% I just hold it to the side.

[00:26:04] Agreed.

[00:26:05] More to come.

[00:26:06] Yes yes and we may motivate each other what I think now that I'm teaching I think

[00:26:13] that it's starting to form right the thoughts the ideas and I think that's what Bart he did

[00:26:20] I think he taught because it's it but any who but I feel like when you start teaching

[00:26:25] and presenting and things like that if you start to get more of okay now I know what

[00:26:30] my voice is what I want to say.

[00:26:33] Right.

[00:26:34] Starting to form so I think more to come like you said look for me there's only two

[00:26:39] Walters out there Anita Latink and Bart Vandestorm that's it so this met plenty of room just

[00:26:46] like when we started this podcast there was only one other payroll podcast now everybody

[00:26:52] got a payroll podcast.

[00:26:53] You know what I'm saying?

[00:26:55] You get a payroll podcast.

[00:26:57] You get a payroll podcast.

[00:26:58] That's right look I'd like to think that me and Walter are like motivated everybody else

[00:27:04] because when we first started doing it we were like hey come join us.

[00:27:08] There's nobody doing it with us.

[00:27:11] Yeah I'd love to see it.

[00:27:12] I think there's plenty of room out there for us and like Bart said there's plenty of room

[00:27:16] for the different ideas everybody has a different voice in this everybody's going to come from

[00:27:21] a different place right.

[00:27:23] I'm excited to see that I'm excited I know one day you're going to do it you know

[00:27:26] we're both Pi Day guys so the mind is there right the mind is there are you going

[00:27:33] to do it at some point maybe not now but you're going to do it.

[00:27:37] That's awesome man how's the family going good.

[00:27:40] Family is good girls are growing my oldest will be 10 this summer which is wild to think

[00:27:45] that I have a 10 year old but here we are both of them are in school so I will say Monday

[00:27:50] through Friday is wonderful after 715 p.m.

[00:27:53] There you go and the bus comes and picks them up.

[00:27:55] Yeah am.

[00:27:56] I'll be am.

[00:27:57] Yes thank you.

[00:27:58] We're going to let you go.

[00:28:00] I was like he got him in night school.

[00:28:02] Yeah I wish.

[00:28:05] Oh God yes that's right man I got you 10 you have me I got 2012 and my youngest is 10.

[00:28:13] Okay.

[00:28:14] Yeah so it's just so I got all the different phases in life that you have to deal with

[00:28:19] at the same time it's a God bless many beautiful family.

[00:28:22] Jarosh has some pics on LinkedIn every now and then so that's dope to see.

[00:28:26] Well listen before we let you go we've been starting to play a game with our guest

[00:28:32] called this or that and you can pick one of the other both or neither doesn't matter

[00:28:38] in helps folks get to know a little bit about us beyond payroll right.

[00:28:42] Oh you know what being that said we're gonna have to make one for me and you wall I

[00:28:46] make yours and you make mine and we could do it like that any who I'm going to start

[00:28:50] off the first three and walls going to finish you out.

[00:28:54] Okay and then we'll go from there all right ready.

[00:28:56] Yep I'm ready.

[00:28:58] Buttermilk pancakes or buttermilk biscuits or pancakes pancakes.

[00:29:04] Okay not a big biscuit person like really yeah biscuits are okay.

[00:29:09] A good apple butter or apple jelly grape jelly is good but a buttermilk pancake well hopefully

[00:29:16] it's a buttermilk or it's a buttermilk pancake yeah that's right I got definitely a pancake

[00:29:20] all right.

[00:29:21] Will of fortune or jeopardy.

[00:29:24] Will of fortune.

[00:29:25] Will of fortune I feel a lot smarter on.

[00:29:28] I've always been I used to do the crypto quits in the newspaper and the scrambles and stuff

[00:29:35] like that jeopardy if it's teen jeopardy I feel like I'm extremely smart.

[00:29:42] Not so much.

[00:29:44] Oh God.

[00:29:46] I agree.

[00:29:48] Reading or writing.

[00:29:52] Hmm I like them both.

[00:29:56] I probably side more with writing so I do my wife makes me write all of the letters or anything

[00:30:04] that we have to write because she claims my penmanship is amazing even though I think

[00:30:09] it looks like crap but I'm a writer and not that this is any kind of plug but I just

[00:30:17] picked up a remarkable tablet are you familiar with the remarkable tablet.

[00:30:20] Yes I am.

[00:30:21] Yeah so I have always been the I can type up stuff all day long but as far as taking notes

[00:30:27] I can remember things when I write them down and I've tried so many different things over

[00:30:31] the years that have not been successful I picked up a remarkable about two months ago.

[00:30:36] How do you like this thing that's never happened wait so again this yeah this isn't a plug but

[00:30:40] I'm curious now does it can you transfer it integration wise to just email yourself

[00:30:46] or something and it's digital or.

[00:30:48] Yeah so I it's cloud based so all my notes also come on that on to the application and a good

[00:30:56] thing about it is you can transfer PDF so like I can take a PDF from my computer send it to

[00:31:01] my remarkable sign stuff annotate stuff and then send it back.

[00:31:05] Oh see yeah you might.

[00:31:08] I'm gonna have to get one more.

[00:31:10] Yeah no me too because I just recently I was a note I'm a notebook person my notebook

[00:31:15] somewhere around here and just recently I switched to going digital so I'm using one

[00:31:21] note just to kind of and it's definitely better but I do miss the you and it's so

[00:31:26] quicker to get to the note part of it instead of oh wait I have to find my section

[00:31:31] and wait this yeah oh man so that's a good call out.

[00:31:35] Because like you said the one note I tried the one note and like you said it was it

[00:31:39] got me to the digital side but it still wasn't it wasn't my trusty notebook.

[00:31:44] Yeah oh that's dope.

[00:31:45] All right Wolfs gonna finish you out here.

[00:31:47] All right.

[00:31:48] All right.

[00:31:49] Papados or Red Lobster.

[00:31:53] Oh Papados.

[00:31:54] Red Lobster is not real seafood I am a seafoodie by all means Red Lobster it the

[00:32:02] Cheddar Bay biscuits aren't even where they are anymore.

[00:32:05] Yeah so it's definitely Papados for me that's more real seafood.

[00:32:10] Gotcha.

[00:32:11] I don't even know why you put those two together that's apples and oranges but

[00:32:16] I'll let you have it.

[00:32:19] Okay thanks.

[00:32:20] No offense.

[00:32:22] Number five Google Docs or Word?

[00:32:32] It's word for me only because Google Docs are cool I like the you can annotate

[00:32:38] stuff a lot easier you can actually see the person typing if they're but I'm

[00:32:43] a classic office guy give me word office access Excel and PowerPoint and I'm

[00:32:48] good to go.

[00:32:49] No doubt no that's me too.

[00:32:52] All right then the last one the fourth of July or new year?

[00:32:59] The new year.

[00:33:01] Yeah.

[00:33:02] I'll keep that one short for but I have my reasons why it's not the fourth

[00:33:06] of July.

[00:33:09] No doubt.

[00:33:11] Definitely celebrate new year although in the payroll world let me just throw this

[00:33:15] out there.

[00:33:16] Yes.

[00:33:17] We should have a payroll new year that starts February 1st because it's tough

[00:33:21] you're like yo we're going into spending out hundreds of thousands of W2s

[00:33:26] and filing and answering a million questions and all the resolutions you make

[00:33:31] in late December like this is what I'm going to do for the next year

[00:33:34] it's yeah just put those on pause until February because we're all.

[00:33:37] Yes no we're going to start that's it.

[00:33:39] It's going to be payroll new year starts February 1st.

[00:33:42] Yeah.

[00:33:43] The payroll pros yes I like it I like it bro if you don't mind we have a we

[00:33:49] usually end the show with a safe talk session we just somewhere we used

[00:33:54] we were doing it separately as a separate show and now we're dropping

[00:33:57] those as lost tapes because it would just we were doing so much at one point

[00:34:02] we do like four different shows and it was craziness and we just like

[00:34:07] let's get it together here and good effort but okay now what we did is

[00:34:12] and it made more sense right we added we were doing a pay new show and we were

[00:34:16] doing the safe talk show and we just made them segments within these two

[00:34:20] shows so we start the show with pay news that's what we were yapping

[00:34:23] about when you got on and we end the show with the safe talk segment

[00:34:28] and we usually drop folks off for you family and we want to keep you on here

[00:34:33] for a little longer and the safe talk question today is finding a mentor

[00:34:38] a luxury or requirement and we let the guest of honor I'm gonna say is that

[00:34:45] question for me because I got my yes a mentor is a requirement oh wow if

[00:34:51] you want to be successful in any industry you're not just payroll

[00:34:56] within any industry or if you just want to excel mentorship really is what

[00:35:02] that person is doing in the process a mentor is showing you where the ladder

[00:35:07] is guiding you how to get to the ladder now the ultimate purpose of

[00:35:13] mentorship is for that person who's being mentored to take the ladder

[00:35:18] and climb higher than the person so a quality mentorship is okay I'm going

[00:35:24] to show you the guidance I'm gonna show you the way but I want you to go past

[00:35:27] me and then make sure once you go past me you bring somebody to your ladder

[00:35:32] and get them to climb I take mentorship extremely seriously I've had people

[00:35:38] all the time oh can I get you to mentor I have four mentees and I meet with

[00:35:42] them biweekly well I mean with one of them monthly and the other three

[00:35:46] biweekly because I take it seriously it's a very invested time and I don't

[00:35:51] want to just have the people to say oh yeah because because I think it's serious

[00:35:55] so my answer is definitely it's not just a luxury it's definitely a requirement

[00:36:00] look how good that question is it look how sit wow we had no idea man that's

[00:36:03] awesome now them so how'd you find cuz I'm I would love to find a mentor I

[00:36:09] wouldn't even know how to start though how do I find a mentor so the way I

[00:36:13] found the two mentors that I looked to we started of course through one was

[00:36:19] through LinkedIn and one was somebody that I knew personally within the APA

[00:36:23] space okay and so just sometimes it's as simple as two of my mentees reached out

[00:36:30] literally in my inbox and said hey I know this might be far fetched I know you

[00:36:34] got a lot going on but would you be willing to take me under your wing

[00:36:38] and let me would you mind me during me they were just that up front and

[00:36:43] so sometimes it's just and for some people I'm an extrovert so that I

[00:36:47] could do that all day long for somebody who's not a teacher are you asking me to

[00:36:50] get in somebody's inbox that I really don't know and ask for them because the

[00:36:57] two that did that they were like I couldn't believe you actually said yes I

[00:37:01] just knew you're gonna give me some oh I'd love to help and blah blah blah

[00:37:05] and it's been a very fulfilling journey with well worship so sometimes as

[00:37:10] simple as just jumping in the DMs in a good way

[00:37:15] for real

[00:37:18] wow look at that man I had no idea what an awesome surprise yeah look at that

[00:37:24] well we got to get mentors bro

[00:37:26] yeah yeah figure it out

[00:37:30] no doubt mm-hmm well folks that's a great way to end today show

[00:37:34] we're so excited to partner with Gerard on this education grant more to come

[00:37:40] we have a little bit of time before his next cohort starts so please while we

[00:37:45] wait check out that payroll guy dot com check us out it's about your paycheck

[00:37:51] it's about payroll we love you all any part in words

[00:37:55] good draw thank you the blessing

[00:37:58] thank you so much friend thank you absolutely I'll see y'all in Nashville

[00:38:05] before we sign off here are a couple quick things don't forget to follow it's about

[00:38:10] payroll on LinkedIn and it's about your paycheck on Facebook and Tic-Tac

[00:38:15] thank you for being a part of our payroll community and thank you for being a

[00:38:19] part of this journey with us until next time keep learning keep growing and

[00:38:24] most importantly keep going