Season 8 in review & What is in store for season 9?

[00:00:00] Williams, Duncan, the third. Whether you're new to the payroll game or a seasoned veteran,

[00:00:16] we have something for you. Welcome back folks. We are episode 107 cruising right along. Today

[00:00:25] we're just going to have a light episode. We're going to talk about what we like out of season 8,

[00:00:31] talk about what's coming up for season 9. But before we get into any of that,

[00:00:36] how you doing today sir? How you doing wall?

[00:00:39] Man, I am good. Happy Sunday to you April 14th. Man, I know I say this all the time on all the

[00:00:46] shows, a majority of the shows. Man, time is flying sir. Yeah, no doubt. Yeah, no doubt.

[00:00:57] We're going to look up, it's going to be time to do WTWs again next year.

[00:01:01] Yeah, yeah, no it goes so yeah, exactly. Oh gosh, yeah, I can't even, I don't even know where,

[00:01:05] yeah, yeah absolutely right. It'll be, yeah. I had to hit my CPA up because I was like,

[00:01:10] hey did you extend my personal stuff too? Because she told me she extended all

[00:01:15] stuff business wise and I was like, wait, I gotta make sure she did it for personal because

[00:01:18] I'm not ready. I'm not ready. Yeah, I wasn't ready. Thank God she did. Shout out to JC.

[00:01:25] But yeah man, it's just going so quickly. I'm just, I'm kind of been panicking about time

[00:01:33] and they're just making, not panicking in a good, at the end of the day, I'm like, okay,

[00:01:36] it is okay. I'm good but I'm like just very concerned about time. Just oh my gosh,

[00:01:42] we'll work now. It's talking about it with the team. The fact that there's, oh, we could work forever

[00:01:48] is the fact that you have to balance out because if not you're gonna burn out. Balance out will

[00:01:53] avoid burnout. Just being mindful of all that stuff and everything else going on. You gotta still

[00:02:00] kind of keep time for the fam. The fam is coming in. My little one doesn't let me get

[00:02:04] things. Shout out to my boss man. Let me bring in, he's gonna let me do a little

[00:02:08] take your child to work day is coming up. Yes, nice. And my little one's always been too young

[00:02:14] to do it just so I haven't done it. Haven't taken her in prior years and I've been home for four

[00:02:20] years. So it's like, take you to work, stay home from school finally but even still she's no,

[00:02:26] you have an office. I want to go to your office. And I should because she knows I have a,

[00:02:30] even as a remote, she knew I had an office to go to in Miami. And so I had already planned

[00:02:36] it but with the job change I was like, oh man what am I gonna do now? So again, shout out to my boss.

[00:02:42] Let me do it. Bring her in and whatnot. And then it was a good opportunity to frame it for folks.

[00:02:48] If you are trying to do a take your child to work thing there is a formal way to do it like

[00:02:54] your HR department or some usually HR that helps organize an event for it, right? What you do

[00:03:04] is you take two or three hours out of the day. You say okay, you can have your kids that can come

[00:03:08] for this event to bring your kids to work day. Here's the how can I say organized event for them.

[00:03:14] It's only a certain age group, right? You shouldn't bring infants in that's not

[00:03:18] bring your kids to work day like infants aren't gonna experience anything.

[00:03:21] It should be, I think it was like, I don't know when this event that I'm thinking of and then

[00:03:25] the rules and I like the rules eight or six. I guess you go probably this low as five or six

[00:03:31] and up six and up or seven and up in and I didn't even like seven to eight, 17, because at 18 is it

[00:03:40] you bringing your adult to work at that point was a different so give them a job. But anyway,

[00:03:45] my point is that I got like, it should be a organized and thoughtful and planned event.

[00:03:51] It shouldn't be just everybody bringing their kids to work on this day and having no

[00:03:56] organization around it because kids can't last the whole day. You know what I mean? Your kid

[00:04:01] can't be there from nine to five is just not realistic. Again, if I've been in situations

[00:04:07] because you're right, I've been in situations where the kids it was bring your kid to work day,

[00:04:13] but they had to plan something to keep the kids busy. Exactly. So to your point,

[00:04:20] like you're saying Brian, if you're gonna do that and they're gonna be there from nine

[00:04:23] to five or whatever your hours are, it needs to be planned out all day if you're gonna do that.

[00:04:30] But I lean to what you're saying more so. Yeah, just a few hours.

[00:04:35] Long day all day is not realistic. The kids they don't have that type of stamina.

[00:04:39] Yeah, for real. And I guess in some situations, yeah, because I remember some of those kids

[00:04:44] like I want to go home. Yeah, that's it. They don't really leave. Yes, exactly. We see

[00:04:53] unless you have a couch like unless you have a couch for all of them to take a nap,

[00:04:57] like they're not gonna play some type of or so I guess in some scenarios and locations,

[00:05:02] you can have them there the whole day if you already cater to children. But most office jobs,

[00:05:08] that's not the case. You can't think about it. You can't bring your kids to McDonald's.

[00:05:12] You can't if you work in McDonald's, your shift manager, if you're a store manager,

[00:05:15] that's going to be very it's probably not even a safe place for them to be.

[00:05:19] McDonald's has a little ball play. Even that somebody has to watch them.

[00:05:25] So now you got to take a staff away to watch these kids all day, you know what I mean?

[00:05:29] So that's my point. It has to be thoughtful. You have to think it out. You can't just be like,

[00:05:32] yeah, bring your kids no, but you shouldn't. You should also not say no, no, we can't do that.

[00:05:38] You should try to think about it. Can we do this? You know what I mean? Can we do this?

[00:05:42] Okay, yet we can. All right, how should we do it? And really just again,

[00:05:46] make it an organized event. Be thoughtful about it. Because yeah, because folks kids just don't

[00:05:52] have the stamina for that. You know what I mean? And if they do, then you need to give them a job.

[00:05:55] They ready for work. Yeah, man, like you just reminded me of something like not on that same

[00:06:02] subject, but you use the word thoughtful a couple of times or yes, in your articulation there

[00:06:07] and something that we always say about grace. And I was thinking about I was thinking about

[00:06:13] that here recently, right? And give yourself and others grace is something that we always say.

[00:06:20] But why you should do that because you're going to have your off days. You're going to have those

[00:06:25] days when it seems like everything is a struggle personally, professionally, with everything, right?

[00:06:31] You're going to have those days. Those are the moments where that thoughtfulness,

[00:06:35] that mindfulness needs to come in and say, okay, hey, this person had an off day. If a co-worker

[00:06:42] kind of snapped at you or whatever, maybe they had an off day, give him some grace.

[00:06:46] Now if they're disrespectful, you may have to chinchuck them. I don't know. But you know,

[00:06:51] but you have to be mindful because the whole world is under pressure. Think about it.

[00:06:59] A stat that I was just thinking about the other day, 80%, 78% of Americans live

[00:07:04] paycheck to paycheck. That means your coworkers that you work with every day,

[00:07:08] even though they may not be letting you in on the day to day details of their life,

[00:07:12] they're probably struggling too. They're probably going through the same thing that a lot of us

[00:07:17] are feeling right now with pressures with finances, your family, health, who knows what

[00:07:23] personal things are going through and that we feel those pressures at work and at home.

[00:07:29] Let's just give a little more great grace and more thoughtfulness

[00:07:33] and how we operate and how we move, man. That's just how I'm thinking about it.

[00:07:41] Go ahead and keep it going, man. Get us into pay news. What have we got to share with Paynews today?

[00:07:47] Got some fun stuff coming from CNN.com. I like this one. About those California fast food

[00:07:56] increases. They recently passed legislation in California as many of us know that increased

[00:08:02] fast food sector workers minimum wage by $4. So that went up from $16 to $20 an hour,

[00:08:10] which prompted a lot of concerns about potential job losses to technology like self-service kiosk.

[00:08:19] A lot of businesses have been turning to automation to offset a lot of those labor costs.

[00:08:26] There was going to be a trend to automation anyway. Again, we mentioned it in another show

[00:08:30] about that burger place that had AI or robots doing the dangerous labor like frying and

[00:08:37] frying and the cooking. A lot of restaurants are starting to just, they were incentivized

[00:08:45] to do it faster based on this law. So wages new law became effective April 1st and applies to

[00:08:52] all restaurant chains with more than 60 nationwide locations and establishes a food

[00:08:59] council to oversee wage adjustments and worker safety standards. So worker self-service kiosks

[00:09:07] have become more increasingly common in large fast foods chains like Panera Bread,

[00:09:12] McDonald's, Shake Shack, Burger King, Chick-fil-A with benefits including larger and more

[00:09:18] profitable orders and improved customer service. They're saying that the self-service kiosks

[00:09:26] help people feel because they don't have to worry about somebody being rude

[00:09:30] to them or getting a rude response from this self-service thing. I don't know how they work.

[00:09:36] Excuse me, bro. Man, I'm sorry man. You okay? Nah, I'm feeling a little sick,

[00:09:42] which reminds me crap man. I need to put in my my sick time. Oh, what system do you use?

[00:09:49] Oh, TimeTrak Go. The simply better employee time clock software that is going to make your

[00:09:56] life easier. I don't know if you know man but it already has a unique graphical employee time card

[00:10:02] and it's awesome because it helps you quickly identify and fix the mistakes.

[00:10:07] That's right. Now that you say that they just announced the addition of

[00:10:10] automatic PTO accrual earnings so you can say goodbye to those manual calculations.

[00:10:15] TimeTrak Go's new automatic PTO accrual feature takes the hassle out of tracking those earned and

[00:10:22] accrued times, assuring accuracy and consistency for both employees and HR teams. Oh, that's golden.

[00:10:30] That's awesome. You know what? That's right. I remember that. I read that you can choose

[00:10:35] from various rules like yearly, monthly, pay period, hourly, and hourly percentage

[00:10:44] to seamlessly align with your company's policies. It includes new state sick leave,

[00:10:50] awesome because I'm not feeling that that's going to help. And you can do vacation hours that

[00:10:56] automatically increase with length of service. Man, how could someone find out what a simply

[00:11:02] better solution could do for their business? Oh, to learn more they're always doing a 14-day

[00:11:09] free trial. Someone should go to their website at www.TimeTrakGo.com. That's T-I-M-E-T-R-A-K-Go.com.

[00:11:25] Or if they want to call, the number is 888-321-9922. Let's go.

[00:11:33] Let's go. So back up, say that again. So this thing said that the self-service kiosk

[00:11:43] have the benefits of those have included larger and more profitable orders

[00:11:50] and improved customers, the customer experience. Really? Yeah. Oh wow. I'm sorry. I'm actually

[00:11:57] reading through the article. That's why I wasn't paying attention folks. I'm here. I'm here.

[00:12:01] Just in a different spot. Okay. Yeah. That wow. That's really interesting.

[00:12:08] And I'm going to make a note, I do have an add to for that larger order piece, but go ahead.

[00:12:13] Yes. So while customers prefer, while customers preference for our autonomous ordering exist,

[00:12:21] the minimum wage increase is expected to accelerate as we said, the incentive for

[00:12:26] those tech adoptions in the industry. And they started to just do it faster because of what

[00:12:34] happened and despite efforts to avoid layoffs, the implementation of AI and technology is seen

[00:12:43] as necessary to maintain profits amidst the rising labor costs and customer resistance to price

[00:12:51] increases. So California, the California Restaurant Association does acknowledge the

[00:12:58] minimum wage hike, but while some owners are already closing, have already closed businesses,

[00:13:05] I know that one of the, there was a popular mom and pop burger place that was in the news

[00:13:10] recently in California, and they had to close their business because they couldn't afford

[00:13:15] people and get profit in. I know that in and out, the owner of in and out, which is privately owned,

[00:13:23] committed to not raising their prices by that much to impact their customers. So even though

[00:13:28] they're paying their employees more, they said, Hey, we're not going to go crazy on the prices

[00:13:32] like McDonald's after this price range, they started to raise levels. I think there was a $25

[00:13:39] mill on their menu. Think about that. That's crazy. Yeah. Yeah, that's crazy. See, look,

[00:13:47] this is a really hot topic. But I think a few things, which it's about payroll, right? I think

[00:13:54] immediately how it translates to, I think it's going to impact payroll the same way

[00:13:58] it's impacting fast food. I think this is the marker for how it will impact all industries

[00:14:05] that AI becomes a part of where it, it's you're going to have to lose labor. But the labor that

[00:14:13] stays needs to learn up so that they can get that raise and be worthy of the raise increases,

[00:14:23] because now you again, you will have to become the liaison between this machine

[00:14:28] and the people, right? Just like that burger place that you talked about,

[00:14:32] there was still a person there finishing the orders and serving it to the employees,

[00:14:37] the customers, right? I think payroll is going to be the same way. Even if the, and we spoke about

[00:14:43] it, how far we're away from, oh gosh, this was just, see, me and Walt talk about this stuff off

[00:14:50] air also, we get into conversations about it now because I'm thinking it was on the show, but

[00:14:56] it wasn't, we were just talking about how we think that there's probably a payroll engine

[00:15:02] already right now in its machine learning phase and somebody's working feverishly to try to get it

[00:15:09] to market. But even if they get it to market in the next 12 months to two years, it will still

[00:15:15] take some adoption time, right? People are not going to jump to it. Companies are not going

[00:15:20] to jump to it. There's going to be, it's going to be a first mover thing, the innovators

[00:15:24] type thing. It's going to take that product timeline that we talk about in crossing the

[00:15:29] chasm, is it? Yeah, crossing the chasm. It talks about how a product goes through this phases of

[00:15:36] first movers where innovators want to be a part of it. Then I forget the names of the groups,

[00:15:41] but I remember first movers as the first phase because if you're introducing a new product,

[00:15:47] like those are the people you have to get on board of these first movers. So it's going

[00:15:51] to take time to go through those stages, but I think it's going to hit the same way. Whereas

[00:15:58] okay team, like if you've got a big payroll team, you're going to lose some people because

[00:16:04] it's going to do some of those tasks that your juniors that are doing.

[00:16:09] And yeah, so what's up? There was another restaurant. There was another article out

[00:16:14] there that was on fortune.com and it talked about one of the one of the popular restaurants

[00:16:20] that are in California now. Boyo. Yeah, yeah. And they, I didn't know maybe you're in Florida,

[00:16:27] but I know that they said to reduce labor cost, they were going to reduce the number of staff

[00:16:34] step taken in a day to produce productivity. So I think that they're going to cross train. So

[00:16:41] they said the number of steps that it takes them to get to the customer. So I don't know

[00:16:46] what that means. I would love to do more research into that. Right. I know that I read somewhere that

[00:16:51] those California restaurants or fast food chains are thinking about doing the same thing, they're

[00:16:56] reducing the number of steps that it takes for their workers to connect with the employees. So

[00:17:02] I don't know what that the customers. I don't know what that means. Yeah. No, look, it's going

[00:17:07] to impact. I think that food, it's impacting the what is it the how did the pandemic put it

[00:17:14] like our frontline or what is it the essentials? I remember it was like essential things.

[00:17:20] essential workers. Yeah, essential workers. So fast food essential workers like we all eat when we

[00:17:25] all eat out more than we want to. So that's why it's hitting this industry first. And then one

[00:17:32] of the things that you mentioned large orders larger orders. And I read that on another

[00:17:37] article that was saying something about the fact that they digitize something. Oh, yeah.

[00:17:48] I believe it was Chipotle. Chipotle got bigger orders from their digital experience than they do

[00:17:56] in person because people are not ashamed of adding the cheese, adding the guac, adding this.

[00:18:06] Yeah. Nobody's there to look at them. There's no eyes on them. Exactly. You're not on the line

[00:18:11] of people like, Oh yeah, give me the guac. Give me extra guac because that's the whole joke of it

[00:18:16] like the guac is extra. And so it applies the same way. Whereas you're doing food orders,

[00:18:23] you don't mind adding on these other things because nobody's looking at you and the orders

[00:18:28] get bigger, right? And it's the same concept. I remember going to McDonald's this past year

[00:18:33] with my son, like when the first time the kiosk actually hit me, I was like, Oh, what's this

[00:18:38] about? What are we doing? It was no at the front thing. Yeah, bro. Oh, we just and my son is the

[00:18:45] one I was like, No, dad's use the tea, the kiosk. And I was like, What? He's not come on. And

[00:18:49] then he's in it like, What do you want? Yeah, what do you want? And I'm like,

[00:18:53] What the hell is this? And that was a year ago that was in the last before I think even AI

[00:19:00] really took on this, the momentum that it's having now and the impact that it's having now.

[00:19:05] So yeah, look more to come with this stuff is definitely gonna but that's my prediction. I think

[00:19:11] it's going to play itself out the same way in every industry that it hits. The AI comes,

[00:19:16] you have to lose some labor, but the labor that you do keep needs to read tools, relearn. And

[00:19:23] so everybody in every industry get ahead of it, start learning AI. I'm starting to try

[00:19:27] to look at now. Okay, what AI courses can I start taking little seminars or whatever

[00:19:32] webinars that I can start consuming? It's true. Because I was reading different articles about

[00:19:38] this. Because I had I was doing research and stuff and the things that some of these restaurants

[00:19:42] are fast food chains are doing there in order to cut labor costs with amongst

[00:19:49] amidst this minimum wage increase. They're also cross training, like to your point. So

[00:19:56] hey, you know how to do multiple jobs. Yep. You're not just hey, you're not just on the fries today,

[00:20:01] as they say. That's right. And it makes me think of the side hustle mentality to

[00:20:08] like, don't keep all your eggs in one basket, folks. If you're afraid of losing your job,

[00:20:13] like, hey, you may want to, you know, cultivate some other skills and again cross

[00:20:17] train and keep keep a side hustle develop a side hustle or something like that. There

[00:20:23] are going to be some things that AI just can't take away yet. And maybe that's what you focus on,

[00:20:27] if you're worried about some people don't like technology and having to have to interact with

[00:20:32] it. And there's still going to be opportunity for a lot of things. Yeah, it's a really good

[00:20:39] conversation stuff. But all right, so mine is fairly quick. And I guess what struck me is

[00:20:45] that this thing actually made the news because this has happened to us in real life, where

[00:20:49] again, as payroll and HR professionals, we're a high ticket target, I call it, right? At an

[00:20:56] organization. It already happened with my new boss. Like I sold him a text and I was like,

[00:21:00] this is not you, right? And because I got a text from what it looked like it was coming from him.

[00:21:05] And it was like, Hey, Brian, and his name is in it. And I was like,

[00:21:09] he's sitting in the office right next to me. So I'm like, I don't think this was him.

[00:21:13] I mean, he's like, how did you get that? And I was like, dude, hackers hackers because they look at

[00:21:20] LinkedIn, they looked at these connections and they put into pieces and puzzles together.

[00:21:25] And they're like, Oh, and again, because they're putting those pieces, they're using LinkedIn

[00:21:31] and things to put pieces, their high ticket target is HR and payroll. It's not going to be

[00:21:36] necessarily marketing. You know what I mean? Because marketing doesn't have the keys to

[00:21:40] the castle. So that's such a perfect example that you gave here, bro. That's such a perfect example

[00:21:47] because I know that some people may put their email address on LinkedIn just in public to public

[00:21:55] mine is I think mine is the I don't know. And then like people get access that way. People

[00:22:00] these hackers are the scammers to your point, they'll create fake LinkedIn profiles and I've

[00:22:07] gotten requests connection request from the original person and then later on I get a

[00:22:13] another one. Okay, they have pages. Yeah, same thing goes on media, take top Facebook,

[00:22:20] all the different things. It's social hacking. And I was trying to look out I was looking for

[00:22:25] Splunk's link again, because Splunk SPL UK we don't they don't sponsor us but I do give them

[00:22:33] a lot of props for putting out this information. They have a report out there where it's like

[00:22:38] top 50 cyber, like beware of these top 50 things that cyber high and we talked about on the show

[00:22:45] plenty. But I really appreciate it because again, think about it. There's so many that they had to

[00:22:50] do a top 50 top 50 that means there's more. And they one of the in a scary but one of the

[00:22:58] methods that cyber hackers use is this piece, the social engineering of it where like you said

[00:23:04] they get they make you think they know you and you know them and it's a casual relationship.

[00:23:09] All the time they're data mining their data mining how many kids do you have oh my goodness

[00:23:13] and they work and oh my goodness and they're getting this information nonchalantly but it's

[00:23:19] all to build up to an attack. Yes. So you have to be careful what calls now because

[00:23:24] now they have programming where you somebody could just speak to you on the phone. Hey, what's your

[00:23:29] name? Yeah, can I speak to one and they just get your voice and I can mimic your voice and copy

[00:23:36] your voice and oh hey my name is Walter Duncan. Say anything. Yeah, exactly right and even us

[00:23:42] our voice is now on the waves and we got to be careful. We got to warn our families to say

[00:23:47] hey look if you get a call from me that sounds off it's probably off so different number.

[00:23:54] Yeah, exactly. Especially from it exactly and that's and it's sure we got to build safe

[00:24:01] words and phrases within and protocol within our families because our voice is out there right

[00:24:06] they can take our voice and call us and say anything so we got to have some type of process

[00:24:12] like we got to do a show like you know I want to get do a whole best practice around cyber

[00:24:16] security show going so that we can teach people like what some methods are that's one safe words

[00:24:23] safe phrases you know if somebody's calling you about anything money and information related

[00:24:27] hang up and call that person back or we can just be like Jason Statham and the beat oh man did you

[00:24:34] see it? Yeah, yeah. How great was that movie right and they framed this so good because

[00:24:40] Felicia Rashad iconic and like you know what I mean it was like mom yeah right I was like

[00:24:48] but I could see the reality of it right? Yeah this person loses could potentially lose everything

[00:24:57] and then make a decision to do what was done right? Yeah you could see that. What do you have?

[00:25:05] Yeah it was an extreme I think but it was a good example of an extreme and then just

[00:25:12] the retribution of it all all you done messed up now you're the wrong you done did the wrong

[00:25:16] to the wrong person you know what I mean? Yeah. It's like that perfect example of F around and find out.

[00:25:22] So and we're talking about a movie beekeeper folks and they talk about cyber security and

[00:25:27] Felicia Rashad was the victim in the beginning and then the movie is kind of based on that

[00:25:32] it's really great as really great example of cyber security and what they do

[00:25:36] this stuff is real the techniques that they use are not exaggerated those are

[00:25:40] real techniques that people use we know people in real life that have been hacked and then scammed

[00:25:45] in these manner. Anywho my article is about a Pennsylvania state police were called to

[00:25:51] Wattsburg area of business for an unknown person tried to steal an employee's paycheck.

[00:25:57] Troopers from PSP Erie were called to an unnamed business along Wattsburg road on March 29th

[00:26:03] after an unknown actor emailed the business claiming to be an employee

[00:26:08] and police yeah police said that the suspect was trying to change the account

[00:26:13] the employees direct deposit paycheck valued at nearly $1500 to one of their own

[00:26:19] and not the employees this is very common folks okay so you're a payroll professional

[00:26:26] you have to encourage employee self-service you have to build in some validation steps

[00:26:32] if you're doing it for employees you need to build in some validation steps

[00:26:36] because this is email you can't do like this is common this is how so what surprised me that it

[00:26:42] made the paper I was like how did this make news because this is happening investigators later

[00:26:47] confirmed that the employee did not request a change but did not say whether the money had been

[00:26:52] returned oh my god so they did this they it looks like it went through wow so return

[00:26:58] to see that's a L right that's a that if the company did the right thing they're going to take

[00:27:04] the loss on that money they have to pay their employee the fact that you changed it was on you

[00:27:09] that's not the employees fault you felt scammed to the scam so you have to pay their employee and

[00:27:14] make them whole and then you have to also now follow up on this and see where how your how

[00:27:19] this gets covered I don't know if it's insurance if it's bank insurance if that insurance the

[00:27:23] company has to go follow up and try to make that get that money back find the loophole

[00:27:30] find how this was done find yes that blind spot that this you know yes is there anything

[00:27:36] that we as a company could have done or if you're using a third party the minute or

[00:27:41] yeah htm or something like that to process your payroll or whatever is it you or is it

[00:27:47] their system you need to be able to identify those things and figure it out because we've seen

[00:27:52] with some of these systems where a hack has happened yeah there was there was a there was

[00:27:57] a thing out there with cash at where people were getting into people's accounts

[00:28:02] and updating their direct deposit in the payroll system the employees like I live in California

[00:28:10] and it says the IP address of the change was in New York or Texas was completely different

[00:28:16] yep that's just pay like that wasn't me I didn't change it exactly exactly right yeah yeah man

[00:28:26] it's we have to be on guard you have to put in protocol you have to have some steps and

[00:28:31] you have to create friction unfortunately the always think of Joe old CFO he would use that

[00:28:38] phrase a lot like friction and creating friction where there needs not you don't need it and putting

[00:28:42] it where you do need it because you do need it some places you do need some friction and this

[00:28:46] is a case where you do need friction even though the technology can do it in a lightning speed

[00:28:51] you need to create some friction especially if you're doing it for your employees if it's not

[00:28:56] employee self-service if you have an employee if you're an employee and you have an employee

[00:29:00] self-service type of thing you have to create notifications my mom got scammed on a credit

[00:29:05] card deal and she realized that her notification threshold was high like the dollar amount was

[00:29:12] clearly too high and it was only at 50 bucks but now I said no my change the setting to any

[00:29:18] amount you don't want to know because that's how they got her it was a bunch of no a bunch of

[00:29:23] transactions under $50 yes you and I went through the same thing yes I had 99 cents 99 cents 90 I'm

[00:29:32] like from weird names in California and Arizona I'm just like I gotta update now I'm I think

[00:29:39] I have a breach on something now that I got to look into um but yeah you got to stay on top of it

[00:29:45] and not just because it was like 10 cents you don't oh whatever nope that's how they're phishing so

[00:29:52] change your notifications put notifications on all these documents try to work only through your

[00:29:57] credit card if you have a credit card and you can manage it I know folks there were 80

[00:30:02] percent paycheck to paycheck but that's the goal is to move all your expenses through your

[00:30:06] credit card so that you have some protection it's not hitting your cash right it's not you

[00:30:11] when you lose you're not losing cash you're losing credit that's usually if it's fraudulent

[00:30:16] the fix is happening immediately and they can tell very quickly that it is fraudulent like in my mom's

[00:30:21] case she's in New York these transactions were happening in California clearly it's it was an

[00:30:28] obvious fraud type of thing yeah no just be mindful folks this stuff is just getting ramped up as we

[00:30:34] reported many times and yeah be careful out there be careful be mindful put in the best

[00:30:40] practices create the friction where you need it create the user notifications be like the number one

[00:30:47] combat to this is education so go read those reports go take the cyber security classes

[00:30:53] take your company's training do all that stuff educate your employees yes there you go thank you sir

[00:31:01] moving into our next segment which is the main conversation here about our season eight and review

[00:31:08] and what kind of was important for us and well you're I'll let you start it off and and we're also

[00:31:14] going to do a season nine preview at the end as well yeah so some of the we had a couple of guests

[00:31:22] and I didn't want to I didn't want to take them all here so I'm just gonna mention like two of them

[00:31:28] had no one who was really great and had a was a had a wealth of wisdom in regards to

[00:31:35] HR and people and payroll stuff and really great individual I think he's out in San Francisco or

[00:31:43] somewhere near that yeah something near it or something yeah and know if you're listening

[00:31:48] we're still gonna hold you to that trip that you offered us a wine country yeah he stood out to me

[00:31:54] Sarah from Banfield Pet Hospital really stood out to me she inspired me and something that she said

[00:32:03] that stood out was that her getting the CPP was definitely an accomplishment for her but she felt

[00:32:11] like it let her go to the next level in so for me I'm just like man I feel like I need that I

[00:32:17] want that I want to take that with me and I did take that with me what she said and inspired me as well

[00:32:25] and that was really big for me another thing that stood out is the hospital cyber attack we just

[00:32:30] talked about all the different things with these hackers and scammers and stuff like that so that

[00:32:34] hospital cyber attack was really big for me because we're continuing to see a trend

[00:32:40] and with these attacks as we just spoke to just a couple of seconds ago and then a big

[00:32:48] accomplishment for us we hit 100 episodes in season eight man we hit our hundredth episode

[00:32:56] man like time has flown by and it's been great man and I'm just proud of us I'm really proud

[00:33:03] of us and that's what stood out for me so I'll let you take the rest of the stuff for season eight

[00:33:09] go ahead yeah no doubt for me again we we've been really lucky you know this

[00:33:17] I can't understate or overstate everybody we have amazing guests on every guest we've ever had to just

[00:33:25] you know bring such a different energy and different information we're learning

[00:33:30] but for me it was really like a moment in our journey to have Jody Parsons on because I've

[00:33:38] been following Jody probably her whole time at Kansas City Royals she was one like when I got on

[00:33:45] LinkedIn and 20 years ago and was like oh wow but I saw her payroll manager Kansas City Royals

[00:33:54] I was like oh my god I got a celebrity on my kid my my LinkedIn she was celebrity status

[00:33:59] because I loved sports I still love sports so like that connection and Kansas City we played

[00:34:05] the Yankees played them all as American League like it was it was that was just like oh my gosh

[00:34:10] I'm following so for me I've always been following her and I felt like I've been following a celebrity

[00:34:14] these whole time and then to have the honor to for her to come on and then the clip that I still

[00:34:23] like I still watch and listen to that clip because she's don't tell me why you fell into payroll

[00:34:30] tell me why you still love payroll why why do you love it why do you like it was just such a

[00:34:37] great per expression the passion that some of us have for what we do and then look that's one of

[00:34:44] our claims to fame is the passion for what we have and talk about this in payroll people say that

[00:34:49] they're like y'all's passion for this comes out keep doing what you're doing and thank you for

[00:34:53] all that folks thank you for that support it means everything to us so having Jody on that was just

[00:35:00] that was a great moment for me max van der sink boosnink van du kil no van du kil boosink

[00:35:08] my boy max your max is an amazing character as well everybody knows and everybody loves him his

[00:35:13] energy is just infectious yes and he really helped me articulate the quest that we're on to kind

[00:35:20] of he's you know the force people force young people into payroll we just have to frame it

[00:35:25] for them and let them know and make have put it out there as an awareness it is a possibility you

[00:35:30] can make a career out of this right yeah one thing one thing that stood up for max is when he said

[00:35:36] and i'm not sure if i'm saying it verbatim but when he said that basically knowledge is meant to

[00:35:44] be shared yes that was a good one yep right like that that is and i felt that from him i felt

[00:35:51] that energy that vibe from him it's just like man like he he wants to help others he wants to empower

[00:35:58] others and uplift others in the industry and educate people in the industry so that's what

[00:36:03] really stood out for me with him one of the things that stood out yeah one yeah again it's

[00:36:07] such a great episode brad for he's conversation right just hr digging into some hr and how

[00:36:15] he's building up his brand jeremy miff miff said jonathan's brother right jonathan

[00:36:21] that's so yes yeah jonathan there from buddy the hero software out in malta so jeremy was a really

[00:36:29] good conversations i love i go into every interview not knowing what i'm gonna get from them i don't

[00:36:36] do any pre-work on them i don't like to i like to be surprised i like to be in the moment with them

[00:36:42] um it's something that i think that i picked up from indirectly from wendy williams like

[00:36:48] listen into wendy show in new york she would bring on guests and be like whoa no we're not talking

[00:36:54] when i would keep it fresh we keep it fresh she wouldn't talk to guests she at least she said

[00:36:59] this i don't know how true it was but she didn't talk to the guests beforehand and she didn't

[00:37:03] talk to them when they broke for commercial they didn't speak right it was like it's it was

[00:37:09] keeping the reaction and the energy fresh and live in the moment right authentic authentic thank you

[00:37:16] that's the one yeah so i try to do the same thing i like to approach it the same way that's why like

[00:37:21] and i've told you we've only pre had one pre conversation maybe two that i can think of

[00:37:28] in the hundreds of robo or fifties tens of fifties of guests that we've had on the show

[00:37:36] we've only done one or two and i don't like doing it i don't and i'm and i find and it made me find a

[00:37:41] way to not do it ever again and i tell people in emails hey i hear the conversation hear the

[00:37:48] topics but there's no pre interview right we interview fresh that that's interesting because

[00:37:55] you're right because we we were sent when we started adding more guests we started sending

[00:38:00] out those forms hey fill this out tell us about yourself listen that and then we were just like

[00:38:04] you know what we'll save that for the actual conversation let it be real and raw in the in

[00:38:10] that moment and say hey we're going to ask you about your journey during well yeah we'll give you the

[00:38:16] topics we'll give you the questions that we're gonna ask you can prep i don't want to take that

[00:38:20] away from but i don't want to know your answers in advance i don't want to i don't want to

[00:38:24] have a conversation i remember the one time we did it i was like we just did the show

[00:38:28] i was fresh with it i was like we just did the show like how is this going to translate over

[00:38:33] thank goodness it still was a good conversation but yeah i was angry i was annoyed with it yeah yeah we

[00:38:39] would get on this is when we were doing everything remember we had different shows and then we would

[00:38:44] get on sometime during the week hey let's meet and connect and talk to them for 30 minutes to an hour

[00:38:49] and be like hey and you were like you said we just did the show right there well can't do

[00:38:52] that that's what they realized and we can't do we definitely can't do this anymore yeah so

[00:38:57] and all that to say that i go into it not knowing what i'm gonna get and i love that because then the

[00:39:07] the experience is real the my and i haven't been disappointed with any of our guests thank god i just

[00:39:14] not had a bad guest and again jeremy didn't disappoint we had a great conversation with him

[00:39:20] learned so many things customer service wise it's really if you're running a help desk or

[00:39:25] if you're trying to think about your customer service piece of this in payroll that's a really great

[00:39:30] episode to listen to with jeremy mith mith said and then see a passion in it yeah yeah and that

[00:39:35] they're thoughtful about how they do things and how they change their processes to accommodate and

[00:39:40] scale right yes yes um and then one of the fun ones for me from this season was crazy eddie doing

[00:39:46] that true payroll crying for crazy eddie because i grew up on crazy eddie mom and i told my mom

[00:39:52] that we did the episode she's do you remember going every week so you used to make me go there every

[00:39:56] week and buy you a game and then every time i got paid and i was like yes ma i talked about that on the

[00:40:00] show yeah i was like yes yes bro you know i still have a memory of a memory of going in and getting

[00:40:07] it was that's what you mean man yeah yeah it was that was a fun episode to cover it's good for

[00:40:14] you yes very nostalgic brought back good memories of childhood but yeah man that was that so that's

[00:40:21] my recap of season eight so you don't even have to go to the store you can just download the game

[00:40:25] download it you can yeah you can yeah yep it's yeah it's such a different that's what i was telling

[00:40:32] my mom too i was she's like all the games you buy the games and oh kids buy games still now i'm like

[00:40:38] no ma we don't have you know to buy them anymore you can download them everything's digital and she's

[00:40:42] just wow but yeah man i was that was so that's my yeah that's my recap i love the really great

[00:40:47] guest thank you all for coming on i don't believe i've missed anybody i think we covered everybody

[00:40:52] there so yeah for joe yeah jody and max vander kick vander please boost sink brav or he's jeremy

[00:40:59] miff's uh yep we did tax brackets new year's goals yeah that was it no oh yeah and jonathan yeah

[00:41:05] we had jonathan at the end of season seven and then Jeremy in the beginning of season eight

[00:41:10] their brothers that work at buddy doing their thing on over there on across the pond on the

[00:41:15] europe side of things so yeah so what about season nine what are you what are we thinking for do do we

[00:41:24] even know we have wonderful episodes with erin martin and chris revero from yes talking about

[00:41:32] the wage access we're working with what dirard hall that payroll guy excited for that we have a great

[00:41:39] opportunity for that yep episode we're gonna announce something big in there yeah right

[00:41:45] and then who else do we have for art vander storm and he he just dropped a payroll book called

[00:41:53] the payroll mind yeah how to build influence and make impact as a global payroll professional

[00:41:59] already i'm reading a few other things so i haven't gotten to this one yet but i scanned through and

[00:42:04] just really dope concepts that i see learning pieces oh man yes he's teaching right i love that

[00:42:10] part of it i unfortunately in payroll there's not a lot of good content out as we say many times

[00:42:17] and we need more authors right there anita latin dropped her second book so check that out but right

[00:42:23] now that to my knowledge there's only two payroll authors anita latin and bart vander storm we need

[00:42:29] more i'm getting motivated and thinking like oh wow maybe i can't write a book and won't keep

[00:42:34] saying and playing that seed for me so i'm i'm thinking along those lines as well one day

[00:42:38] you'll see something from us and the iap family but i'm thinking about it too man honestly yeah

[00:42:45] yeah there's so much room like how you go to any other category and there's thousands of books

[00:42:51] you go to payroll is now two three sorry there's three yes yes the good thing about writing a book

[00:42:58] is you can tell your payroll story view and people you can share some of your experiences

[00:43:06] as brian eskibar and what brian eskibar had to go through yep and and brian eskibar's viewpoint

[00:43:14] on thing i can tell mine from my point of view my experiences in the workforce you know what i'm

[00:43:20] saying in the military doing payroll like doing all those different things right we could tell

[00:43:26] our stories we just got to do it um i'm looking at it now and i just looked up payroll on amazon

[00:43:32] for books and um that there's it's still it's more it's still the same stuff just it's textbooks

[00:43:42] now there's a few journals people put out because they realized that the whole make money on

[00:43:47] like that whole tiktok hack hey you could create a journal and resell the journal and make money

[00:43:51] on making the selling a journal yes so there's a few payroll journals out there cool but that's

[00:43:55] a blank book that there's no words i didn't at all it's just blank pages there's a coloring book

[00:44:01] which is cute that's that's new there's different books out there there's payroll counting books

[00:44:07] gregari mustin that's the county again it's a textbook yeah the textbook the textbooks that's

[00:44:13] what i'm saying we need we we have to get beyond textbooks and and to that point barz came up

[00:44:19] on the first page anita we got to do some work we're getting you to the first page here

[00:44:24] search anyway maybe it's different for others yeah in my output but anyway i'm sorry i'm going

[00:44:29] down a rabbit hole here this opportunity for you the opportunity for us yeah for all of us

[00:44:34] anyway and i like what barz said he's he didn't find his voice until he realized i had to be

[00:44:38] authentic with my story right he said his first version didn't even that's not the book that was

[00:44:43] published or his first version of the book so he was like he found his voice for this story

[00:44:48] and that's when it really made sense so tell your story and your walt just said we do want to read

[00:44:54] about these things like i think payroll do people just like any other industry and subject in the

[00:45:00] world we're curious about the subject that's how we learn more about it because there is no true

[00:45:05] north there is no playbook there is no degree there is no one certification that answers at all

[00:45:10] that justifies it all right we're still building all this and we're a part of that right me and you

[00:45:15] are part of this we're laying out the thought leadership for this and exposing all the other

[00:45:20] thought leaders in payroll as well i think that like you said season nine is going to be more of

[00:45:24] the same right we're going to continue this journey on that and we again barz episode is coming

[00:45:30] up soon the rod's episode is coming up soon aram Martin and chris rivero coming up soon

[00:45:36] we've already got those on deck in the pipeline ready to go and it's just a matter of putting

[00:45:42] them out there right we got some amazing content for everybody to put out and yeah i'm just i'm excited

[00:45:47] i'm excited about how we become part of the next wave of how payroll conversation is going to

[00:45:58] involve an ai and machine learning and all these things like i'm so excited about all of that

[00:46:05] so yeah that's it we've been talking for a while so let's wrap this up our safe talk

[00:46:10] question segment question is should fast food workers make $20 an hour or can you make and or

[00:46:21] it's two part should fast food workers make $20 an hour and can it's can you make fast food a career

[00:46:27] i think so can i go first yeah go ahead yes i think fast food this is one of the conversations

[00:46:33] me and wal had off cut off record just because again folks we talk about this stuff for real

[00:46:39] in our normal day to day conversations we'll get caught up in topics and oh but that and listen

[00:46:45] right we have to debate good conversation yeah we don't come out here and just fake this for

[00:46:51] y'all this is real and i think everybody knows that right that's why they listen to the show

[00:46:55] they know really about this life i do think not just fast food workers i think that

[00:47:02] pay mint wages have to be level set to for living wages people gotta live people gotta like right

[00:47:11] now two people can't graduate from high school i always think of it like two love birds we watch

[00:47:16] all these movies from back in the day and oh they graduated from high school and they went on

[00:47:19] and built life together how if two people graduated high school and went out and got jobs

[00:47:25] and started working they couldn't they probably couldn't even make enough full time to go out

[00:47:29] get a place to live yes you know what i mean like where are you going you know what i mean so that to

[00:47:36] me is sad so i think everybody should make a living wage and i think yeah absolutely

[00:47:43] any industry any job can be a career if your career minded if you're just job minded is

[00:47:51] going to be a job and there's a difference right a career something you're building on top

[00:47:56] you're building towards something different a job is a job is a job you're just going to go

[00:48:02] but it's how you treat it doesn't matter what type of job that is how you do anything is how you do

[00:48:07] everything and if you treat it it is absolutely a building block for a career you know what i mean

[00:48:14] so i think what do you think yeah i agree with you i agree with your sentiment first when we

[00:48:20] were talking i was just like well maybe not it's not a career because what is your career

[00:48:25] trajectory for fast food is everybody do you have the opportunity to work yourself up and be at a

[00:48:32] manager level at your same location you do yeah how many of those positions are available to everyone

[00:48:40] if everyone is working and on the same trajectory not everybody can get the same position

[00:48:45] not in the same location but true if you're good you're gonna shine and people gonna make room

[00:48:51] for you if it's decent town if not you take yourself to a death now you're ready to apply

[00:48:56] for manager somewhere else i ran into that problem in payroll where i was like all right i'm a payroll

[00:49:01] coordinator i was a payroll coordinator for seven years and then i was like okay i think it's time

[00:49:06] for me to grow now i'm it's time to become a payroll manager yeah but how do you become a payroll

[00:49:14] manager if you've never been a payroll manager and my point is it wasn't my company's fault

[00:49:19] they were a small company that didn't have a career path for payroll folk

[00:49:26] and the company was not a growth company right like they weren't gonna keep growing

[00:49:32] so that there was a maybe future it was just it's a small shop that made a lot of money

[00:49:40] so they didn't need the they didn't need to grow with bodies and headcount and locations

[00:49:45] they did what they did like that it was a different business model so i couldn't be mad at them for

[00:49:53] running efficiently and lean i had to make my own i had to make a choice all right for me to be a

[00:49:58] payroll manager i have to switch jobs and it was unfortunate but it is what it is that's what

[00:50:04] you have to make it for you you have to make that decision for yourself because the company's

[00:50:08] not always going to make it for you if you're really good there they are going to want you to

[00:50:12] stay where you are oh my god stay here when i remember when i gave notice my boss was like

[00:50:17] ah i knew it crap man and he was upset because he was like i knew i was gonna lose you at some

[00:50:22] point that we're at that point where i we can't give you anymore you know what i mean and i was

[00:50:26] afraid he knew he's like he's just i know man dang but good luck i'm happy for you proud of

[00:50:31] you boom boom so yeah it can be a career and yeah it can be but i like the point you're

[00:50:36] bringing up like you have to notice that you're good you have to notice that okay i've been in here

[00:50:44] i've been in mcdonalds i've been on fries i work my way from fries to the front desk in the front

[00:50:48] yes obviously i'm good if you've gotten off the fries then you know you okay you're like

[00:50:54] you're growing right you got to be able to measure that for yourself okay i am growing

[00:50:58] actually people come to me when they have questions right if you become that person

[00:51:02] that everybody's asking question you're a leader now yes the most important thing is do you find it

[00:51:09] fulfilling yeah which which ties your the first part of this question back to this so if it's

[00:51:16] fulfilling then the amount of money you make shouldn't matter but it should be a livable wage

[00:51:24] to your point in livable wage and yes it should be based should be based on where you live

[00:51:30] yes because the price of renting in la is more expensive than it is in Atlanta georgia

[00:51:38] yep by maybe a thousand bucks or a few hundred bucks or whatever it is and so i think that yes

[00:51:44] there has to be some calculation some method used to figure out what that livable wage is

[00:51:49] but you need it and and yes it's on us as leaders and companies to figure out how to do that more

[00:51:56] sufficiently is the industry going to have some change is there going to be some ripple effect

[00:52:00] yes there are there always is with change yeah right yeah but let's figure out we're and we're at a

[00:52:08] a crossroads right now we're at a industrial revolution if you will um you know some people

[00:52:15] have have have compared where we are to like the car being invented you know this is ai and

[00:52:24] that's where we are with it and it's true yeah folks like this got me thinking and before i'll leave

[00:52:29] you guys with us but our next episode is going to be with the great gerard hall that payroll guy

[00:52:37] and big announcement there great working with him great having him he's like family now like having

[00:52:42] on the show so comfortable so cool like catching up with a family memory so look out for that

[00:52:46] next job next week but i think about i've i've thought about this recently a lot and i think it

[00:52:57] to be a good payroll person we have to be of service in this quote i found really articulates it well

[00:53:04] right i slept and dreamt that life was joy i awoke and saw that life was service i acted

[00:53:13] and behold service was joy the the person who said this is raban dronath tugore can't say the name

[00:53:23] right but he's like a um how can you it's like a scholar a poet a literate person a literary

[00:53:31] person from many years ago but anyway i thought that quote was very how can i say applies very

[00:53:38] directly to hr and payroll professionals it's fitting it's very fitting because we provide a service

[00:53:45] when that that's our world is the service that we provide the question is do you find joy in that

[00:53:52] yes i do and if you don't then maybe service is not for you right and that's i think that's a

[00:53:59] the quote is also a good qualifier if you resonate with the quote then you should be in the service

[00:54:06] business you should be in service right but if you don't then maybe a different business for you

[00:54:11] so that's it for today folks we've been yapping on for way longer than i thought here yeah right

[00:54:16] yes sure so i know man we always say that i'm gonna chop some down in editing but

[00:54:21] always long but to the next part one and part two yeah then i'm no more part

[00:54:26] to the next time folks we love you peace peace

[00:54:38] before we sign off here are a couple quick things don't forget to follow it's about payroll on

[00:54:43] linkedin and it's about your paycheck on facebook and tiktok thank you for being a part of our

[00:54:49] payroll community and thank you for being a part of this journey with us until next time

[00:54:54] keep learning keep growing and most importantly keep going