We're joined by Anthony Straham as we discuss what he would like to see more of as an employee.
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[00:00:00] Welcome back folks, we got an amazing opportunity to hear from an employee and its crazy, well
[00:00:17] before we get into that, how you doing today sir?
[00:00:19] Whats up?
[00:00:20] I'm good man, just yeah I'm good bro, I'm good.
[00:00:23] In a minute.
[00:00:24] Just in a good place, yeah it's been a minute since we've been dropping a lot of lost tapes
[00:00:28] from our other episodes that we had, Safe Talk, you know and some news updates and stuff.
[00:00:34] We used to do so many different things and now just to see how we transformed and how
[00:00:39] we've grown and changed and like just metamorphosis that we've gone through to get to this place
[00:00:44] now man, so its exciting man and its good bro, how you doing?
[00:00:50] I've been alright man, its funny cause like I see the clips and I see like our
[00:00:54] backgrounds are different and there was a moment where we didn't even want to move
[00:00:58] away from that and then now I like, I don't know about you but now I really like our
[00:01:04] backdrops now cause it gives us a little insight into our personalities, little personal
[00:01:09] touches and what not so its been cool but yeah its been interesting to see the evolution
[00:01:15] of things and yeah folks we just took a break, we had this backed up content,
[00:01:19] we had a bunch of weeks of show and then we were like oh wait we can fill it in
[00:01:22] with the lost tapes here, so we just took a much needed break from recording
[00:01:26] but I missed it dearly, I love recording and talking about this stuff and geeking out on payroll
[00:01:32] Payroll, employee stuff
[00:01:35] But its all payroll right?
[00:01:36] Yeah
[00:01:37] And oh that's what I was going to say, even though this episode is a point of view
[00:01:42] from an employee, some might say they're employees, yeah we are employees but the
[00:01:47] reason this show started is because we're payroll professionals, we may be employees
[00:01:53] we're not the first or payroll professionals right but we're payroll professionals so its hard, it was always
[00:01:58] hard for us to see it from the employee perspective because we only operate from the
[00:02:03] payroll professional perspective or HR perspective or finance perspective so its really cool
[00:02:10] I'm looking forward to talking to our guest today to really see what that's about
[00:02:16] It's a good gauge right? It's a good gauge, I think he's going to be our second employee
[00:02:21] I think Breanna was the first one
[00:02:23] Yep, that's right
[00:02:24] So he's going to be our second employee to come on and I think it's really good for us to have these people on
[00:02:29] so we get an understanding of how they feel because to your point Brian, we have a different viewpoint than they do
[00:02:36] We're the employees that pay employees
[00:02:38] Yes
[00:02:39] Because you know, so we have a different understanding, we may have a little bit more
[00:02:43] we might be a little bit more savvy in understanding about how to pay, we should be a little bit more understanding
[00:02:48] I really like the fact that we're doing this, hopefully we have a lot more guests come on and everything
[00:02:57] Anthony, the guest we're going to have on, he really said man, he sent me a DM yesterday on IG
[00:03:03] He was just like man thank you guys for doing this, it's important for you guys doing that
[00:03:08] I don't know if I shared that with you, yeah, this is really important for us
[00:03:12] I think it's going to be big, you guys just keep doing what you're doing
[00:03:15] Oh that's great man, that's awesome to hear
[00:03:17] And those are the little things more than any compensation that kind of keep us fueled to do this
[00:03:23] is that feedback, so that's dope, I love it
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[00:04:28] Let's go
[00:04:29] Let's go
[00:04:31] Alright, before we get into our guest, we got some pay news updates, payroll news
[00:04:36] Yes
[00:04:37] Eat more from the employee standpoint for these items here and Walt's going to start us off
[00:04:42] Yep, I had an article from CleanFacts.com and it's about workplace concerns to consider in 2024
[00:04:51] Number one is higher worker stress
[00:04:54] Brian and I, we can identify with this, we feel this, payroll can be a high stress job in its own right anyway
[00:05:01] But I think even with today's climate, the economy, everything that's going on, I think a lot more people are feeling the stress
[00:05:08] In Gallup's 2023 State of the Global Workplace Report, employee stress across the globe has hit record highs
[00:05:18] When asked, 51% of the report's respondents in the US and Canada say that they had experienced a lot of stress the previous day
[00:05:29] Moving into the new year, if employee stress continues to rise, it could also threaten the next concern which is number two, employee engagement
[00:05:38] This is that employee engagement which took a bad turn after COVID-19 is slowly starting to improve according to Gallup
[00:05:46] But the connectivity to the company's mission and purpose is going down amongst the workers as well
[00:05:53] So the engagement is going up, but them being connected to their company's mission is going down which is a little bit scary
[00:06:03] Yeah, what is the engagement going up around I guess would be my curiosity
[00:06:11] So for me when I read the article, this part of it I understood it as that the engagement is because they want to keep a job
[00:06:21] And because they want to keep a job and they have to pay their bills and they might not necessarily like the company that they're working for
[00:06:31] But hey, this is paying me the salary that I need right now for my family and those I care about to survive and make ends meet
[00:06:38] But I don't necessarily connect with the powers that be here or their mission
[00:06:42] And some of those employees don't feel inspired
[00:06:46] So inspiring employees to go above and beyond the bare minimum will continue to be a challenge for managers in the upcoming year
[00:06:55] And number three kind of speaks to that, trust and leadership
[00:06:58] The Gallup report reports 3% of U.S. employees strongly agree that they trust their company's leadership
[00:07:05] That's bad bro, just 23%
[00:07:07] Yeah, that's low
[00:07:09] However in 2023 trust was on the rise following a large decline in the COVID pandemic
[00:07:17] According to Gallup, communicating clearly, spearheading and supporting change and inspiring confidence in the future all lead to significant increase in workers' trust
[00:07:27] With 95% of employees saying that they fully trust their leaders who demonstrate such people skills
[00:07:34] So that's telling
[00:07:36] So they're saying 95% need somebody who's gonna be able to connect, be able to inspire, be able to understand
[00:07:44] That you have to have those people skills in these hard times and that's what makes people I guess in today's climate want to stay
[00:07:51] I don't know if you agree with that
[00:07:53] Nah, wholeheartedly you wanna work with a leader that understands people, understands the human things
[00:08:01] Right, the human needs, because you can drive productivity two ways, right?
[00:08:06] You're just a tyrant or you can hold people accountable but still be human and still understand
[00:08:15] Like we talk about all the time, meet folks where they are, meet your employees where they are
[00:08:19] I think that clearly in the past it made a significant difference
[00:08:26] Number four, manager burnout
[00:08:28] Stress and disengagement can affect management as much as it does subordinate workers
[00:08:34] And even more so according to Gallup, in 2023 managers were more likely than non-managers to be disengaged and looking for a new job
[00:08:43] They were also more likely to think that the company did not care about their well-being and they struggled more with work-life balance
[00:08:51] Gallup foresees the need for more training and support to help managers avoid pitfalls of what is termed manager squeeze
[00:09:00] So that's telling right there, I think that's what you were speaking to
[00:09:05] So I think these managers are also needing support from their companies
[00:09:11] And I can tell, I can be honest just being honest here, I felt like that in my own career at times
[00:09:17] Before the COVID thing where I didn't feel support from the company, I was supporting my team and stuff like that
[00:09:24] But I didn't feel like I was getting the support that I needed and I was getting burnt out
[00:09:28] You know what I'm saying? So I'm sure there's other people in managerial positions that feel that too
[00:09:33] So number five, long-term hybrid strategies
[00:09:38] Hybrid work reports that since mid-2022
[00:09:43] US work location trends have mainly stabilized with hybrid work more than more the norm
[00:09:51] Long-term strategies need to be developed to take that fact into account
[00:09:56] Gallup suggests improving workplace value proposition, encouraging more effective collaboration and focusing management training on hybrid work situations
[00:10:07] Yeah
[00:10:08] And number six, the same thing, thoroughly considering hybrid work
[00:10:13] According to Gallup, hybrid work can be great, but only if it's approached correctly
[00:10:19] Advantages of going hybrid, higher, they increase employee engagement
[00:10:25] There's better overall worker well-being and lower turnover rates than fully on-site workers who could be working remotely
[00:10:34] But there's also a downside, including communication issues, different work schedules, less collaboration and decreased creativity
[00:10:44] So if your organization is moving in the direction of hybrid work, you have to weigh the pros and cons
[00:10:50] And you need to discern what those are and develop some appropriate strategies to handle these challenges
[00:10:58] COVID really changed the game and I think a lot of people just shifted to it and really didn't
[00:11:05] And they were just developing those strategies along the way
[00:11:08] And some of us are still trying to figure that stuff out
[00:11:11] Some companies are still trying to figure those things out
[00:11:13] What do you got to say? You got something on your mind?
[00:11:15] For sure, no, for sure, because the hybrid, the remote work thing is a subject that I'm always have an opinion on
[00:11:22] For me, I was promoted during a remote stint, I was home for four years after COVID and promoted in that time frame
[00:11:32] And clearly it wasn't a productivity thing for some, you know, as a comment on the downsides that you mentioned
[00:11:40] The communication, the different work schedules, etc.
[00:11:42] I just think you have to be intentional about fixing it and addressing it like anything is always going to have issues, right?
[00:11:48] Because if you're the greatest team in the world and the greatest product, you're always going to be able to get better
[00:11:53] There's always going to be areas that, oh, we could do better here, we could do better
[00:11:56] So these are the areas that you do better in, right?
[00:11:58] Yeah
[00:11:59] Because I think if everybody likes their remote or hybrid situation, they're going to work hard to fill the gaps and address the gaps
[00:12:06] It's a part of business, right?
[00:12:08] Yeah
[00:12:09] The business landscape, payroll landscape is ever-changing
[00:12:12] So we have to adapt, companies have to adapt
[00:12:16] Just like AI is changing the landscape, we have to adapt, right?
[00:12:20] Hybrid work has changed the landscape, we have to adapt
[00:12:24] And we have to find better ways to do those things like you were saying, man
[00:12:28] I think companies, and if they're smart, they're looking at ways to save money
[00:12:32] Less than their real estate footprint, right?
[00:12:35] If you have these big offices and everybody, and if you can now go hybrid even
[00:12:41] You can go into a smaller space and rotate your employee in and out
[00:12:46] Use that, save the money for other engagement and team building activities
[00:12:50] So hey, if you have a remote team, hey, once a quarter we're meeting up
[00:12:54] And there's a cool weekend of team building that you wouldn't have been able to afford before
[00:12:59] And be creative, be intentional about the solutions and things
[00:13:02] And stop framing it bad, like hybrid work is not bad
[00:13:07] Unfortunately, not everyone can do it, right?
[00:13:09] Your food server can't be hybrid, you know what I mean?
[00:13:13] I could operate a machine from home
[00:13:16] Well, it's funny that you say that because as I was saying it
[00:13:19] I was like, dang, wait a minute, they can actually be
[00:13:22] Actually, I've been to this spot with my son and this robot brings the food out
[00:13:26] You know what I mean?
[00:13:28] Seriously?
[00:13:29] Yeah
[00:13:30] Oh wow
[00:13:31] So yeah, so it might even actually
[00:13:33] Now we're getting into the AI taking job conversation
[00:13:37] How we move from remote into that
[00:13:39] But anyway, my point is if you feel like hybrid is creating a problem
[00:13:43] Then address the problems because I guarantee you people
[00:13:45] If you give folks the option, you'll learn really quickly
[00:13:48] What do they want to do?
[00:13:49] Do you want hybrid, remote or fully in the office?
[00:13:51] And I mean, it's spread across
[00:13:53] There's folks who want to leave the house every day
[00:13:56] There's folks who want to stay home and there's folks who want to be hybrid
[00:13:59] So why not accommodate if you can?
[00:14:01] It's a benefit, it's a retention, it's an attraction tool
[00:14:04] Just be intentional about it, right?
[00:14:06] If you feel like you're losing in one piece
[00:14:08] And make sure your team hold them accountable
[00:14:11] Good stuff, man. Good stuff. Thanks for sharing
[00:14:13] I have, we'll go quickly here before our guest gets on
[00:14:17] Only have a few ones, a few quick hits there
[00:14:20] So that the links will be in the show notes
[00:14:22] One is from the IRS reminding US citizens abroad
[00:14:27] That they still have to file US taxes
[00:14:32] Yep, there was a big, I forget who the person was at this point
[00:14:36] It was some rich somebody back in the day
[00:14:40] Anywho, they were living abroad, they were living in another country
[00:14:43] And they didn't realize that they still had to file in the US
[00:14:47] So IRS is saying their worldwide income
[00:14:51] Including wages, unearned income and tips
[00:14:53] Is subject to US income tax regardless of where you live
[00:14:57] Or where they earn their income
[00:14:59] They also have the same income tax filing requirements
[00:15:02] As US citizens or resident aliens living in the United States
[00:15:05] Hey, if you're listening and you're a US citizen
[00:15:08] And you're working abroad and you've been out there
[00:15:10] You still have to file folks
[00:15:12] So just keep that in mind
[00:15:14] Another quick hit from working for the government
[00:15:17] They study, this survey did a kind of looking into
[00:15:22] Do government employees, like for instance
[00:15:24] A payroll person working for the government
[00:15:26] Do we make more or less than that person?
[00:15:28] And do they make less just because they're in the government?
[00:15:31] And they did a study and they basically saw that
[00:15:33] Lower wages in the government are really great options
[00:15:37] And the comparable, the comparison is really good
[00:15:41] Meaning if it's a lower wage job
[00:15:43] You're in a good situation because you're getting great benefits and a steady job
[00:15:47] But as they move into the higher earning jobs
[00:15:50] That's where it got, the disparity started to show
[00:15:53] Where your counterpart in the private industry was making more
[00:15:57] Keep that in mind and again, an interesting article
[00:16:00] And then the last one was a really good, like a good feel story
[00:16:04] Singapore Airlines was rated one of the best airlines in the world
[00:16:09] Made a tremendous profit last year
[00:16:12] And as a reward to their employees
[00:16:14] They're rewarding all the employees with 8 months worth of salary as a bonus
[00:16:20] What?
[00:16:21] Yes, bro
[00:16:22] That's, I was like, oh, this is a nice feel good situation
[00:16:26] Great work, great rewards
[00:16:29] And the story goes into how they rebounded after the pandemic
[00:16:33] And folks weren't flying and what now what?
[00:16:36] All these airlines had to rebuild after pandemic, right?
[00:16:39] And again, Singapore Air was just rated one awards for being the best in the world
[00:16:44] Then they, great profits and they rewarded their employees for it
[00:16:47] They recognized that, hey, we wouldn't have done this without the employees
[00:16:50] Right, chipped in, right?
[00:16:52] And that's a good, those are good companies you want to work for things like that
[00:16:55] So it's a company to follow in my mind
[00:16:58] Maybe a company to model after what made them successful
[00:17:02] Exactly, right
[00:17:03] What went into that?
[00:17:05] That's what I would like to know
[00:17:06] What can these other airlines learn from this?
[00:17:09] That's right, yes
[00:17:10] Oh, any business for that matter
[00:17:11] That's a business study across the board right there
[00:17:13] Yeah
[00:17:14] You know, all businesses can learn from that
[00:17:16] Yeah
[00:17:17] Those are mine, quick here
[00:17:19] That's funny that you said that
[00:17:21] Because I worked with the gentleman like many years ago at another place where he said that
[00:17:25] He had actually flown on Singapore Airlines
[00:17:28] And he said it was the best flight
[00:17:29] No way
[00:17:30] Yeah, he said it was the best flight of his life
[00:17:32] Wow, look at that
[00:17:33] So they've been doing this for a long time
[00:17:36] And they finally rewarded their employees
[00:17:38] But again, just a feel good story
[00:17:40] Yeah
[00:17:41] Yeah, man, that's awesome
[00:17:43] Let's get ready for our guest
[00:17:47] Do you want to tell us a little bit about him and intro him a bit?
[00:17:51] Yeah, Anthony, he works for, I know he's in the tech space
[00:17:57] Anthony Straham, he's around our age, a couple years younger than us
[00:18:02] Like maybe four or five years younger
[00:18:03] Friend of yours? You know him personally?
[00:18:05] Yeah, I know him personally
[00:18:06] We've hung out a few times and everything
[00:18:08] So, invite him on the show just to get his ass in it
[00:18:11] Of pay what he understands, what he doesn't understand
[00:18:14] And just ask him about that type of stuff
[00:18:16] And he'll be able to tell a little bit more about himself when he comes on
[00:18:19] So I'm looking forward to that
[00:18:21] So, yeah man, that's pretty much it
[00:18:23] Awesome
[00:18:24] I was telling my daughter, my oldest, out talking about the shows
[00:18:28] And I was just like explaining to audiences
[00:18:30] Hey look, it's about paycheck is really just for employees
[00:18:34] No, sorry, it's about payroll
[00:18:36] It's really just for payroll professionals
[00:18:39] Whereas either show, a payroll professional, it's about your paycheck
[00:18:46] Is mainly for employees but could also benefit payroll professionals
[00:18:50] Yeah, absolutely
[00:18:51] Because they're learning, they're seeing it from a different point of view
[00:18:54] Yeah, just something to think about and keep in mind for the payroll folks out there
[00:18:58] If they're like, oh I don't need it, it's about your paycheck
[00:19:00] But yeah you do because you get that employee perspective
[00:19:02] Yes, I think it's absolutely important right
[00:19:05] Because sometimes, depending on how our company is structured as payroll professionals
[00:19:11] That can kind of dictate how we think and how we focus
[00:19:14] If we report to finance, we may have a little bit different view about stuff
[00:19:20] Rather than if we report to HR or we follow them to HR
[00:19:25] So it might be a little bit different
[00:19:27] Depending on how that company is structured
[00:19:29] So that's something to consider
[00:19:31] So I think that's a great point, you're right
[00:19:34] It could be very influential or important for the payroll professional to listen into this show
[00:19:41] So they have a better understanding
[00:19:42] We drop a lot of knowledge here too
[00:19:44] To really cause people to think about different things
[00:19:48] Man, okay yeah
[00:19:49] And my employees are feeling this
[00:19:52] What Brian and Walt just said in their news updates
[00:19:55] My employees stress if my management burnt out
[00:19:58] Is my management feeling this way
[00:19:59] Like those are different things anybody can listen to this podcast
[00:20:02] And I think managers
[00:20:04] Yeah, you're calling out another good audience there
[00:20:07] Managers and business owners, CEOs
[00:20:10] We give you the heartbeat of employees here
[00:20:14] What's going on with your employees
[00:20:16] What are the trends
[00:20:17] I've been sharing all kinds of stats that you share
[00:20:20] Like how 67% of employees actively avoid the employee hand
[00:20:28] And reading the employee handbook
[00:20:29] That's very telling because if you need your employees to adhere
[00:20:33] And most of them aren't reading it
[00:20:36] That's like an easy win right there
[00:20:39] How do you get all your employees to read the handbook
[00:20:41] Let me ask you that
[00:20:44] Because I know this is a different topic
[00:20:46] But do you think that is the case
[00:20:50] Because employees want to in some way want to protect themselves from the company
[00:20:54] Even if it's kind of like in a messed up kind of way
[00:20:58] I'm going to avoid signing this handbook
[00:21:02] Because at another place
[00:21:04] I don't know if you remember the situation
[00:21:06] But there was another place you and I worked at
[00:21:08] Where they updated the handbook
[00:21:10] Because there was some verbiage in there that was not clear
[00:21:13] And so a lot of employees avoided
[00:21:15] I'm not signing that
[00:21:17] Nope, I didn't sign that
[00:21:19] Yeah, no, I totally get what you mean
[00:21:21] And yes, I think you're right
[00:21:23] But I think that's the wrong approach
[00:21:26] Because
[00:21:28] I'm not saying I agree with it
[00:21:30] Okay, nor am I accusing you of it
[00:21:32] But I think it's not
[00:21:34] That's not
[00:21:36] It's like ignorance is bliss basically
[00:21:38] Right?
[00:21:40] But ignorance also doesn't exclude you from the infraction
[00:21:46] If there's a term
[00:21:48] How do you say like a termination level event
[00:21:52] Forget the right phrase for all of it
[00:21:54] But something you did is worth being terminated for
[00:21:57] If you didn't, just because you didn't know
[00:21:59] And read it in the handbook doesn't mean you're not going to get fired
[00:22:02] That's true
[00:22:04] Now look, it might give you a little bit
[00:22:06] It might give you one
[00:22:08] PTO payout or something like that
[00:22:10] No, no
[00:22:12] I'm saying it might give you one pass
[00:22:14] Depending on the infraction
[00:22:16] And your boss and the situation
[00:22:18] They may say, oh you didn't know?
[00:22:20] Alright, cool, let's print the handbook out
[00:22:22] Don't come back to you, read it
[00:22:24] If you come back, read it signed
[00:22:26] Then we can put you on a performance improvement plan
[00:22:29] And we go from there
[00:22:31] That's in a very nice situation
[00:22:34] And again, depending on the infraction
[00:22:37] If you do something egregious and hard
[00:22:40] Like, boom, fired on the spot
[00:22:42] I don't care what you didn't read or didn't know
[00:22:44] You're done
[00:22:46] So it could buy you some time
[00:22:48] But that's not a good strategy
[00:22:50] I have a great HR boss that told me
[00:22:52] What she say, hope is not a strategy
[00:22:54] Hope is not a strategy
[00:22:56] Hope is not a strategy
[00:22:58] Hey, and if you're listening to this
[00:23:00] That's you
[00:23:02] Let's throw some spaghetti against the wall
[00:23:04] And see what sticks
[00:23:06] Yeah, exactly
[00:23:08] It's not so funny you say that phrase
[00:23:10] I was listening to Drink Champs recently
[00:23:12] And they brought that phrase up
[00:23:14] Norrie's funny, man
[00:23:16] He's very vulnerable and transparent with his stuff
[00:23:18] And people were like, yeah, that's a phrase
[00:23:20] But yeah
[00:23:22] That's not the
[00:23:24] And what I say in the show
[00:23:26] When I was recently talking about the handbook thing
[00:23:28] Was on the payroll course
[00:23:30] This last one that I just taught this session
[00:23:32] I was like, look, as a payroll professional
[00:23:34] There's going to be some nuggets in there
[00:23:36] That apply to your job
[00:23:38] That you need to read about
[00:23:40] You know what I mean?
[00:23:42] There are things in the employee handbook
[00:23:44] That could be dictating how you should be doing your job
[00:23:46] But there's a paragraph here and there's a paragraph there
[00:23:48] For instance, the easy call out
[00:23:50] Is the holiday pay, right?
[00:23:52] You have to, some companies say you have to
[00:23:54] Work before and after
[00:23:56] The day of your holiday
[00:23:58] To get paid
[00:24:00] You can't call out if you were normally scheduled
[00:24:02] There's all kinds of things that play into this, folks
[00:24:04] So don't get crazy
[00:24:06] Like 4th of July is coming up
[00:24:08] And it's on like a Thursday
[00:24:10] And if you're regularly scheduled for Wednesday
[00:24:12] And Friday, if you work Monday through Friday
[00:24:14] And you call out
[00:24:16] The Friday or the Wednesday before
[00:24:18] That can make you ineligible for the holiday pay
[00:24:20] And if payroll doesn't know that
[00:24:24] Then you might let all of that slide
[00:24:26] And just get paid out
[00:24:28] And that's funny because I think
[00:24:30] That is an exact verbiage
[00:24:32] That was in the handbook that the company was trying to update
[00:24:34] That we were at
[00:24:36] Because they spoke to that and it didn't say that
[00:24:38] So they tried to update that
[00:24:40] And because those employees didn't sign it, they were like
[00:24:42] I didn't sign the title because I didn't sign the new book
[00:24:44] Not at all
[00:24:46] And what you have to put in the handbook is some type of
[00:24:48] Verbiage
[00:24:50] That as well
[00:24:54] We have the right to update this
[00:24:56] And just because you don't acknowledge doesn't mean that it's not true
[00:24:58] You know what I mean?
[00:25:00] Now, hey
[00:25:02] Again, ignorance is not an excuse
[00:25:04] For it
[00:25:06] Maybe give you some leniency in the conversation
[00:25:08] But after that, like as a manager
[00:25:10] You can say, alright let me print it out for you
[00:25:12] And here you go or let's log on right now
[00:25:14] And you go ahead and read through it
[00:25:16] I think that folks need to read through it
[00:25:18] And you gotta give folks a chance to read through it
[00:25:20] And they should sign it within a certain amount of time
[00:25:22] Welcome our guest
[00:25:24] Anthony Strahan
[00:25:26] How you doing sir?
[00:25:28] Doing well, how are you?
[00:25:30] I'm alright man, I'm excited man
[00:25:32] When Walt told me we had somebody from an employee perspective
[00:25:34] Willing to come on and talk
[00:25:36] Man, I was psyched so
[00:25:38] I'm excited about this conversation
[00:25:40] Yeah, definitely
[00:25:42] Tell you a little bit about myself
[00:25:44] Level 2
[00:25:46] Helpdesk slash
[00:25:48] Sysadmin team
[00:25:50] Working on cyber security
[00:25:52] I take my security plus certificate
[00:25:54] Test next month
[00:25:56] Alright, nice
[00:25:58] Yeah, nervous
[00:26:00] Nervous about that
[00:26:02] Sorry if you can hear the dogs man, they're going crazy
[00:26:04] Oh no, I can't hear them that well
[00:26:06] I was barking at them
[00:26:10] So hopefully after I take that
[00:26:12] And pass, I'll be moving up
[00:26:14] Trying to work for them
[00:26:16] For cyber security but
[00:26:18] I'm open to anywhere else
[00:26:20] As long as it's almost six figures, I'm good
[00:26:22] Yeah, I heard that
[00:26:26] Okay, nice man
[00:26:28] Congratulations and hopefully
[00:26:30] You'll share the good news with me
[00:26:32] And I'll be able to report that with Tabryan
[00:26:34] You said next month you take it?
[00:26:36] Next month, June 28th
[00:26:38] So wait, if you don't mind
[00:26:40] How long have you been studying for this?
[00:26:42] How hard is this test?
[00:26:44] I've been looking on Reddit
[00:26:46] And I'm part of the little subreddit
[00:26:48] For security plus and I see people failing
[00:26:50] All the time. This one guy studied
[00:26:52] For a year, failed
[00:26:54] It was a $400 test
[00:26:56] So you gotta pay it again if you fail
[00:27:00] I've been studying for three months
[00:27:02] I've been studying for a week
[00:27:04] During the week before work
[00:27:06] After work, before bed
[00:27:08] This weekend though, I was up
[00:27:10] Until five playing video games last night
[00:27:12] What do you play?
[00:27:14] I've been playing Fallout 4
[00:27:16] Actually
[00:27:18] Because of the show on Amazon
[00:27:20] I never picked it up before but
[00:27:22] I'm pretty addicted to that right now
[00:27:24] Is the show good?
[00:27:26] Yeah, the show's amazing
[00:27:28] You gotta check it out
[00:27:30] I played it, it's cause I saw the show
[00:27:32] My wife actually already finished it
[00:27:34] Yeah, I put my wife onto it and she went
[00:27:36] And finished it without me
[00:27:38] My girlfriend does the same thing
[00:27:40] You gotta watch it, it's good
[00:27:42] I was like, man, I was trying to watch it
[00:27:44] Why are we watching it together?
[00:27:46] Exactly
[00:27:48] Do you play Fortnite at all?
[00:27:50] My son's a big Fortnite
[00:27:52] No, I've played Fortnite
[00:27:54] With my little cousins before
[00:27:56] But I don't play it regularly
[00:28:00] Very cool, very interesting
[00:28:02] Talk about cyber security all the time
[00:28:04] On this show
[00:28:06] Oh yeah, because
[00:28:08] Payroll department, HR folks, finance folks
[00:28:10] Are like the high target threats
[00:28:12] Or high target
[00:28:14] How do you say, I don't know
[00:28:16] Wailing threats
[00:28:18] Spear fishing and wailing threats
[00:28:20] Now we got some good delingo going
[00:28:22] Here we go
[00:28:24] Now we gotta have Anthony back on
[00:28:26] To talk about cyber security
[00:28:28] Yes, so
[00:28:30] I can explain how I
[00:28:32] Studied and
[00:28:34] The internet's huge
[00:28:36] But there's a set of things you gotta look for
[00:28:38] To study correctly
[00:28:40] For that
[00:28:42] Study correctly, okay, I got you
[00:28:44] Yeah, for sure
[00:28:46] There's a lot of mess out there that does not help
[00:28:48] Probably taking it
[00:28:50] A year ago
[00:28:52] Okay, I gotcha
[00:28:54] That's interesting though because
[00:28:56] How many cyber attacks
[00:28:58] There's one stat that Brian and I had
[00:29:00] I think that they said that cyber crimes
[00:29:02] Are gonna increase by what, 150%?
[00:29:04] Brian or something like that?
[00:29:06] I don't doubt it
[00:29:08] I don't doubt it
[00:29:10] It's so easy, I was on the
[00:29:12] There's a worldwide page for cyber security
[00:29:14] Attacks happening real time that you can go to
[00:29:16] And
[00:29:18] Yeah, and it's
[00:29:20] Crazy, a million a day
[00:29:22] A million a day, wow
[00:29:24] I think I got on at around 3 o'clock yesterday
[00:29:26] And it was at almost a million
[00:29:28] So, oh my
[00:29:30] Wow
[00:29:32] See that's good because I think that's great
[00:29:34] Information because
[00:29:36] A lot of companies aren't
[00:29:38] I don't think they're putting that information
[00:29:40] Out there to say hey we've been
[00:29:42] We had a cyber attack
[00:29:44] I don't know if you saw in the news Anthony
[00:29:46] That there have been some hospitals
[00:29:48] We've even did a couple of shows on
[00:29:50] We do a show called
[00:29:52] True Payroll Crime Stories
[00:29:54] Where companies and stuff being hacked
[00:29:56] By cyber attacks and impacting
[00:29:58] The employees' payrolls and stuff like that
[00:30:00] Yeah, they're sneaky
[00:30:02] And it's like even if it's a
[00:30:04] Regular looking website, they can put like
[00:30:06] A cross scripting
[00:30:08] Attack on the browser
[00:30:10] If you click on it, then they get
[00:30:12] All your information
[00:30:14] They can have you run bugs just through your web
[00:30:16] Browser, they can run bugs through your
[00:30:18] RAM now, they don't need to be
[00:30:20] On your computer
[00:30:22] Like your hard drive, they'll do it through the
[00:30:24] Memory of the hard drive so you can't find it
[00:30:26] So it's getting crazy
[00:30:30] And then that site is called
[00:30:32] Threatmap.checkpoint.com if you want to go to it
[00:30:34] Heck yeah
[00:30:36] Threatmap
[00:30:38] Actually I was wrong, so I'm on it right now
[00:30:40] It's 6 million
[00:30:42] 6 million, yeah
[00:30:44] Holy cow
[00:30:46] I just got attacked too
[00:30:48] We had to shut all our cards down
[00:30:50] Because
[00:30:52] It was like one Amazon
[00:30:54] Charge and it declined
[00:30:56] And then they tried to hit every card
[00:30:58] On our face, like I have to have all my
[00:31:00] Cards, yeah
[00:31:02] Did you get scammed do you think? Do you think it was like
[00:31:04] You went to the store and swiped your card but it wasn't a real
[00:31:06] Swiper?
[00:31:08] It was something, yeah, I think it was something that I had done
[00:31:10] That day online
[00:31:12] Something
[00:31:14] Yeah, something like that
[00:31:16] You got to be careful out here man
[00:31:18] Are there any consumer
[00:31:20] Products
[00:31:22] That help safeguard
[00:31:24] Against this?
[00:31:26] They have the life alert stuff
[00:31:28] To help you credit
[00:31:30] Yeah
[00:31:32] You can also check some sites to see
[00:31:34] Your email addresses on the dark web
[00:31:36] I did that yesterday
[00:31:38] For two of my email addresses
[00:31:40] And my main one is
[00:31:42] It was in 12
[00:31:44] Sorry, B, let me see if I can find the website
[00:31:46] You're good, you're good man
[00:31:48] Oh you can find it? Okay
[00:31:50] Yeah
[00:31:52] It says that information from my email was
[00:31:54] Leaked in 12 cyber attacks
[00:31:56] Oh my gosh
[00:31:58] See that's stuff that companies don't want to say
[00:32:00] My bad, go ahead
[00:32:02] It sounds like before we get into the real questions
[00:32:04] Because now you open up a realm of it
[00:32:06] For us, it's just man this is awesome
[00:32:08] What you're saying, it sounds like it's important for us
[00:32:10] To be on top of
[00:32:12] Where our data is going
[00:32:14] Where our stuff is at, like to make sure that we're out there
[00:32:16] Because it seems like we should be doing our checks
[00:32:18] Because I think some of us as
[00:32:20] Just people are not checking
[00:32:22] That stuff, we're just like hey we'll swipe our cards
[00:32:24] Buy stuff online, click this link
[00:32:26] Click that link and not
[00:32:28] Just say okay hey it is what it is
[00:32:30] Our data is super important man
[00:32:32] That's what the
[00:32:34] Companies want is our data
[00:32:36] That's the most important thing to them is our data
[00:32:38] To see how we use the internet
[00:32:40] To see what we do online
[00:32:44] That's all they want
[00:32:46] Just to be better at selling
[00:32:48] Their products to us
[00:32:50] And also the attackers want our data
[00:32:52] Because then they can get our personal information
[00:32:54] Sell that online as well
[00:32:56] So you got two, you got the good
[00:32:58] Or the neutral companies
[00:33:00] That want to sell you stuff
[00:33:02] And then you got the bad people that want to take your information
[00:33:04] So there really is no
[00:33:06] Good point of people wanting your PII
[00:33:08] Your personal information
[00:33:10] Wow
[00:33:12] And we got to be, we really have to be
[00:33:14] Active and intentional about
[00:33:16] About staying on top of it
[00:33:18] And things and Google
[00:33:20] Actually is really good like I'll get those
[00:33:22] Google alerts and hey whether they're
[00:33:24] Like hey you're using the same password
[00:33:26] In multiple sites or
[00:33:28] Your stuff got leaked to the dark
[00:33:30] Web or your address is out there
[00:33:32] So I always use that and follow up
[00:33:34] With it and try to stay on top of it but it's like yeah
[00:33:36] Yeah man, it's crazy
[00:33:38] I just happened to check
[00:33:40] This stuff yesterday because I was studying
[00:33:42] And I saw, there's one little line
[00:33:44] And the guy said the website where
[00:33:46] You can go to the, to see if your
[00:33:48] Email is out there and I went
[00:33:50] And then I found the cyber threat
[00:33:52] Website too yesterday and I was
[00:33:54] Watching that thing for an hour
[00:33:56] Wow
[00:33:58] They do like a line of where all the attacks coming from
[00:34:00] And they'll point to where they're going
[00:34:02] So there was like
[00:34:04] Nebraska was a
[00:34:06] Source of some of the attacks
[00:34:08] Really? And that thing was just going to all
[00:34:10] Over the world man, it was
[00:34:12] Wow, it's crazy, malicious attacks
[00:34:14] Yeah, no I believe it
[00:34:16] They said that
[00:34:18] By the year, what was that, 2025
[00:34:20] Burn? They said that cyber crimes
[00:34:22] Gonna be like 10 trillion
[00:34:24] Dollar
[00:34:26] Oh yeah, yeah
[00:34:28] That's crazy man
[00:34:30] It's expensive, stop
[00:34:32] That's crazy, are you able to
[00:34:34] Share the one with the
[00:34:36] Yeah I went to the threat map dot checkpoint dot com
[00:34:38] Are you able to share it?
[00:34:40] Yeah I'm there right now
[00:34:42] Are you able to share the other one that
[00:34:44] You mentioned with the website finding your email address?
[00:34:46] Yeah
[00:34:48] I'll have to find that, I think I was on my other
[00:34:50] My laptop looking for it
[00:34:52] Yeah
[00:34:54] If you could share that with us later on
[00:34:56] Like maybe even after the show
[00:34:58] That way we could put it in the show notes
[00:35:00] And share it with everyone
[00:35:02] I got it
[00:35:04] It's called have i been pwned dot com
[00:35:06] Have I Been Pwned
[00:35:08] With a P
[00:35:10] It's nerd cyber talk
[00:35:12] It's a P instead of an O, dot com
[00:35:17] Pwned dot com
[00:35:19] Yeah I see it
[00:35:21] Yeah you got it
[00:35:23] So it's yeah P W N E D
[00:35:25] Yup, I see it came up
[00:35:27] Oh wow
[00:35:29] This is great stuff folks
[00:35:31] Awesome thank you so much
[00:35:33] Anthony for the win
[00:35:35] Word
[00:35:37] Happy to help
[00:35:39] Alright so
[00:35:41] Let's get into some questions
[00:35:43] Yeah no doubt
[00:35:45] We'll have to have you back
[00:35:47] On the cyber
[00:35:48] We'll love these other questions quick
[00:35:50] We're gonna circle back
[00:35:52] Alright so question number one
[00:35:56] As an employee
[00:35:58] What is the biggest challenge that you face
[00:36:00] With understanding your pay
[00:36:02] I would say definitely the complexity
[00:36:04] Of the pay stubs is hard to
[00:36:06] Figure out what
[00:36:08] Is what
[00:36:10] I started this job
[00:36:12] A month ago I got my second paycheck
[00:36:14] And it said I had 55 hours
[00:36:16] Of vacation
[00:36:18] But I was told that
[00:36:20] We build up on that
[00:36:22] So the 55 hours wasn't really there
[00:36:24] That's just all I'm gonna get by the end of the year
[00:36:26] So every pay stubs
[00:36:28] I earn 3.5 hours
[00:36:30] And they just put that
[00:36:32] On the paycheck
[00:36:34] That I already have
[00:36:36] The amount I'm gonna have for the year
[00:36:38] So I thought that was crazy
[00:36:40] Okay yeah
[00:36:42] The tax withholding is definitely
[00:36:44] Yup
[00:36:46] I would like to know
[00:36:48] Way more about that
[00:36:50] Cause it hurts every time
[00:36:52] Just regular deductions
[00:36:54] Like 401k
[00:36:56] And benefits
[00:36:58] I just want to see like a
[00:37:00] Where everything is going
[00:37:02] A good company should let you know that
[00:37:04] They should talk you through
[00:37:06] All of that so
[00:37:08] But I've been in some companies that
[00:37:10] Did not
[00:37:12] And that's exactly why we started this show
[00:37:14] Yeah that's
[00:37:16] Exactly one of the reasons why
[00:37:18] We started this show is to educate
[00:37:20] And empower
[00:37:22] And I think you said a lot there
[00:37:24] The word you said is that
[00:37:26] The company should let the employee
[00:37:28] Know right but some companies
[00:37:30] Don't feel like it's their responsibility
[00:37:32] Right hey it's either pay you
[00:37:34] You should educate yourself on
[00:37:36] Your pay your tax like that
[00:37:38] Which is partly true right but I think
[00:37:40] Employers could do a better job
[00:37:42] Of breaking it down for
[00:37:44] The employee and saying hey this part of your
[00:37:46] Pay stub means this is how your PTO
[00:37:48] Works to what you spoke to and I think that
[00:37:50] Companies should take the
[00:37:52] That's something that I'm doing right now
[00:37:54] At my current job is my team is building
[00:37:56] An employee guide
[00:37:58] To break down those things for
[00:38:00] The employee and say hey this is what
[00:38:02] It means and I think more companies should
[00:38:04] Do that because people want to know
[00:38:06] Especially in today's economy
[00:38:08] Everybody is unless
[00:38:10] You have two incomes in a house
[00:38:12] Like it's hard out here man
[00:38:14] Even if you have two incomes
[00:38:16] You know what I'm saying
[00:38:18] Yeah even if you have two incomes
[00:38:20] It's like we say
[00:38:22] Go ahead
[00:38:24] I was just gonna say to Walt's point 80% of
[00:38:26] Americans live paycheck to paycheck
[00:38:28] That's dual house treat three house three in the house
[00:38:30] Four in the house don't matter
[00:38:32] Yeah you're right
[00:38:34] It's super tough everyone's pinching
[00:38:36] Pennies I want to know where every cent is
[00:38:38] Going especially if I'm not going to be able to spend it
[00:38:40] So
[00:38:42] Yeah so based on your
[00:38:44] Experience I think you answered it for us already
[00:38:46] With the second question
[00:38:48] Do you believe that employees in the tech
[00:38:50] Or cyber security
[00:38:52] Industry are more aware of
[00:38:54] How their pay works
[00:38:56] It depends on where you're at
[00:38:58] In the industry I would guess
[00:39:00] Maybe so like
[00:39:02] Google and Microsoft
[00:39:04] And Facebook and like the
[00:39:06] Big tech companies they do
[00:39:08] A really good job of breaking that stuff down for the
[00:39:10] People I'd talk to that work for them
[00:39:12] They're super transparent
[00:39:14] With their packages
[00:39:16] And they know their salary they know exactly
[00:39:18] Where everything is going
[00:39:20] But the smaller I worked for a small
[00:39:22] Little help desk company
[00:39:24] In Montana
[00:39:26] There was only four of us
[00:39:28] And my boss didn't
[00:39:30] Break anything down at all
[00:39:32] I like that because I can take off
[00:39:34] Whenever I want there was no set
[00:39:36] I didn't have vacation I just took it off
[00:39:38] I didn't like
[00:39:40] He kept paying me in terms of that's
[00:39:42] Okay but it depends really where you're at
[00:39:44] In the field to
[00:39:46] Have an understanding just like any other field I would
[00:39:48] Guess
[00:39:50] It's true
[00:39:52] Even in the payroll field we do payroll
[00:39:54] I've known payroll processors
[00:39:56] That didn't know how their own
[00:39:58] Pay worked
[00:40:00] Yeah as crazy as it sounds but it's true
[00:40:02] What is this on my check
[00:40:04] Didn't you do that yourself
[00:40:06] Are you making your own pay
[00:40:08] Not necessarily because in a big
[00:40:10] Department we
[00:40:12] Like an assembly line right so you could have a
[00:40:14] Payroll professional that is only
[00:40:16] Fixing punches as
[00:40:18] They come in they're responsible for time
[00:40:20] In attendance they're a time in attendance
[00:40:22] Clerk or you could have someone that is
[00:40:24] Just worrying about the piece of taxes
[00:40:26] And then that piece so the bigger the
[00:40:28] Team the more spread the work
[00:40:30] Can be and they may not
[00:40:32] Now to your point
[00:40:34] They should be going
[00:40:36] Out of their way to understand
[00:40:38] That they have a hand in
[00:40:40] Right those all compartment lies
[00:40:42] It can be if it's a bigger company
[00:40:44] Yep it can be
[00:40:46] But that's also to the payroll
[00:40:48] Manager or directors of
[00:40:50] Negligent so to speak to
[00:40:52] Have their team under do we all
[00:40:54] Understand right one of the things I've done
[00:40:56] In a big team is a little
[00:40:58] All of you have to be able to
[00:41:00] Calculate gross to net without
[00:41:02] The system I should be able
[00:41:04] To give you a stub and you
[00:41:06] Should be able to hand calculate these
[00:41:08] Things with tools and maybe even a calculator
[00:41:10] But do it without
[00:41:12] The payroll system and then that's how you
[00:41:14] Really know what you're doing for me
[00:41:16] That's one of the marks of a good
[00:41:18] Payer professional but yeah it could
[00:41:20] Exist where you just don't get it
[00:41:22] And to Walt's point we've
[00:41:24] Known professionals that don't even
[00:41:26] Understand what they're doing they're just
[00:41:28] Pushing a button
[00:41:30] They understand
[00:41:32] The process
[00:41:34] Of processing payroll
[00:41:36] But they don't understand
[00:41:38] How the pay works
[00:41:40] Yeah
[00:41:42] So check them books man
[00:41:44] Yeah man always
[00:41:46] Especially someone's paying you
[00:41:48] Yes for real
[00:41:50] Alright number three what would
[00:41:52] You personally like to see change
[00:41:54] Regarding pay
[00:41:56] In your industry
[00:41:58] Really equitable pay packages
[00:42:00] Would be a really big thing for me
[00:42:02] Depends on if you're working
[00:42:04] From home let's say live in LA
[00:42:06] I don't want to make the same
[00:42:08] As someone in Nebraska
[00:42:10] Because the lifestyle is
[00:42:12] Different yep
[00:42:14] I live in Ann Arbor is expensive
[00:42:16] My company is in LA
[00:42:18] And I don't
[00:42:20] Think they understand like how expensive
[00:42:22] It is to live here so
[00:42:24] I would like that depending
[00:42:26] On your area maybe flexible
[00:42:28] Pay options too let's say if
[00:42:30] It's a huge company and they do
[00:42:32] Pay periods every week but we still
[00:42:34] Get paid bi-weekly
[00:42:36] But I like to get paid every week
[00:42:38] So I think if they're doing the
[00:42:40] Pay period every week
[00:42:42] I should be able to get my check then
[00:42:44] I feel like I think that'd be cool
[00:42:46] Or just at least be like flexible
[00:42:48] About that
[00:42:50] That's about it man just be more
[00:42:52] Transparent
[00:42:54] With everything with our pay
[00:42:56] Okay yeah
[00:42:58] That's good stuff and
[00:43:00] Companies are going and we're late
[00:43:02] To the game not we but
[00:43:04] Employers as a whole are late to
[00:43:06] The game or and trying
[00:43:08] To catch up because that is
[00:43:10] Part of the conversation trying to do
[00:43:12] Because what I heard you say what it translates
[00:43:14] Into is compensation
[00:43:16] And benchmarking your employees compensation
[00:43:18] Across the country if you have remote
[00:43:20] Employees you're benchmarking
[00:43:22] And I have seen it so look
[00:43:24] It may come soon
[00:43:26] Because I've seen already in
[00:43:28] Listings and things like that where
[00:43:30] Companies are listing hey here's the
[00:43:32] Range if you live here's the range if
[00:43:34] You live his arena yeah so they're getting
[00:43:36] There it's just now
[00:43:38] Becoming a better conversation because
[00:43:40] We talk about pay transparency
[00:43:42] A lot on both shows and
[00:43:44] It's new
[00:43:46] It's very new literally because
[00:43:48] The law has recently changed
[00:43:50] To make employers they have
[00:43:52] To show the
[00:43:54] Pay range that they're hiring
[00:43:56] For that position yeah like on indeed
[00:43:58] Yep I've seen that more too yeah
[00:44:00] Yeah it's good apply to a job
[00:44:02] If it's not on there exactly
[00:44:04] Right because it's what are you paying me
[00:44:06] And the other part was I'm
[00:44:08] Hearing that earned wage access
[00:44:10] Could be a solve for your
[00:44:12] Company because there are companies
[00:44:14] That call pay active
[00:44:16] And what they do is they
[00:44:18] Allow employees like yourself
[00:44:20] To say oh I'm going
[00:44:22] To pay myself every week now
[00:44:24] And they give you
[00:44:26] Yep pay active
[00:44:28] Mention that to your yeah
[00:44:30] Mention them to your HR and say hey you guys
[00:44:32] Should look into pay active because
[00:44:34] I would love to pay myself
[00:44:36] So basically your company could stay
[00:44:38] On the bi-weekly but
[00:44:40] If they have pay active as
[00:44:42] A tool in the eco in the tech stack
[00:44:44] Right then employees
[00:44:46] Could tap into their wages
[00:44:48] Earlier and say okay
[00:44:50] Boom here's my all Friday
[00:44:52] And literally that's the
[00:44:54] Earned wage access so you
[00:44:56] Can only access the money you've earned
[00:44:58] Already so if you work
[00:45:00] Five days but this Friday is
[00:45:02] Not your pay day you can access
[00:45:04] The last four or five days
[00:45:06] Does that work with the salary
[00:45:08] Position too or just hours
[00:45:10] It's probably easier with
[00:45:12] Salary because then they don't need your daily punches
[00:45:14] The way it works with hourly
[00:45:16] Think
[00:45:18] Uber and Lyft right these
[00:45:20] Big economies where they can get their money
[00:45:22] At the end of the shift right they're working all day
[00:45:24] And they cash out
[00:45:26] Right it's the same concept
[00:45:28] But they just need all they need
[00:45:30] Yeah exactly me too
[00:45:32] All they need is a company like pay active
[00:45:34] To be in the tech stack and
[00:45:36] They can solve it yeah
[00:45:38] So that's good stuff
[00:45:40] It's really great you've
[00:45:42] Saying those things because the industry
[00:45:44] Is trending to that
[00:45:46] Those solutions it's just now getting
[00:45:48] To that place though
[00:45:50] Unfortunately with earned wage access
[00:45:52] What we've learned from our partners over
[00:45:54] At pay active is that
[00:45:56] Leaders are like
[00:45:58] Don't believe in it yet they're like oh
[00:46:00] Employees should manage their own money
[00:46:02] And I'm like yeah if you give them access
[00:46:04] To it they can they're being
[00:46:06] Very ignorant about how these
[00:46:08] Tools work and it doesn't cost
[00:46:10] The company anything
[00:46:12] Other than letting them
[00:46:14] Integrating it into the tech stack
[00:46:16] Good point Brian because you're right I think
[00:46:18] There is some room for leaderships
[00:46:20] To lead people in positions
[00:46:22] Of leadership to grow
[00:46:24] And understand hey I saw
[00:46:26] This one clip on TikTok
[00:46:28] That this leader or the CEO
[00:46:30] Of a company was saying if you make $20
[00:46:32] An hour that's six figures right
[00:46:34] I was just like no that's $41,000
[00:46:36] $42,000 is right here
[00:46:38] But see in his mind $20 an hour
[00:46:40] For somebody that's six figures
[00:46:42] Like no
[00:46:44] With a regular pool
[00:46:46] Yup and it's a
[00:46:48] Really easy cheat
[00:46:50] Code to figuring out what you would make
[00:46:52] Annual you take your hourly rate
[00:46:54] And double it and add the three zeros
[00:46:56] That would be your annual
[00:46:58] Within a few thousand dollars
[00:47:00] Right so $20
[00:47:02] An hour doubled is $40,000 a year
[00:47:04] Like that's not
[00:47:06] Six figures folks so
[00:47:08] You know what I mean
[00:47:10] Yeah they're disconnected
[00:47:12] So that's where the leader
[00:47:14] That's where their whole ivory tower
[00:47:16] Phrase comes in
[00:47:18] You don't have problems managing your money
[00:47:20] Because you're in the 20% of Americans
[00:47:22] That don't live paycheck to paycheck
[00:47:24] But the 80% of Americans do
[00:47:26] So
[00:47:28] The 20% have to help call it
[00:47:30] No exactly right
[00:47:32] For the normal person
[00:47:34] Empathy another big topic we talk about
[00:47:36] Here on this show
[00:47:38] Great yeah great quality
[00:47:40] I think Anthony was talking about
[00:47:42] The good companies
[00:47:44] That are the people that are
[00:47:46] Disconnected from it and we were just
[00:47:48] Talking about really good companies
[00:47:50] Before you got on we do a little pay
[00:47:52] News segment and we talk about some stuff
[00:47:54] In the news and we were just talking
[00:47:56] About that like good
[00:47:58] The good companies are the led
[00:48:00] By managers and people
[00:48:02] Who connect to their people
[00:48:04] Where they are and in your exam
[00:48:06] Is understanding that you know what
[00:48:08] The good companies are the
[00:48:10] People who are competitively
[00:48:12] They may try to get over
[00:48:14] And say oh we have
[00:48:16] Right and a national average
[00:48:18] Drops the rate right
[00:48:20] You don't want a national average
[00:48:22] Because there's a town in
[00:48:24] Some middle of America place
[00:48:26] Where $20 an hour is amazing
[00:48:28] Is making bank
[00:48:30] Right and they're chilling
[00:48:32] Oh my god this is great
[00:48:34] But $20 an hour in a city
[00:48:36] Is really good
[00:48:38] It's entry level out of high school
[00:48:40] Pay and it does
[00:48:42] You can't two people making $20
[00:48:44] An hour are struggling
[00:48:46] Yeah you do it
[00:48:48] It's soft man
[00:48:50] I love it what a great conversation
[00:48:52] What's the next do we have another question
[00:48:54] We have one more before we get
[00:48:56] To our this or that and now you can go
[00:48:58] Back to asking them questions about
[00:49:00] Cyber security if he has time
[00:49:02] What advice would you give
[00:49:04] To people who are in the workforce
[00:49:06] What do you want to expect
[00:49:08] In the workforce
[00:49:10] Let's see
[00:49:12] Let's say building relationships
[00:49:14] Is a good one if you
[00:49:16] Start a new company
[00:49:18] So I asked
[00:49:20] I don't even know his name
[00:49:22] I can't remember his name right now
[00:49:24] But he's like the lead
[00:49:26] In my department
[00:49:28] And I just happen to just hit him up
[00:49:30] On teams and ask him about
[00:49:32] I'm already off from my test
[00:49:34] And then he we had a meeting right
[00:49:36] Then and there was for an hour
[00:49:38] About some of the stuff we're talking about
[00:49:40] Now and he showed me how to do it
[00:49:42] In day force
[00:49:44] So building those relationships with the right
[00:49:46] People to maybe get some
[00:49:48] Insider information on how
[00:49:50] Everything works in the company is good
[00:49:52] Get feedback from
[00:49:54] Your managers
[00:49:56] From your teammates
[00:49:58] From the people that have been there longer than you
[00:50:00] See how their pay is going
[00:50:02] If it's about pay or see how the culture is
[00:50:04] Before you get too invested in
[00:50:06] A company like culture is really big for me
[00:50:08] In a company
[00:50:10] The first question after the interview I asked
[00:50:12] Them was how's the culture
[00:50:14] And they talked about that for 30
[00:50:16] Minutes and I was like okay I can
[00:50:18] I like this a lot so they sent
[00:50:20] Me cookies
[00:50:22] To my house before I started
[00:50:24] I was like who's sending
[00:50:26] Me cookies right now
[00:50:28] Welcome to the team
[00:50:30] That's nice
[00:50:32] I wonder if it's the same
[00:50:34] Do you guys
[00:50:36] So there's a new wide receiver for
[00:50:38] The bills Kian I don't know his last name
[00:50:40] Coleman
[00:50:42] I don't know how I forget I watch his
[00:50:44] I'm his fan he's the guy is so genuine
[00:50:46] He's so funny are you aware of him
[00:50:48] Kian Coleman
[00:50:50] No I don't like football
[00:50:52] You don't like football okay but see
[00:50:54] He's a character go look up his clips he's a
[00:50:56] Character beyond football and he said
[00:50:58] He said something similar he said
[00:51:00] That he had gotten to his new locker
[00:51:02] And it was a big box of chips
[00:51:04] Ahoy cookies and he's just
[00:51:06] I did see that clip
[00:51:08] I did see that clip
[00:51:10] I got an IG
[00:51:12] I'm like what one of my IG friends
[00:51:14] That got my address
[00:51:16] Exactly
[00:51:18] Who's sending cookies
[00:51:20] But that's such a good look right
[00:51:22] It's really important because
[00:51:24] Going back to the engagement part of it
[00:51:26] It's important after hiring someone
[00:51:28] Especially if there's two weeks
[00:51:30] Sometimes there's months between
[00:51:32] Hiring somebody and actually them
[00:51:34] Starting right
[00:51:36] If you don't keep that connection to them
[00:51:38] And let them know you're thinking about
[00:51:40] Them they could take another job
[00:51:42] They could get recruited in that moment
[00:51:44] In that time frame and be like you know what
[00:51:46] These folks seem better I'm gonna just they haven't even
[00:51:48] Called me in three weeks
[00:51:50] That's interesting that they use cookies
[00:51:52] Anthony because I'm selling my house
[00:51:54] And one of the
[00:51:56] Strategies that the realtors did
[00:51:58] During the open house is that they
[00:52:00] Baked fresh cookies
[00:52:02] When they came in
[00:52:04] Yeah and so when they came through because they said
[00:52:06] That makes it feel like home
[00:52:08] Wait did they make them in your house
[00:52:10] Go walk? They baked them in my
[00:52:12] House. Yeah because of the smell
[00:52:14] Yeah because of the smell
[00:52:16] Right? Then you walk home and
[00:52:18] This cookie's being just made in the crib
[00:52:20] Oh my gosh
[00:52:22] Instantly changing your day
[00:52:24] The psychology
[00:52:26] Yes
[00:52:28] That was really cool
[00:52:30] To your point about the time in between
[00:52:32] The interview was starting I think mine
[00:52:34] Was like three weeks
[00:52:36] And I was mentioning to my partner
[00:52:38] I'm like I haven't heard anything in a while
[00:52:40] Like I haven't got my laptop yet
[00:52:42] See
[00:52:44] And she's like dude calm down
[00:52:46] They already said you got the job
[00:52:48] A couple days later I got those cookies and I felt way better
[00:52:50] I was like alright
[00:52:52] Yeah definitely know how that feels
[00:52:54] Good man
[00:52:56] Man this has been a good topic
[00:52:58] Man and we're going to
[00:53:00] This is it I'm sorry Brian
[00:53:02] I was going to say it's a great conversation man
[00:53:04] We'd love to schedule something else again
[00:53:06] For you to come back on again and talk more
[00:53:08] About cyber security
[00:53:10] That would be dope. Alright let's do this
[00:53:12] It's a fun game we play this or that
[00:53:14] You can pick one or the other neither or both
[00:53:16] You want to give folks insight about yourself
[00:53:18] Well you want to take the first three
[00:53:20] I'll take the last
[00:53:22] Yes alright so number one
[00:53:24] Science or religion
[00:53:28] Science
[00:53:30] Science okay
[00:53:32] Number two guitar or drums
[00:53:36] Drums
[00:53:38] Okay and number three
[00:53:40] Android or apple
[00:53:42] Android all the way
[00:53:44] Open source baby all the way
[00:53:46] I do have a macbook now though
[00:53:48] I got a macbook
[00:53:50] And I go to bed with that thing
[00:53:52] I have my other laptop in the living room
[00:53:54] And that's just the living room
[00:53:56] The macbook is in the bedroom
[00:53:58] And I made that switch
[00:54:00] And I was like damn cheating on it
[00:54:02] Cheating on my windows computer here
[00:54:04] But yeah it's nice those are nice
[00:54:06] It's funny I had a
[00:54:08] I had an IT director
[00:54:10] That I worked with in the past
[00:54:12] And I like
[00:54:14] From one meeting to the next he had an iPhone
[00:54:16] One meeting and then he had an
[00:54:18] Android in the next meeting and I was like
[00:54:20] Oh did you switch phones?
[00:54:22] Yeah I feel like he made this phrase up
[00:54:24] He's like yeah I'm trying to be bi-technical
[00:54:28] Bi-technical?
[00:54:30] I knew what he meant but I was like
[00:54:32] I feel like you made that word up bro
[00:54:34] But I understood what he was saying
[00:54:36] And I feel like the same way I think if you're
[00:54:38] Savvy then you need to be savvy on both platforms
[00:54:40] Everything yeah
[00:54:42] Alright my
[00:54:44] Last three here
[00:54:46] Crypto or cash?
[00:54:48] Crypto
[00:54:50] I say that begrudgingly
[00:54:52] Because I lost a lot of money
[00:54:54] With crypto but crypto
[00:54:56] It's still a gamble
[00:54:58] I want to circle back to something with blockchain
[00:55:00] And cyber security
[00:55:02] Next one is ninjas
[00:55:04] Or samurai?
[00:55:06] Samurais
[00:55:08] Some personal connections right? You knew some things
[00:55:10] Because I'm like where did Walt get all these ones
[00:55:12] Alright
[00:55:14] Oh okay
[00:55:16] New laptop or a new server?
[00:55:18] For me it'd be a new laptop
[00:55:22] But I do need some server
[00:55:24] I'm going to build a lab here
[00:55:26] Oh nice
[00:55:28] My friend Cora's got some old
[00:55:30] I went to my friend Cora's office downtown
[00:55:32] And they have a bunch of old servers there
[00:55:34] So they're going to give them to me I'm going to try to build
[00:55:36] A little lab and try to
[00:55:38] Insect it, clean it
[00:55:40] Before the test
[00:55:42] That's fresh man
[00:55:44] Definitely want to keep in touch with you
[00:55:46] That's awesome man
[00:55:48] My question and then let you go
[00:55:50] I know again I want to be sensitive with time
[00:55:52] Do you feel like blockchain
[00:55:54] Is a solve
[00:55:56] To the data, the personal data
[00:55:58] Of it all
[00:56:00] As I studied
[00:56:02] Blockchain as it pertains to
[00:56:04] HR and payroll
[00:56:06] One of the concepts that are floating around is that
[00:56:08] The employee should own
[00:56:10] The data and we give
[00:56:12] Access to who we want to have it
[00:56:14] And could
[00:56:16] Solve for that
[00:56:18] Do you agree? Yes
[00:56:20] I do agree with that
[00:56:22] With blockchain you got to do the math
[00:56:24] A bunch of computers have to do the math
[00:56:26] To check everybody's actions on the blockchain
[00:56:28] So I feel like
[00:56:30] With that and payroll
[00:56:32] You have that data
[00:56:34] That you give to the company
[00:56:36] And it's all checks and balances
[00:56:38] So it doesn't really belong to
[00:56:40] Anybody really
[00:56:42] It's your data but it doesn't belong to anybody
[00:56:44] But it's yours
[00:56:46] Through the blockchain
[00:56:48] I do agree with that
[00:56:50] I agree also
[00:56:52] I think that would be the way to go
[00:56:54] With it where instead of employees
[00:56:56] Having to re-enter
[00:56:58] Their information in all of these
[00:57:00] Systems that you
[00:57:02] Can build it in one place
[00:57:04] In the blockchain and I'm a novice
[00:57:06] I don't know
[00:57:08] This is how I'm thinking of it and it does sound
[00:57:10] Good if I build my employee profile
[00:57:12] On one blockchain
[00:57:14] Application or node or whatever the right
[00:57:16] Terminology is then I give
[00:57:18] Access to whoever
[00:57:20] I want to have it
[00:57:22] And what level and things like that
[00:57:24] I know with
[00:57:26] Cardano or one of the
[00:57:28] Other
[00:57:30] Crypto companies are going to start
[00:57:32] Signing contracts through them
[00:57:34] Through the blockchain
[00:57:36] I just think
[00:57:38] It's going to be good for everybody
[00:57:40] If we switch over
[00:57:42] Bitcoin becomes more stable
[00:57:44] We have a world dollar
[00:57:46] Through bitcoin we don't have to do any exchanges
[00:57:48] Like we can just use bitcoin
[00:57:50] For everywhere and I think that would
[00:57:52] Be good too
[00:57:54] I would disrupt a lot of industries
[00:57:56] But yes I agree
[00:57:58] Do you think that
[00:58:00] They would have to adapt
[00:58:02] I feel like it's not that hard to
[00:58:04] Accept bitcoin or
[00:58:06] Any of them really
[00:58:08] And it's cheap
[00:58:10] I'm thinking of the companies
[00:58:12] Who make money on doing the exchanges
[00:58:16] Stuff like that
[00:58:18] You know what I mean
[00:58:20] Do we need them?
[00:58:22] No we don't
[00:58:24] No you're right
[00:58:26] And it would make payroll easy across
[00:58:28] The world because then you
[00:58:30] Can pay in that common
[00:58:32] Currency
[00:58:34] I saw a guy
[00:58:36] I think he was trying to send
[00:58:38] It was a lot of money a couple hundred thousand
[00:58:40] Dollars
[00:58:42] You got a fee for sending it
[00:58:44] And it was expensive
[00:58:46] It was expensive it was a couple thousand
[00:58:48] And he did it through
[00:58:50] Bitcoin blockchain
[00:58:52] And it was a couple cents
[00:58:54] So I feel like
[00:58:56] That's just better for everybody to go that way
[00:58:58] Yeah
[00:59:00] It made a little bit less friction on it
[00:59:02] So if you have a few more minutes
[00:59:04] We'd love to have you on for safe
[00:59:06] Talk is the segment we end the show with
[00:59:08] And we just ask a little bit more
[00:59:10] Of a tough question to the audience
[00:59:12] Between me and Wal but if you want to stay
[00:59:14] On you can chime in as well
[00:59:16] Alright cool, Wal you good with that?
[00:59:18] Yeah
[00:59:20] So the question is
[00:59:22] Should employees be more realistic
[00:59:24] About the changes their company
[00:59:26] And the government
[00:59:28] Can make?
[00:59:30] And the way I interpret this is
[00:59:32] How we complain about things
[00:59:34] We did it now, we're having some complaints
[00:59:36] About all they should do that
[00:59:38] So should employees
[00:59:40] Be more realistic about it?
[00:59:42] Or should they just be like
[00:59:44] Keep shooting for gusto? No, they should do that
[00:59:46] How do you feel about that?
[00:59:48] So for me
[00:59:52] I think the answer
[00:59:54] If I had to say yes or no
[00:59:56] I think the answer is yes
[00:59:58] There should be some more realistic
[01:00:00] Outlooks for this
[01:00:02] Yes, can we shoot for the moon?
[01:00:04] Shoot for the moon
[01:00:06] But have some realistic expectations
[01:00:08] And know that for some companies
[01:00:10] It would take a complete overhaul
[01:00:12] For them to change
[01:00:14] Some of the stuff that we're asking them to change
[01:00:16] You know what I'm saying?
[01:00:18] But there are some things
[01:00:20] That are low hanging fruit
[01:00:22] That can be changed now
[01:00:24] That the employees should
[01:00:26] Expect to be done
[01:00:28] So depending on what
[01:00:30] The level that goal is
[01:00:32] Or that need is, that want is
[01:00:34] I think that dictates
[01:00:36] What the outlook should be
[01:00:38] In my opinion
[01:00:40] Anthony?
[01:00:42] I agree with that
[01:00:44] The best companies are always
[01:00:46] Employee focused though
[01:00:48] So they make a point
[01:00:50] To make their employees happy
[01:00:52] Because a happy employee
[01:00:54] Is going to be loyal
[01:00:56] They're going to come into work everyday
[01:00:58] They're not going to get the Sunday scaries
[01:01:00] Worrying about the week
[01:01:02] So I feel if a company really cares
[01:01:04] About their people
[01:01:06] They would do
[01:01:08] They would at least think about it
[01:01:10] And come up with a plan
[01:01:12] Instead of just outright flat saying no
[01:01:14] Which I've been to companies that do that
[01:01:16] They have their way
[01:01:18] And they don't want to change
[01:01:20] Because we're replaceable
[01:01:22] They can just get rid of us
[01:01:24] So that's why I'm like big on the
[01:01:26] Tech industry
[01:01:28] Having unions
[01:01:30] I want to get a union going
[01:01:32] Because they need us
[01:01:34] All these companies need us
[01:01:36] That's right
[01:01:38] What about you Brian?
[01:01:40] I think that
[01:01:44] Both
[01:01:46] I don't know if I have a yes or a no here
[01:01:48] But what I think is that
[01:01:50] Employer and employee
[01:01:52] Both have responsibility in the
[01:01:54] Transparency of things
[01:01:56] So let's use Anthony's example
[01:01:58] Of wanting to get access
[01:02:00] To his pay weekly instead of bi-weekly
[01:02:02] Now
[01:02:04] The answer
[01:02:06] If he was adamant about it
[01:02:08] And drove this all the way to the top type of thing
[01:02:10] That somebody at some point
[01:02:12] Would have to explain to him
[01:02:14] Why they cannot
[01:02:16] Or do not want to do it
[01:02:18] Because it's not a cannot sometimes
[01:02:20] It's just a do not want to do it
[01:02:22] And be transparent with it
[01:02:24] Because
[01:02:26] Why BS it
[01:02:28] Oh no we're pushing that off to next quarter
[01:02:30] Or that's on the road
[01:02:32] And come on man
[01:02:34] This seems like a fairly simple
[01:02:36] Solution why aren't you guys adapting it
[01:02:38] And then just be honest
[01:02:40] Be transparent with the reason
[01:02:42] You know what we don't know enough about it
[01:02:44] We're not comfortable enough about it
[01:02:46] To implement it
[01:02:48] Oh dang
[01:02:50] And that's a really respectable answer
[01:02:52] Instead of oh we're going to put it on the road map
[01:02:54] And what? No
[01:02:56] That's not a good answer
[01:02:58] It's never coming down
[01:03:00] Because there's all these other things in front of it
[01:03:02] That have to happen
[01:03:04] That's what has to happen
[01:03:06] Is that more transparent
[01:03:08] Relationship both ways
[01:03:10] On what they want
[01:03:12] And that's the employer side
[01:03:14] The employee side is
[01:03:16] We may ask for things with a hidden agenda
[01:03:18] Don't have a hidden agenda
[01:03:20] Just say yeah I need these things
[01:03:22] To be successful
[01:03:24] I want this
[01:03:26] To be successful
[01:03:28] And don't ask for one thing
[01:03:30] But you're really trying to get to the next one
[01:03:32] That's the one answer
[01:03:34] Just be transparent
[01:03:36] So I think both parties have responsibility
[01:03:38] In that transparency
[01:03:40] In that communication loop
[01:03:42] Because it takes both ways
[01:03:44] So yeah for whatever it is
[01:03:46] I don't know if it's a yes or no
[01:03:48] Sorry but that's kind of how I feel about it
[01:03:50] Sometimes there's a gray area
[01:03:52] Sometimes there's no clear
[01:03:54] Yes or no
[01:03:56] If you look back at what I said
[01:03:58] I said both
[01:04:00] I think it's a question of
[01:04:02] What the level of
[01:04:04] The need is
[01:04:06] Right yeah
[01:04:08] Because companies do have to be structured
[01:04:10] In a way that they handle things
[01:04:12] But if there's still simple answers
[01:04:14] To some questions that you can give
[01:04:16] To the employees that have them
[01:04:18] Breaking the protocol
[01:04:20] Or jumping over somebody to
[01:04:22] Or if you don't know just say you don't know
[01:04:24] To be honest about it
[01:04:26] Exactly right just some transparency
[01:04:28] I think that folks lack that a lot
[01:04:30] And they're afraid to be vulnerable
[01:04:32] They're afraid to give the right answers
[01:04:34] And the truthful answers
[01:04:36] Of things
[01:04:38] But yeah that's a good one
[01:04:40] Walt because we could
[01:04:42] We could keep revisiting that question
[01:04:44] Absolutely
[01:04:46] And it could evolve
[01:04:48] It could be a whole show exactly
[01:04:50] Thank you so much Anthony
[01:04:52] For joining us today man
[01:04:54] It's such a great conversation
[01:04:56] Definitely hopefully you and Walt we can schedule
[01:04:58] Another repeat of this
[01:05:00] Because just in cyber security alone
[01:05:02] Awesome awesome
[01:05:04] That's awesome
[01:05:06] And let us think of some good
[01:05:08] Cyber security questions for our guests
[01:05:10] And our audience and what not
[01:05:12] Oh and Anthony
[01:05:14] Anything that you could suggest
[01:05:16] That we want to talk about so next time we do
[01:05:18] That sure anything that you think
[01:05:20] That employees should know and like
[01:05:22] Any resources
[01:05:24] There's a bunch
[01:05:26] Nice one
[01:05:28] Thanks for having me guys
[01:05:30] I appreciate this
[01:05:32] Pleasure is all ours
[01:05:34] Thank you so much for joining us this morning
[01:05:36] Yeah thank you very much
[01:05:38] I expect to be seeing your podcast sir
[01:05:40] I expect to be seeing
[01:05:42] I keep telling you bro
[01:05:44] My friends are
[01:05:46] Lame
[01:05:48] Just saying sports
[01:05:50] Movies
[01:05:52] Shows just pop culture
[01:05:54] Pop culture
[01:05:56] You don't like football what do you like then
[01:05:58] Basketball
[01:06:00] I watch college football but I'm not a big
[01:06:02] I don't know the players names I'll watch it
[01:06:04] But I know basketball though
[01:06:06] Okay who's your team
[01:06:08] Right now it was OKC
[01:06:10] But they got bumped the other night
[01:06:12] Who are you watching now then
[01:06:14] The Maps I want Kyrie to get another ring
[01:06:16] And Lucas
[01:06:18] Cool
[01:06:20] That's awesome alright yeah
[01:06:22] Anthony can play tonight I played him we were playing around a little bit
[01:06:24] Oh nice
[01:06:26] I got a little stroke
[01:06:28] Nice
[01:06:30] Speaking of basketball I was just watching the movie
[01:06:32] The Way Back with Ben Affleck
[01:06:34] And he's
[01:06:36] A redemption story yeah
[01:06:38] And he's a basketball champion
[01:06:40] It was good
[01:06:42] It was a good flick yeah check it out
[01:06:44] Yeah are you still ready
[01:06:46] I think it's like HBO
[01:06:48] Yeah
[01:06:50] Looks like it's
[01:06:52] I like feel good
[01:06:54] Redemption stories
[01:06:56] Alright folks that's it for today
[01:06:58] Thank you for joining us our guest Anthony
[01:07:00] For coming out and giving us some time
[01:07:02] And look forward to having him back
[01:07:04] Thank you Walter for your time as well
[01:07:06] My partner my friend
[01:07:10] Yeah be good everybody
[01:07:12] We love ya peace
[01:07:14] Before we sign off
[01:07:16] Here are a couple quick things
[01:07:18] Don't forget to follow It's About Payroll
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[01:07:24] Thank you for being
[01:07:26] Part of our payroll community
[01:07:28] And thank you for being a part of
[01:07:30] This journey with us until the next time
[01:07:32] Keep learning keep growing
[01:07:34] And most importantly keep going
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