From Paychecks to Politics: The New York Grind

[00:00:00] We Should Vote, and No Candidate Is Perfect. So no matter where you lean on the political

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

[00:00:10] Welcome to our podcast, It's About Payroll. We're your hosts, Brian Escobar and Walter

[00:00:17] William Duncan III. Whether you're new to the payroll game or seasoned veteran, we

[00:00:22] have something for you.

[00:00:25] Welcome back, folks. This is episode 124. It's about payroll. It's also about your

[00:00:33] paycheck. And before we get into it, how you doing today, sir? I'm good, man. It's the

[00:00:40] first week of September. Everything is good. And look, we're in a new time of

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

[00:00:53] I also live in the north.

[00:00:56] Oh, pumpkin spice was out in August.

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

[00:01:04] might be seeing that. So like this might be a good time for a lot of people. I'm

[00:01:10] not really big on pumpkin anything.

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

[00:01:14] Not really.

[00:01:15] I like apple pie.

[00:01:18] Apple pie.

[00:01:19] No doubt.

[00:01:21] That's your favorite pie?

[00:01:23] Yeah, apple pie.

[00:01:24] Apple pie is like.

[00:01:26] That's a good old pie.

[00:01:28] Yeah. I like all kind of pies. I discovered blueberry pie when I moved down here. Me and me and

[00:01:35] the fam used to go upstate when in New York, when we were in New York for the four weeks

[00:01:39] I love to go upstate and get all kind of pies and all kind of goodies and stuff. It was great.

[00:01:44] So let me ask you, do you like minced meat pie?

[00:01:47] I don't know if I've ever had that. That's like what Russell was saying. What was it pie and mash?

[00:01:52] He said over there something like that.

[00:01:55] And it was like a minced meat pie or something. I'm not sure if I've ever had it. I've had like maybe yeah.

[00:02:00] Yeah, I've definitely had shepherd's pie.

[00:02:04] Thank you, Gummy. What was I going to say? Oh, business-wise and this is the last month of the quarter.

[00:02:11] Q3 is about to end. This is it, right?

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

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

[00:02:18] Football starts this week. I had to look it up. I was like, I don't miss no games Thursday.

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

[00:02:25] College started.

[00:02:26] NFL is off and running.

[00:02:28] Change my glasses.

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

[00:02:36] Honestly, look, until somebody knocks off the chiefs and Patrick Mahomes.

[00:02:42] I don't like my team. I'm a root for my team.

[00:02:45] You're still a Miami fan, right? You're still a Dolphin fan. That's not going to change.

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

[00:02:50] I'm a root for my team, but I'll tell somebody knocks off Mahomes and the boys and...

[00:02:54] Yeah, no, it's true. It's true. They got the dethrone.

[00:02:58] They got a dethrone. I'm still riding with my Giants, man.

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

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

[00:03:11] Jones.

[00:03:12] Daniel Jones. Yeah. I don't even know his name.

[00:03:15] It's tough, man. He was thinking it up in preseason and it's just tough to watch.

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

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

[00:03:25] So now, hey...

[00:03:28] They had a chance to get a QB, but because I was watching, they did a hard knock a few episodes.

[00:03:34] They had a series in the hard knock series and HBO or whatever.

[00:03:37] So it was cool to see that behind the scenes and the money that plays into the decision making.

[00:03:42] This is our budget. If we give Sequan his money, we're not going to be able to get these other tools we need.

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

[00:03:52] It was interesting to see that part and I was like, okay, I get it.

[00:03:58] But folks get mad, right? Because it's millions and millions of dollars and it's not just spending the money.

[00:04:03] But it's not as easy as that.

[00:04:05] So yeah, no, I'm a football fan.

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

[00:04:11] Honestly, this is the first time that I think that I'll be interested in seeing a player to another team.

[00:04:20] Sequan to Philly. I can't like Philly, but I could definitely like to see Sequan win.

[00:04:27] Make sure he does this thing as long as it doesn't, as long as he don't, like, you know, with the Giants and how they're doing.

[00:04:33] I don't know. But who knows? Yeah, what else man? What else is going on?

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

[00:04:39] Can you call it up into the politics at all?

[00:04:42] Yeah, just I'm watching and look, this is one of those years that you may not have a candidate that you particularly lean to either way.

[00:04:53] So you have to choose.

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

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

[00:05:02] So no matter where you lean on the political spectrum, I think it's something that we should participate in.

[00:05:08] But I don't know. I'm listening to it.

[00:05:12] Just me politics is just like a circus man.

[00:05:16] Wow.

[00:05:17] The clown show.

[00:05:18] But how you show?

[00:05:19] I haven't heard enough of either politics to other than little news bite that I have for today.

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

[00:05:28] Once upon a time I used to pay attention, but I just got jaded.

[00:05:32] I still go and vote.

[00:05:33] And when I think I go with popular instead of just the politics, my wife has a big influence right if she's feel strong or something.

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

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

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

[00:05:46] So that's cool.

[00:05:46] My oldest anyway.

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

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

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

[00:05:55] Yeah.

[00:05:56] But the one thing I will say, and I think a lot of people are excited for is the potential for our first female.

[00:06:04] Absolutely.

[00:06:04] People are excited for that potential.

[00:06:07] And I think I think if she is elected, I think that is going to open the door for more women to be elected in the future.

[00:06:17] Yep.

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

[00:06:22] All right, man.

[00:06:23] Let's get into this pay news.

[00:06:24] All right.

[00:06:26] Where are we in here?

[00:06:28] Where is my stuff?

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

[00:06:32] Yeah, so I have two quick articles.

[00:06:34] I want to discuss the first article is from it org and it's about earned wage access programs.

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

[00:06:43] Right.

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

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

[00:06:52] And but it says that on July 18th of this year, the consumer finance protection Bureau CFPB proposed a landmark interpretive rule that will likely chance transformed the landscape of employer integrated earned wage access and on demand pay.

[00:07:10] This proposal states that paycheck events products made to employees by vendors and providers are loans.

[00:07:18] Yes.

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

[00:07:24] And if, and more likely when the guidance is final so it looks like this thing is going to pass.

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

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

[00:07:36] Look, we know how the government and it works sometimes there's a way for they feel like there's a way for them to collect money from the people.

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

[00:07:50] Right.

[00:07:51] This is going to this is going to hurt the employee, I think.

[00:07:57] Yeah.

[00:07:57] So eventually because some employers might not even want to enroll in earn wage access now.

[00:08:03] They don't want to do it now and there's zero impact financially to them.

[00:08:07] I could go down a rabbit hole here, but maybe some behind the scenes there's been some employers some people that are against earn wage access, trying to push this thing to make sure that this happens to stop it from going.

[00:08:23] Because you know that's part of the political arena too is those people is in the back.

[00:08:27] Those influencers and those lobbyists making these things noise behind the scene to go.

[00:08:34] It could be the case.

[00:08:35] So my next one is a quick article from CNN calm and over Labor Day weekend there was a strike by more than 10,000 US hotel workers.

[00:08:48] Oh wow.

[00:08:49] All across America all the way from Boston to the West Coast and Hawaii.

[00:08:53] What are they striking up?

[00:08:55] They're about their union and a new contract basically there and union talks for new contracts.

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

[00:09:07] Yeah, must be that time of year 18 C's right up the block and they've been striking for weeks here too.

[00:09:12] Yeah.

[00:09:13] Yep.

[00:09:14] That's all.

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

[00:09:16] I got an interesting one right.

[00:09:18] I was looking at some kind of like paycheck information trying to find some folks, you know, what can we what nuggets can we give for the folks that get a paycheck in the US.

[00:09:28] So I came across the politics of it all and Donald Trump's how Donald Trump will impact our paycheck versus how Kamala Harris will impact our paychecks.

[00:09:41] And basically, Donald Trump aims to extend the 2017 tax cuts and job jobs act, which eliminates taxes on tips and Social Security income and lower the corporate tax rate.

[00:09:54] Vice President Kamala Harris proposes increasing tax benefits for families and raising the corporate tax rate to offset costs of expanding tax credits.

[00:10:04] And then the way it breaks down is that Trump's plan basically helps all but mostly the top 1% and even point zero one percent so a k a the richest people in the country.

[00:10:16] And Harris's benefits the lower income, but hurts the 1% and point zero one percent.

[00:10:24] Both plans add to the US debt regardless of their offset planning because they have a plan where is where we can spend it but here's where we can make it back.

[00:10:34] Regardless, it's going to impact the US debt.

[00:10:37] And then experts say that both plans will lead to a higher interest rate or higher interest rates and that neither plan addresses the overall economic economic situation of the country.

[00:10:49] So just something to think about as we move into this election and maybe it gives people things to pull on and research and because at the end of the day, like we were just saying off a few minutes ago, right?

[00:10:59] Like, it's just it's lesser of two evils. What is it that what are you going to resonate and connect to more than the other?

[00:11:07] That was it.

[00:11:08] Great man.

[00:11:09] Bills. Yeah, man. Let's pay the bills.

[00:11:11] Shout out to Time Track Go. Time Track Go has introduced an innovative new feature designed to simplify time tracking for both exempt and non-exempt salary employees.

[00:11:23] This feature aligns with the recent changes in the Fair Labor Standard Act for salary employees.

[00:11:30] By automatically calculating standard 40 hour weeks and accurately determining overtime when necessary, Time Track Go ensures precise employee time while maintaining accurate PTO balances.

[00:11:45] Additionally, the system can identify instances where non-exempt employees may not have reached that 40 hour threshold.

[00:11:52] To learn more, please contact Time Track Go at 888-321-9922 or visit www.timetrackgo.com.

[00:12:04] That's T-I-M-E-T-R-A-K-GO.com. Let's go.

[00:12:10] Let's go. We got to get some music behind that.

[00:12:14] Yeah.

[00:12:16] Alright, folks. Let's get into our main topic today and we're doing good on time, by the way.

[00:12:21] We're giving a new format today and I'm going to save some banter for the end.

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

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

[00:12:28] Our main topic today for those of us looking to learn something about New York payroll.

[00:12:36] So basically, New York State payroll.

[00:12:38] But specifically for me, I have some items from New York City and breaks down like this.

[00:12:45] I have NYC retail employers with 20 or more employees and this could be at one location or multiple locations.

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

[00:13:01] Or if you just have 20 people at one spot or any variation of the such.

[00:13:04] So that's what these laws, right? They have to always encompass who is included in this.

[00:13:11] And that's what it is. It's an NYC retailer with 20 or more employees regardless of locations that are spread out.

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

[00:13:22] All of these were new to me. I had no idea that these existed and I even thought about it.

[00:13:25] I was like, dang man, if we was in NYC, if I was back in NYC, I would have hit Times Square and did research and got some polls.

[00:13:32] Do you know this about your work in retail? Do you know this?

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

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

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

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

[00:13:55] A 72-hour notice must be applied. You must give employees at least 72 hours notice

[00:14:01] if you need to cancel their shift, add hours or make any changes.

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

[00:14:11] Okay? Posting schedules, a hard copy of a work schedule must be posted at least 72 hours in advance at the workplace,

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

[00:14:24] So if they do it two weeks at a time, 72 hours before that first day of the new schedule, it has to be posted.

[00:14:31] Employees are allowed to request a copy of their schedule and can refuse to work shifts that aren't included in the posted schedule.

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

[00:14:43] It's great research in the show notes. If this piques your interest and you're like, wait a minute, that's not happening for me?

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

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

[00:14:56] This is with 30 locations, 30 plus locations. If you manage a fast food restaurant that's part of a chain with 30 or more locations across the US,

[00:15:07] here are the scheduling rules. So now that makes it a little higher because it could be a fast food chain.

[00:15:12] It's only one location. This may not apply, but it's going after the real big McDonald's so to speak.

[00:15:18] I'm not targeting McDonald's, but that's an easy reference.

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

[00:15:26] Good faith schedule estimate. When hiring a new employee, you must provide a good faith estimate of their weekly work hours and give them their work schedule at least 14 days in advance.

[00:15:39] Schedule change premiums. If you make any changes to the schedule with less than 14 days notice, you have to pay the employee extra.

[00:15:47] The amount ranges from $10 to $75 depending on how last minute the changes and what type of change it is,

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

[00:16:01] This is a really good reference. Again, links in the show notes because there's a grid that shows you, oh, it's $10 for this infraction, 25.75 for that.

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

[00:16:17] This one I like is called, they call it clopening.

[00:16:21] There's a clopening band. They spell it C-L-O-P-N. They're basically smashing the words closing and opening together, clopening.

[00:16:30] But they have a clopening band where employees cannot be required to work back to back closing and opening shifts less than 11 hours apart.

[00:16:39] You may know people write that, oh, I got to close tonight at 11 and then I got to be back at 6 to open.

[00:16:44] What? I don't know if the hours meet but so there is it's less than 11 hours apart unless they consent in writing.

[00:16:51] So that is the caveat. That is the loophole. If they do work such shifts, you must be paid an additional $100.

[00:16:59] Okay. And the last one is offering additional hours. If you have open shifts, you need to offer them to current employees before hiring new workers.

[00:17:09] Very interesting, right? Because a lot of times some folks want OT and it's, wait a minute, why are you getting a new part-time?

[00:17:15] I need the overtime. I need the extra hours. I want to go full time, whatever that might be.

[00:17:19] Again, the links are in the show notes. Really good links and that is what I have for today for New York State more specifically, New York City.

[00:17:30] Great stuff, man. Nice info. So my two topics I'm going to begin now. The first one is for remote work and tax nexus complications.

[00:17:40] So the issue is with the shift to remote work that was accelerated by the pandemic, introduce new tax nexus complexities for employers.

[00:17:51] So in New York there's a rule that's called the convenience of the employer, which means that if an employee works remotely outside New York for their own convenience rather than the employer's necessity, their income may still be subject to New York State tax.

[00:18:10] This complicates payroll calculations and tax withholdings, particularly for businesses with remote employees across multiple states.

[00:18:18] So we as payroll pros need to be careful and make sure that we navigate these rules to ensure that accurate taxes are being taken and that we're compliant and that we avoid any issues that may lead to double taxation.

[00:18:29] How do we make sure that we review our remote work policies? We want to regularly assess and update those policies to align with our current tax regulations and ensure clarity on the convenience of the employer rule.

[00:18:45] We want to implement any advanced payroll systems, invest in software that can handle the multi-state tax calculations and automate compliance with those state specific tax laws.

[00:18:56] You may have to consult tax professionals, right? Get some third party help from a tax pro.

[00:19:01] And we want to make sure that we involve the employee by communicating with them. We want to inform the remote employees of any potential tax implications of their work location and also provide some guidance on how it may affect their payroll.

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

[00:19:22] New York's 2024 pay transferency law mandates that employers disclose the salary ranges and job postings, which reflects a broader trend towards pay equity and transparency.

[00:19:36] What we must do as the payroll pros is ensure that the payroll data aligns with those disclosed salary ranges addressing any discrepancies because look, if we're manually entering in those new hires or whatever they are,

[00:19:49] we've got to make sure that those rates are incorrectly to make sure that the people's pay is correct because as we know from that stat that we have, if there's one or two errors in the person's first couple of paychecks,

[00:20:01] they're going to stop looking for a job. Okay, these guys can get my pay right. I'm out. So how do we ensure that and make sure that we're good?

[00:20:09] We update the job postings even if it's not your job. Maybe you can check with somebody in HR and I'm sure that the person in HR is doing their job great, but it doesn't hurt to communicate with them.

[00:20:22] So to make sure that those job postings are updated. We want to make sure that our payroll data aligns so we want to review and adjust payroll systems to ensure that they reflect those disclosed salary ranges and correct any discrepancies.

[00:20:35] We want to train our staff, train payroll, train HR, educate our teams on the new transparency requirements and best practices for compliance. And Brian's favorite is conduct regular audits.

[00:20:50] Perform regular audits on pay data to ensure consistency and adherence to transparency laws. So those are the things I had.

[00:20:59] That's dope, man. And for both of these things they have impact to the employee as well. So as employees we got to know, hey, if you work in New York and they grant you a remote situation, it doesn't mean that it's going to be to your advantage tax wise.

[00:21:14] You know what I mean? Because your nexus is still in New York. Right? So keep that in mind. And then the transparency laws, what our urge folks is that, yeah, it may be, it's two things.

[00:21:26] One thing to the employer, don't get slick. I remember how DaveSalary.com from HR Data Labs was on the show and he was teaching us that sometimes they get slick and do, oh, zero to 300,000 is the job range that they're posting for the pay transparency.

[00:21:42] No, don't get slick. That's not what it is. You have to be more a realistic window. So for employees you could really see, you're going to know when you go to look for jobs what that range is.

[00:21:52] And then for employers, just be right. Don't try to be slick.

[00:21:57] Yeah, shut up.

[00:21:58] To rescue.

[00:21:59] To rescue.

[00:22:01] Yes. Oh yeah, and that's what I'm going to say. One more thing for employees. This does not mean that you still should be sharing your, you're allowed to, but please, oh, that's my caveat is you could share gross but don't get into sharing your net because everybody's gross to net is going to be very different.

[00:22:20] You can make the same grosses and get very different nets. That's my call out when it comes to pay transparency laws for employees just be careful there.

[00:22:28] All right, so the safe talk question to close our episode in regards to the New York state of mind. Do you think it helps or hurts more in the professional or business world.

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

[00:22:45] Look, because for me, New Yorkers and correct me if I'm wrong. I'm trying to articulate it in a way that from what I heard you say and other people that I've known throughout my career in my life and other friends and family that I have that are from New York, New York currently.

[00:23:00] There's like a mindset that what was that lyric in that song saying if I made it here I can make it anywhere is a mentality of I'm going to work hard on my grind and I will make it and I'm going to do what I got to do, no matter what.

[00:23:13] So that is the New York state of mind. Hey, I got this. It's like almost like a confidence right but some people could see it in a different way. Some people might see it as arrogance.

[00:23:23] Yeah, person people say that people from New York are arrogant because they had a bad interaction with someone that was no doubt.

[00:23:28] No doubt.

[00:23:29] You know what I'm saying? So that's what I mean in terms of the New York state of mind. Do you think it helps someone or hurts someone more in the professional or business world.

[00:23:37] It's a it's a it's a really good question because it could be both because you know it's just like you said arrogant like when I first came down right where we work together you know I got the whole you so aggressive you so aggressive and I wasn't I was just like I was just like trying to hold somebody accountable while I was aggressive.

[00:23:59] What's your opinion. Look, here's a great here's a great dynamic because it's like you met me fresh out of New York. What did you think of me.

[00:24:09] So when we first friends I believe that it was with you now that I know you and I know what it was.

[00:24:19] No, fresh.

[00:24:20] What I'm trying to explain. Let me explain. Let me explain. So I now know that it was a standard that you have for people. Hey, you can do this. You got this and it wasn't always articulated that way. It was like it was come off as you need to get your sugar honey iced tea together.

[00:24:40] Right.

[00:24:40] You need to get it together and that's how it came across. It was really meant to hey, you got this believe in yourself. Get your mind stand up. Stop being so soft stop being whatever come on.

[00:24:55] You know, I was like, I'm gonna knuckle up and buck up. It was like that and I think if people who don't know people personally, then they were like, Oh, that dude's a jerk a hole or whatever you know what I'm saying.

[00:25:07] Right.

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

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

[00:25:20] And then my employees and people that I work with, I'm going to hold people to that standard. So for me, I think that's what it was right I didn't know you personally.

[00:25:28] So until I got to know you personally then I knew and then I heard you articulate that. Then I knew, Oh, that's what he means he said because basically you care a lot.

[00:25:37] Yeah.

[00:25:38] You want people to do the best you want that you want a spirit of excellence.

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

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

[00:25:48] No, no, no, no, I don't think you were like, I don't think you were like that.

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

[00:25:54] I try to treat you guys differently because that was an interaction that I was having with somebody else on a different department same team cross functional team.

[00:26:02] And I was just trying to hold somebody accountable and then some of us somebody was all you so aggressive.

[00:26:08] But look, of course we're men in a industry that's predominantly female.

[00:26:15] So if we get loud, if we get look, there's another male that said it to me though.

[00:26:20] It was an old interaction.

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

[00:26:24] Oh, whoa.

[00:26:24] And that no the particular the one I'm talking to you're right, you're right.

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

[00:26:31] So to answer the question for folks, I think it's definitely a help provided that you are not rough around the edges and I think that's what anything right business requires a certain amount of tact politics, but definitely I think definitely from New York it

[00:26:53] definitely helps a hat because we have a hustle.

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

[00:26:56] We have a way about us that was just we spark at it and just work at a different level of output for some for the ambitious right because still lazy people in New York to so it doesn't you know it's not everybody.

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

[00:27:12] Yeah, oh definitely New York.

[00:27:14] Yep.

[00:27:15] Right.

[00:27:15] So you could take somebody busting your chops or you can take somebody giving you critique.

[00:27:21] Oh yeah.

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

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

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

[00:27:30] I'm out whatever they could be interpreted as that as well and I also think that it's how you deliver it.

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

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

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

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

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

[00:27:50] That's the tact of it.

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

[00:27:55] You play to your audience now.

[00:27:56] So there may be a moment where Brian says something to me and he's like more direct with me than somebody else that he knows because he and I had that report now that he can.

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

[00:28:09] No, exactly nobody does really.

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

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

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

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

[00:28:17] I think it can help you drastically help you in business in the professional world.

[00:28:25] And it's just about making sure that you don't allow it to, I guess, going to overdrive.

[00:28:33] Yeah, it's just balance.

[00:28:35] Yeah, balance and out things.

[00:28:37] So to answer the question, I think it does help in business again if it's if it's not if you're not a New York term.

[00:28:47] If you're not OD with it, but the kids don't say that no more.

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

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

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

[00:28:54] And shout out to the rest of New York State because we just talked about the city really.

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

[00:29:04] Oh, and before we go, shout out to Brittany Furr, a nice shirt being creative.

[00:29:08] I'll bring Emma to my so get we'll check her out on LinkedIn and check out her merch.

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

[00:29:17] I love it.

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

[00:29:19] Look, we did a great job folks.

[00:29:22] We take a little minute here and go a little over where we're shortening the format.

[00:29:26] We're making this a little bit more digestible, a little bit more deliverable for you.

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

[00:29:31] Cool.

[00:29:32] We only went a few minutes over.

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

[00:29:34] So thanks for hanging in with us folks until the next time.

[00:29:39] Peace.

[00:29:40] We love you.

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

[00:29:51] Don't forget to follow it's about payroll on LinkedIn and it's about your paycheck on Facebook and TikTok.

[00:29:58] Thank you for being part of our payroll community and thank you for being a part of this journey with us until the next time.

[00:30:05] Keep learning, keep growing and most importantly, keep going.