[00:00:00] Feeling kind of left out at work on Monday morning? Check out the barf, breaking news,

[00:00:05] acquisitions, research and funding. It's a look back at the week that was so you can prepare for

[00:00:11] the week that is. Subscribe on your favorite podcast app. So look if you're servicing, if you're a

[00:00:17] payroll professional, you are servicing employees that reside in Texas, right? Yes, or they are

[00:00:22] employed in Texas, right? You want to be understanding of the fact that look, these

[00:00:27] people may be getting paid federal minimum wage of $725. If they're tipped employee, they make the

[00:00:33] tipped wage is a little bit lower than that even though it has to add up to the federal minimum

[00:00:38] wage at the end of the day. But you want to be more understanding of that because there's a stat

[00:00:43] out there that I looked up and said that to the recommended income to live cultively in Texas,

[00:00:49] it is between $56,000 to $80,000.

[00:00:54] You have a 25 times 20, 80.

[00:00:56] Welcome back folks. This is episode, is it 125? 125, yep. All right because we took a little

[00:01:04] break if you all noticed. A well deserved rate before we get into all of it man. What is

[00:01:09] good, Walt? How are you doing sir? What's good William? How are you doing William sir?

[00:01:13] Walter Williams looking for a better, WD. Yeah, W, yeah. We got a funny story like we talked about

[00:01:21] it with some guys earlier and then Brian's gonna be a perfect segue for Brian to announce something

[00:01:27] for us but we were at the other hour of conversation with some gentlemen earlier today and about

[00:01:31] Brian met me when I was still going by my first name but everybody that knows me

[00:01:36] has known me for a long time has called me by my middle name or Bill for short because

[00:01:41] William Bill. Bill, your mom is the one you told me when you said your mom told you Bill. I was like

[00:01:48] another name? Like what? Yeah so like everybody in my family knows me as Bill or William, Will,

[00:01:55] you know whatever so I was like you know what and I'm gonna start going by

[00:01:58] William Lawan and then this is either Brian that I reconnected with he was like

[00:02:03] I can't do that. I was like how many knew that? I'm always gonna call you Walt like I

[00:02:12] and I know you were just joking or whatnot but like you was like oh something about respect

[00:02:16] and I was like no I was all love because like I was just I know you as Walter. But William is good

[00:02:23] William we can go William man. William. I'm proud of trying it already. I'm just gonna go

[00:02:30] Stigra Walt. Stigra Walt? That's it. Well the code name William D. Will it D? Will it D?

[00:02:36] Code name Will it D? No doubt. Bill it D. Yeah so that's perfect segue for Brian to the little

[00:02:45] no. And I teased it on a little drop that we did or I dropped while we were so we took two

[00:02:51] weeks off and but it was it the evolution of things have been right on time look we just

[00:02:58] got signed to a new network work defined go check it out well the links will be in the show notes

[00:03:06] and it's a business network right as we fill in as we feel full right into and fit right into as

[00:03:14] far as this the podcast is concerned both podcasts right paycheck and payroll it's about your

[00:03:20] paycheck it's about payroll and when you're talking about these things develop we're super

[00:03:25] honored and excited to be a part of this new network there's a bunch of good shows on the

[00:03:30] network Pete tell you I gotta look at his name every time to pronounce it tell you I goes

[00:03:36] Pete and Julie payroll HR 2.0 we did a swap cast with them earlier and these folks reached

[00:03:43] out to us man and they were like guys we've been hearing about you from other folks and

[00:03:47] we were like what oh man so it was just a tremendous honor and and just the right fit

[00:03:53] for us to keep evolving the show so you'll hear more from that we're gonna have the owners on

[00:03:59] the show at some point we gotta we're gonna plan it up William and Ryan like how crazy right William

[00:04:06] and Ryan's and yeah man we're super excited about it and that's the big announcement

[00:04:13] and more to come we'll keep elevating the show as we keep trying to deliver a really great

[00:04:19] product for our listeners both on the payroll side and the paycheck side and yeah man that's it

[00:04:26] how you feeling about it I'm excited always looking to grow and to change and evolve and

[00:04:32] deliver a good product to people but so we're gonna continue to do that we're gonna continue to

[00:04:38] do our best to remain relevant and to remain as loudspeakers for payroll and for employees

[00:04:45] no so yeah that's that's actually a lot of dope go yeah so with that being said let's get into it

[00:04:52] today we're talking about Texas we this we're continuing our series on state on employee

[00:05:00] how can we say things employees need to start thinking about and being savvy about

[00:05:04] as it goes state to state we cover some things on california we're doing it in order of how many

[00:05:10] w-twosom w-twos w-two employees exist in that state because we're like what order do we do it in

[00:05:17] and that let the data drive your decisions right folks if you're having trouble figuring things out

[00:05:23] let data help you figure it out and the data was california was first most employees in the state

[00:05:29] and then new york and then texas we're gonna circle back because we we're continuing to evolve

[00:05:35] and just refine how we do this and today we're talking about texas minimum wage just the minimum

[00:05:42] wage right because there's so many little nuances and things that an employee should understand

[00:05:48] it should know be aware of be savvy about and then of course naturally for payroll pros

[00:05:54] you're gonna hear it and be like whoa what i didn't even know that so before we get into that

[00:05:59] we're gonna cover some pay news updates and i think you are up first walt with yours yeah mines

[00:06:07] will be short and sweet it's about a texas man that was sent to prison for defrauding over one

[00:06:14] million dollars in covet 19 relief funds so like the ppp loan yeah so yeah a lot of employees did that

[00:06:23] was from houston he was sentenced to four years in federal prison for some little fraudulent small

[00:06:29] business administration the sba paycheck protection program like you said the ppp loan application

[00:06:36] documents and collecting money for personal use so yeah zane con was a 43 year old resident

[00:06:42] of sugarland was sentenced on august 7th of this year in the u us district court of southern

[00:06:50] the u.s district court for the southern district of texas for four years and like i said in federal

[00:06:56] prison admittedly followed by three years of superrides released and he pled guilty uh to wire fraud

[00:07:03] on april 10th and he was ordered to pay over one million dollars in restitution to the sba

[00:07:11] dang yeah but wait he stole one but would he say he stole one million over one million dollars

[00:07:18] so what is it i wonder i'm not i don't know but what is he serving the time because he can't pay

[00:07:25] the restitution or is it both i think it's both he has to pay it he has to do the time and he has

[00:07:30] to pay it back and he has to pay it man yeah that's so you paying a little he's gonna be paying a note

[00:07:35] for the rest of his life there's a problem something on it unless he has to say your vest

[00:07:41] yeah unless he invested a word out right if he was smart he flipped it

[00:07:47] but gosh man look and that's what we're trying to

[00:07:50] if you like swiping then head over to sub stack and search up work defined

[00:07:56] wrk defined and subscribe to the weekly newsletter i do not control look i y'all want to go to

[00:08:03] prison you'll go right ahead but i am not trying to get to prison that's part of the true crime

[00:08:09] stuff and why we share this stuff is don't do this you're gonna get caught it's especially with the

[00:08:16] money and like these especially with all the digital stuff right now yes that you took their

[00:08:21] bus right how are you getting away with you're not getting away with it you're not i'm sorry

[00:08:26] you're not getting away it's not back in a day where you could steal and then nobody know there's

[00:08:30] so much paper trail there's so much little digital stamps of things and your phone is listening and

[00:08:37] the cameras are watching like get out of here man they better off just trying to a legit hustle

[00:08:45] i don't get it i don't get it but all right cool thanks for that you got a monologue so mine is

[00:08:51] something near and dear to me is i always talk about how remote work gets a bad rap like i hate

[00:08:57] the rap that remote work gets um because i strived in remote work i was hopeful four years i strived

[00:09:03] and thrived in remote work both of us you as well we got promoted you still there even i'm saying

[00:09:09] and i'm in hybrid now and which is cool i like hybrid and but even that now companies are i think

[00:09:16] was it amazon or google one of them one big company mandated a return to work mandate full not

[00:09:23] rehybrid full return to work and plenty of who this article in texas because we're talking about texas

[00:09:30] is university of texas basically is striking because they tried to do a mandate return to work

[00:09:38] and they're saying we gotta go back to work then we want ten thousand dollars more it's a union

[00:09:43] and and i think yeah the key the show the the link will be in show notes and you can dig in on

[00:09:50] it my point is i think that's a valid argument if you've been home for whoever knows how long

[00:09:56] or like the for me my point is there's a and to employers as well as wait a minute you might

[00:10:03] even have employees that'll take less to stay home 100% you know what i'm saying hey you could drop

[00:10:10] my salary a bit because think about the wear and tear the commute talked about this on this on

[00:10:17] paycheck show a million times about the expenses that go into having to commute to work because

[00:10:23] it's not just gas and car maintenance it could be tolls as well parking as well what if you have

[00:10:29] little ones what do you have a pet yes we talked about yeah thank you talking about all those different

[00:10:33] things yes oh it was like 50 to 70 dollars a day yeah that you spend because you have to commute

[00:10:40] my thing is also eating out because not everybody is diligent about bringing food

[00:10:46] and it took me a lifetime to do it what well there's a lot of because if you do have to travel

[00:10:53] and say you're say one way you have to drive an hour or two yeah getting up early in the morning

[00:11:00] and then you're getting home late at night yep most people are not gonna want to cook

[00:11:05] nope or anything so we're gonna order nothing and we're gonna order the next day too yeah

[00:11:11] so this is gonna be a vicious cycle for some it's exactly for so yeah of course and but see for me

[00:11:18] when i was in this and i was in new york and of course some places lend more to it than others

[00:11:23] but when i was like commuting to to manhattan from queens man there was so many little things

[00:11:31] to eat along the way i will go get out of work and i got an hour and a half commute home

[00:11:36] so i'm like i get out of work i'm grabbing a hot dog i'm grabbing a slice of pizza

[00:11:41] street food quick things there's a million quick things shish kabob falafel kabobs whatever

[00:11:47] shwarma they call it street street meat we called it and it was all and then that added in

[00:11:54] even when i brought food i was still one of my jobs we had a we had a weekly breakfast deal so

[00:12:02] every friday somebody in the on the team bought breakfast for everybody but and it was a collective

[00:12:09] and this was a few years ago so sandwiches were still fairly cheap i remember it wasn't more than

[00:12:14] 30 or 40 bucks from it was like a good eight of us that had sandwiches all had breakfast sandwiches

[00:12:20] and everybody got what they wanted and it cycled through so you really you only ended up buying

[00:12:25] like every six weeks it was like on the next maybe even two months because it was so many people

[00:12:32] like you so you got breakfast every friday but you only had to pay once per whenever your time

[00:12:38] was up so things like that came up we did that so it was so many little things but any who

[00:12:45] yeah just that's my folks getting mad about it people some people like it one of the things

[00:12:50] that we talked about was like what was it only 30 percent of the workforce actually worked home

[00:12:55] that was a that was a how can i say an a week like a uh an eye opening an eye opening thank you

[00:13:01] it was an eye opening moment because i was like damn i thought it was more but it was only that so

[00:13:06] it's i've gotten more lax with it all right we got to go back to work in my immediate family

[00:13:11] i'm the only one that's fully remote my sister works hybrid sometimes the most

[00:13:17] issues going into the office my brother goes into his job my mom goes into her job for work when

[00:13:23] they have to commute right so yep like if you take that one of four people in it exactly was that

[00:13:30] 30 percent what do you buy 30 percent right yep no same here man same here yeah any who that was

[00:13:36] my share what next let's pay the bills sir shout out to our sponsors time track go

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[00:14:34] www.timetrackgo.com that's t-i-m-e-t-r-a-k go.com let's go let's go you know what you should know

[00:14:51] you should know that you should know podcast that's what you should know because then you'd

[00:14:57] be in the know on all things that are timely and topical subscribe to the you should know

[00:15:02] podcast thanks and then now for the main event now for the juicy and now for the juice for the nugget

[00:15:13] so we're talking about again we're talking about texas and specifically minimum wage here and texas

[00:15:21] and the reason it's any who texas is one of those states where what makes it interesting

[00:15:27] and i've talked about this topic many times with there it's a state that does not do that

[00:15:34] with does not withhold income tax for the state they have it on a federal level of course if you

[00:15:39] were if you're a w2 employee 99% of people have to pay federal taxes there's some exemptions there

[00:15:45] we should actually talk about that one day um but on the state level there's only like nine

[00:15:51] states that don't do income tax at a state level now it's a double-edged sword because

[00:16:01] yeah you don't pay income tax but employees don't actually have a governing body that protects them

[00:16:11] that advocates that acts on their behalf to get legislation and laws and things pass for their

[00:16:19] protection think about california think about new york and all of the one over other 40 some odd

[00:16:25] states that have it right um they have a protecting body and california is a great example because

[00:16:33] they're super employee-centric meaning they really advocate for the employee they protect the

[00:16:40] employee so yes you're saving money but on the flip side you're you don't have anybody kind

[00:16:46] making sure you're making more money or doing any protection so texas is one of those so minimum

[00:16:51] point a long way to say long-winded way to say the minimum wage in texas is at the

[00:16:57] is the federal minimum wage of 725 an hour and that right there is your first downside

[00:17:03] whereas if you look at california and you look at new york no the minimum wages are double that

[00:17:09] and it varies where you are in both those states like some towns in new york city or rather industries

[00:17:17] are more money the fat all these things so i really wanted to dig into minimum wage in texas

[00:17:25] and really highlight look minimum wage is only 725 in texas sure the standard of living is going

[00:17:32] to match and kind of be lower because of that but it not always right yeah it's kind of still

[00:17:39] with all the prices and everything with that being said there are some exemptions to that rule

[00:17:45] meaning there are some categories that they don't even have to pay minimum wage

[00:17:51] so that's what i have to cover for us today and i'm just gonna share some of the

[00:17:57] categories that don't even have to pay the 725 minimum wage so if you're in texas these are

[00:18:03] little things to be mindful of both as an employee if you're looking for a new job

[00:18:09] and as a payroller if you're servicing these industries and if you're like wait why is they

[00:18:15] getting less than 725 you may know already if you're a payroll or about to go into texas

[00:18:20] be mindful because these things can happen so some of the categories that don't have to pay

[00:18:27] the minimum wage are if you're a member of a religious order and of course it's while you're

[00:18:33] performing the religious duties if you're under 18 you don't have to get minimum wage of a 725

[00:18:40] if you're a bona fide executive administrator or professional or you're commissioned outside

[00:18:47] salesperson or collector if you're an elected official or member of an legislative body

[00:18:55] let me say that again because i bobbled it a bit an elected official or member of a legislative body

[00:19:02] while you're performing those services not just because it's so they don't have to pay

[00:19:07] minimum wage this one is if you're a babysitter or a personal caregiver in a private home

[00:19:13] if you are in the state penance entry or the local jail and you're doing stuff for them you don't have

[00:19:21] to get minimum wage i think that one's kind of obvious right but hey just so you know if you're a

[00:19:27] volunteer or a non-employee that would kind of seem obvious too because it's uh you're a volunteer

[00:19:31] or non-employee but they spell it out yeah just in case yeah just in case you don't know now you

[00:19:38] know what else if you're a husband and wife employed by a non-for-profit educational institution

[00:19:44] parents of children that's i always tell people that there are no such thing as child labor laws when

[00:19:49] it comes to your child if your child works for you the child labor laws don't apply so this is

[00:19:55] another one there as well this one was interesting handicap persons under 21 okay and then what

[00:20:02] it was we got also employees of certain amusement or recreational establishments

[00:20:07] employees of boys and girls scouts of america and employees of camps and let's see what else

[00:20:15] maybe some non-for-profit dairy farmers agriculture well see the agricultural one you gotta check out

[00:20:25] because there it depends that's another one where there's exceptions to that exception

[00:20:31] and then i think that's really it that's all i'm gonna cover the rest go look it up if you

[00:20:36] still want to know that's basically 99 of it and then the rest kind of gets a little granular and

[00:20:42] gets a little yeah and those you know what i mean so you gotta kind of go look it up but if you're

[00:20:47] going into texas please be aware that there are some exceptions and if you're an employee

[00:20:51] don't get jobs in these areas because you can get paid less right don't get out of the

[00:20:56] was there or what look at that's what i'm not at try not to well if you have to and you're

[00:21:03] okay with living that you can make ends meet doing that for your life there like look look look you're

[00:21:09] right you have to go in there with an understanding of what you may be right yeah so going there

[00:21:16] equipped and understanding that's just my opinion right no absolutely now that's a good

[00:21:22] one that's a good one be savvy go in there savvy and you may be able to negotiate a higher rate

[00:21:27] or get yourself to minimum wage right yeah and look go ahead no in any state for that matter

[00:21:33] yeah this is the point in any state you're in there's these exceptions go look at that if somebody

[00:21:39] offers you a crazy rate and you're like what how much to go keep savvy around what's going on

[00:21:44] in your state because yep it could be that could be it that's all i had look i'm just gonna touch

[00:21:52] on the employee piece a little bit because i didn't talk to the minimum wage piece of it is like

[00:21:56] really who's evolved and something that you may have known as a payroll professional you may not

[00:22:01] know or if you're an employee listening to this and you're thinking about like bryans point to

[00:22:05] bryans point you're thinking about going into a certain sector or our industry this is something

[00:22:10] for you to potentially learn about and look minimum minimum wage minimum wage the federal

[00:22:17] minimum wage really look really if it's the federal minimum wage usually impacts

[00:22:24] the hourly folks right because salary folks do have a set of fixed pay and as a threshold a salary

[00:22:30] threshold if you're classified as a salary employee in texas that that employer has to

[00:22:36] require yep what do you gotta say no texas was trying to fight that though yeah i love the thing

[00:22:42] right texas was trying to fight that be careful where you at be employees and that's what i really

[00:22:47] love about it employees beware look up the stuff that's happening in your state yep listen to this

[00:22:52] show get that free gain so you have to really understand if you are making a minimum wage

[00:22:58] what are things you could leverage an employee you need to know what uh the rest and meal breaks are

[00:23:05] and what employers can legally do and what they can't legally do yes and they're required to

[00:23:12] provide you with paid meal breaks or unpaid meal breaks or rest breaks right great you know

[00:23:18] in like there because there might be some exceptions for certain job categories yep all right

[00:23:22] and like to brian's point you want to understand what your employer employee rights are in

[00:23:28] place right you may have some rights regarding minimum wage like you may have something leave

[00:23:32] entitlements fml a entitlement right workplace safety you need to be they're paying you that

[00:23:37] that little then hey they should make sure that you're safe at least stay safe with the job

[00:23:42] that you're doing right and dishes that you're doing your job yeah you want to make sure

[00:23:46] that you're protected against the stream and the extermination and retaliation so you want to

[00:23:50] understand those things as an employee and even as a payroll pro understand hey some you may be

[00:23:57] servicing someone to your point brian they may be servicing someone that is paid federal minimum

[00:24:02] wage especially if you're a new employee this is your first job and that's a big we all have

[00:24:08] heard the stories right fortunately i lost someone in my family i had to drop out of school i had to

[00:24:14] get a job i had to do this something happened in life that i had to step up and start working

[00:24:20] and this is the first this is the only job i didn't have any skills i didn't have any experience

[00:24:24] this is the only job that i could get and it's paying 725 and you have to bust her hunt

[00:24:30] and work long hours to know to be able to do that so it's advantageous for you as an employee

[00:24:35] and for you as a payroll person to understand this and as a payroll person to be more

[00:24:40] understanding of that as well so if there is an error that somebody's paycheck if there is

[00:24:46] something like an hour could make or break somebody a pto day that's not pay could make or

[00:24:53] break somebody's you know day or whatever you know what i'm saying so one thing is you want to

[00:24:58] consider as an hour employee you want to consider what overtime rules for your title to one and

[00:25:03] a half times the regular rate of hours for 40 hours worked in a week was that story that

[00:25:08] that the situation i talked about years ago where the manager was changing the employee's

[00:25:12] hours to get the budget beneath that happens low all the time i hear that so much and every job like

[00:25:20] that's like a thing like i walk into new jobs like what are these managers doing yep

[00:25:26] yep because they all think they could do it is no yeah yeah so that's the thing you need to

[00:25:33] consider right yes firstly i'd be employee so look if you're servicing if you're a payroll

[00:25:38] professional you are servicing employees that reside in texas yes or they are employed in texas

[00:25:44] right you want to be understanding of the fact that look these people may be getting paid federal

[00:25:50] minimum wage of 725 or if they're tipped employee they make the tipped wage is a little bit lower

[00:25:56] than that even though it has to add up to the federal minimum wage at the end of the day

[00:26:00] but you want to be more understanding of that because there's a stat out there that i looked up

[00:26:05] and said that to the recommended income to live cultively in texas it is between 56 000 to 80 000

[00:26:13] dollars that would 25 times 28 yeah look at that 14 000 15 000 what did you 15 start just

[00:26:22] yeah that's the a little trick for employees the hourly rate doubled and the add all the zeros

[00:26:29] is your it's like the annual so seven dollars an hour double that is 14 dollars 14 000 is probably

[00:26:36] that is the annual roughly think about that it's not a lot and they look way below the you need

[00:26:43] five people in the house to to live comfortable and yeah i don't know what's going on yeah it's

[00:26:49] crazy so think about it so 725 times 40 is probably 290 maybe something like that in a week

[00:26:57] that's it yeah come watch hey this is William Tinker work to find hey listen i'd like to talk to

[00:27:04] you a little bit about inside the c-suite the podcast it's a look into the journey of how one goes

[00:27:10] from high school college whatever all the way to the c-suite all the ups and downs failure

[00:27:15] success and all that stuff get listen subscribe wherever you get your podcast

[00:27:21] because seven times seven times four 28 gold was good in his head like that but i gotta do the excel

[00:27:27] i'm so dependent on excel hold on see how my screen lit up yeah hold on uh 725 times 40 times 40

[00:27:36] the exactly right 290 a week godly don't 290 so think about that if that's what you make

[00:27:44] in a week that's gonna get taxed yes it's what the one let's just keep it dip times four that's what

[00:27:50] that's 1160 right times four 1160 it's 1160 times 12 times 12 but think about that

[00:28:00] that average rent the lowest and we're just going up the lowest pieces 1025 a month you can't

[00:28:08] if they do it like like florida you got to make three times the rent and so that's not going to work

[00:28:15] that'll be you have to have a living a slum lord or you need to have roommates roommate you need

[00:28:22] three or four roommates yeah you need three or four roommates yeah you need to rent a room

[00:28:27] or something like that so think about that think about the impact those minimum wage

[00:28:31] and how it impacts it could impact a person's morale that's why turnover may be high it is

[00:28:38] something that pay lower right so that's why they turn and burn those employees right turn them

[00:28:45] turn them burn cost it turn and burn and so you want to be more as thoughtful as possible

[00:28:50] as a payroll professional it's just my opinion you want to be as understanding without full

[00:28:54] as possible when it comes to these people that are paid in texas because look like you can barely

[00:28:59] pay your rent yeah you could barely survive off of this i mean have money for groceries or let alone

[00:29:05] anything else yeah you know what i'm saying the cost of living the minimum wage does not add up to

[00:29:11] the cost of living in texas right thank you wow good stuff man yep just all right before we end it

[00:29:20] we got our safe talk question why are we out here safe talk where you at where you at

[00:29:28] should anyone think and anyone thinking to move into texas consider the political stance of the state

[00:29:34] has taken so i've been waiting to ask you about this or does that come second to doing what's best

[00:29:38] for you your loved ones so my first question is what do you mean by political stance trust on

[00:29:45] earlier well how texas was trying to fight that that knew by the f lsa about raising the

[00:29:51] salary threshold and like they've been fighting that and fighting other stuff and fighting this

[00:29:56] and fighting that like do you believe that somebody should consider that they're thinking about

[00:30:00] moving to texas because look a lot of people i've saw a documentary where they said they showed a lot

[00:30:04] people were moving out of california even though california to your point is employee

[00:30:08] centric very employees because of the taxes they move to texas i didn't realize until

[00:30:15] very late in and more recently in life that folks even consider the political aspect of things

[00:30:24] i would imagine yes you should in any state that you're moving to how what the state's politics are

[00:30:32] about and how that will impact you and your family you know so what about you what do you think about

[00:30:37] it i absolutely think that for me you definitely should consider it but i think your family should

[00:30:44] be first right there's a better opportunity for you in texas is a better way of life for you

[00:30:49] in texas than what you currently are and it's in look the area you may move to

[00:30:55] may be the type of area you want to live in right there's little pockets of this and that

[00:31:00] people that believe the same thing you believe in the whatever you have to be able to function

[00:31:05] and navigate life because there's going to be people who are going to have difference

[00:31:08] differences of opinion than you anyway yeah so you know i don't think i don't think

[00:31:15] in my opinion i don't think that you should what was i say i know the last part of it is to

[00:31:20] to spite your face is like something you bite your nose to spite your face you bite your

[00:31:24] nose to spite your face right yeah so if it if i had a opportunity for a better way of life

[00:31:30] and it was going to change my life in a dramatic way yeah from my current state to texas

[00:31:38] yeah it was going to be better for my family better for me

[00:31:41] why not it's not about it's not just about me and what i want it's about my love one now if i was a

[00:31:47] single person i may move different i made i made it think about that differently you have people

[00:31:53] depending on you it's a different frame of mind in my opinion yeah and i am before we wrap it up

[00:31:59] i give you a great example my daughter my oldest is uh part of the lgbtq community and

[00:32:08] florida is not always the safest place

[00:32:12] politic wise it's something that she brought to my attention i was like damn we moved here when

[00:32:18] she was still young and then she came out to us while we were here and i think about it damn

[00:32:23] maybe we wouldn't have maybe it wouldn't have been the safe move that's what i when i saw that

[00:32:27] question that's what i thought about right away and yeah and i get it now but right it wasn't a factor

[00:32:33] before when we came down here my my wife was thinking that south florida was going to be like the

[00:32:39] deep south which is not thank god but that would have been a concern because we're a brown family

[00:32:48] and it's crazy because i'm pretty light and but in the deep south they see my one drop as

[00:32:54] a girl's language right and then we're talking about some deep racism to to the racist folks

[00:33:01] if you have one drop of african blood you are black right now i've done my dna and i am pretty much

[00:33:08] 50 50 european african and i have some dino in there too not as much as i would like to claim

[00:33:14] but it's 50 50 black and white and or african european and so i'm definitely black and then when

[00:33:25] i was when i spent some time in the deep south working it's funny because when i came back

[00:33:30] to headquarters and it was while i was working living here in south florida

[00:33:34] somebody referred to me like oh yeah that black guy that was just here i'd like i'm pretty light

[00:33:40] like i could fool some right like sometimes i would imagine i could fool some people i didn't fool

[00:33:46] that there was like that black dude that was here and i was like dang you know what i mean

[00:33:54] look one of the things you're absolutely right one of the things that kind of helped me is what

[00:34:01] a supervisor said to me my direct supervisor she said think about companies looking like

[00:34:09] the united states right most companies men have that same setup you might have some people in

[00:34:17] the company that are inherently or subconsciously prejudice races sexes homophobic whatever they

[00:34:25] made their beliefs are yep and you have to be able to navigate that no matter where you are

[00:34:32] life you can go from one company you can be in the state of california who's really employees

[00:34:37] there's still racism there there's still sex is absolutely still all the isms are still there

[00:34:42] all the isms are everywhere they're everywhere well no matter where you go you're gonna find an ism

[00:34:48] yep right so you just have to figure out what's best for you in your family because it's

[00:34:54] everywhere now it may be more prevalent in some places than others but yeah that's where you and

[00:35:00] your family to the side and yeah it's it is it was a good question and i think folks do have to

[00:35:07] consider that especially if you're going somewhere fresh like you for detectives or not

[00:35:12] wherever you got to consider the consider the politics if you're going there and moving there

[00:35:18] shoot consider the i have a close friend that his mom only invested in companies that were

[00:35:24] socially conscious you know what i mean so the politics of a company that you're dealing with

[00:35:29] yeah report so it's the politics of it all really it's everywhere and it's like you got to make a

[00:35:36] decision like you said we got to make a decision was best for you was best for your family was

[00:35:40] best for the collective for yourself how you moving but yeah it's a lot of things man it's

[00:35:45] a lot of things with good stuff bro whatever song man all right yes sir so look out for next week

[00:35:53] i don't know what we're talking about next week more pay check stuff and payroll stuff check

[00:35:58] out work define network there are a ton of great shows on there you're going to start hearing more

[00:36:04] about that on the show and we'll be advertising and promoting those episodes and those different shows

[00:36:10] out there we're looking forward to it i'm bringing great new eight i know they got some hr stuff

[00:36:16] they got some employee stuff they got our again our friends pete and julie from hr payroll hr

[00:36:22] 2.0 out there on the network so i'm super excited and more to come man let's go shout out to time

[00:36:30] track go this episode is going to you by time track go let's go we love you peace peace before we sign

[00:36:40] off here are a couple quick things don't forget to follow it's about payroll on linkedin and

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[00:36:51] community and thank you for being a part of this journey with us until the next time keep learning

[00:36:57] keep growing and most importantly keep going i get it the podcast just isn't enough that's all right

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Season 4

Texas: Minimum Wage

Texas: Minimum Wage