Pay News Updates! WALT https://www.cnn.com/2024/04/11/business/california-minimum-wage-fast-food-kiosks/index.html California has raised the minimum wage for fast food sector workers by $4 to $20, prompting concerns about potential job losses to technology like self-service kiosks. Experts suggest that while some businesses may turn to automation to offset higher labor costs, the trend of automation in the services industry, particularly in restaurants, has been ongoing.
Automation in the quick-service restaurant space includes technologies like auto-refill and automated frying machines. Higher wages could incentivize fast food owners to automate, as it could help attract workers in an industry still recovering from pandemic-related employment challenges.
The new wage law in California, effective from April 1, applies to restaurant chains with more than 60 nationwide locations and establishes a fast food council to oversee wage adjustments and worker safety standards.
Self-service kiosks have become increasingly common in large fast food chains like Panera Bread, McDonald's, Shake Shack, Burger King, and Chick-Fil-A, with benefits including larger and more profitable orders and improved customer experience.
While customer preference for autonomous ordering exists, the minimum wage increase in California is expected to accelerate technology adoption in the industry. Some franchise owners, like Harsh Ghai, are rapidly implementing self-service kiosks and AI-powered drive-thru ordering to cope with higher labor costs, aiming for full.
Despite efforts to avoid layoffs, the implementation of technology is seen as necessary to maintain profitability amidst rising labor costs and customer resistance to price increases. The California Restaurant Association acknowledges the impact of the minimum wage hike, with some operators already closing or scaling back operations in response.
BRIANhttps://www.yourerie.com/news/crime/unknown-person-attempted-to-steal-paycheck-of-employee-psp/amp/Be Careful out there !
Season 8 Review/Takeaways
WALT
Guests - Sarah, Nov
Hospital Cyber Attack
100th Episode
BRIAN
Jodi, Max, Brad, Jeremy, Crazy Eddie
Season 9 — Looking forward to working with Gerard Hall, Bart Van der Storm.
safe Talk - Should fast food workers make $20 an hour? Or can you make a career in fast food?
Drop teaser for next show - Gerard Hall
"I slept and dreamt that life was joy. I awoke and saw that life was service. I acted and behold, service was joy." - Rabindranath Tagore
IAP Episode 107 - Season in Review
Brian: [
00:00:00] Welcome to our podcast. It's about payroll. We're your host, Brian Escobar and Walter William Duncan II. Whether you're new to the payroll game or a seasoned veteran, we have something for you.
Track 1: Welcome back folks. We are episode 107 cruising right along today. We're just gonna have a light episode We're gonna talk about what we like out of season 8 talk about What's coming up for season nine, but before we get into any of that, how you doing today, sir?
How you doing? Well,
wd_1_04-14-2024_082623: Man, I am good. Happy Sunday to you April
Track 1: likewise,
wd_1_04-14-2024_082623: Man, I know I say this all the time on all the shows a majority of the shows man. Time is Flying sir,
Track 1: no doubt. Yeah, no doubt. Yes. It's just yeah.
wd_1_04-14-2024_082623: up. It's gonna be time to do w 2s [
00:01:00] again next year
Track 1: Yeah. Yeah No, it goes. Yeah exact. Oh gosh. Yeah, I can't even I don't even know where yeah. Yeah, absolutely right. It'll be yeah I had to hit my CPA up cuz I was like Hey, did you extend my personal stuff too? Cause she told me she extended our stuff, business wise and I was like, wait, I gotta make sure she did it for personal, cause I'm not ready.
I'm not ready. Yeah, I wasn't ready. Yeah, thank God she did. Shout out to JC. But yeah, man, it's just going so quickly. I'm just I'm kinda Been panicking about time, and just making, not panicking in a good, at the end of the day, I'm like, okay, it is okay, I'm good, but I'm like, just very concerned about time, just oh my gosh, will work now, is, talking about it with the team this, the fact that this, oh, we could work forever is the fact that you have to balance out because if not, you're going to burn out, so balance out to avoid burnout um, just being mindful of all that stuff and everything else going on, you gotta [
00:02:00] still kinda keep time for the fam, the family's feeling it, my little one doesn't let me forget, thank you, shout out to my boss, man, let me bring in, he's gonna let me do a little take your child to work day is coming up,
wd_1_04-14-2024_082623: Yes, nice.
Track 1: and my little one's always been too young to do it it's just so I haven't done it I haven't taken her in prior years, and I've been home for four years, so it's like, what, take you to work, you stay home from school
finally, but even still, she's no, you have an office.
I want to go to your office. And she, cause she knows I have a even as a remote, she knew I had an office, we had, I had an office to go to in Miami. And so I had already planned it, but with the job change, I was like, Oh man, what am I going to do now? So
wd_1_04-14-2024_082623: Yeah.
Track 1: again, shout out to my boss.
Let me do it, bring her in and whatnot. And then it was a good opportunity to frame it for folks. If you are trying to do a take your child to work thing there is a formal way to do it like your HR department or some usually HR that helps [
00:03:00] organize a an event for it.
Um, what you do is you take two or three hours out of the day. You say, okay, you can have your kids, they can come for this event. So bring your kids to workday, da here. Here's the how can I say, organized event for them. It's only a certain age group, right? You shouldn't bring infants in.
That's not bring your kid to workday. Like infants aren't gonna experience anything. It should, and I think it was like I don't know when this event that I'm thinking of, and then the rules, and I like the rules, it's eight or six, I guess you could go probably as low as five or six and up I would maybe say six and up, or seven and up and not even like seven to eight, seventeen, because at eighteen, is it, you bringing your adult to work at that point it's a different story. Give them a job, but anyway, I just my point is that I like It should be a organized and thoughtful and planned event. It shouldn't be just everybody bringing their kids to work On this day and having no organization around it because kids can't last the whole day.
[
00:04:00] You know what I mean? You not
wd_1_04-14-2024_082623: yeah.
Track 1: kid can't be there from 9 to 5. It's just not realistic. Again,
wd_1_04-14-2024_082623: I've been in situations cause you're right. I've been in situations where kids, it was bring your kid to work day, but they had to plan something to keep the kids busy
Track 1: exactly. Exactly.
wd_1_04-14-2024_082623: to your point, like you're saying, Brian, if you're going to do that and they're going to be there from nine to five or whatever your hours are, it needs to be planned out all day.
If you're going to do that. But
Track 1: Yeah.
wd_1_04-14-2024_082623: to what you're saying more. So
Track 1: Yeah, just do a few hours.
wd_1_04-14-2024_082623: Yeah.
Track 1: day, all day is not realistic. The kids, they don't have that type of stamina. Yeah, for real. And I guess in some situations, yeah,
wd_1_04-14-2024_082623: though. Cause I remember some of those kids like, I wanna go
Track 1: yeah.
wd_1_04-14-2024_082623: the office.
Track 1: yes, that's it. They're done.
wd_1_04-14-2024_082623: When are we leaving?
Track 1: Yes, exactly. We see. Exactly. And unless you have a couch, like in, unless you have a couch for all of them to take a nap, like they're not gonna make it a play. Some type of, [
00:05:00] or so I guess in some. Scenarios and locations, you can have them there the whole day, if you already cater to children, but if, most office jobs that's not the case, you can't, think about it, you can't bring your kids to McDonald's, you can't, if you work at McDonald's, if you're a shift manager, if you're a store manager, that's gonna be very it's probably not even a safe place for them to be.
wd_1_04-14-2024_082623: A little, some McDonald's has the little ball play for us. Keep them in there in the
Track 1: Even that, somebody has to watch them. So now you gotta take a staff away to watch these kids all day. You know what I mean? It has so that's my point. It has to be thoughtful. You have to think it out. You can't just be like, yeah, bring your kids, no. But you shouldn't you should also not say no.
No, we can't do that. You should try to think about it. Can we do this? You know what I mean? Can we do this? And if, okay, yeah, we can. All right. How should we do it? And really just again, make it an organized event and be thoughtful about it. Because yeah, cause folks, kids just don't have the stamina for that.
You know what I mean? And if they do, then you need to give them a job. They ready for work.
wd_1_04-14-2024_082623: Yeah, man. Like you just reminded me of [
00:06:00] something like not on that same subject, but you use the word thoughtful a couple of times
Track 1: Yes.
wd_1_04-14-2024_082623: in your articulation there and something that we always say about grace and I was thinking about, I was thinking about that here recently, right? And give yourself and others grace is something that we always say,
Track 1: Yeah.
wd_1_04-14-2024_082623: why you should do that? Because. You're going to have your off days. You're going to have those days when it seems like everything is a struggle, personally, professionally whatever thing, right? You're going to have those days. Those are the moments where that thoughtfulness, that mindfulness needs to come in. And say, okay, hey, this person had an off day. If a coworker kind of snapped at you or whatever, maybe they had an off day. Give them some grace. Now, if they're disrespectful, you may have to chin check them. I don't know, but you know, but have to be mindful because. The whole world is under pressure.
Track 1: Yeah, no doubt.
wd_1_04-14-2024_082623: A stat that I [
00:07:00] was just thinking about the other day, 80%, 78 percent of Americans live paycheck to paycheck. That means your coworkers that you work with every day, even though they may not be letting you in on the day to day details of their life, they're probably struggling too.
They're probably going through the same thing that a lot of us are feeling right now with pressures with finances, family, who knows what personal things we're going through, and that we feel those pressures work and at home. Let's just give a little bit more context. Great grace and more thoughtfulness in how we operate and how we move, man.
That's just
Track 1: I love it.
wd_1_04-14-2024_082623: about it.
Track 1: Yeah, dope. Good stuff, man.
wd_1_04-14-2024_082623: Yeah.
Track 1: Get us into pay news. What do we got to share for pay news today?
wd_1_04-14-2024_082623: Got some fun stuff coming from CNN. com
Track 1: like this one. Yes.
wd_1_04-14-2024_082623: fast food, increases. They recently passed legislation in California, as [
00:08:00] many of us know. That increased fast food sector workers minimum wage by 4. So that went up from 16 to 20 an hour, which prompted a lot of concerns about potential job losses to technology like self service kiosks and, um, a lot of businesses have been turning to automation to offset a lot of those labor costs. and there was gonna be a trend to automation anyway, we again, we mentioned it in another show about that burger place that had ro the AI or robots
Track 1: Yeah,
wd_1_04-14-2024_082623: dangerous labor, like frying
Track 1: the frying and the cooking. Yep.
wd_1_04-14-2024_082623: stuff like that, yeah. A lot of restaurants are starting to just, they were incentivized to do it faster based on this law. Wages new law became effective April 1st and applies to all restaurant chains. With more than 60 nationwide locations and establishes a food council to [
00:09:00] oversee wage adjustments and worker safety standards. so worker self service kiosks have become more increasingly common in large fast food chains, like Panera Bread, McDonald's, Shake Shack, Burger King, Chick fil A. With benefits, including larger and more profitable orders improved customer service. About that. They're saying that the self service kiosk help people feel because they don't have to worry about somebody being rude to them or getting a rude response from this self service thing. I don't know how they work.
Track 1: excuse me, bro. Ah, man, I'm sorry, man.
wd_1_03-12-2024_211709: You okay?
Track 1: Nah, I'm feeling a little sick. Ah, which reminds me. Crap, man, I need to put in my , my sick time.
wd_1_03-12-2024_211709: Oh, what system do you use?
Track 1: Oh, Timetrack Go, the simply better employee time clock software that is going to make your life easier. I don't know if you know, man, but it already [
00:10:00] has a unique graphical employee time card and it's awesome because it helps you quickly identify and fix the mistakes. Oh,
wd_1_03-12-2024_211709: That's right, now that you say that, they just announced the addition of automatic PTO accrual earnings, so you can say goodbye to those manual calculations. TimeTrack Go's new automatic PTO accrual feature takes the hassle out of tracking those earned and accrued times, assuring accuracy and consistency for both employees and HR teams.
Track 1: that's golden. That's awesome. You know what? That's right. I remember that. I read that you can choose from various rules like yearly, monthly. Pay period, hourly, and hourly percentage to seamlessly align with your company's policies. It includes new state sick leave, awesome because I'm not feeling good, that's gonna help, and you can do vacation hours that automatically increase with length of service.[
00:11:00]
wd_1_03-12-2024_211709: Man, like, how can someone find out what a simply better solution could do for their business?
Track 1: Oh, to learn more, they're always doing a 14 day free trial. Someone should go to their website at www. timetrackgo. com. That's T-I-M-E-T-R-A-K go.com or if they want to call the number is (888) 321-9922. Let's go.
wd_1_03-12-2024_211709: go!
Track 1: So wait, so back up, say that again.
wd_1_04-14-2024_082623: this
Track 1: that part.
wd_1_04-14-2024_082623: So this thing said that the self service kiosk
Track 1: Huh.
wd_1_04-14-2024_082623: the benefits of those have included larger and more profitable orders and improved customers. The customer experience.
Track 1: Really?
wd_1_04-14-2024_082623: Yeah.
Track 1: Oh, wow. I'm sorry. I'm actually reading through the article. That's why I wasn't paying attention, [
00:12:00] folks. I'm here. I'm here. I was just in a different spot. Okay.
wd_1_04-14-2024_082623: Yeah.
Track 1: that's really interesting. And I'll, I'm gonna make a note. I do have a come an add to for that larger order piece, but go ahead.
wd_1_04-14-2024_082623: Yeah. So while customer preference, right? While customers for autonomous ordering exists, the minimum wage increase is expected to accelerate, as we said, the incentive for those tech adoptions in the industry. And they started to just do it faster because of what happened. And despite efforts to avoid layoffs, the implementation of AI and technology is seen as necessary to maintain profits. the rising labor cost and customer resistant resistance to price increases. so California, the California restaurant association does acknowledge the minimum wage [
00:13:00] hike but while some owners are already closing. Have already closed businesses. I know that one of the, there was a popular mom and pop burger place that was in the news recently in California, and they had to close their business because they couldn't afford to pay their people and get profit in. I know that in and out the owner of in and out, which is privately owned committed to not raising their prices by that much to
Track 1: Okay.
wd_1_04-14-2024_082623: So even though they're paying their employees more, they say, Hey, we're not going to go crazy on the prices. Like McDonald's
Track 1: Yeah.
wd_1_04-14-2024_082623: after, after this price range, they started to raise levels.
I think there was a 25 meal on
Track 1: Damn.
wd_1_04-14-2024_082623: Think
Track 1: Damn.
That's crazy.
wd_1_04-14-2024_082623: Yeah.
Track 1: Yeah, that's crazy. See look, this is a really hot topic but I think a few things I, which it's about payroll, right? I think immediately how it translates to I think it's going to impact payroll the same way it's [
00:14:00] impacting fast food. I think this is the marker for how it will impact all industries that AI becomes a part of where it's you're going to have to lose labor, but the labor that stays.
needs to learn up so that they can get that raise and be worthy of the raise increases because now, again, you will have to become the liaison between this machine and the people, right? Just like that burger place that you talked about. There was still a person there finishing the orders and serving it to the employer the customers, right?
I think payroll's gonna be the same way, even if the, and we spoke about it how far we're away from oh gosh, this was just, see, Me and Walt talk about this stuff off air also we get into conversations about it now, because I'm thinking it was on the show, but it wasn't. We were just talking about how we think [
00:15:00] that there's probably a payroll engine already right now.
in its machine learning phase and somebody's working, feverishly to try to get it to market. But even if they get it to market in the next 12 months to two years, it will still take some adoption time, right? People are not going to jump to it. Companies are not going to jump to it. There's going to be, it's going to be a first mover thing, the innovators type thing.
It's going to take that product timeline That we talk about in crossing the chasm, is it? Yeah. Crossing the chasm. It talks about how a product goes through this phases of first movers, where innovators want to be a part of it. Then, and then I forget the names of the groups, but I remember first movers as the first, phase.
Cause if you're introducing a new product, like those are the people you have to get. On board of these first movers, so it's gonna take time to go through those stages But I think it's gonna hit the same way whereas where it's Okay team like, if you got a big [
00:16:00] payroll team, you're gonna lose some people because It's gonna do some of those tasks that your juniors that are doing and
wd_1_04-14-2024_082623: Yeah,
Track 1: So what's up?
wd_1_04-14-2024_082623: another restaurant, there was another article out there that was on fortune. com and it talked about one of the, one of the popular restaurants that are in California now Pollo Campero
Track 1: Yeah. Yeah.
wd_1_04-14-2024_082623: And they, I don't know, maybe they're in Florida but I know that they said to reduce labor costs, they were going to reduce the number of staff steps taken in a day.
Track 1: Oh, wow.
wd_1_04-14-2024_082623: So I think that they're going to cross train. So they said the number of steps that it takes them to get to the customer.
Track 1: Oh, wow,
wd_1_04-14-2024_082623: what that means. I would love to do more research into that,
Track 1: right?
wd_1_04-14-2024_082623: I know that I read somewhere that those California restaurants or fast food chains are thinking about doing the same thing.
They're reducing the number of steps that it takes for their [
00:17:00] workers to connect with the employees. So I don't know what that, the customers, I don't
Track 1: Yeah.
Yeah No, look, it's gonna impact. I think that food it's impacting the what is it? The how did the pandemic put it like our front line or what is it? The essentials? Remember it was like essential things
wd_1_04-14-2024_082623: workers,
Track 1: Essential workers, so fat food is essential workers. Like we all eat, and we all, eat out more than we want to.
So that's why it's hitting this industry first. And then one of the things that you mentioned large orders, larger orders, and I'd read that on another I read that on another article that was saying something about the fact that they digitize something. Oh yeah, I believe it was Chipotle. Chipotle got bigger orders from their digital experience than they do in person because people [
00:18:00] are not ashamed of adding the cheese, adding the guac, adding this, adding that.
wd_1_04-14-2024_082623: Nobody's there to look
Track 1: Nobody,
wd_1_04-14-2024_082623: eyes on them in the, yeah,
Track 1: You're not on a line of people like, oh yeah, give me the guac, give me extra guac. Cause the guac, that's the whole joke of it, like the guac is extra. And so it applies the same way, whereas, if you're doing food orders, you don't mind adding on these other things because nobody's looking at you, and the orders get bigger, right? And it's the same concept, I remember going to McDonald's this past year with my son, like, when the first time the kiosk actually hit me, I was like, oh, what's this about? What are we doing? There was nobody at the front thing I was like, And my son is the one that was like, No, dad, just use the kiosk.
And I was like, what? He's no, come on. And he's in it like, what do you want? Yeah. What do you want? Bing. And I'm like, what the hell is this? And and that was a year ago that was in the lab. This is before I think [
00:19:00] even AI really, took on this, the momentum that it's having now and the impact that it's having now so yeah, look more to come with this stuff.
It's definitely gonna, but that's my prediction. I think it's gonna Play itself out the same way in every industry that it hits, the AI comes, you have to lose some labor, but the labor that you do keep needs to re tool, re learn, and, so everybody in every industry, get ahead of it, start learning AI, I'm starting to try to look at now okay, what AI courses can I start taking, little seminars or whatever webinars that I can start consuming,
wd_1_04-14-2024_082623: it's true, because I was reading different articles about this. I had, I was doing research and stuff and
Things that some of these restaurants or fast food chains are doing they're order to, cut labor costs with amid amongst amidst this minimum wage increase.
They're also cross training, like to, to your point so that, hey, you know how to do multiple jobs.
Track 1: Yep.
wd_1_04-14-2024_082623: You're not just, [
00:20:00] Hey, you're not just on the fries today, as they
Track 1: That's right. Yeah no doubt, And it makes me think of the side hustle mentality too Like, don't keep all your eggs in one baskets folk, if you're afraid of losing your job, like hey, you may want to You know, cultivate some other skills and, again, cross train and, keep a side hustle, develop a side hustle or something like that.
There are going to be some things that AI just can't take away yet. And maybe that's what you focus on if you're worried about, some people don't like technology and having to have to interact with it. And, there's still going to be opportunity for a lot of things.
Yeah, man. Yeah.
wd_1_04-14-2024_082623: trade.
Track 1: Yeah, it's a really good conversation stuff. But all right, so
wd_1_04-14-2024_082623: Yeah,
Track 1: Mine is fairly quick and, I guess what struck me is that this thing actually made the news, because this has happened to us in real life, where Again, as payroll and HR professionals, we're a high ticket target, I call it, right?
wd_1_04-14-2024_082623: Yeah,
Track 1: an organization, It already happened with my new boss like I showed him a [
00:21:00] text and I was like this is not you right and cuz I Got a text from what it looked like it was coming from him And it was like hey Brian and his name is in it and I was like he's sitting in the office right next to me So I'm like, yeah, I don't think this was him I mean and he's like, how did you get that?
And I was like dude hackers, hackers because they look at LinkedIn, they looked at these connections and they put in the pieces and puzzled together and they're like, Oh,
wd_1_04-14-2024_082623: bro.
Track 1: and again, because they're putting those pieces, they're using LinkedIn and things to put pieces.
Their high ticket target is HR and payroll. It's not going to be necessarily marketing. You know what I mean? Because marketing doesn't have the keys to the castle, so what's up?
wd_1_04-14-2024_082623: That's such a perfect that you gave here, bro. That's such a perfect example because I know that some people may put their email address, on LinkedIn and
The public, to public,
Track 1: yeah
mine is out. I think mine is, I don't know.
wd_1_04-14-2024_082623: And then like people get access that [
00:22:00] way.
People, these hackers are the scammers to your point. They'll create fake LinkedIn profiles and
Track 1: Yes,
wd_1_04-14-2024_082623: gotten requests, connection requests from the original person. And then later on I get
Track 1: yes, somebody else.
wd_1_04-14-2024_082623: two pages.
Track 1: Yes
wd_1_04-14-2024_082623: media, TikTok,
Track 1: yes, agreed, yep.
wd_1_04-14-2024_082623: things,
Track 1: it's social hacking, and I was trying to look out, I was looking for Splunk's link again because Splunk S P L U N K, we don't, they don't sponsor us, but I do give them a lot of props for putting out this information.
They have a a report out there where it's like top 50 cyber, like beware of these top 50 things that cyber, and we talked about it on the show plenty. But I really appreciate it because, again, think about it. There's so many that they had to do a top 50. A top 50, that means there's more.
And they, one of the and it's scary, but one of the methods that [
00:23:00] Cyber hackers use is this piece, this social engineering of it, where like you said, they get they make you think they know you and you know them and it's a casual relationship, but all the time they're data mining, they're data mining.
How many kids do you have? Oh my goodness. And then where do you work? And oh my goodness. And they're getting this information nonchalantly, but it's all to build up to an attack.
wd_1_04-14-2024_082623: Yes. That's why you have to be careful what calls now, because now They have programming where somebody can just speak to you on the phone. Hey, what's your name? I speak to one and they just get your voice
Track 1: Yes.
wd_1_04-14-2024_082623: the AI can mimic your voice and copy your voice. Oh, Hey, my name
Track 1: Make you say anything. Yeah. Exactly right. And even us, our voice is now on the waves and we got to be careful and we got to warn our families to say, hey, look, if you get a call from me that sounds off, it's probably off. So
It up.
wd_1_04-14-2024_082623: number,
Track 1: Yeah, exactly. Especially from a, exactly, and let's, and it's true we [
00:24:00] gotta build safe words and phrases within and protocol within our families because our voice is out there, right?
They can take our voice and call us and say anything, so we gotta have some type of Process like we got to do a show like, you know I want to get do a whole best practice around cyber security show going So that we can teach people like what some methods are, that's one safe words safe phrases You know if somebody's calling you about anything money and information related hang up and call that person back,
wd_1_04-14-2024_082623: Or we can just be like Jason Statham and the
Track 1: Oh, man, did you see it? Finally?
wd_1_04-14-2024_082623: Yeah. That's all
Track 1: Oh my god, how great was that movie, right? And they framed it so good, cause Felicia Rashad iconic and, like how dare you? You know what I mean? It was like, mom, yeah, right? You so angry. Yes!
wd_1_04-14-2024_082623: But I could see the reality of it
Track 1: yes,
wd_1_04-14-2024_082623: this person could potentially lose everything. then make a decision to do what was done, [
00:25:00] right? It's man
Track 1: yes. You could see that happening.
wd_1_04-14-2024_082623: have? She's I may
Track 1: It was an extreme. Yeah, it was an extreme, I think, but it was a good example of an extreme. And then just the retribution of it all oh oh, you done messed up now. You got the wrong, you done did the wrong to the wrong person. You know what I mean?
It's like that perfect example of F around and find out,
wd_1_04-14-2024_082623: yes.
Track 1: And we're talking about a movie Beekeeper, folks, and they talk about cyber security and Phylicia Roussard was the victim in the beginning, and then the movie's kind of based on that. It's really great.
It's a really great example of cyber security and what they do. This stuff is real. The techniques that they use are not exaggerated. Those are real techniques that people use. We know people in real life that have been hacked and scammed in these manner. Any who. My article is about a Pennsylvania State Police were called to Wattsburg area of business for an unknown person tried to steal an employee's paycheck.
Troopers from PSP Erie were [
00:26:00] called to an unnamed business along Wattsburg Road on March 29th after an unknown actor emailed the business claiming to be an employee. And police yep, police said that the suspect was trying to change the account. The employee's direct deposit paycheck valued at nearly 1, 500 to one of their own and not the employee's.
This is very common folks. Okay, so you're a payroll professional, you have to encourage employee self service. You have to build in some validation steps. If you're doing it for employees, you need to build in some validation steps. Because this is, email, you can't do, you're like, this is common.
This is how, so what surprised me that it made the paper. I was like, how did this make news? Because this is happening. Investigators later confirmed that the employee did not request the change, but did not say whether the money had been returned. Oh my god, so they did this. They, it looks like it went through.
Wow. So return, see that's a L, [
00:27:00] right? That's a, that, if the company did the right thing, they're going to take the loss on that money. They have to pay their employee. The fact that you changed it was on you. That's not the employee's fault. You fell scam to the scam. So you have to pay the employee and make them whole, and then you have to also now follow up on this and see where, how your, how this gets covered.
I don't know if it's insurance, if it's bank insurance, if that insurance the company now has to go follow up and try to, Make that, get that money back.
wd_1_04-14-2024_082623: Find the loophole. Find how this was done. Find, that blind spot that this,
Track 1: Yes. Yes.
wd_1_04-14-2024_082623: we as a company could have
Track 1: Yes.
wd_1_04-14-2024_082623: if you're using a third party
Track 1: Administrator. Yeah. TPA or whatever. Yep.
wd_1_04-14-2024_082623: like that to process your payroll or whatever, is it you or is it their system? You need to be able to identify those things and figure it out because we've seen with some of these systems where a hack has happened,
Track 1: Yeah.
wd_1_04-14-2024_082623: There was there was a thing out there with cash app where people [
00:28:00] were getting into people's accounts and updating their direct deposit in the payroll system.
The employees like, I live in California and it says, the IP address of the change was in. New York or
It was, completely different. And it's just Hey, like that wasn't me. I didn't change it.
Track 1: Exactly. Exactly right. Yeah. Yeah, man. It's we have to be on guard. You have to put in protocol, you have to have some steps, and you have to create friction, unfortunately the I always think of Joe, our old CFO he would use that phrase a lot, like friction and creating friction, whether it needs not, you don't need it and putting it where you do need it, because you do need it some places, you do need some friction and this is A case where you do need friction, even though the technology can do it in a lightning speed, you need to create some friction, especially if you're doing it for your employees, if it's not employee self service.
If you have an employee, if you're an employee [
00:29:00] and you have an employee self service type of thing, you have to create notifications. My mom got scammed on a credit card deal and she realized that her notification threshold was high, like the dollar amount was clearly too high and it was only at 50 bucks, but now I said, no, I'm gonna change the setting to any amount.
You don't want to know because that's how they got her. It was a bunch of, no, a bunch of transactions under 50, so
wd_1_04-14-2024_082623: You and I went through the same thing
Track 1: Yes, that's right
wd_1_04-14-2024_082623: had
Track 1: all the time.
wd_1_04-14-2024_082623: 99 cents, 90, I was like from weird names in California and Arizona. I'm just like
Track 1: I got an update now I'm I think I have a breach on something now that I got to look into But yeah, you got to stay on top of it and not just because it was like 10 cents You don't oh, whatever, nope, that's how they're fishing so change your notifications, put notifications on all these documents, try to work only through your credit card.
If you have a credit card and, [
00:30:00] you can manage it. I know folks have 80 percent paycheck to paycheck, but that's the goal is to move all your expenses through your credit card so that you have some protection. It's not hitting your cash, right? It's not when you lose, you're not losing cash, you're losing credit.
That's usually if it's fraudulent. The fix is happening immediately, and they can tell very quickly that it is fraudulent. Like in my mom's case, she's in New York. These transactions were happening in California. Clearly, it's, it was an obvious fraud type of thing. Yeah, no, just be mindful, folks.
This stuff is just getting ramped up, as we've reported many times and yeah, be careful out there, be careful, be mindful, put in the best practices, create the friction where you need it, create the user notifications, be, like the number one Combat to this is education. So go read those reports, go take the cyber security classes, take your company's training, do all that stuff,
wd_1_04-14-2024_082623: Educate your employees, get
Track 1: there you go.
wd_1_04-14-2024_082623: your
Track 1: Yeah, moving into our next segment, which is the, the main conversation here about our Season 8 in review and, what kind of was important for us and Walt you're, I'll let you start it off and we're also going to do a Season 9 preview at the end as well.
wd_1_04-14-2024_082623: Yeah. So some of the, we had a couple of guests. I didn't wanna, I didn't want to them all here, so I was just gonna mention like two of them. Had NOV on who was really great. And he had a, was a, had a wealth of wisdom in regards to HR and people and payroll stuff and, really great individual. I think he's out in Francisco or somewhere near that.
Track 1: somewhere near it or something, yeah.
wd_1_04-14-2024_082623: if you're listening, we're still going to hold you to that trip that you
Track 1: Heck yeah.
wd_1_04-14-2024_082623: country,
Track 1: heck yeah.
wd_1_04-14-2024_082623: He stood out to me, Sarah. From Banfield Pet Hospital really [
00:32:00] stood out to me.
She inspired me and something that she said that stood out was that getting the CPP was definitely an accomplishment for her, but she felt like it let her go to the next level in
So for me, I'm just like, man I feel like I need that. I want that. I want to take that with me. And I take that with me, what she said, because it inspired me as well. And that was really big for me. Another thing that stood out is the hospital cyber attack. We just talked about all the different
Track 1: Yep.
wd_1_04-14-2024_082623: Hackers and scammers and stuff like that. So that hospital cyber attack was really big for me because we're continuing to see a trend, but these attacks, as we just spoke to just a couple of seconds ago, and then a big accomplishment for us we hit a hundred episodes
Track 1: Yes.
wd_1_04-14-2024_082623: he's an eight. Man. We
Track 1: Yes.
wd_1_04-14-2024_082623: episode man, like time has flown by and it's been [
00:33:00] great, man. And I I'm just proud of us. I'm really proud of us.
And, that's what stood out for me. So I'll let you take the rest of the stuff for season eight there. Go ahead.
Track 1: Yeah, no doubt. Um,
I for me, again, we've been really lucky, no dis I can't understate or overstate everybody we have amazing guests on. Every guest we've ever had they're just You know, bring such a different energy and different information. We're learning. But for me, it was really Like a moment in our journey to have Jodi Parsons on, because I've been following Jodi probably her whole time at Kansas City Royals.
She was one, like,
wd_1_04-14-2024_082623: Yeah.
Track 1: I got on LinkedIn and 20 years ago, and was like Oh, wow. When I saw her payroll manager, Kansas City Royals, I was like, oh my god, I got a celebrity on my, my, my LinkedIn, like she had, she was celebrity status [
00:34:00] because, I loved sport. I still love sports, so like that connection and Kansas City, we play, the Yankees play them all as American League, like it was, it was that was just like, Oh my gosh, I'm following.
So for me, I've always been following her and I felt like I've been following a celebrity this whole time and then to have the honor to to, for her to come on. And then the clip that I still like,
wd_1_04-14-2024_082623: I
Track 1: It's that I still watch and listen to that clip because she's don't tell me why you fell into payroll Tell me why you still love payroll.
Why are you why do you love it? Why do you still like it was just such a great her expression, the passion that some of us have for what we do. And look, that's one of our claims to fame is the passion for what we have and talk about this and payroll. People say that they're like yo, y'all's passion for this comes out.
Keep doing what you're doing. And I thank you for all that folks. Thank you for that support. It means everything to us. So having Jody on, that was just. [
00:35:00] That was a great moment for me. Max, Van Der Sink, boost, Van Der Sink, boost sink, Van Der Kil, no, Van Der Kil, boost sink. My boy Max, yo, Max is an amazing character as well.
Everybody knows him, everybody loves him. His energy is just infectious. And he really helped me articulate the quest that we're on to kinda he's you don't have to force people, force young people into payroll. We just have to frame it for them and let them know and make, have, put it out there as an aware, and it is a possibility.
You can make a career out of this, right?
wd_1_04-14-2024_082623: One thing, one thing I stood up for Max is when he said, and I'm sure if I'm saying it verbatim, but when he said that basically knowledge is meant to be shared,
Track 1: yes, that was a good one, yep,
wd_1_04-14-2024_082623: Like that, that is, and I felt that from him. I felt that energy, that
Track 1: yes.
wd_1_04-14-2024_082623: him.
Track 1: Yes,
wd_1_04-14-2024_082623: like he, he wants to help others.
He wants to empower others. Others and uplift [
00:36:00] others in the industry and educate people in the industry. So that's what really stood out for me with him. One of
Track 1: absolutely. Yeah, one, yeah, again, it's such a great episode. Brad Voorhees was a dope conversation, right? Just HR, digging into some HR and how he's building up his brand. Jeremy Mifsud, Jonathan's brother, right? It was Jonathan, his brother, Jonathan, yeah. Yeah, Jonathan, they're from Buddy the payroll software out in Malta.
So Jeremy was a really good conversation. It's I love, I go into every interview not knowing what I'm gonna get from them. I don't do any pre work on them. I don't like to I like to be surprised. I like to be in the moment with them. It's something that I think that I picked up from Indirectly from Wendy Williams, like listening to Wendy's show in New York.
She would bring on guests and be like, whoa, no, we're not talking. We're not, we keep it fresh. We keep it fresh. She wouldn't talk to guests. She, at least she said this, I don't know how [
00:37:00] true it was, but she didn't talk to the guests beforehand and she didn't talk to them when they broke for commercial.
They didn't speak, right? It was like, it's, it was keeping the reaction and the energy fresh and live in the moment, right? So I,
wd_1_04-14-2024_082623: and
Track 1: authentic, thank you, that's a good one, yeah. So I try to do the same thing, I like to approach it the same way, that's why I like, and I've told you, we've only pre had one pre conversation, maybe two that I can think of in the hundreds of row or fifties, tens of fifties of guests that we've had on the show.
We've only done one or two and I don't like doing it. I don't. And I'm and I found and it made me find a way to not do it ever again. And I tell people in emails Hey, I hear the conversation, hear the topics, but there's no pre interview, right? We do the interview fresh.
wd_1_04-14-2024_082623: That's it. That's interesting because you're right. Because we were sent, when we started adding more guests, we [
00:38:00] started sending out those forms. Hey, fill this out. Tell us about yourself, this and that. And then we were just like, you know what, we'll save that for the actual conversation. Let
Track 1: Yeah,
wd_1_04-14-2024_082623: real and raw. And like in the, in that moment and, say, Hey, we're going to ask you about your journey during
Track 1: we'll get, we'll give you the topics. We'll give you the questions that we're gonna ask. You can prep. I don't want to take that away from, I don't want to know your answers in advance. I don't want to, I don't want to have a conversation. I remember the one time we did it.
I was like, we just did the show. I was so frustrated with it. I was like, we just did the show, like, how is this gonna translate over? Thank goodness it still was a good conversation, but I was angry. I was annoyed with it.
wd_1_04-14-2024_082623: yeah, we would get on, this is when we were doing everything, remember?
The different shows and then we would get on sometime during the week, hey let's meet and connect and talk
Track 1: Yep.
wd_1_04-14-2024_082623: 30 minutes to an hour and be like, hey, and you were, like you said we just did the show right there, Walt.
Track 1: Can't do that. That's what made me realize no, we can't do this. We definitely can't do this anymore. So, and all that to say that [
00:39:00] I go into it not knowing what I'm gonna get, and I love that because then the experience is real the, my, and I haven't been disappointed with any of our guests thank God I just.
Not had a bad guest. And again, Jeremy didn't disappoint. We had a great conversation with him, learned so many things customer service wise. It's really, if you're running a help desk, or if you're trying to think about your customer service piece of this in payroll, that's a really great episode to listen to with Jeremy Mifsud.
And then
wd_1_04-14-2024_082623: passion in it, yeah.
Track 1: Yeah, and that they're thoughtful about how they do things and how they change their processes to accommodate and scale, right?
wd_1_04-14-2024_082623: yes,
Track 1: And then one of the fun ones for me from this season was Crazy Eddie doing that true payroll crowning for Crazy Eddie because I grew Up on Crazy Eddie. Mom, and I told my mom that we did the episode She's do you remember going every week?
You used to make me go there every week and buy you a game and that every time I got paid and I was like Yes, ma. [
00:40:00] I talked about that on the show. Yeah, I was like, yes I still have a memory of a memory of going in and getting it, it was like a,
wd_1_04-14-2024_082623: to me man,
Track 1: Yeah, yes, it was that was a fun episode to cover.
wd_1_04-14-2024_082623: It's
For you,
Track 1: nostal yes, very nostalgic, brought back good memories of childhood. But yeah, man, that was, that, so that's my recap of season eight.
wd_1_04-14-2024_082623: See
Track 1: It was
wd_1_04-14-2024_082623: have to go to the store, you can just download the
Track 1: downloaded, yeah, you can, yeah, you can, yeah. It's, yeah, it's such a different, I was, that's what I was telling my mom too, I was, she was like, oh, the games, you buy the games, and, oh, what do kids buy games still now?
And I'm like, no, mom, we don't have, you don't have to buy them anymore, you can download them everything's digital, and she's just wow, but yeah, man, that was that was, so that's my, yeah, that's my recap. I'd love to really great guests, thank you all for coming on.
I don't believe I've missed anybody. I think we covered everybody there.
wd_1_04-14-2024_082623: So,
Track 1: for Joe, yeah, Jody and Max Vanderkick, Vander Cleese Boosink Brad Voorhees, Jeremy [
00:41:00] Mifsud. Yep. We did Tax Brackets, New Year's Goals. Yeah. That was it. No. Oh yeah, and Jonathan. Yeah, we had Jonathan at the end of season seven and then Jeremy in the beginning of season eight.
They're brothers that work at Buddy. Doing their thing on, over there on across the pond on the Europe side of things. So yeah, so what about season nine? What are you, what are we thinking for, do we even know? What? Yes.
wd_1_04-14-2024_082623: wonderful episodes with Aaron Martin and Chris Rivero from pay active talking about earned wage access.
We're working with what Gerard Hall, that payroll guy
Track 1: yes,
wd_1_04-14-2024_082623: that. We
Track 1: forward to that.
wd_1_04-14-2024_082623: for that. And episode, we're going to announce something big in
Track 1: Big, yeah.
wd_1_04-14-2024_082623: And then who else do we have? Yeah. For,
Track 1: Bart VanderStorm, and we he just dropped a payroll book called
wd_1_04-14-2024_082623: That's right. You have that, right?
Track 1: The Payroll Mind, yeah, How to Build Influence and Make Impact as a Global Payroll Professional. Already [
00:42:00] I'm reading a few other things, so I haven't gotten to this one yet, but I scanned through and Just really dope concepts that I see learning pieces oh man, yes, he's teaching, right?
I love that part of it I, unfortunately in payroll, there's not a lot of good content out, as we say many times, and we need more authors, right? They're Anita Latink dropped her second book, so check that out, but right now, to my knowledge, there's only two payroll authors, Anita Latink and Bart Vandestorm we need more.
I'm, I'm getting motivated and thinking like, Oh, wow, maybe I can't write a book and Walt keeps saying and planting that seed for me. So I'm, thinking along those lines as well. One day you'll see some from us and the IAP family, but until
wd_1_04-14-2024_082623: it too, man. Honestly,
Track 1: yeah there's so much room, like how you go to any other category and there's thousands of books.
You go to payroll is now two, three, sorry. There's three. You
wd_1_04-14-2024_082623: the
Track 1: me.
wd_1_04-14-2024_082623: S the good thing about writing a book is you can tell [
00:43:00] your payroll story
View. And
People. You can share some of
Track 1: exactly,
wd_1_04-14-2024_082623: as Brian Escobar and what Brian Escobar had to go through. And. And Brian Escobar's viewpoint on thing. I can tell mine, from my point of view, my experiences in the workforce, you know what I'm saying?
In the military, doing payroll, like doing all those different things, right? We
Track 1: bro. Yep.
wd_1_04-14-2024_082623: stories. We just got to do it.
Track 1: I'm looking at it now and I'm, I just looked up payroll on Amazon for books and, I'm there there's it's still, it's more of the, it's still the same stuff, just it's textbooks, now there's a few journals people put out because they realize that, that whole make money on, like that whole TikTok hack, hey, you could create a journal and then resell the journal and make money on making, selling a journal. Yes, so there's a few payroll journals out there, cool but that's a blank book, that there's no words in it at all, it's just blank [
00:44:00] pages. There's a coloring book, which is cute, that, that's new
wd_1_04-14-2024_082623: Okay.
Track 1: Yeah, but
wd_1_04-14-2024_082623: books out there. There's payroll accounting books Gregory Muston.
Track 1: That's accounting, again, it's a textbook,
wd_1_04-14-2024_082623: Yeah.
Track 1: The textbooks, that's what I'm saying. We need, we, we have to get beyond textbooks
wd_1_04-14-2024_082623: Yeah.
Track 1: and to that point, Bartz came up on the first page Anita, we gotta do some work with getting you to the first page here search anyway, maybe it's different for others you're in my algorithm, but anyway, I'm sorry, I'm going down a rabbit hole here
wd_1_04-14-2024_082623: There's
Track 1: yeah,
wd_1_04-14-2024_082623: for
Track 1: there's opportunity for us yeah, for all of us, anyway, and I like what Bartz said, he's He didn't find his voice until he realized I had to be authentic with my story, right?
He said his first version didn't even, that's not the book that was published, his first version of the book. So he, it's like he found his voice for this story and that's when it really made sense. So tell your story and your, Walt just said We do want to read about these things.
Like I think payroll people, just like any other industry and [
00:45:00] subject in the world, we're curious about the subject. That's how we learn more about it. Cause there is no true north. There is no playbook. There is no degree. There is no one certification that answers it all. That justifies it all, right?
We're still building all this and we're a part of that, right? Me and you are part of this. We're laying out the thought leadership for this and and exposing all the other thought leaders in payroll as well. I think that, like you said, Season 9 is gonna be more of the same, right? We're gonna continue this journey on that, and we've, again, Bart's episode is coming up soon Gerard's episode is coming up soon Aaron Martin and Chris Rivero coming up soon, we've already got those on deck in, in the pipeline, ready to go and it's just a matter of the, putting them out there, right?
We got some amazing content for everybody to put out and, Yeah, I'm just, I'm excited. I'm excited about how we become part of the next wave of how payroll conversation is going to involve and AI and [
00:46:00] machine learning and all these things, like I'm so excited about all of that. So yeah, that's it.
We've been talking for a while, so let's wrap this up. Our safe talk question, segment question. Is, should fast food workers make 20 an hour, or, can you make, and, or, it's two part Should fast food workers make 20 an hour, and can is, can you make fast food a career? I think so, can I go first?
wd_1_04-14-2024_082623: Yeah, go ahead.
Track 1: Yes, I think fast food, this is one of the conversations me and Walt had off cut, off, off record. Because, again, folks we talk about this stuff for real. In our normal day to day conversations, we'll get caught up in topics and be like, Oh, but that and this and that,
Right?
wd_1_04-14-2024_082623: Good
Track 1: We'll debate, yeah!
wd_1_04-14-2024_082623: Yes.
Track 1: We don't come out here and just fake this for y'all this is real. And I think everybody knows that, right? That's why they listen to the show. They know we're really about this life. I do think, not just [
00:47:00] fast food workers, I think that payment wages have to be level set. To for living wages people got to live people got to like right now, two people can't graduate from high school I always think of it like two lovebirds We watch all these movies from back in a day and oh they graduated from high school and they went on and built life together How if two people graduated high school?
and went out and got jobs and started working. They couldn't, they probably couldn't even make enough full time to go out and get a place to live.
wd_1_04-14-2024_082623: Yes.
Track 1: Like where are you going? You know what I mean? So that to me is sad, so I think Everybody should make a living wage and I think, yeah, absolutely, any industry, any job can be a career if you're career minded.
If you're just job minded, it's gonna be a job, and there's a difference, right? A career is something you're building on top, you're building towards something different. A job is, [
00:48:00] hey you're making money. A job is a job, you're just going to go. But if it's how you treat it doesn't matter what type of job that is.
How you do anything is how you do everything. And if you treat it it is absolutely a building block for a career. You know what I mean? So, I think what do you think?
wd_1_04-14-2024_082623: Yeah, I agree with you. I agree with your sentiment. First when we were talking, I was just like, well, maybe not. It's not a career. Cause what is your career trajectory for fast food? Is everybody, do you have the opportunity to work yourself up and be at a manager level at your same location? You do. How many of those positions are, Available to everyone. If everyone is working and on the same trajectory, not everybody can get the same position.
Track 1: Not in the same location, but if you're good, you're gonna shine and people are gonna make room for you if it's decent talent, if not. You take yourself to a now you're ready to apply for manager somewhere else. I ran into that problem in payroll [
00:49:00] where I was like, all right, I'm a payroll coordinator.
I was a payroll coordinator for seven years. And then I was like, okay, I think it's time for me to grow now. I'm, it's time to become a payroll manager. How do you become a payroll manager if you've never been a payroll manager? And and my point is, It wasn't my company's fault. They were a small company that didn't have a career path for payroll folk.
They didn't, they're what, And the company was not a growth company, right? Like they weren't going to keep growing so that there was a maybe future event. It was just, it's a small shop that made a lot of money. So they didn't need the, they didn't need to grow with bodies and headcount and locations.
They did what they did. Like it was a different business model. So I couldn't be mad at them. For running efficiently and lean, I had to make my own, I had to make a choice. Alright, for me to be a payroll manager, I have to switch [
00:50:00] jobs. And it was unfortunate, but it is what it is that's what happened.
You have to make it for you, you have to make that decision for yourself, because the company's not always going to make it for you, if you're really good, they are going to want you to stay where you are, oh my god, stay here, and I remember when I, gave notice, my boss was like, ah, I knew it, crap, man, and he was upset, because he was like, I knew I was going to lose you at some point we're at a point where we can't give you any more.
You know what I mean? And I was a pre and he knew! He was like He's just I know, man, dang, but good luck. I'm happy for you. Proud of you. Boom, boom, So yeah, it can be a career and yeah, it can be but I like the point you're bringing up Like you have to notice that you're good.
You have to notice that. Okay. I've been in here. I've been in McDonald's I've been on fries. I work my way from fries to the front desk in the front and then obviously I'm good if you've gotten, off the fries, then you know you're okay. You're like, you're growing, right?
You got to be able to measure that for yourself. Okay, I am growing. Actually, [
00:51:00] people come to me when they have questions, right? If you become that person that everybody's asking questions, you're a leader now.
wd_1_04-14-2024_082623: Yes.
And the most important thing is, do you find it fulfilling?
Track 1: Yep.
wd_1_04-14-2024_082623: which, which ties your, the first part of this question back to this. So if it's fulfilling. the amount of money you make shouldn't matter, but it should be a livable wage to your point,
Livable wage. And and yes, it should be based, should it be based on where you live?
Yes. Because the price of renting in LA is more expensive it is in Atlanta, Georgia.
Track 1: Yep.
wd_1_04-14-2024_082623: But maybe a thousand bucks or a few hundred bucks or whatever it is. And so I think that, yes, there has to be some calculation, some method used to figure out what that livable wage is, but you need it.
And yes, it's on us as leaders and companies to figure out how to do that more sufficiently. Is the industry going to have some change? Is there going to be some ripple [
00:52:00] effect?
Track 1: Yeah,
wd_1_04-14-2024_082623: There are, there always is with change. Let's
Track 1: in we're and we're at a Crossroad right now. We're at a industrial revolution if you will you know some people have Compared where we are to like the car being invented You know what? This is AI and it's that's where we are with it. It's true yeah, folks, I, this got me thinking and before I'll leave you guys with this book, but our next episode is going to be with the great Gerard Hall, that payroll guy, and big announcement there, great working with him, great having him, he's like family now, like having him on the show is so comfortable, so cool, like catching up with a family member, so look out for that next job next week, but I think about.
I've thought about this recently a lot, and I think to be a good payroll person we have to be of [
00:53:00] service and this quote I found really articulates it well, right? I slept and dreamt that life was joy. I awoke and saw that life was service. I acted and behold, service was joy.
The person who said this, Rabindranath Tagore, can't say the name right, but he's like a, um, how can you, it's like a scholar, a poet, a literate person, a literary person from many years ago. But anyway, I thought that quote was Very how can I say applies very directly to HR and payroll professionals.
Because our work is, it's fitting, it's very fitting, because we provide a service, and that, that's our world, is the service that we provide,
wd_1_04-14-2024_082623: the question is, do you find joy?
Track 1: Yes, I do. And if you don't, then maybe service is not for you, right? And that's, [
00:54:00] the quote is also a good qualifier. If you resonate with the quote, then you should be in the service business. You should be in service, right? But if you don't, then maybe a different business for you. But that's it for today, folks.
We've been yapping on for way longer than I thought here. Yeah, right? Oh my god. I know, man, we always say that. I'm gonna chop some down in editing, but always long. But till the next time, folks, we love you. Yeah no, no more parts. Till the next time, folks. We love you. Peace.
wd_1_04-14-2024_082623: Peace.
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