Edit Transcript
3UAChGjLtW_xGd1vN-WAiNfTqd5o_GqlW9lVwtsDJzuyk2x1zeEGIfa_ckjckUZMVVZazgi2CCpj2Lh_Notmn8K7zZM-EeYYWnjzaSo14m1p1g==
Back
Edit the source note directly. Frontmatter stays at the top.
00:01:30 - [ANDREW_PORTER] And just kind of some of the aspects of the HR database. So, you know, all the tools that you'll end up selecting that you're talking about with Josh, you know, you'll have a place to navigate through them here, through the hamburger menu, if you will. And then those also result in some additional tools for your drop down. So that's sort of, like, the the the foundation of the house. And what I'm really gonna talk about here today is just one extra tool. So the only thing that's really different for our international clients is they'll get an additional tool under payroll here, aptly named international payroll. So this is where you would come when you need to run your Canadian payroll. For clients who have multiple countries, this is where you would come to run payroll in any of the 120 countries that we cover. So that's all gonna be centralized in one database. Everything that you have have have looked at in regards to, like, employee records coming into the system and onboarding of new hires, all of that is gonna be a single point of entry type of mentality. So as a new Canadian employee comes in the system, we're tracking a couple different aspects and data points for them. Once the system identifies them as a Canadian employee, they will automatically then appear under your Canadian payroll roster. So that system of record approach and single database model really drives all the other features within our system, and it's all gonna kinda result in the proper, rosters under each countries for payroll. You'll see in the demo, I do have a couple other countries in here that we usually spotlight some of our larger markets and things of that nature, but this would be just, you know, where you'd come to run your Canadian payroll for now. The whole aspect here is it's going to be national payrolls have their own complications and the the tax structures and all those items. We want the process for your teams to be simple to use and repeatable steps. So the idea of the landing page here is essentially getting in and getting the items done that you need to get payroll through the process. So the front the the top section here where it says action required, if there's ever an actionable item in the payroll process, we want that to be top front and center so you're two clicks away from being able to come in and execute on that. The best example and the example that we have here, nine times out of 10, that's going to be your payroll approval is ready for your review. That's where you're gonna see the gross and that breakdown and allow you to make your approvals or make changes if you need to. I'm actually gonna circle back to that after we walk through a payroll process, but the idea is we want you to be able to come in here to the international dashboard and get some things done quickly. There's a couple links over here on the side too. If you you wanted to just pop in and run some reports, that's available to you. If, we ever need to exchange information, implementation is a good example of this. We built our entire architecture around data security, and we have a a bunch of privacy laws to contend within the world like GDPR. So we're never gonna ask you to email us sensitive information on your employees. So implementation being an example, we need to collect information on your employees. We have a secure Dropbox where you can post files. We can share information together that way. So that's another link, in section of the system that you'll be using, quite often when we need to exchange information. The next section here is going to have any open payrolls. So these would be pay batches that you've started but not yet submitted. We might be waiting for some hour approvals or commissions, bonuses, any of those last minute items that we may need so you can get pay batch started and then come back to it when you're ready to actually go through the submission. So those open payrolls appear next. And then at the bottom is going to be your payroll calendar. So the upcoming payrolls are going correspond when we map out all of your check dates for the year. It's gonna have, like, a rolling history. So when the year resets, we'll bring in all the the new holidays and those types of items. So you're gonna know where your pay periods are starting and ending and then which corresponding dates you need to submit the payroll, approve the payroll so that we could ultimately get everybody paid on time. So, again, you would just see each of your successive Canadian payrolls here, and the top one is gonna be the next one in the process, and you can kick off the pay process that way. If we ever get any other countries in the mix, make an acquisition, etcetera, you know, you can manage multiple countries here and then have your calendars reflect that. So if I have my next Canadian payroll here upcoming, I can just click start payroll. Now there's really two ways that our clients are gonna kick off the process. Number one is do we have information that we want to upload to the pay batch? This is gonna come into play when we have hourly employees and we're tracking those employees' hours in time sheets or time clocks. That is an import that we'll set up during implementation so that you'll have a a recurring file after the pay period closes and managers do their approvals where you can upload the, time information. So I know we had maybe three employees or so that we might be tracking time for. So that's where you can actually kick off the process and bring in their timekeeping data. Again, we'll format the file. So this will all populate based on, you know, the column format, etcetera. And you're just gonna choose the file and and import it. When I get to the pay batch, you'll see everything is basically operating on a column format. So when we're formatting that, what we just essentially do is make sure that we have the, you know, the columns of the report matching the columns of our pay grid, and that will have things like employee number and their name, etcetera, and columns for regular pay and overtime. And, you know, if we have holiday pay and shift differential type items in there, we'll have columns representing each of those different items. We have this labeled as a time import for our demo, but this could also be used for any data. So some of our clients, if they have, like, commission files that they're bringing in or we're doing expense reimbursements or some something where you would rather upload the data rather than key in the information, you can upload and do a couple different things with this. 00:08:14 - [KATE_LOUGHERY] I have a quick question. Is the time gonna be done similar to The US? Like, it's gonna be done through PayLocity. Correct? 00:08:23 - [KATE_LOUGHERY] It's not gonna be a separate system that we have to import the time from? 00:08:29 - [ANDREW_PORTER] No. It'll be the same the same approach that we're taking with The US folks. We'll just set up different rules for the overtime and, you know, the the differences for Canada versus US in there. Okay. But, yeah, same overall process, just kinda tracking a little bit differently based on the labor laws. 00:08:47 - [KATE_LOUGHERY] Okay. Thanks. 00:08:49 - [ANDREW_PORTER] Yep. No problem. Now being that you have 12 employees about, I believe, 11 or 12, If you don't have a lot of changes outside of the hours, you can certainly come into the pay batch and key in any kind of items that you want for the payroll. So if I have three adjustments to make, I might not worry about an import. If I have all 12 getting a bonus and we're tracking that somewhere, you can go ahead and import that. So, generally, during implementation, once we get your payroll structure and everything set up, we'll give you best practices of, hey. If you have bonuses once a quarter, once a month, what have you, we can have a template that you can upload those bonuses, and it'll populate that column for you. But otherwise, you know, if you have a couple adjustments to make, you can just pop through here and, you know, whatever the values are for a couple bonuses for the employees, you can put that in. If we have some commissions or any other variable items, That's all we really need you to adjust in the system. So nothing everything that you see that auto populates, that's gonna be recurring earnings or recurring deductions that are part of the employee's profile. So all of those are just gonna pull into the pay batch, and you're just making those one off adjustments. And, certainly, we have our hours as well. So this is a blended batch, I can show both salary and hourly employees. But we would have our hours kinda populating down this column and then the corresponding rates, and we would have overtime. And, you know, if we have double time and things like that, we'd build columns 00:10:28 - [KATE_LOUGHERY] for I have another quick question. If our payday is Thursday, when do we have to have it submitted by or can or is Canada and The US the same? Because this is where with the last system that we got into trouble, they needed a week lead time be able to submit the payroll. So I just wanna make sure we're on the same page. 00:10:51 - [ANDREW_PORTER] Yeah. Good question. Generally, we see a lot of Friday pay dates, so we submit on a Monday. If we have a Thursday pay date, we can we can do a Tuesday submission, but the time frame compresses a little bit for the approval. So, essentially, where if we were to submit on a Monday, we would have, like, all day Tuesday to do our reviews and approvals. If we submit on a Tuesday, we would have an, you know, a morning submission time and then an afternoon approval time. In Canada, the main driver for that is the direct deposit file has to hit the, banking institution two business days prior to the pay date. 00:11:36 - [KATE_LOUGHERY] Yeah. 00:11:37 - [ANDREW_PORTER] We are not operating as, like, a bank ourselves, so we have to work through the banking protocols. 00:11:44 - [KATE_LOUGHERY] Yeah. No. That's no problem. Currently, for Canada, I'm submitting by Monday, I think, like, 5PM at the latest for a Thursday pay date. So if that timeline works for you guys, I I can continue to do it in that. Now The US, we submit Tuesday by 3PM eastern time, but Canada submit by Monday. So I just wanna make sure you guys can do it that way. 00:12:10 - [JOSH_FORD] Andrew Andrew, just to throw it out there, I'm pretty sure they're using ADP for global. And Andrew came from ADP, so he probably could give you a little more got some experience with both, I guess, per se. Right? 00:12:22 - [ANDREW_PORTER] Sure. Funny enough, like I say, we don't see a lot of Thursday paydays. I literally just kicked off a an implementation for a client on Monday, and they have a Thursday pay date. They when does your paid, pay period end? Does it does 00:12:37 - [KATE_LOUGHERY] it work when you're are, start on Saturday and end on Friday. So, like 00:12:43 - [ANDREW_PORTER] Okay. 00:12:44 - [KATE_LOUGHERY] This next pay period is March or I guess our current pay period is March 7 through March 20. 00:12:52 - [ANDREW_PORTER] Okay. If any approvals happen, like, on the Friday, that would certainly, you know, help the process. Most times, if it ends on the weekend, you're getting, like, in on Monday and, you know, reconciling all that anyway. My client is a little bit behind where they're ending on a Sunday. They are used to having all day Monday to go through their they have a lot of employees. They're moving their payday to Friday. Not gonna ask you to do that if we don't have to, obviously, but, like, if we can submit on the Monday. The only issue with Canada is some of those holidays fall on Mondays. So in those examples, that would be kind of that Tuesday time frame where we would have submission and approval done in the same day. 00:13:40 - [KATE_LOUGHERY] Okay. So I just wanna make sure I understand. If we get it to you by Monday, what time to be able to get a Thursday paycheck? 00:13:52 - [ANDREW_PORTER] I'll have to double check what implementation requires. I don't believe it's, like, usually all the way till 0500. It might be, like, 3PM or something like that. It's definitely later afternoon. I can get the answer. I just don't talk about that later. 00:14:08 - [KATE_LOUGHERY] No. I mean, that's fine. I just wanna make sure because I I'm assuming we have no desire to switch from Thursday to Friday paycheck. In Canada, I mean, again, right now, we have 11 employees. So unless something the only thing that I'm ever really waiting on is if there's a time card issue for the three employees and I'm I'm reaching out to their manager. But usually, if there's nothing crazy, like, I could get Canada ready first thing Monday morning. I just wanna I mean, sometimes it's just later in the afternoon that I'm submitting. But, I mean, I can work around it. I just wanna make sure doing it on a Monday is doable for a Thursday paycheck. 00:14:48 - [ANDREW_PORTER] Yeah. That is that is totally doable. K. And if I look are you doing time sheets manually today, or, like, do you have 00:14:58 - [KATE_LOUGHERY] a Yeah. So it's they're they're in, like, ADP Easy Labor Manager. Okay. That's where their the hourly employees are clocking their time. And then I'm just manually then the payroll system is ADP team pay, is completely separate, they don't talk to each other. So I'm manually entering the time clock hours into the pay grid. But again, it's only three employees. And then if if there's employ if there's salary people at PTO, that's what I'm entering in. 00:15:27 - [ANDREW_PORTER] I gotcha. Okay. I was gonna say just putting constraints of a system around it, like notifications to managers if they didn't do their approvals yet or, like, you know, having those constraints to help managers get those approvals done quickly. Yeah. So, yeah, that that'll all be fine. And then when we build your payroll calendar, we'll, you know, build according to that, and we'll have actual, like, you know, submission deadlines in there for you. But Monday will be fine for us. 00:15:54 - [KATE_LOUGHERY] K. Sounds good. Thank you. 00:15:56 - [ANDREW_PORTER] That we the reason we have the time frame, if you remember, you know, I mentioned our initial conversation, our global model, because we cover so many countries, rather than build out those tax engines ourselves and maintain them within Paylocity, we have integrations with local partners in every country. So everything that's managed in Paylocity, which I'm going through now, is is just kinda making those gross payroll adjustments. When I submit the badge, the gross data is going to transfer into the local processing engine that we integrate with, and then it will return those results back to Paylocity where you'll do your review and your approvals. And then the other factor is we don't like, you have to be designated as a bank in Canada to be able to move the money faster, if you will. So just a couple notes around, like, the processing time line there. But the good part of that is that allows us to provide dedicated certified payroll professional support in every country. So we'll have you assigned with a a counterpart that sits in Canada should you have any payroll questions, tax questions, any of that kind of stuff, you'll have an expert that's in the country, and we can kinda, you know, engage with the government in audits and different things like that that we can do for you with having boots on the ground. Cool. So just to recap, you know, we're most likely we're gonna bring in those hours for those three folks. We may have, you know, a couple do you have a lot of other adjustments, you know, that you're making in payroll? 00:17:42 - [KATE_LOUGHERY] Essentially, the only I mean, we have employees who may or have a tool purchase, and so I manually like, I'm doing one right now. He's making it in three payments, and so I'm just manually tracking that and entering it within the pay grid. Like, it's not a deduction that's added to his pay profile. It's just like, in The US, we add a deduction to the pay profile, but in Canada, it's just when I'm in the pay grid, I'm entering it under employee purchase. That's typically the only one off, and then we have quarterly bonuses for our sales employees and then an annual bonus for every everybody. Barb, am I missing anything? I feel like employee purchase is really the only one off for Canada. You're on mute, Barb. 00:18:40 - [KATE_LOUGHERY] The only other thing I know you enter is the vacation hours. 00:18:44 - [KATE_LOUGHERY] Yeah. And then PTO, which I'm hoping I'm hoping that we can create a p a separate PTO policy for Canadian employees that's gonna just automatically upload within the pay grid because that's one of our biggest issues right now with Canada. I that's my assumption that it's gonna work like that. Correct? Where it'll just be, like, we'll have our US policies and our Canadian PTO policies, and then will it be, like, a file upload like that spreadsheet you're talking about for the hourly employees? Will that be the same for the PTO, or will the PTO just automatically enter into the pay grid? 00:19:26 - [ANDREW_PORTER] Yeah. It would be the same process. So what we do is once the PTO is approved within the system, we will capture the hours worked and PTO in that file that you'll upload when you kick off the pay batch. We don't send really anything automatically into the pay batch rather just kinda have you manage the upload of the data. But the the file's coming from our system. It's just really it's like a report that's scheduled for you. You download it, and then you upload it to the pay batch. 00:20:00 - [KATE_LOUGHERY] So I'm not manually entering those hours within a spreadsheet to then upload. The spreadsheet is automatically generating, and then the spreadsheet is being uploaded to the pay grid. 00:20:09 - [ANDREW_PORTER] Yeah. The spreadsheet is effectively a scheduled report that exports in the CSV format that matches this grid view. Okay. Here, like, my paid time off column here. So we would just have a column for that, a column for the hours, and it would distribute across there. 00:20:26 - [KATE_LOUGHERY] K. 00:20:27 - [ANDREW_PORTER] And, like, you know, vacation accruals in Canada and those types of things that are even different provincially will set those accumulators up and those policies up during implementation to map that all out. 00:20:42 - [KATE_LOUGHERY] K. 00:20:44 - [ANDREW_PORTER] So sounds like those are gonna be the majority of our adjustments. You know, we'll once a quarter have the bonus, annually have the have that other bonus. So, you know, not gonna really be spending a lot of time actually in here making these adjustments. So I I kinda usually walk through it a little slower. Once we do capture everything in that pay cycle, you can come through down here and click complete. This is gonna take you through a couple stages where you can kind of validate the information before we calculate anything. The first view is gonna look at the earnings and deductions from a totals standpoint. So the one thing about our demo is we don't actually, like, run the payroll, so I don't have some of the data that you would have in real life. The control column here, this is going to populate with each of these totals for these different earnings and deductions based off of the employee's profiles and what is standard. So salary being a good example, like, if we don't have any new hires or, you know, mid cycle raise or something like that, some of these when you see the actual amount, the actual amount is what you are entering or what is in this pay batch. So sometimes if it's a standard field, like car allowance I have here is another one or something like that where it's basically the same each pay period, it's gonna show you the difference here. Sometimes when you see the 0 difference, it's more one of those standard fields that's not really changing. But anything that is a variable, so, like, our hours, our commissions, bonuses, those types of variable items, those are gonna have a default control of zero. We're not gonna populate bonuses if we don't know what they're gonna be. So when you look at, like, my bonuses that I just entered, the default is random zero. We don't know what they're gonna be. I entered 15,100 Canadian when I was just in there. So that's gonna be able to show you what the total is for when you have those quarterly bonuses. I did also put some commissions in here. So default 012,000 is what I entered. So the first stage is really just looking at a total standpoint, what's the system expecting based on the standard versus what I'm entering, and it'll show you what a difference would be there. The next step is a preprocessing report, which is going to show all of the same information that's in that payroll grid. It's just gonna break it down a little bit differently so you can see an employee line by line view of their pay codes, and it'll have your earnings and your deductions side by side with your totals at the bottom. So just a different way for your eyes to look at that information so you can go through line by line. We do have a cost center overlay. So if any of that time worked is going to different departments or cost centers, you can kinda see how that breaks down before you submit. These reports are downloadable and shareable. So if anybody else is involved in the process of review, you can kinda collaborate on that. And then the next step is variance reporting. And what this is gonna do is show your previous payroll submission versus your current payroll submission. So for those hourly folks, it's kinda nice where payroll to payroll, you can look and see what was our overtime last paycheck versus this paycheck kind of thing. And just to, you know, kinda spot any trends where you can say, wow. You know, our overtime was really up this pay period versus last. Was there a reason for that? You know, can we adjust schedules or, you know, just a way to kinda get a trend of the payroll over payroll. You could also group this a couple different ways. So if you wanted to look at it, say, like, on a quarterly basis when you're having those bonuses, you can go back and select any previously processed payroll, and you can compare, like, what were our bonuses last quarter or two quarters ago versus this quarter, January 2026 versus January 2025, let's say, what were the annual bonuses. So whatever pay period you were looking for, you can just click compare next to that, and it'll bring that new data in side by side. You'll see a difference. You'll see a percentage difference. So, again, my best example, I think, for you all is maybe just looking at those hours each pay period and being able to see at a glance if there's any, you know, crazy variations with that. You can also group it at the employee level. So if you wanted to look employee by employee previous versus current pay, you can compare those items here as well. Then the last step before you submit would be to share any information that you would like. So, you know, I I always encourage my clients, like, overcommunication is not a bad thing. So if you added a new pay element, once you've gotten more proficient, like, you can certainly drive the system and do those types of things. If there's something that you want us to review or you're running an off cycle payroll and you just wanna say, hey. I'm running an off cycle payroll for x, y, and z reason, Just a point that, you know, when this data gets transferred for calculation, these notes are gonna go to your person in Canada, and it might signal them to get back to you on something or review something for you. So, again, overcommunication is key. That really kinda wraps up the actual steps of the regular payroll submission. Once you submit the payroll, generally, it's gonna operate on about a two hour time frame. You're gonna get a notification back that's going to say your payroll approval is ready. That will direct you here. So you'll get, an email on a system notification that'll bring you right to here. It will have your next payroll approval at the top. You come to my top, approval. You'll have a file here that you then download, which will bring up the gross to net calculations and all the pay elements for that pay cycle. This will break all the different components down, gross to net. It will ultimately boil all the way down to what the final funding amount is for the payroll and taxes for that pay period so you can reconcile back to the bank account. At the stage that you review and everything looks good, you have two options here. You can improve. That tells us go ahead and cut the checks, you know, get the CPP and the health insurance and all those things reported for you. If there's something that needs to be changed, you can reject, and that will take you back to the submission where you can make an adjustment if there was something that was missed. Or, you know, we might determine something could be handled on the next payroll. It's situational based sometimes, but you have the ability to make changes if you need to before we pay them. So at that point, again, I'll give you the scope of services for Canada, which will break down all the different tax filings and reportings and all those things that we'll be doing on your behalf. But to be simple about it, anything the government needs to hear or, like, RRSP and workers' comp and those types of things, we'll do all those reportings for you. Any questions on the submission? I'm gonna walk through, like, how we would run some reports next, but I'll pause there if there's any questions or, feedback. 00:28:40 - [KATE_LOUGHERY] I don't have anything. 00:28:43 - [ANDREW_PORTER] Okay. Cool. Jump in if you got anything, anybody. The one thing I haven't really done much of because we're really only focusing on one country outside of The US here is if you ever need to toggle between countries, you can easily do so here. The example for you here would be there may be times that you wanna run a report that just looks at your Canadian payroll. So if I have my Canadian company here in my view and I come over and I run my reports, it's only going to pull your Canadian payroll. So for the times you wanna do that, you wanna be under your Festool Canada. I know we have, like, SawStop. We'll call this whatever entity that you needed to to show here, but you also have this global company view. So when I look at my global company view, for you all, this is gonna comprise of US and Canada. So when I'm under my global view and I run my reports, that's where you can generate reports that'll show your US payroll and your Canadian payroll in the same report. So you wanted to, you know, show me quarterly bonuses across both countries kinda thing, you can run those reports. Next to every country that we're managing here, we will also include the contact information of your local expert in Canada. That way if something requires a phone call or something like that and you forget it, it'll be right in the system for you. They'll be part of the implementation. You kinda become friends. You know, they'll they'll learn your payroll and be that one person that you're always contacting with with anything that you need. So reporting, this kind of pertains to US and Canada regardless. Like, we have a bunch of standard templates in our system for those reports that we know you're gonna need or those those standard one, like, pay registers and things like that. They all have a templated format. So if I come to, like, a payroll register, you'll be able to select your output, PDF, Excel, CSV. There's filters you can apply. So if you only wanted to look at a a certain department or cost center or a certain status of employees, you can do that. And then you can adjust your pay periods if you need to. This is a report you're mostly probably gonna look at a current pay period, but there's a bunch of different, filters, if you will, that you can apply. Once you run your reports, they'll be available over in this pickup section here, and you can just download them. So if I look at I'll bring up both of these ones. So if I look at my pay registers, let's say. I have a bunch of countries in here, remember, so I'll see Australia. But this is where if you wanted to look at your Canada and US pay registers together, they would appear for you here. I got a bunch of Australia folks I can scroll through, and then we'll start to see our Canada here. So nothing crazy. This is gonna be your, you know, your your pay statements with your year to date totals for the employees. The other one I usually run and show is payroll summary reports. These are for those folks who may not need to see all the nitty gritty detail of the payroll, but just wanna kinda keep a pulse on it and say, you know, how many people got paid, what's the breakdown in the tax liability, and then ultimately, what's the final funding amount for the payroll. And that's another reconciliation report. So when we, deduct funds from your Canadian bank account, you can easily reconcile with reports like this. We are running this through a Canadian bank account. 00:32:32 - [KATE_LOUGHERY] Right? Yes. 00:32:35 - [ANDREW_PORTER] Some of our clients, they always transfer money from The US and buy Canadian dollars each month. We have a process to automate that. But if you have enough funds sitting in a Canadian account, we'll just take them directly from there. 00:32:46 - [KATE_LOUGHERY] No. That's the the company is in Canada. So we have the it's they have their own customers, and they pay the Canadian company. 00:32:55 - [ANDREW_PORTER] Cool. 00:32:58 - [KATE_LOUGHERY] On your companies, you said you'd see The US and Canada on that company's list. Since we have, like, three separate ones, would we just see, like, one thing for The US, or would each one be shown separately? 00:33:16 - [ANDREW_PORTER] It would be, designated per entity. You know? So I'll show you probably better in one of these other reports I could run, but but it will allow you to select both the country and the entity so that when I see any kind of consolidated reports, I'll see Canada entity, US entity, US entity, so you can see the breakdown of each business unit or each each EIN or business number. 00:33:47 - [KATE_LOUGHERY] Okay. Thank you. 00:33:49 - [ANDREW_PORTER] No problem. So when I get into custom reporting, this is where you can, again, drive. During implementation, if there's any reports that you're currently always requesting internally that you need, we'll certainly build templates for you so you don't have to create these reports. But if there's something that you wanna figure out on the fly, you can use this to create custom reports. So first things first is, like, what kind of report am I running? So let's say we're gonna run a a global bonus report across the businesses, then it's gonna say what kind of category of information do you want us to pull from. Most likely, it's gonna be pay history. There's some other buckets that you can pick from, but this is then gonna designate what fields I have available. And here's kind of an example of that where if I'm running a consolidated report and I'm building it, I wanna make sure that I'm pulling my country and then my company name that'll help me keep all these entities straight. And then you have all the employee demographic information that you wanna bring in. So if you wanted to see employee number, first name, last name, you can select any of those types of items. If you wanted to bring in, like, cost centers or job titles, there's a bunch of demographic information. So whatever kind of additional employee data you wanna bring in your report, your cost centers will be labeled once we actually implement those. And then I'm generally gonna bring in my currency field. I'll show you what I like to do with that in a second here. And then I have my check history, so I might wanna look at a particular check date. You can also pick, like, a start and an end date to report between maybe you wanna see the gross to net breakdown. Now I'm starting to think about my filters. So if I only wanna see my bonuses, I'm gonna bring in my pay code field so I can use that for a filter. And then the other thing we can do when relevant, if relevant, is you can also report on what the US dollar equivalent would be of the Canadian dollars. A lot of our, you know, US headquartered companies are doing that for their international locations. It's a feature that's there if you need it, but I'll bring those in just to show you what that looks like. So you can kinda select these in any order, and then you have the opportunity to sort how you want your columns to look. So I'll probably keep country and company the same, but then maybe I wanna see last name, then first name, then employee number, or you can drag and drop here as well to order how you want your columns to look. So top to bottom here is gonna equal my left to right in my output. And then after I do that exercise, I have the ability to then put my filters in here. So, again, for this report, I was only concerned with my bonuses. If you needed to run, like, bonuses plus commissions or something, you can put a couple different filters in place. And then, I was only probably gonna look at a particular check date, so I'll just pick, like, you know, January 15 or something like that. So now I've kinda built out the structure for my report. The important thing to do is come down here at the bottom and save this template. That way, the next time I need that report, it'll be part of my custom report library. And now I might just change my date range or something the next time I wanna run that. So important so you don't have to reinvent the wheel every time. And then those will be available in the pickup section over here for you as well. And that would end up looking something like this where I'd have my countries with the corresponding entities. I'd have my Canadian folks and my US folks. And then all those headers that I selected, I like to bring in my currencies over this side of the report so then I don't have to look back to see where Canada ends and US begins. I can see these are all my Canadian dollar amounts here. These would be my gross to nets for my bonuses. And then if it's relevant, here's what it would look like for a US dollar conversion with the applicable conversion rate based on the day that you run the report. Do you all do that at all before I talk anymore about the US dollar conversions? 00:38:17 - [KATE_LOUGHERY] Barb, do you guys use that at all? 00:38:21 - [KATE_LOUGHERY] Well, we've never seen it in a payroll report, but it if it is used, it would probably be around budget time when they're trying to do a comparison because all of our stuff consolidates up in the USD 00:38:37 - [ANDREW_PORTER] Okay. 00:38:37 - [KATE_LOUGHERY] Yeah. Within our system just to give them an idea. 00:38:41 - [ANDREW_PORTER] Mention it to the finance folks. You know, if there's if there's ever something that they wanted to look at from a different conversion, like some of our clients will use this tool here under the finance section, where instead of worrying about that daily fluctuation when you're running your reports, some companies might say, for the 2026, you can put your benchmarks here. We're going to want the system to display any US dollar equivalents at the rate of point seven five, let's say, and they'll use an average rate. So you can either report on the daily conversion, whatever date you're running the report, or you can tell the system, we want you to convert at this rate, then you get a custom conversion rate in there. So if it's budget time, if it's any other time, we can show you both Canadian dollar and US dollar values, basically. And then the only other thing, if you want I think we talked about it. You would also have a general ledger section here. When we go through implementation, if you'd like us to build a an import for your accounting software, we'll map out all the, you know, chart of accounts and and all that good stuff so that when I come in here after the payrolls run, I could download a GL file to upload to the accounting software. So a couple different, reports should probably be accessing there. So that's generally it. The main thing to, you know, just circle back and reiterate is we're really only looking at one of our tools in the system today. Everything that you've already seen kinda drives this process, and you'll just be submitting your Canadian payroll here and running your Canadian or consolidated payroll reports here. Questions? Comments? 00:40:50 - [LISA_LAW] I don't 00:40:50 - [KATE_LOUGHERY] think I have any questions. I mean, this looks great. It's a lot better than what I'm currently dealing with. I think the reporting looks awesome too. I mean, right now with Canada, anytime anybody asks me for US and Canada together, I'm running it and paid for, and then I'm manually adding the Canadian people on the reports because there's no way to run them together. So, I mean, that's big for reporting. But I I like I mean, it it just has a lot more options for us in here than what we're currently working with. So I like what I see. 00:41:27 - [ANDREW_PORTER] Awesome. Certainly like to hear that. And my general, you know, normal feedback on folks moving over from team pay is I don't believe the system gives you a lot of control to do things. Like, you might not be able to, like, build every report you want or, like, if you need to add a pay code and things like that, you usually have to rely on, like, a ticket or something like that. So once you get comfortable, we'll give you the tools where, you know, you can add different pay elements. You can run your reports whenever you want and things like that. So I think we'll give you a little more control in the process. 00:42:02 - [KATE_LOUGHERY] Awesome. 00:42:04 - [ANDREW_PORTER] And then things like selfservice and, like, you you know, we're we're ultimately giving you one place where employees can now come no matter what country they're in to get news and announcements and view their payslips and and those types of things that they'll wanna do. So, yeah, I think a followup that I could have, I I have to build a couple proposals today so we can get a proposal put together. It's basically gonna look like Josh kinda handles all the HR, time and attendance, US payroll stuff. I just handle the Canadian payroll stuff. So we'll give you ultimately two proposals, one for everything and one for Canadian payroll. And, I'll go over it with you. We can walk through it. You know, we wanna set up a time to do that. I'll just point out the one thing on my proposal. We have a starter and a lever section at on the right. Starter is a new hire, lever is a termination. So whenever you bring on a new Canadian employee, we will handle any government registrations and things that need to happen to put them under your schemes. And then when you have a termination, we will, compile the record of employment form, and we'll file that with Service Canada. So we're kinda using the system as the trigger event for when those things are happening, and then it has some action items for us to take care of on your behalf. So that's what, the starter and lever section will mean there. And we'll certainly, you know, just like in The US, handle, like, the t fours and company year end documents and those types of things for you as well. 00:43:43 - [JOSH_FORD] One thing just to make note of too, and, Andrew, correct me if I'm wrong, but during the implementation process, it'd be two separate implementations too. Right? You'll have a Canadian team that's gonna implement the Canadian aspect on the global portion, and then you'll have your normal IC team where they'll have what you're typically gonna have with your HR consults, your benefit consultants, your time and labor consultant, and all that. So there'll be two different teams, basically, working the international versus the the domestic. Correct, Andrew? 00:44:17 - [ANDREW_PORTER] Yeah. We have subject matter experts. So, you know, we have somebody setting up your Canadian payroll that does that every day. But, essentially, you know, we're all the same company. So we we collaborate together on that process. So we'll have some calls where everybody's on, and then we might have some one off calls where we're just focusing on Canadian payroll or we're focusing on time and labor setup where we'll kinda break off into our individual subject matter expert groups. 00:44:45 - [KATE_LOUGHERY] So for, like, the Canadian PTO setup and holidays and all of that, is that done through the Canadian payroll piece, or is that created with The US implementation? 00:44:57 - [ANDREW_PORTER] That'll be driven by somebody on The US side of the house, but that's an example of a call where we would have both both project managers present. 00:45:11 - [KATE_LOUGHERY] Okay. 00:45:12 - [ANDREW_PORTER] Our US folks set up US payroll every day, but Canadian payroll, you know, every couple weeks or so. So we always wanna have somebody who's, you know, only doing Canadian payroll to be on there for any input on those type of calls. And then we'll also bring in our partners from Canada. Those are the folks that are really kind of the ultimate subject matter experts. So when we're when we're talking about, you know, vacation payout amounts and some of those specific items that we wanna make sure, you know, we have experts opinions on. So you'll have, like, our in country partners as well as our project manager on some of these calls just so we're, you know, we're we got some experts on the calls at all times for you. 00:45:59 - [KATE_LOUGHERY] Okay. 00:46:00 - [ANDREW_PORTER] General time frame, it's a little flexible. We're always gonna go by your, you know, your schedule somewhat. Our, on on my side of the house, we generally will designate about eight weeks for the Canadian setup as well as the training and those types of things that we'll provide at the end. That can fit inside of our time frame for setting up everything. We can, you know, we can space that out. We have flexibility, but, generally, I wanna benchmark about eight weeks so that when we're planning on that first Canadian paycheck, we allow ourself enough time to get everybody trained. We'll actually submit the first couple payrolls together. So your project manager will set up a Zoom call like this, and we'll walk through the payroll submission, one, two, three times, you know, until you're comfortable to to start driving. So we have some additional training that are actually gonna be live payroll submissions. 00:47:01 - [JOSH_FORD] Cool. Thank you for explaining that. I just wanna make sure that we were aligned across the board. So 00:47:07 - [ANDREW_PORTER] Of course. 00:47:07 - [JOSH_FORD] Kinda like so Andrew's gonna go ahead and kinda put some numbers together for you. Obviously, we're still in the boats. Kind of some of the next steps that I had aligned, Lisa and team. There was from our last demo, there, I think it might have been I I don't know. Somebody mentioned FSA and all of that. Is that something that we wanna look into, like, cover administration, FSA, HSA, just kinda what that what our TPA services look like on our end or just kinda keeping that out of out of Paylocity right now? 00:47:40 - [LISA_LAW] Yeah. We're keeping that out of Paylocity right now, Josh. Okay. American Health and Wellness is our current broker, and I think they're huge fans of Paylocity anyways. Yeah. I think we chatted about. 00:47:52 - [ANDREW_PORTER] Yeah. Yeah. 00:47:53 - [LISA_LAW] So but, yeah, I think that that you know, maybe down the road in the future if that comes up, but nothing that critical for, you know, the first phase of this process. 00:48:05 - [JOSH_FORD] For sure. For sure. So then kind of what I have, do we need the the three things that we didn't see were performance journaling, performance management compensation, and then the surveys. Do we need to schedule another side micro demo per se for those three products, or should we just put something on for, like, a pricing next step call? Or how how do you wanna do that? 00:48:29 - [LISA_LAW] I think a pricing step next call would be ideal. 00:48:33 - [JOSH_FORD] Okay. I know we got time. Right? We got plenty of time. I updated that timeline of events or whatnot for you. I don't know if you've had to take a look at it. I say our if we are the partner vendor of choice at the end of the day, The kickoff would happen around May 4 is what I think I had it as. Right? So, I mean, you got basically the rest of this month in April to make a decision per se. But pricing, I'm out the last week of on vacation on the last week of the this March for spring break, taking the kids down to Alabama. So we can do it next week, or we can do it April, however you wanna do it. Whatever is easiest for y'all to kinda get us all in the room together, makes it easy. 00:49:18 - [LISA_LAW] I have a new hire that's starting next week. K. So it's gonna be a little challenging for me. So, Josh, maybe we take a look at that April. 00:49:28 - [JOSH_FORD] Okay. I'll I'll send you over some dates. And then once we lock that in, we can throw it on the calendar, and then we'll review all the pricing, make sure I have all the numbers correct on your end, employee headcount, temps, Canadian side, obviously. And if we're wanting all the the same product features for the Canadian employees as we do for The US employees because we can mix and match, basically. Right? Mhmm. So we'll get a line there, and then I'll yeah. We'll just look at some dates, and I'll throw it over, and we'll just keep the ball rolling. 00:50:02 - [LISA_LAW] Sounds like a great plan. 00:50:04 - [JOSH_FORD] Alright. Andrew, thanks for that. And I'll invite I'll bring you in on that, Andrew. We on the Canadian stuff to just to present so they can understand all of that at the same time, if that makes sense. 00:50:14 - [ANDREW_PORTER] Yeah. For sure. We'll align internally, Josh. And, if anybody has any questions following our session, you know, shoot us an email. We'll get them answered for you. Otherwise, I'll get to work on some of the proposals stuff, and we can share that soon. 00:50:29 - [JOSH_FORD] Awesome. Thanks, guys, gals. 00:50:31 - [ANDREW_PORTER] Thank you. Everybody. 00:50:33 - [JOSH_FORD] Alright. Take care. Bye. 00:50:35 - [KATE_LOUGHERY] Bye.
Save