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00:00:00 - [JOSH_FORD] Recruiting onboarding, which sounds like that could be important. Time and labor sounds like that can be important. Benefits, payroll, compliance, learning. So as you go through this rainbow slide as we see here today, if we were to pinpoint the top, I don't know, five or six priorities I mean, obviously, we have IT too, so there could be more. But if if you say, like, we wanna focus today our main questions on, like, I don't know, five or six topics that we wanna really focus in on to try to spend majority of our time and then kinda continue to obviously get through everything as much as possible. But as a group, I don't know if, Lisa, if you if you've already all internally discussed this, but where would you like to spend most of our time today to kinda make sure that we can hit the hit a home run with and make sure we make lives easier? 00:00:48 - [LISA_LAW] I think there's been some separate conversations, obviously, that I've had with my team, but I'd love to hear from, you know, Scott and Shawn as well as Steve and Nathan and and certainly from from Tracy of areas. If you wouldn't mind maybe keeping up this slide as we kind of just spitball here, Josh, I think it might be beneficial of, like, talking through areas of focus that their teams because I think I I have a good idea at least from from my side. And and, Barb, feel free to chime in on any of those other pieces too. But, I think I'd really like to focus on the other stakeholders outside of just my HR team because I think I know where 00:01:26 - [JENNILEE_AUTRY] Yeah. 00:01:26 - [LISA_LAW] Our pain points mainly land. 00:01:29 - [JOSH_FORD] Yeah. Absolutely. Maybe I can kinda navigate that based off some of the notes I've I've taken down. One of them was with 00:01:38 - [JENNILEE_AUTRY] Well, Josh, just really quick. 00:01:40 - [JOSH_FORD] Yeah. Go ahead. 00:01:41 - [JENNILEE_AUTRY] If if like, we'll get into all the details, but if you could just kinda give us an idea of your top priorities, and we could go by team really quick. But if y'all could just, like, list those off kinda from here, that way I can kinda we can kinda create a path for talking about those. 00:02:00 - [JOSH_FORD] Yeah. No. Thanks, Jen generally. Appreciate that. So start I'm gonna start with Steve and Nathan on the ops side. I feel like you guys are kinda similar, but your top priorities? 00:02:13 - [STEVE_WADE] Yeah. Well, first of all, are all these modules included or is this you choose what 00:02:19 - [JOSH_FORD] you want? Very good very good question. So we're not a all in ones like, we are an all in one system. You can choose, basically. We're module based, so you don't it's not one take all. Right? A lot of them are two modules, like the recruiting onboard are separate modules. But yeah. Time and labor is one module per se. 00:02:37 - [STEVE_WADE] Okay. And then and so each and each module or group of modules have their own cost? 00:02:43 - [JOSH_FORD] Yes. There would be. But if we we bundle 00:02:47 - [STEVE_WADE] Some yeah. 00:02:48 - [JOSH_FORD] Aside from cost alone, like, we can figure all that stuff out. But, yes, there is a a cost per module per se. 00:02:57 - [STEVE_WADE] Okay. Certainly, recruiting and onboarding, time and labor, payroll, I was learning. I'd be interested a little bit about that. Recognition and reward. I mean, there's so much here to look at. Performance, compensation would be great. You know, if you have any labor tracking or or KPI capabilities, be interested in that. And head count planning is always a big issue. K. Be my top. 00:03:36 - [NATHAN_HARPEL] I would even throw the benefits in there too just where everything's all in one place. 00:03:41 - [STEVE_WADE] Yeah. True. K. 00:03:48 - [JOSH_FORD] So, Nathan, yeah. Appreciate that. And, Lisa, I would say you're probably your group's similar with about all those, I would say. Right? Learning or recruiting, onboarding, all the above probably? 00:03:59 - [LISA_LAW] Yeah. I I guess I'll let my team go last here. 00:04:02 - [JOSH_FORD] Okay. 00:04:02 - [LISA_LAW] Maybe I can pick on, you know, finance. And and, Barb, where where would you say that your your top wish list of items would be from from the needs? 00:04:18 - [BARBARA_BEMENT] Where would payroll taxes fall in that compliance part? Payroll. Payroll? 00:04:24 - [JOSH_FORD] Yep. 00:04:25 - [BARBARA_BEMENT] That would probably be my top and maybe somewhat time and labor before I have to figure out vacation accruals. 00:04:35 - [LISA_LAW] Wonderful. Thank you. 00:04:37 - [BARBARA_BEMENT] Welcome. 00:04:40 - [LISA_LAW] Scott and Shawn, do you guys have, you know, items that, I guess, would fall into your realm that you'd like to add for for Josh here and the team? 00:04:51 - [SHAWN_REMICK] Yeah. I'll go I'll go first. Yeah. 00:04:54 - [SCOTT_WARNER] Josh, so this would be my fifth payroll system here at at Festool. I've been, you know, through my time. So it there I have a significant interest in getting this right. So Yes. I think all of these pieces are critical. I think recruiting and onboarding is something that, you know, is is very much a process, but I think having a good system in place to help us with that would be a huge time and labor currently isn't super easy. I'd love to see that. Love to see Kate's life get easier with payroll. I think HR and compliance is huge. Our current system isn't great there. I'd like to see some level of, variable, you know, access management inside the system to get reporting tools down to the layer that need them, such as management team and things like that. Benefits is huge. I think, know, there's other ways to manage benefits, but having it tied to our our HCM would be incredible. You know? But, you know, just a good general system is what I'm looking for, and it looks like, you know, you guys cover most of the bases here. 00:05:51 - [JOSH_FORD] K. 00:05:53 - [SHAWN_REMICK] So on my end, identity management is a topic we'd like to learn about. I think understanding your time clock approach, how that is going to be functional. Offline, I have some compliance questions specifically around probably SOC two. And then to Scott's point, ability to to work with a software in any capacity, reporting APIs, we'd we'd like to be able to query the the current users and connect that back to our Microsoft. So we're not doing all that work manually. So we have some interest in those spaces, whether that's reporting or API based. K. 00:06:41 - [JENNILEE_AUTRY] Shawn, I'm gonna put a couple links in the chat that might be useful for you. One is to our trust center that has our full every security's thing, SOC, BCP, security white papers, all that good stuff. And then I'm also going to send a link to our API and webhook documentation just so you have that and you can reference that for anything. 00:07:04 - [SHAWN_REMICK] Yep. And the other item, you happen to have it, it might be easier than us talking about it, is your granularity of your access control. One of the challenges right now is we should and need people in this application, but they don't obviously need to see, for example, NYC payroll, but they need to see other areas. And so it would be nice to have a a more granular approach to that. So if if you have that access control management 00:07:29 - [JENNILEE_AUTRY] That might be that might be in our trust center. I'll I'll double check. If it's not, I can cover that in the demo. 00:07:41 - [BARBARA_BEMENT] Sweet. 00:07:42 - [SHAWN_REMICK] Thanks. 00:07:42 - [JOSH_FORD] Thank you for sharing, guys. Trace Tracy, what's what would you say your top top items are, Tracy? 00:07:57 - [JOSH_FORD] Yep. You're on mute. 00:07:58 - [KATE_LOUGHERY] You're on mute. 00:08:00 - [JOSH_FORD] That's alright? 00:08:02 - [TRACY_RICHARDS] Yeah. We're more on the HCM side, a little bit on the finance side, kinda eking into IT, but more on the recruitment onboarding. Our benefits, we would like something that could just tie into our four zero one k, not you know, so we just have kind of a link or an access into it. Time and labor, we use a time clock for our hourly employees, so clocking in in the morning. And our hourly employees who are remote or hybrid being able to clock in through their computer daily. Payroll is important as well. HR compliance, the learning platform is one of our interests as well. We'd like to, you know, further out employee training, which we do through a different platform at the moment. Community recognition rewards, not as much, but definitely performance compensation, those annual reviews, annual surveys, you know, company surveys, manager surveys, that kind of thing is very important. And then kind of getting our global involved, not so much. We so we have a sole stop Europe office. Right now, we're not incorporating them in our payroll side. That is done through a different provider overseas. But having our Canadian side involved, and then head count planning is very important for us. You know, that's a that's a big need for TTS as a whole, our our parent company. Expenses, corporate cards, that's kind of not anything that we're interested in and access management, of course. 00:09:52 - [JOSH_FORD] Sweet. So quick question. Solstop and t t or and Festool both have Canadian employees. Is that accurate? Andrew, I'll let you ask some questions on that end if need be. 00:10:04 - [ANDREW_PORTER] That's exactly where I was gonna start. Do we have an idea? I mean, certainly an idea, but what what kind of head counts would be good to jot down for each? 00:10:17 - [KATE_LOUGHERY] Our Canadian employees right now, we have 11 total. Three of those employees are hourly. 00:10:28 - [ANDREW_PORTER] Okay. And is that a Festool? 00:10:31 - [KATE_LOUGHERY] Yes. Oh, yeah. Festool Canada. 00:10:33 - [BARBARA_BEMENT] That may also include SawStop. 00:10:36 - [TRACY_RICHARDS] SawStop is one employee in Canada. 00:10:40 - [BARBARA_BEMENT] And we pay them? 00:10:41 - [JOSH_FORD] Yeah. Oh, Festool pays them. So you pay them 00:10:44 - [BARBARA_BEMENT] for Festool pays them. Yes. SawStop pays me. 00:10:51 - [ANDREW_PORTER] So when we're we're looking at the Canadian payroll, of how the breakdown works, like, if we have a SawStop entity and a Festool entity, we do have Canadians under each entity. Maybe just one on one, or are they all under the Festool? 00:11:08 - [BARBARA_BEMENT] They are all under the Festool identity in Canada. 00:11:12 - [ANDREW_PORTER] The one business number to report on and 00:11:15 - [BARBARA_BEMENT] Correct. 00:11:17 - [ANDREW_PORTER] Cool. So I'm gonna say that would have added up to 12 if I'm not mistaken. And it is only three of those hourly, or is there four? 00:11:28 - [BARBARA_BEMENT] Three. 00:11:29 - [ANDREW_PORTER] Okay. Cool. Just so you guys know how everything breaks down, most of what we'll be discussing with the system, like Jenny Lee, will lead time and attendance, essentially, same functionality, US and Canada, you know, all the HR suite. My job really just is to ask about the Canadian payroll stuff. So I generally have some, like, check mark questions to go through. Another one would be provinces, or province that you're registering. Where where would that be? 00:12:04 - [BARBARA_BEMENT] We're in about five. We're in Ontario, Quebec. Manitoba. 00:12:13 - [KATE_LOUGHERY] Okay. Let me BC. British Columbia. 00:12:16 - [BARBARA_BEMENT] Yeah. In British Columbia. Five. 00:12:19 - [ANDREW_PORTER] And do we know which one of those Festool is registered in as a company? 00:12:23 - [BARBARA_BEMENT] Ontario. Well, they're based in Ontario. We are technically I think Scott, I think we're registered under British Columbia as the main registration. 00:12:35 - [SHAWN_REMICK] Should be for sure. 00:12:36 - [ANDREW_PORTER] Okay. To some of Barb's points in the beginning, we just wanna understand provincially where we have to do certain things at the corporate level and where we might have to cater some things to the employee level. That's gonna be more like vacation accruals and things specific to where they're living, but we'll do all the CRA filings just to kinda run to make it easy, Barb, you know, from a Canadian perspective, really same as The US, after payroll is completed and approved, we will file all taxes, health care, CPP. You guys probably have workers' comp obligations. We can pick those up. And then even if, we have some supplemental benefits like, registered retirement savings plan for any of the individuals. We can do the reporting on that as well. So from a post payroll and reporting standpoint and I'll I'll share a scope of services that'll outline all these things for you, but we'll do everything that's required from a government reporting perspective for you. 00:13:37 - [BARBARA_BEMENT] K. You handle WSB? That's in Ontario, I think. 00:13:41 - [ANDREW_PORTER] Yep. Yep. So each of those, you might not be required depending if we got, like, a remote worker or something. Whatever workers' comp bodies in the provinces that you're required to report to, we can knock all those out. 00:13:59 - [BARBARA_BEMENT] Okay. 00:13:59 - [ANDREW_PORTER] So, again, I'll give you a scope, which will kinda list out all the different tax filings and all that stuff. We'll do your record of employment forms for you. Any new hires that come in, we'll handle those registrations. So we're gonna show you and talk a lot about technology. But when we get outside of The US, we are very heavily invested on the service side as a partner. So compliance, doing all your reporting, and we'll actually give you a dedicated certified payroll professional that sits in Canada to support any kind of payroll questions, tax questions, or anything that could come up in the payroll. So very happy 00:14:36 - [BARBARA_BEMENT] That'd be awesome. 00:14:37 - [ANDREW_PORTER] Focused on supporting your team, giving you kinda just another expert to to bounce questions off when you need it. How about pay frequency? What do we have there? 00:14:49 - [KATE_LOUGHERY] Biweekly. 00:14:52 - [ANDREW_PORTER] K. That's for everybody? 00:14:54 - [JENNILEE_AUTRY] Yep. Is that domestic too? 00:14:58 - [KATE_LOUGHERY] Sorry. What did you say? 00:14:59 - [JENNILEE_AUTRY] Is that domestic payroll too? Yeah. 00:15:06 - [ANDREW_PORTER] Did that RRSP ring a bell for you, Barb? Do have a a plan? Okay. 00:15:13 - [BARBARA_BEMENT] We don't have a singular plan. They each have their own plan, and we send the money to them, and they get it to their RRSP. Okay. I we're yeah. I'm not sure what the ramifications of that are. But, yeah, that's how we work it. 00:15:30 - [ANDREW_PORTER] That 00:15:31 - [BARBARA_BEMENT] might be where that payroll person can help me. 00:15:33 - [ANDREW_PORTER] Is that, like, a percentage or a flat flat amount, or how does the 00:15:37 - [BARBARA_BEMENT] Percentage. Okay. We match up to 6, and most of them stop at 6. 00:15:46 - [ANDREW_PORTER] Okay. Cool. And then do we have supplemental health benefits in the mix as well? 00:15:55 - [KATE_LOUGHERY] Yes. Yeah. 00:15:58 - [ANDREW_PORTER] Do you know the carrier? 00:16:00 - [BARBARA_BEMENT] RWAM, r w a m. 00:16:08 - [ANDREW_PORTER] Okay. And are those employee paid deductions, or does the company cover? 00:16:14 - [BARBARA_BEMENT] The supplemental ones, the employee covers, but we cover part of the medical and dental and vision. 00:16:25 - [ANDREW_PORTER] Okay. 00:16:25 - [BARBARA_BEMENT] And we also cover life insurance. 00:16:31 - [JOSH_FORD] Hey, Andrew. On a time perspective case, just because we got a large group in here, is there a way that we could, like I don't know. Some of these questions like this I know since it's such a a small amount of what we're doing today, can we can you send those over to me? And I'll get them over to Barb, and then she can answer those one off questions so we can kinda get into, like, the recruiting and the timekeeping stuff that's kinda high high priority on this end too. 00:16:57 - [ANDREW_PORTER] Yeah. Totally. Honestly, I just wanted to rattle through a few, and I got most of, you know Yeah. The x's and o's of what I need. If I can think of anything else, yeah, I'll send over some one offs. If there's anything else, that would be good to know from a payroll perspective. 00:17:11 - [JOSH_FORD] Yeah. Perfect. And I'm not trying to say that any of this is important to everybody on the call. I just wanna make sure we use our time wisely too and so we can get to the the meat and potatoes and everything. Right? 00:17:20 - [ANDREW_PORTER] So No. Totally understood. I actually I probably have to to jump off in, you know, five or ten minutes anyway, so just wanted to knock some of that stuff out quick. 00:17:28 - [JOSH_FORD] Awesome. Thanks, dude. Appreciate you, man. 00:17:31 - [ANDREW_PORTER] Of course. 00:17:31 - [JOSH_FORD] Called you, dude, unfortunately. Apologize, everybody. It wasn't very 00:17:34 - [ANDREW_PORTER] I'd like to think of myself as one. So, you know, so 00:17:38 - [JOSH_FORD] So, anyway, sounds like there's a lot of I mean, it's feel like what we're hearing is very consistent. Lisa, I would say your your team is probably feeling about the same way. I hear a lot of recruiting, onboarding, time and labor, compliance, benefits, having all of that stuff in one spot. If I could just kinda start maybe on a recruiting onboarding, Josh, 00:18:00 - [JENNILEE_AUTRY] can we actually can we actually 00:18:01 - [JOSH_FORD] Go ahead, Gina. 00:18:02 - [JENNILEE_AUTRY] Yeah. Can we actually start with time and labor and payroll? I feel like those are more Yeah. Higher priority. They're yeah. I mean, unless you all if I am incorrect in that, please correct me. But I feel like those are probably the more top priorities. They touch the employees so much more. So if we could talk about that, that'd be great. I'd love to know, you know, the software that you're using, your current process, any bottlenecks you're experiencing, manual work that you're experiencing as well. 00:18:36 - [LISA_LAW] Kate, do you wanna jump in on all of that? 00:18:39 - [KATE_LOUGHERY] Yeah. That's hard to know where to begin, but my biggest issue with Paycor, I mean, there's been a lot that has happened. Something that I'm gonna be very interested to know is if we decide to go with Paylocity, I want to know what that implementation process looks like because the implementation process with PayFor is an absolute nightmare. I was cleaning up a mess for an entire year. Their customer service is also terrible. They do not know their own product. And so I would spend hours on the phone trying to get a resolution and getting nowhere. And so then I just end up figuring out myself or doing a workaround. So, I mean, I know that's not really our process, but I just wanna say that out loud that the implementation part of it is extremely important to me as well. 00:19:38 - [JENNILEE_AUTRY] You'll actually meet directly with the project manager of the team that would be doing your implementation. That is part of our sales process. Yep. I mean, we you know, Josh and I can tell you about it all day long, but we aren't the ones that do the work. Okay. They are, so you'd actually be able to talk directly with that team. They give you a very realistic picture of what we do, what you do, how much work is involved in timelines, that sort of thing. 00:20:03 - [KATE_LOUGHERY] Okay. And then the other important thing to me is I know this isn't really payroll related, but the the recruitment onboarding part is one of my top priorities within a new system, and I want that to be implemented right away because, I mean, everything that's where the employee life cycle starts. And currently, we're doing it through applicant stacks, sending offer letters through DocuSign, and I just want everything to be in this system where it's the offer letters generated within the system, and then it just it's a ripple effect, and it's all done within the same system. So that's extremely important, and 00:20:44 - [JENNILEE_AUTRY] I 00:20:44 - [KATE_LOUGHERY] think my team agrees. But as far as, like, the payroll process and all of that, what kind of things do you want to know off the back? Like, the pain points, how I I guess if you can kinda tell me some things you need to know 00:21:04 - [JOSH_FORD] So 00:21:04 - [KATE_LOUGHERY] about the process. 00:21:05 - [JENNILEE_AUTRY] So all the softwares that you use would be good. So is is Paycor doing all of that? Pay payroll and time and attendance? 00:21:11 - [KATE_LOUGHERY] Yep. 00:21:13 - [JENNILEE_AUTRY] And are they doing your onboarding too or is that Yeah. Kinda go back to that. Okay. Mhmm. So yeah. I mean, I kinda wanna know what is your process when you are ready to process payroll? What happens in time and labor? How does that get into payroll? And and, yeah, basically, that process and then, you know, where are your bottlenecks happening? Where are your manual processes happening? What are those painful things? Because I wanna make sure that we are improving your process. And so anywhere that there is problems, I wanna make sure that we can address that. 00:21:55 - [KATE_LOUGHERY] Yeah. So one of the most annoying parts of the time and payroll side of things is so, like, payroll Monday, the first thing I'm doing, looking at any pending time off requests, reviewing the time cards, all of that. I cannot start like, let's say I had some salary payroll adjustments I needed to make, and I could have made them the week prior. But I can't because I can't do those until I import the time cards within the pay grid. And so a lot of things that I could do ahead of time, I can't do because I can't do them until after I import the time cards. And I don't know if that's something that is normal across all of these systems, but it seems odd to me. And so I'd like to see what that looks like because I like doing things ahead of time. I don't like running up against a deadline on payroll. Like, if I could our our current deadline for payroll is 3PM on Tuesdays. In a perfect world, I wanna be submitting it by Monday at 3PM. But this entire past year, I've been running up right against the 3PM because of just miscellaneous problems that come through the system all that. But yeah. So base reviewing the time cards. Once all of those are reviewed, I'm importing them into the pay grid, and then that's when I can do any of my manual adjustment adjustments within the pay grid. Last year was a nightmare because we had 27 pay periods, and Paycor could not figure out how to do that within the system. And so, basically, it was like, you either just pay them the extra pay period for that year or you list their annual salary, what it would be divided by 27. And I'm like, well, then any report I run within the system, it's not gonna have their accurate annual salary. So that's that's not an option for us. So what I had to do for an entire year is manually enter the biweekly amounts for every salary employee, every payroll. And, again, this isn't the '27 pay period isn't gonna happen with us for a while, but it it's just an example of how the system does not work for us. We've also had a lot of weird file feed issues between, like, our four zero one k carrier and the system where it's like they're not the file fee is not stopping a loan payment or this or that, and I'll I'll reach out to pay for I mean, if we work together for a while, you'll understand this about me. I like screenshots, and I love emails with proof of everything. And so, like, I provide them with all the proof, everything of what's going on, and they either ignore everything I said, won't answer questions I put out there. And Lisa's I've Lisa's now I mean, she's been here since December, and she's sent already seen plenty of examples of this. And so it's just I'm just really curious to get into the system and see how it works. I mean, pay for it. It's just not 00:25:08 - [JOSH_FORD] a 00:25:08 - [KATE_LOUGHERY] smart system. And I'm I'm trying to think of other I mean, I don't know if you wanna go through all the horrible examples I have, but it essentially, it's just I do not like the system. The customer service doesn't know their own product. Yeah. But, anyways, in the after payroll reports too, which is really weird to me, are only available in PDF format. I think that's odd. I don't know if what your guys' after payroll reporting looks like. Ideally, some of those reports should be in Excel. It makes my life easier and Bart's life easier. I'm trying to think of other people. 00:25:51 - [JENNILEE_AUTRY] Did you say the reports are only available in PDF or are not available in PDF? 00:25:57 - [KATE_LOUGHERY] Only available in PDF. Like, we can't 00:25:59 - [JENNILEE_AUTRY] download it. Only. So I was like, that's so weird. I've never heard anybody want 00:26:05 - [KATE_LOUGHERY] credit reports before. Okay. And 00:26:09 - [JENNILEE_AUTRY] I had a question on you said you have to make a lot of, like, manual changes in payroll. What types of things are you having to enter? 00:26:21 - [KATE_LOUGHERY] So, I mean, we have tool I mean, I'm trying to think of one off examples. I mean, there's just a lot of different things we have. We have tool purchases. 00:26:33 - [JENNILEE_AUTRY] I'm gonna pull up one 00:26:34 - [KATE_LOUGHERY] of my adjustment logs so I can I think? Just like any pay adjustment let's look at Festool. 00:26:46 - [JOSH_FORD] Who's the four zero one k with? If somebody can answer that just to throw that out there while she's looking that up. 00:26:51 - [KATE_LOUGHERY] Lincoln. Yeah. 00:26:58 - [JENNILEE_AUTRY] Is that the same for Sawshop? Are y'all also with Lincoln? 00:27:02 - [TRACY_RICHARDS] SawStop's through Vanguard. K. 00:27:04 - [JOSH_FORD] I 00:27:09 - [KATE_LOUGHERY] mean, I feel like this isn't the best payroll log I'm looking at. But, I mean, just all of our new and the different thing are separations. If I'm entering, like, any of the tool purchases and all of that. So, like, how Paycor works within the pay grid, if you're just making a onetime adjustment, not something that needs to be on their pay profile, you do it within the pay grid, and it doesn't say. So it's I'm just constantly working in there. Quarterly bonuses, I'm manually entering the amounts within the system. They told me there was a way to import this spreadsheet, and I tried to do that the first couple times, and it would never work. And I would try and work with them to see why is your imports not working. Never got a solution. So Stuff like that. I just don't have time to argue with them. 00:27:57 - [JOSH_FORD] Yeah. So you calculate your quarterly bonuses outside in in a spreadsheet. Is that what you're saying? 00:28:01 - [KATE_LOUGHERY] Mhmm. Yeah. But I don't know. Yeah. I guess I don't know what other details you wanna look at right now. That 00:28:14 - [JENNILEE_AUTRY] that's good information for that. Since since recruiting and onboarding is such a high priority for you, I do wanna talk about that. Okay. So can you talk to me about that process where, you know, again, bottlenecks, manual processes, and then how what you would want it to look like. 00:28:31 - [KATE_LOUGHERY] Yeah. I mean, I'll let maybe Vanessa or Lisa speak more to this. But for me, like, I I just think I just wanted all the start there, the offer letter to generate in there, and then not automatically enter their information into the system instead of us having to, like, send it through DocuSign, manually enter their new hire stuff when we're starting the onboarding process. I mean, it's just we don't need to be working at all these different systems. I just want something in that I don't know the word I'm looking for. But Vanessa or Lisa, I don't know if you wanna they they handle more of the recruiting side and work in applicant stack, so I don't know what their process looks like. So I'll let them speak to that. 00:29:13 - [VANESSA_KNECHT] Hi. Yeah. So I am doing a lot of the recruiting and onboarding. And when I go through, there is about, like, four or five different pages I have up at the same time because I'm working from applicant stack to a separate checklist because we don't have checklists within our HCM system. So then I'm doing a checklist in a word document or something like that, and then going into the pay core system and then making, taking all of their information and applying it there. Like she said, it's that we have to also do DocuSign and all of these other areas. And it would just be making everyone's life in the that's helping with recruiting, whether it be a hiring manager or anything like that, just to have it all in one system. We're not looking everywhere. The current ones we use are, like, our background check and juggling. Think Lisa put it in there as Checkr, which hasn't been super convenient lately. And then we also use applicant stack for the recruitment portion, but we haven't been able to boost. So we've been trying to go outside and do Indeed and a few other things outside of it as well as, obviously, the pay court system and DocuSign. So it's just a lot of different areas that we have to go to. It makes a lot of opportunity for human error. 00:30:44 - [JENNILEE_AUTRY] Okay. Okay. That gives me a good picture of that. Yeah. And then you you said you manually enter this into the pay core onboarding process? 00:30:56 - [TRACY_RICHARDS] Yes. K. 00:31:00 - [JENNILEE_AUTRY] Can y'all tell me a little bit about onboarding? What you collect, 00:31:05 - [TRACY_RICHARDS] what you collect 00:31:06 - [JENNILEE_AUTRY] on paper that you want to be electronic, anything like that? 00:31:09 - [VANESSA_KNECHT] The nice thing with part of the onboarding is I'm I am able to send them the information, like, the information log on, and they can handle that portion. So I'm not having to redownload every little thing that they they're reporting to us. But from then on, I would love to be able to do, like, all of their onboarding through that so that they can work through their documents. They can work through their code of conducts and handbook, and they can do even parts of their, like, onboarding trainings through that instead of having to do every little bit with somebody else, like, and make sure they have all the signed documents they have to do within that system. 00:32:00 - [JENNILEE_AUTRY] So are all of these outside of the system today? 00:32:03 - [TRACY_RICHARDS] Yes. 00:32:05 - [JENNILEE_AUTRY] Okay. So when they're going through Paycor to onboard, are they really just filling out their employee profile? They're not filling out their I nine, their w four, or their or are they doing that stuff? 00:32:17 - [VANESSA_KNECHT] So they're able to do their I nine and w four, and then we can save those. But and it's saved in within that app, but we don't hold all of our employee filing within that system either. So even though we have their Paycor file and their employee, like, file created through Paycor, we also have a document area in our, like, our computer drive because, there is no, like, good filing system within the HCM. 00:32:55 - [JENNILEE_AUTRY] Got it. Do y'all do e verify? 00:33:02 - [KATE_LOUGHERY] Yes. 00:33:04 - [JENNILEE_AUTRY] Is that done through Paycor? 00:33:07 - [VANESSA_KNECHT] It was never linked, so it's actually separate. They create the e verify page for or, like, the I nine page for us, and the person can sign it through that. I can sign it through it, but then I have to download it. 00:33:23 - [JENNILEE_AUTRY] Got it. 00:33:24 - [VANESSA_KNECHT] Yeah. Okay. 00:33:29 - [JENNILEE_AUTRY] Are you all are you all assigning assets to new employees, computers, phones, credit cards, anything like that? How is that being done? 00:33:40 - [VANESSA_KNECHT] And that is not through the system at all. 00:33:42 - [KATE_LOUGHERY] Sorry. Can you repeat the question? I missed it. 00:33:45 - [JOSH_FORD] Assigning assets like computers, phones, key cards, all of that, like, to get into the building. Obviously, it sounds like it might be an IT thing. Right? We have it. Yeah. We have 00:33:56 - [SHAWN_REMICK] we have a different system for all that. 00:33:59 - [JOSH_FORD] How does that happen, and how's the communication work through the onboarding process, I guess, is what we're trying to understand? 00:34:06 - [SHAWN_REMICK] Yeah. So our kinda kickoff is when they we use SAP SuccessFactors. So when they put that in, that initiates our process. And then on the IT side, we have a different solution for asset management, which is probably out of scope for this project anyway. 00:34:31 - [JENNILEE_AUTRY] Okay. That's perfect. And I I can briefly in the demo just talk about how we can either integrate with those platforms, or we even have options for asset management if you wanna look at that in the future. So I'll kinda give you a high level on both of those during demo. 00:34:47 - [SHAWN_REMICK] That's fine. It's a globally managed tool, so it would have to be in in ours anyway. 00:34:53 - [KATE_LOUGHERY] And another thing I'd be interested to see on the onboarding process is A lot of times right now, we're scheduling managers will have certain tasks that they need to complete for the onboarding within thirty days, same with the employee. There's a lot of meet and greets that are scheduled or different trainings, and I'd like to see it. And so that now it's just Vanessa's, like, creating Outlook calendar invites and all that. And I don't know if there's checklists and stuff like that that we can create within this system and, like, things that automatically nudge a manager to to complete a task or stuff like that. Because, I mean, my goal is just to get as much in the system as we can so we're not working in three different spreadsheets or checklists or all that or manually having to nudge people. I I just like to see if you have anything like that within the system. 00:35:53 - [JENNILEE_AUTRY] Okay. Yep. We can show some examples of that. Okay. 00:36:01 - [STEVE_WADE] You are 00:36:02 - [JOSH_FORD] you good on the onboarding process, Jenny Lee? So I just wanna ask Tracy real quick since she's kinda sitting over there silent, and I wanna make sure that some of the processes how your processes are looking at at soft stop and how how we can improve any of that. Because you you're using paychecks. Correct? 00:36:19 - [TRACY_RICHARDS] Correct. Yes. We're using paychecks. Our onboarding process is all manual. K. Office lay offer letters are sent out. Employees will start on their first day. All of their documentation is provided via an onboarding meeting with a an HR manager where they go through sign and do all of that. So that is all manual. We don't do anything online. Documents are saved onto the SharePoint drive for HR. That's kind of where we sit with that. 00:36:52 - [JENNILEE_AUTRY] What about recruiting? 00:36:55 - [TRACY_RICHARDS] Recruiting, use applicant pool and that's managed by the department managers. They'll, you know, put out their requirements. Our hourly employees, our warehouse employees who are temps are managed by a temp company and paid through them. So we don't have to worry about hourly or warehouse employees on that side. 00:37:23 - [JENNILEE_AUTRY] Do you all have to do like, do they need to be in your time and labor? 00:37:28 - [TRACY_RICHARDS] Hourly employees who are temps need to be on well, just for our purposes need to be able to clock in. So we need to be able to see that information, not necessarily pay them off of the payroll system. Yep. So just Exactly. Time tracking, headcount, that kind of thing. 00:37:46 - [JOSH_FORD] Got it. Perfect. 00:37:48 - [JENNILEE_AUTRY] Can you talk to me about kind of my same question for you on kind of the payroll process, time and labor and payroll process, what that looks like? Are you using paychecks for both of those? 00:37:59 - [TRACY_RICHARDS] Paychecks is used for both of those. Yes. By biweekly, bimonthly sorry. At every two weeks salary, you know, the hourly employees as well. That is all done through paychecks. A lot of manual spreadsheets have to be created. There's, you know, there's a lot of things that the parent company needs that reporting we cannot provide through paychecks. So we've gotta create our own reports. It's very labor and paper intensive. So we're trying to move away from spreadsheets and What? Manual letters and 00:38:39 - [JENNILEE_AUTRY] Right. Yeah. So what types of spreads like, is on these spreadsheets that you are uploading or 00:38:46 - [TRACY_RICHARDS] I do not directly do payroll. That is our HR manager's responsibility. So she's in the in the weeds with that. She could speak more to that. I don't have a direct, you know, a list of those. 00:39:01 - [JOSH_FORD] And I think what generally was kinda asking there, if you if we had there are any, like, spreadsheets or reports that are needed that you're doing a manual process with today, share if you could share those with us. Obviously, we're very high on, like, the personal information, the PEIIs, so we're gonna protect all that. I can throw I can send you over a secured file link to send that information over to us. It would help us understand better, like, okay. Hey. We can consolidate and have that report spit out for you. Would that be fair? A a fair ask? 00:39:32 - [TRACY_RICHARDS] Yeah. Yeah. I I can get that list together if you just Yeah. Send me through a a a link. 00:39:38 - [JENNILEE_AUTRY] Yeah. And, Josh Josh, have we done a NDA yet? 00:39:41 - [JOSH_FORD] We have not done an NDA yet. This is kind of our first initial call, so we can definitely do that. 00:39:46 - [JENNILEE_AUTRY] That too before we do file exchange. 00:39:49 - [JOSH_FORD] Yeah. For sure. Is there anything else you wanna ask us on the self stop side on the recruiting, onboarding, timekeeping, generally? 00:40:01 - [TRACY_RICHARDS] No. Not not no. Not not really. The one of the require the necessities was to have our like I've mentioned, the hourly temporary labor to be included in our headcount for reporting purposes 00:40:17 - [JOSH_FORD] k. 00:40:17 - [TRACY_RICHARDS] But not on the payroll side. 00:40:19 - [JOSH_FORD] How many how many tips do you typically have? 00:40:24 - [TRACY_RICHARDS] I had a I do not have a direct I'm trying to think. 00:40:30 - [JOSH_FORD] It's not that important right now. I mean, if it if you find out later, we can we can always walk it later. I don't it's 00:40:36 - [TRACY_RICHARDS] It's not about twenty twenty temporary employees. 00:40:38 - [JOSH_FORD] Okay. 00:40:39 - [TRACY_RICHARDS] And that fluctuates times of the year Yeah. And and needs. Yeah. 00:40:43 - [JOSH_FORD] For sure. Okay. 00:40:45 - [LISA_LAW] Josh, I'm gonna say that Festool probably also needs the same thing on our side as well. 00:40:51 - [ANDREW_PORTER] On the temp side? 00:40:51 - [JENNILEE_AUTRY] Prefer temps. 00:40:52 - [LISA_LAW] Yeah. We do carry some agency workers on our side that we'd need to track from a time and labor, but not they're not included in our payroll because we don't pay them. 00:41:02 - [JOSH_FORD] K. 00:41:03 - [JENNILEE_AUTRY] Would you also need them for headcount planning purposes as well? 00:41:07 - [LISA_LAW] I think that would be beneficial just for reporting. 00:41:11 - [JENNILEE_AUTRY] K. 00:41:16 - [JOSH_FORD] How many roughly do you think you have there? Same amount maybe? Twenty, thirty, 15? 00:41:21 - [LISA_LAW] Nathan? 00:41:22 - [NATHAN_HARPEL] No. We have six. 00:41:23 - [JOSH_FORD] Six. I was way off. I I I don't know if this is important, but I kinda wanna jump over to, like, what Nathan and I think it was Steve, were talking about their KPIs on the labor management system. Kinda get an idea of what you mean, what what you're looking for, what would make your lives easier on on that aspect. If we could shift gears there, I think that's a a good segue because we're talking about time and labor. What's important scheduling? Is scheduling important for your employees? And kinda just give us a little bit more of what you you are to to looking for on the timekeeping scheduling and, like, KPI aspect. 00:42:01 - [STEVE_WADE] Yeah. Well, we don't need necessarily need help with scheduling. Everybody's on the same schedule. So k. What I was referring to is do you is it do you have this in within your system the ability for employees to sign in to certain tasks that are assigned to them and then track the incremental time they spend on each task? 00:42:24 - [JOSH_FORD] So you're saying okay. Let's say that task would be a call center per se and it's a job? I do. No. Like Go ahead, 00:42:34 - [JENNILEE_AUTRY] I know I know what you're talking about, Steve. How many tasks approximately do you think that you all have set up? 00:42:41 - [STEVE_WADE] 10 or less. 00:42:42 - [JENNILEE_AUTRY] Oh, okay. So not very many. Are you also doing job costing? 00:42:46 - [STEVE_WADE] Sometimes we do. Yes. 00:42:48 - [JENNILEE_AUTRY] Okay. Are they ever certified jobs? No. K. Got it. And they are not able to do that today or you are not doing that today? 00:43:00 - [STEVE_WADE] Not able to do that today. 00:43:02 - [JENNILEE_AUTRY] Okay. 00:43:03 - [STEVE_WADE] We're doing a manual workaround, but yeah. 00:43:06 - [JENNILEE_AUTRY] Okay. What else what other type of KPIs reporting are you all looking for? 00:43:16 - [STEVE_WADE] Do you have the ability or is is there a connectivity ability where you can connect to a WMS system? 00:43:24 - [JENNILEE_AUTRY] For employee data, time data, both? 00:43:27 - [STEVE_WADE] Time data, hour data. Yeah. 00:43:29 - [JENNILEE_AUTRY] Yeah. What's the store you're using? 00:43:32 - [STEVE_WADE] In the future, we'll be using SAP s four on a 00:43:36 - [JENNILEE_AUTRY] SAP s four. Right? 00:43:38 - [STEVE_WADE] Uhhuh. 00:43:39 - [JENNILEE_AUTRY] Okay. Yep. I will I'll prepare some kind of sample information for you on that. We do connect with WMS systems. I just need to double check that we've either if we've already built an integration or yeah. So I'll check that for you and have that prepared for us. 00:44:00 - [STEVE_WADE] And that won't be for at least two years, but 00:44:03 - [JENNILEE_AUTRY] What are y'all using now? 00:44:04 - [STEVE_WADE] R three. 00:44:06 - [JENNILEE_AUTRY] Okay. Oh, okay. 00:44:09 - [STEVE_WADE] But there we would not be interested in hooking up to r three. I don't think. I'll leave that for Shawn and Scott. But 00:44:16 - [JOSH_FORD] I think the idea, though, is being scalable, being able to help whatever we're doing today to even help in the future. Right? That's kind of the idea of the whole. 00:44:24 - [JENNILEE_AUTRY] Yeah. And if I'm remembering correctly, b to r three is again, I'll double check this, but it's really easy to set up. It's just an SFTP file transfer. So I can just again, I'll give you options, and you all can decide kind of what you wanna do and when. 00:44:48 - [STEVE_WADE] Okay. Appreciate it. 00:44:52 - [JENNILEE_AUTRY] There anything else around time and labor that are, you know, important or that we should know about? 00:45:00 - [STEVE_WADE] As far as attendance tracking Mhmm. If, you know or do you have the ability to track tardies and 00:45:10 - [JENNILEE_AUTRY] Mhmm. 00:45:10 - [STEVE_WADE] And unexcused absences as well as planned or excused absences? 00:45:15 - [JENNILEE_AUTRY] Yeah. And actually, Josh was, I think, about to ask about 00:45:18 - [JOSH_FORD] the attendance points. Right? 00:45:19 - [JENNILEE_AUTRY] Yeah. Do you all do attendance points or you're just tracking these incident? 00:45:23 - [STEVE_WADE] We do not do attendance points. We do track currently in Excel, folks' attendance, but it would be nice to be able to do it in a in the payroll system. 00:45:33 - [JENNILEE_AUTRY] Would you want to implement a point system or just the tracking of these? 00:45:38 - [STEVE_WADE] Not at this time. 00:45:39 - [VANESSA_KNECHT] Okay. 00:45:40 - [STEVE_WADE] Well and I I yeah. That would be a an executive decision, and and it hasn't been discussed that I know of. But 00:45:47 - [JENNILEE_AUTRY] Okay. Okay. 00:45:49 - [JOSH_FORD] Tracy Tracy came off mute. You have a point system too? 00:45:52 - [TRACY_RICHARDS] No. We don't have a point system. We'd and also our when employees need to clock in on the on the machine, they don't need the information up there, their scheduling, and all that. They just need to clock their thing, press their name, clock, you know, whatever, clock it in, and we're done. We don't need to see how much PTO we will vacate, whatever, all of that. That that kind of thing, don't want people to be digging into at the clock in machine. Yeah. Yeah. And we don't need scheduling or anything like that. Just straight clock in and out, lunch in and out if they leave, you know, whatever the situation is. 00:46:28 - [STEVE_WADE] Okay. Yeah. They 00:46:31 - [NATHAN_HARPEL] Is the capability Go to 00:46:33 - [STEVE_WADE] ahead, Nathan. 00:46:34 - [NATHAN_HARPEL] Capability to clock in through your app and a clock machine either or? 00:46:39 - [JENNILEE_AUTRY] Yeah. There's we've got five or six different methods that you could utilize. Those are two of them. So and I can cover all the different methods that are available to you. 00:46:47 - [SHAWN_REMICK] Okay. 00:46:54 - [JOSH_FORD] Alright. I think there Yeah. 00:46:57 - [JENNILEE_AUTRY] I would say benefits would be was gonna be my next question of, like, what's 00:47:01 - [JOSH_FORD] something Tracy, you're about to say something? Sorry. 00:47:03 - [TRACY_RICHARDS] Yeah. Sorry. I just had a question. So when they do their their clock in, we don't want any geofencing or an eyeball reading and scanning and all that. Just so we don't need anything fancy. Just the plain old clock in and all of that. Yeah. 00:47:17 - [JOSH_FORD] K. Don't want it to check your temperature and tell you your social? 00:47:20 - [JENNILEE_AUTRY] No. We don't have that. I'm just 00:47:22 - [TRACY_RICHARDS] Not today. Maybe in the future. 00:47:24 - [JOSH_FORD] Alright. We 00:47:25 - [STEVE_WADE] do use geofencing here. 00:47:27 - [JOSH_FORD] Okay. Perfect. Like I said, we do we can do it basically, I don't know, five, six, seven different ways. But, anyway, then we'll go we'll discuss that in the demo for sure. So benefits, we got about three minutes left. I don't know. I don't wanna be wasting anybody's time. I think benefits would be a a good segue. Currently, Lisa, how's that being handled? Is it in Paycor, outside of Paycor? What are we looking like here? 00:47:52 - [LISA_LAW] It's outside of Paycor. We presently use at least for for Festool, we use employee navigator, which I understand integrates pretty seamlessly with your guys' system. 00:48:04 - [JENNILEE_AUTRY] Yep. It does. Quick question on that. Do you like Employee Navigator? 00:48:08 - [LISA_LAW] We do. But I wouldn't be opposed to, I guess, looking at what options are of housing it in within the HCM. I think that there's some value there of having a one system, but I'll be honest, there's a really bad taste of the last time that we tried to do this because it completely broke that system. And, we we just have to have a lot of assurances that 00:48:32 - [JENNILEE_AUTRY] Yeah. 00:48:34 - [LISA_LAW] Because we we have a very healthy relationship with our broker who we do all of the enrollment through navigator. So I just really like to feel comfortable about about that before we'd make any kind of changes. 00:48:46 - [JENNILEE_AUTRY] Does your broker pay for employee navigator for you? You have to pay for it. 00:48:51 - [LISA_LAW] That's a good question. I don't know. Okay. 00:48:54 - [JOSH_FORD] Don't pay for it, though, do 00:48:55 - [JENNILEE_AUTRY] you? Most 00:48:57 - [JOSH_FORD] Lisa, you got you Festool doesn't pay for it. 00:49:00 - [JENNILEE_AUTRY] See? She said she didn't know. 00:49:01 - [LISA_LAW] I'm I'm not sure, Josh. 00:49:02 - [BARBARA_BEMENT] I would guess no because I do not make any checks out to employee navigator. 00:49:08 - [JENNILEE_AUTRY] Most do pay for this for their clients, and I do not mind showing you our benefits enrollment platform at all. I will tell you that it is virtually identical to employee navigator. We have an a very seamless integration with them. So if you are happy with employee navigator, your broker is paying for it for you. They're essentially getting it for free. You know, you I just want you to know that you do have that option. I am happy to show you our benefits module, but employee navigator is extremely powerful. It's a great system. We integrate very well with it. We've got thousands of clients with successful integrations built on this, and we can work directly with your broker on that. So you're not playing, like, a person with that. So I'm hap you know? 00:49:59 - [JOSH_FORD] And it's single sign on both those. It's single sign on. 00:50:02 - [JENNILEE_AUTRY] So it's gonna show up on They access employee app from with Paylocity system. It again, it fully the only difference in the experiences when they click benefits, it does open a separate tab. That's the only thing that it does. It doesn't have to sign in again. Or 00:50:24 - [JOSH_FORD] And the mobile experience is a little different. Right? They do 00:50:27 - [JENNILEE_AUTRY] Slightly, but but still, it is most of the time, if my client likes employee navigator 00:50:34 - [JOSH_FORD] We stick with it. Right? 00:50:35 - [JENNILEE_AUTRY] It's a great system. Yeah. 00:50:37 - [LISA_LAW] Yeah. And our health 00:50:38 - [TRACY_RICHARDS] broker saw stuff. 00:50:39 - [LISA_LAW] Yeah. Our health broker actually uses you guys for their payroll, so I don't think that 00:50:43 - [JENNILEE_AUTRY] you're gonna 00:50:43 - [LISA_LAW] push back from them. They're huge fans of your your guys' anyways, and I'm not trying to burn that relationship. But I I would love at least to take a look at it, but from a a cost comparison, I can imagine that this module would be an additional expense for us and 00:50:57 - [JENNILEE_AUTRY] investment in It's one of our more expensive products. So 00:51:01 - [LISA_LAW] And if we're if we're getting that for free from our broker, if they're paying that on our behalf, I'm not sure if that's a path that I necessarily feel like is a need to address right now. There's other pressing issues. Sorry to talk about you, Tracy. 00:51:14 - [JENNILEE_AUTRY] Hi, Heather. Are you having the same situation or you're just different? 00:51:17 - [TRACY_RICHARDS] Yeah. We use employee navigator three sixty. Well, the the new ones all of our things run through there. We also have a broker. We also have no interest in moving from the broker. We've had them for years. We're happy with them, but a third party add in would be awesome to be able to link up to that. 00:51:39 - [JENNILEE_AUTRY] Perfect. And just so you know, we are not a brokerage. Right. We work with your broker. So We're if you're happy with them, we're happy with them. 00:51:47 - [TRACY_RICHARDS] And it's and same goes for for the Vanguard four zero one K. We don't want to we just wanna let 00:51:52 - [JENNILEE_AUTRY] you Financial advisors know either. Yep. So we'll that's great. Can I ask one more questions on benefits? Do you all offer spending accounts? Like FSA, HSA, transit? Yep. Yes. Who is that through? 00:52:10 - [KATE_LOUGHERY] EBC, employee yeah. Just e b Employee Benefits Corporation. Right, Barb? 00:52:18 - [JENNILEE_AUTRY] I think so. The just FSA or you have other ones? 00:52:22 - [BARBARA_BEMENT] FSA. 00:52:24 - [JENNILEE_AUTRY] And, Tracy, how about you? 00:52:26 - [TRACY_RICHARDS] Yeah. Ours is through professional benefits services, and COBRA is also done through them. 00:52:34 - [JENNILEE_AUTRY] And are you FSA only? 00:52:37 - [TRACY_RICHARDS] HSA as well. 00:52:38 - [JENNILEE_AUTRY] Okay. Does EBC do you all's COBRA on 00:52:43 - [KATE_LOUGHERY] the Festool side? 00:52:45 - [BARBARA_BEMENT] At least they bill me for it and 00:52:47 - [KATE_LOUGHERY] swipe there. 00:52:48 - [JENNILEE_AUTRY] Okay. Perfect. Okay. That's that's the only question I have there. 00:52:52 - [JOSH_FORD] The reason why she's asking that question, this is what differentiator what we do. We can be a TPA for you, having all that stuff housed in one platform. I'm sure Lisa might have shared this with y'all, but, like, we could make the employee experience knowing where my FSA or HSA balance is. And then when there's a COBRA event, be your total COBRA admins and the vents out, the packets for the new hires, and when they leave and take that whole administration burden off of the current levels. Obviously, you can compare prices. If that's something you're interested in, we can look down that in the future too for sure. Does that make sense? Yeah. Absolutely. We are about three minutes over. I will be respectful of everybody's time. I know, generally, we got a lot to work off here. I mean, I can send over this slide that I'm sharing with you with you all. But and then if we need to kinda focus on anything else, can get through that. I'm gonna we're gonna make the demo about two hours long just for purposes of communication back and forth and since we got a couple different groups on on here. So I think that would be kind of our next step to to schedule a demo. Are you fair with that, Jenny Lee? Do you do you think we're good there? Is there some more questions you think we need to get out of the way that I can followup on on an email? 00:54:10 - [JENNILEE_AUTRY] There might be, but I'll send those to you if 00:54:13 - [JOSH_FORD] Alright. Absolutely. Let me stop sharing here. And what I'll do is I'll kinda recap everything. I'll send it over via email after this to kinda discuss where we're at, and then I will give kind of a timeline of events. Right? Like, how and that's something I while I'm pulling up the calendar for everybody here, is there a how quick or what what's the timeline that you that everybody's looking to make a switch or trying to get up and running? It sounds like there's some pain, but, like, is there a we look at July. I I would always recommend a quarter break, personally, in my opinion. So you have, obviously, midyear, October, then the twenty twenty seventh year coming up. So have you all kinda thought about that? 00:55:02 - [LISA_LAW] Ideally, Josh, we have targeted that we'd like to, like, go live by July. So, you know, we would align with that end of quarter processing timeline to end with Paycor and then moving over to a new system. 00:55:19 - [JOSH_FORD] Okay. 00:55:20 - [TRACY_RICHARDS] Would just time timeline is more in in in time for benefits sign on at the end of the year. So we would go into a new system and live in '27. That's what our budget is aiming at. 00:55:35 - [JOSH_FORD] Okay. 00:55:38 - [KATE_LOUGHERY] I had to just take a deep breath thinking about another implementation. 00:55:42 - [TRACY_RICHARDS] But 00:55:42 - [JOSH_FORD] We will get it. 00:55:43 - [JOSH_FORD] We're gonna try to ease that for you. We'll have that conversation. Obviously, there's still gonna be it's a partnership in the implementation process, so it's gotta be a a communication, but we're gonna do most of the heavy lifting for you. Like, we were discussing, get project person involved, and we'll we'll just we'll we'll talk about that later and kinda hopefully ease some of that burden for you. Pulling up the schedule for the demo here. Let's look it in. It looks like the soonest we can get on Jenilee's calendar is Monday, March 2. 00:56:21 - [KATE_LOUGHERY] That's good for me because it's not payroll, but I don't know about anything else. 00:56:28 - [STEVE_WADE] I'm I'm I'm available. 00:56:31 - [JOSH_FORD] Okay. So we're looking more in the afternoon starting roughly around 0215, 0230. 00:56:39 - [STEVE_WADE] Probably rather start 00:56:40 - [TRACY_RICHARDS] at time zone is that? 00:56:41 - [JOSH_FORD] That's eastern. I apologize. K. You're I forgot you're all the way. It's probably is it daylight out there yet? 00:56:50 - [STEVE_WADE] Yeah. We shut down at 0330 in logistics, so we'd rather do it earlier than that. We can stay on. But 00:56:58 - [JOSH_FORD] So if we need to do earlier, I have to jump to another week. It looks like Jen generally's calendar's booked. 00:57:05 - [STEVE_WADE] Then you don't but then then go ahead and do the second if everybody else is available. Don't don't don't push it that far out on our account. We can we can hang out. 00:57:14 - [LISA_LAW] Well, Josh, I was thinking, I mean, if we did the Monday the second and we were able to front load kind of the time and labor and those pieces that Yeah. Steve and Nathan would want to address in the front end of the call, that way the recruitment and onboarding and some of the items that they they don't really need to stay on for, we can address at the second part of the demo. 00:57:33 - [JOSH_FORD] 100. 100. 00:57:34 - [ANDREW_PORTER] I think 00:57:35 - [STEVE_WADE] that It's a great idea. Yeah. I would also like to to know what your learning module is about. 00:57:42 - [JOSH_FORD] Okay. So we'll front load the stuff for the logistics side of things so we can get you guys out of there. And then in all due respect. Right? But then we'll we'll work on the other. So I got the 0215 is the earliest I can get us get us going. So that'd be about 0215 to 0415. I would probably show onsite if that's if everybody's okay with that. Or if you prefer me to stay away, I can do that. But I typically Oliver Winery is a client of mine, so I bring a bottle of wine for everybody so you can celebrate afterwards. So if anybody's fortunately, Tracy, 00:58:16 - [JOSH_FORD] I might be able to 00:58:17 - [JOSH_FORD] mail you a bottle of wine. But 00:58:19 - [STEVE_WADE] Just as long as it doesn't exceed 50 in value. 00:58:22 - [JOSH_FORD] It it it won't. I'll I'll be cheap. I'll get you the cheap wine. How's that? Alright. So I will I will send 0215. Are we good with that, Lisa? Everybody else get good with 0215 on Monday, the second? 00:58:37 - [BARBARA_BEMENT] Yep. Yes. Okay. 00:58:38 - [JOSH_FORD] Yeah. Will send this over to you, Lisa. And then I will put like I said, I'll followup with a a separate email. I appreciate everybody's time, recap everything. I'll put an agenda together. I'll put a timeline of events together for both, and then we'll just keep the conversation going. 00:58:56 - [LISA_LAW] Sounds great, Josh. Thank you so much for the time, and I'll forward your your calendar invite for the folks out for that that Monday, March 2. 00:59:05 - [JOSH_FORD] Yes, ma'am. Appreciate you. 00:59:07 - [LISA_LAW] Thank you. Great weekend, Josh. 00:59:08 - [KATE_LOUGHERY] Thank you. Thank you.
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