Transcript

00:00:00 - [BARBARA_BEMENT]
Will it automatically flow into their time card where they see how many hours they currently have with that punch in there? Or do they have to wait until the approver approves it for that to actually

00:00:16 - [JESS_FOURY]
Mhmm.

00:00:30 - [BARBARA_BEMENT]
Okay. That's helpful. Thank you.

00:00:34 - [JESS_FOURY]
I'll just wait for you guys here. So any questions so far?

00:00:38 - [STEVE_WADE]
No. Looking good so far. It looks pretty easy.

00:03:17 - [HEBRON_GIRMA]
On anything we've seen here so far from the mobile?

00:03:21 - [KATE_LOUGHERY]
No. No.

00:03:37 - [HEBRON_GIRMA]
We do have a built in tool here to help alleviate some of those q and a type of situations that you might have currently. So what we're about to look at right now is our Bright AI tool that allows your employees to come in here and actually ask questions. So that's a little bit more information. So these are different types of

00:06:22 - [STEVE_WADE]
Do we have the capability of sending messages to our employee through the mobile app?

00:06:32 - [JESS_FOURY]
Good job. YouTube updates.

00:06:50 - [STEVE_WADE]
Yep.

00:06:50 - [BARBARA_BEMENT]
Yes.

00:07:52 - [JESS_FOURY]
Yeah.

00:09:35 - [HEBRON_GIRMA]
Sending a quick note, maybe through email

00:09:38 - [JESS_FOURY]
or

00:13:45 - [STEVE_WADE]
On the requesting time off, do we have the ability to go in and block off date range that are not available for time off? K. That would be handy. And on the task reporting, that's separate from their in and out functions. Correct? It's so so they clock in in out for lunch and at the end of the day and then but the task is a separate function within the same screen that they're using to clock in and out? Okay. But they're not tied to the payroll at the end of the week. They're

00:15:04 - [JESS_FOURY]
it's the. But, sir, I know know that you'd mentioned you guys Is there anything else that you're like, hey. I really wanna see this before I I leave for the day?

00:15:33 - [LISA_LAW]
Reporting. I know you guys had some reports.

00:15:38 - [STEVE_WADE]
What she showed is information.

00:15:41 - [LISA_LAW]
Okay. Yeah. I I just wanted to be mindful. I know you guys start much earlier than the the rest of us. And not that the other modules aren't that important. I just wanted to front load

00:15:51 - [STEVE_WADE]
Sure.

00:15:51 - [LISA_LAW]
The time and labor and some of the report functions for for your team?

00:15:55 - [STEVE_WADE]
No. I mean, it looks like the functionality is exactly what we were looking for. Be a big improvement for us to be able to track by task instead of Nathan having to do everything on Excel spreadsheet.

00:16:14 - [JESS_FOURY]
Any other, like, reports that you

00:16:17 - [STEVE_WADE]
We do. We do time off reports by date range, or we do, you know, see who's off a certain date, or we do making sure it's all in there. Yeah. Yeah. And if an administrator wanted to send a message to all employees that notifying that due to severe weather or something.

00:17:59 - [KATE_LOUGHERY]
I'm assuming everybody doesn't have the option to send company wide. Right? It would just have to be certain people assigned to that access.

00:18:11 - [SCOTT_WARNER]
That's that'd be wild.

00:18:14 - [JESS_FOURY]
It's a baby color.

00:18:16 - [SCOTT_WARNER]
You you guys should see the replies I get Yeah.

00:18:18 - [STEVE_WADE]
Of some

00:18:18 - [SCOTT_WARNER]
of these messages.

00:18:20 - [STEVE_WADE]
It would be helpful, I think.

00:18:22 - [LISA_LAW]
Yeah.

00:18:23 - [STEVE_WADE]
Especially for a lot of our folks don't access their email on a regular basis, especially if you were sending out an open enrollment notification or something like that. In addition to an email, you send it through this, and then you'd more likely to see it.

00:18:42 - [LISA_LAW]
Yeah. I agree. It says

00:18:44 - [JESS_FOURY]
go through text. Right? It can go through text message. SMS? Right.

00:19:05 - [HEBRON_GIRMA]
And let them know exact

00:19:12 - [JESS_FOURY]
To go back to the task question, we have temporary employees through the payroll. Is there a way we can add those on there so they can be able to clock in out of task also?

00:19:27 - [BARBARA_BEMENT]
It's a. You're talking about.

00:19:31 - [STEVE_WADE]
We had asked that before about collecting their hours in the system.

00:19:34 - [KATE_LOUGHERY]
So we have temp employees who are paid through the agency, and they're wondering if they can be added in the system to be able to have be on the task list. Right?

00:19:44 - [STEVE_WADE]
So that we could. And we would be able to generate a report at the end of the week to send to the agency with the employee. Very helpful.

00:20:22 - [JESS_FOURY]
Okay.

00:20:41 - [HEBRON_GIRMA]
She has the keys to the kingdom here.

00:20:46 - [JESS_FOURY]
You guys have a little questions. You. Appreciate it. You're you're good now. Just wanted to make sure they had my all my information.

00:21:04 - [LISA_LAW]
Sorry.

00:21:36 - [HEBRON_GIRMA]
Your platform is not going to live in customer service wall. You don't have to call it if you wanna move something or add something. You can easily enable that edit mode. And at any point, you wanna add a new widget, you wanna add a report, you just wanna switch around how things look and feel, you absolutely can. And even between your teams, each of your experiences can be different within the platform. But this requisition dashboard again, it's just going to give you that overview of what they're looking for. This report here is a really popular one. Helps you keep tabs on where in the hiring stages your different That just needs visibility into recruiting, but just doesn't justifying what's happening. You know, some of the bunch of

00:27:17 - [LISA_LAW]
Looks really simple and user friendly. I know with our current ATS right now, he brought like, I am struggling with it has some weird formatting. So, like, we'll copy from a word based job description into, like, the posting, but it has all kinds of formatting things. You assume that your system doesn't have, like, standard formatting that would flow over to a posting that would I I just think our current system is really dated. But it Yeah. Okay.

00:28:23 - [SCOTT_WARNER]
When you upload to LinkedIn, do you allow to be able to boost it from inside the app, or is that still done on LinkedIn's portal, or how does that part work? Do you know?

00:28:35 - [STEVE_WADE]
Okay.

00:28:44 - [SCOTT_WARNER]
That's fair.

00:28:45 - [STEVE_WADE]
I just hate it. And

00:28:50 - [LISA_LAW]
then we have an internal job board right now that's built in our ATS that when I go to post a job, I just, like, check off a box that says, hey. I want to post to the external boards, but then also post to the internal. Like, that's something that we can build out with you guys during the integration process, I'm assuming. Okay.

00:30:52 - [HEBRON_GIRMA]
Oh, when we're thinking about communicating between you. Like a swag bag. Again, thinking about that culture piece. Because we're silos of them, even something as niche as what that employee's favorite candy is will automatically flow directly into the employee profile for you and therefore becomes reportable data, which we'll take a look at in just a couple minutes here. As well, and you can also get push notifications whenever those due dates are approaching. You'll also notice here that it says there are checklist items assigned to other users. So what's nice about Ready is that you can actually link checklist. Okay. The other piece that I wanted to highlight just from the onboarding perspective is the it's assigned learning courses piece. So you can access that directly from them.

00:34:17 - [LISA_LAW]
Ketan, I guess, talking a little bit since you're on the bit of the LMS portion here, do we have the ability to, like, record our own content and and load it into the library?

00:34:47 - [BARBARA_BEMENT]
Okay.

00:34:49 - [LISA_LAW]
Thank you. Very nice.

00:37:32 - [HEBRON_GIRMA]
And say something like, show me all recruitment documents or show me all certifications, I can go ahead and do that. And then earlier when we were walking through that onboarding checklist, I mentioned

00:39:13 - [BARBARA_BEMENT]
I have a question about the onboarding documents because I just saw, like, the I nine. I'm guessing there's, like, a w four in that. Do we provide those forms, or do you guys, like, keep those current on here for, like, whenever the government updates those things.

00:39:32 - [LISA_LAW]
Okay.

00:39:45 - [JESS_FOURY]
Yep. And there's even some help task too. Like, you can hover over to see, like, what that section means. So as you're going through it, I I did mine on my phone. Every company I have worked for said UKG for for for three. So it's pretty easy to up to that page and see.

00:41:56 - [KATE_LOUGHERY]
I have a quick question. I know we haven't talked about Canada PCF, but I'm assuming since it's all in one system that I'm gonna be able sign food Canada with our US companies. Okay.

00:42:48 - [HEBRON_GIRMA]
But lots of ways that you can actually edit any of these reports that supply.

00:44:27 - [SCOTT_WARNER]
Sounds like pay Lily and more.

00:44:43 - [JESS_FOURY]
Volunteer.

00:44:45 - [SCOTT_WARNER]
Not a good negotiator.

00:45:53 - [HEBRON_GIRMA]
Report a little bit more colorful, but as you can

00:46:44 - [LISA_LAW]
Looks good

00:46:44 - [STEVE_WADE]
to hear.

00:46:45 - [JESS_FOURY]
Oh, powerful.

00:46:45 - [SCOTT_WARNER]
I like this one system. That's nice.

00:46:55 - [HEBRON_GIRMA]
Is performance and compensation. Keeping tabs on budgets around Really nice way to have all of that information laid out here. The other side of this is, of course, how

00:49:44 - [LISA_LAW]
So we're paying for an external partner. We did bring a survey probably four years ago back in '22, and we're actually having them recast that right now. So it's just like a project that we do that then kind of goes through, like, the the minimums and maximums and the midpoints for each of our job titles. Okay. So I see this this certainly could be an area of cost savings for us if we're looking at utilizing the the comp data that you have here rather than paying for those external services. They use, you know, benchmarking services such as, like, Mercer and some some of those other larger kind of phone rewards companies. Mhmm. But I see value in doing something like this because you you're getting real life information from clients.

00:50:39 - [JESS_FOURY]
Yeah. This is where I like to show, like, why we work with so many Fortune five 1,000 companies because that data just flows into your you know? Yeah. Into something like this.

00:51:29 - [HEBRON_GIRMA]
Sheet. So this is essentially to see how much has been budgeted for Michael's team specifically for raises and bonuses, how much he's gone ahead and allocated, and what we still have left to allocate here. So now, of course, the question becomes, how do we go about helping you allocate these dollars? So one of the ways that we do that is through our merit guidelines tool here. So this is a way for you to connect a performance review rating result to a certain percent increase on that employee's pay based on the result. So you decide what these numbers actually mean to you, but this is just telling the system, hey. Anytime someone scores a five on their performance review, go ahead and take a look at their base compensation. And based on that, either give them a four, a three, or a two and a half percent increase on their pay. So it's just helping you automate that process a little bit, and you'll notice right within our worksheet, it's pulling in all of our employees. It's also pulling in their performance review rating result, and then the system is going ahead and giving us a suggestion on what that increase should be based on that performance review result. So you might look at this and say, this looks great. I'll go ahead and submit this on over for final approval. Or if you want to take into consideration other things besides just that performance review result, you can go into any one of these and edit that, percentage to have it more accurately reflect what you think that employee deserves. Alright. Any questions, comments, feedback before we close out with payroll?

00:53:37 - [BARBARA_BEMENT]
Now for the reports, like, with the performance thing, it wouldn't be too far. Would you guys have a report that would spit out the the wages and what happens if we gave a 2 raise, say, in February and what the budget it would be for the

00:53:56 - [HEBRON_GIRMA]
year on that. Mhmm.

00:54:26 - [LISA_LAW]
Mhmm.

00:54:55 - [JESS_FOURY]
From a reporting standpoint, it's there's nothing else that's comparable, and there's not, like, additional I think do you know how many custom reports we provide or we hardly get rep we hardly get asked there on adding a bunch of custom reports, but it comes with, like, 15. Is that correct? Yeah. Yeah. Yeah. I just bring that up because we have a lot of those pre prebuilt reports. You can build a lot in your own, and it's not an additional cost.

00:56:20 - [KATE_LOUGHERY]
So you could say for all employees, and it would do active employees. For real, I was thinking,

00:56:38 - [LISA_LAW]
you know, know again. She's volunteering with Donald so much.

00:56:42 - [SCOTT_WARNER]
You should talk to Donald. So what you said can build reports, is that, like, an ex export Excel, or is that a a built in rep like, would create a custom report for what you're doing, or how what's that report look like at that point? Yeah. So so you said, yeah, build a report or something. Does it Got it. That's cool. Is Bright part of the base package, or is that special? Or okay. Look expensive.

00:57:33 - [BARBARA_BEMENT]
Since we're thinking of only 6,

00:57:35 - [KATE_LOUGHERY]
he's right here.

00:57:37 - [STEVE_WADE]
We we need know

00:57:38 - [JESS_FOURY]
if we're

00:57:38 - [SCOTT_WARNER]
funding Donald or

01:01:54 - [LISA_LAW]
Thank you.

01:01:59 - [SCOTT_WARNER]
That's great, man.

01:02:02 - [KATE_LOUGHERY]
Quick question before I forget it. I'm doing salary continuations for a lot

01:02:08 - [BARBARA_BEMENT]
of terminated employees that will continue

01:02:10 - [KATE_LOUGHERY]
throughout the year. How do you import a terminated employee in here? So, yeah, so we had some reduction in force in October and December, and we're doing salary continuation severance payments throughout this year. And so, like, currently in pay for, I'm importing a terminated employee into pay for that. It's how they say it. What does that look like here? Can you import I'm assuming you can import terminated people. Okay. And then it's like we do our annual bonus payout in April, which is an off cycle, and so we have to pay out a lot of bonuses for for all the twenty twenty five terminated people. So would that be a similar process?

01:03:48 - [SCOTT_WARNER]
Can you run it on employees who are no longer so okay. So the bonus works if you were employed on December 31 of the of the year, you're eligible for that year's bonus, but we don't pay it out till April. So say I quit in February, but Kate still has to pay my bonus, would I be on the list, or how would she pay someone who's no longer employed?

01:04:13 - [JESS_FOURY]
Okay.

01:04:18 - [STEVE_WADE]
Okay.

01:04:23 - [KATE_LOUGHERY]
So are you talking about, like, effective dating? Like, I would go on to their individual profiles and.

01:04:46 - [HEBRON_GIRMA]
Okay.

01:04:56 - [BARBARA_BEMENT]
Okay. Is there a way for her to import that?

01:05:19 - [KATE_LOUGHERY]
Okay. Thanks. Thank you. Process here. Let's say at this If someone has sorry. Quick question. Someone has a net shortfall like, for example, we just had an employee who calculated all of their four zero one k or all of their pay to their four zero one k, and so then they can't take out, like, deductions and stuff like that. And so until they fixed that, I kept getting in that shortfall. Where would that appear? I'm assuming in the alert section.

01:07:19 - [HEBRON_GIRMA]
But if you

01:08:41 - [KATE_LOUGHERY]
And that I can download that. So I send a variance report to our CFO before I submit other payroll. So I'm assuming I can download that and email it to her. That's awesome. Thanks.

01:09:46 - [JESS_FOURY]
I just wanna be talking soon. I know it's 0430.

01:09:49 - [KATE_LOUGHERY]
I didn't hard stop. Yeah. I'm fine.

01:09:52 - [BARBARA_BEMENT]
I'm fine.

01:09:53 - [JESS_FOURY]
We'll be efficient. I

01:10:00 - [BARBARA_BEMENT]
have one other question.

01:10:02 - [JESS_FOURY]
Mhmm.

01:10:02 - [BARBARA_BEMENT]
Like, the one that gives the cash requirements, is there a way to, like, create a workflow that would get approvals for the payroll? Like, after she's done processing to give, like, the cash requirement sheet to somebody and, have a workflow that they shoot back that it was approved. Okay. Okay.

01:13:33 - [KATE_LOUGHERY]
I forget. Do the employees have a similar like, let's say, an employee instead of address? It just made me think about it. If an employee wants to update their address in their I get that question a lot. Like, how do I update my direct deposit address? I'm gonna do they have this AI tool where they can ask that question, and it'll tell them how to do it in the system? Great.

01:14:28 - [SCOTT_WARNER]
John's gonna be bummed. We don't have to write this? Makes sense to me.

01:14:47 - [KATE_LOUGHERY]
I guess, Paul, I guess the Canada piece of that, something we can cover at it and kind of know? Systicord is exactly how it is. Okay. That's fine. That's perfect because I want it to be the same. I just didn't know if it was different and we're doing that. So that's great.

01:15:25 - [JESS_FOURY]
Yeah. Great question. Hopefully, was super helpful for everybody. Mhmm. HebH, you're fantastic as always. And I'm so lucky that I get to work with a lot of very smart people. So based off of kind of what we've covered last you know, going through and sharing information, do you guys feel like pretty comfortable with the platform, the functionality? Probably, it it can look a little bit big sometimes, but that's kind of the tailoring it to, like, your needs. Each one of you have a different need so you can customize to what what you need. But what what questions do you guys have for us before we kinda think about next steps?

01:16:12 - [KATE_LOUGHERY]
This is a super random question that I just thought of. We have some like, we have a Festool Canada employee who reports into a US Canada. So there are different companies. I'm assuming that's possible within the system. Yeah. So we'll have four separate companies within the system, Festool USA, Festool Canada, Systainer Systems, and TTS. And so we have a Festool Canada employee reports into you. And, like, you guys start talking at me off the top of my head. But so, like, for example, that Canadian employee always asked me to approve the time off request for the US employee because he doesn't have access to do it in the system.

01:17:10 - [BARBARA_BEMENT]
But, like, we were allowed to Oh. I get it. A manager. There's a manager that has a and he's overemployee within Festool USA, but he's assigned to Festool. He gets paid from Festool Canada. Can he approve that PTO?

01:17:43 - [HEBRON_GIRMA]
So if we go.

01:18:30 - [KATE_LOUGHERY]
Okay. Sounds good.

01:18:32 - [BARBARA_BEMENT]
And as a followup to that one, there is somebody that we do not pay, that he needs to approve, executives. He's our CEO, but he's actually paid from our sister company.

01:18:48 - [KATE_LOUGHERY]
So, like, we have him in paid for currently just as an unpaid employee, but he doesn't even have access to the time offs or anything? Yes.

01:19:05 - [SCOTT_WARNER]
So it'd be, like, the same thing at different security profile for him. He would be able to log in and still approve those payrolls for those time sheets. Yes. Okay. Okay.

01:20:01 - [KATE_LOUGHERY]
Okay.

01:20:10 - [JESS_FOURY]
I'm sure there will always be more questions.

01:20:12 - [BARBARA_BEMENT]
Yeah. Mhmm.

01:20:12 - [JESS_FOURY]
I I think, hopefully, you guys can see at this point. We'll we'll make sure an expert is answering them. But, yeah, I I appreciate everybody's time. I know we we really appreciate it. Hopefully, all of this that we shared and went over today was exactly what you guys were looking for. It it seems like it was. You know, typically, next step from here is you guys are gonna have some internal conversations and circle back with us. I know there are some timeline things that we've discussed as far as that goes and, you know, give you guys full autonomy to get together and make that decision and then kind of guide you guys based off of that with how long it's gonna take to go live. So

01:20:57 - [LISA_LAW]
I I think internally, I hope to be able to, I guess, meet with the team figuring out, you know, what what's everybody likes and dislikes, and and we'll sit down. Most likely, Scott and I figure out what's what's that look like. We hope to have that decision making process done no later than the end of the month, hopefully, next week.

01:21:22 - [SCOTT_WARNER]
Yes. I don't think

01:21:23 - [JESS_FOURY]
it'll Yeah.

01:21:24 - [LISA_LAW]
I don't I don't think it'll take that long either, but just I would be mindful of the timeline that, I guess, you have spelled out for us if Yeah. Okay. We we really wanted to try to shoot for a certain date, and I absolutely appreciate your transparency of saying, like, hey. In order for us to be as thorough as we want to set this up, but that might not be able to happen by that date. So we're we're very mindful of all of that piece of things. So

01:21:51 - [SCOTT_WARNER]
Yeah. For our last conversion, we wanna do it right.

01:21:53 - [JESS_FOURY]
Yes. Yeah. That's where I'm at. It's like and you can see this is going to scale with you if you wanna scale it up to your Northwest location. If there are reports that need to go to Germany for some reason, like, it's it's a system that you're not going to outgrow until you get into I mean, I've we've got businesses that are on in multiple countries, 1,500 plus employees per site on this platform. So, yeah, I I have full confidence that this is gonna be a really good partnership. And, like, and the team that I get to work with, they make it so easy to just kinda share great insights.

01:22:36 - [SCOTT_WARNER]
Real quick. So after sales service kinda so I I know you showed, like, the three service levels. Mhmm. So is that, like, an email or a web portal or a call or, like, how do how does one get serviced? If if the so Kate's having a a meltdown on payroll, like, something's not working. What's it look like?

01:22:52 - [JESS_FOURY]
Yeah. That would be the that would be the phone call. Okay. Emergency. Like, the emergency phone call. I'm your account manager. So after we go through this process, you guys choose UKG. I'm going to go quiet for a while because my implementation team is going to be handling everything. But after that, I will still be a quarterback. And I think that's important because I pull in folks like Keybird. I pull in folks like the Indiana user group. We're all in different areas, we can surround you guys with success. And I quarterback that, I guess.

01:23:25 - [SCOTT_WARNER]
That was really my question is, do you just disappear after this? Yeah. That happens.

01:23:30 - [JESS_FOURY]
That's that's confusing. Company. Yeah. Except me. Oh, yes. Yeah.

01:23:34 - [KATE_LOUGHERY]
They quarter they gave me the keys, and then I asked them a question. They're like, this number is no longer ours. Basically.

01:23:40 - [JESS_FOURY]
I have we I have access now to like, we want you to submit a case. Right? I have access now to go in and see not necessarily all the details of the case, but the case is there, how long it's been sitting there, and I have the ability to escalate that. And then I can go to Lauren, my manager, and say, hey. I need you to double escalate this. So they're giving us a lot of autonomy to start the partnership and then continue the partnership. Now transparency, implementation is a lot. Like, you've been through it. You're gonna go through some highs and some lows, but that's why we wanna give you guys that time and do not make you feel like you're rushed.

01:24:19 - [LISA_LAW]
Yeah. Wanna set it up correctly, and I've I've been through once where they are rushed, and Kate's been through a horrendous one where it was just like so I I very much appreciate just your honesty and being like, hey. We pride ourselves in doing it right Yeah. Because then it's a clean clean data in, and it's clean data coming out of it.

01:24:39 - [JESS_FOURY]
Yeah. And we didn't get into all the complexities with Canada, but there are a lot. Yeah. Yeah. And that's why I was talking with some of my teammates of, like, do we have a compliance? Do we have this? Do we have that? Like, yes. We have all those things in Canada. So I feel very confident that if we were to form a partnership, you would always wanna pick up my call, and we would we would be happy together. But, yeah, outside of that, we're UKG is very transparent. If you have a platform, we've created the website. You know, there's reference letters. There's recordings. All of this stuff will be on there where you guys can access it at any time. But, yeah, let you guys get get back to it. I am going to be on vacation next week with the fam. We're gonna go to Zion National Park. Absolutely. Completely random vacation for us that we've never went at West. So I will have access to my phone. It it goes with me everywhere, as you all leaders know. So just let me know. Happy to to help direct. And that's why Lauren and some of my team are are here today as well. That way, they can step in if you need something. Appreciate that. Yeah.

01:26:03 - [LISA_LAW]
Thank you. Thank you, Lauren. Thank you.

01:26:07 - [JESS_FOURY]
Okay? That sounds good. Yeah.

01:26:09 - [SCOTT_WARNER]
Appreciate that.

01:26:10 - [LISA_LAW]
Mhmm. Thanks for all the gummies and the the bundt cakes. Mhmm. Yeah. Mhmm.

01:26:14 - [JESS_FOURY]
Hey. They're they're getting shit.

01:26:34 - [BARBARA_BEMENT]
Thank you, Brent. Thank you.

01:26:35 - [JESS_FOURY]
Thank you, guys.