Latest / Buying Local Podcast / Simplifying Payroll: Why Smart Contractors Are Turning to PEOs | Buying Local #69

Transcript

Simplifying Payroll: Why Smart Contractors Are Turning to PEOs | Buying Local #69 · Buying Local Podcast

• 0:00
  Welcome to buying Local. I'm your host, Mike Nelson from
• 0:03
  5 Towers Media, joined by Nick. You know I'm going to mess up.
• 0:09
  I'm going to try it though, Nick, because I often, I often
• 0:11
  don't even try. But we're going to, we're going
• 0:12
  to try it, Nick. Scroba, Scroba, Scroba.
• 0:16
  That's perfect. It's I've heard a lot worse, so
• 0:18
  I will Scroba. I'm good with it.
• 0:22
  We've been hanging out too much. How do you, how do you, how are
• 0:26
  you supposed to say it, Nick? Scroba.
• 0:28
  Scarola. OK, OK.
• 0:30
  My main relatives, it's Scarola. They like they use the
• 0:33
  Ukrainian. The Ukraine, Yeah, but it's
• 0:36
  funny because anyone that listens to the show often enough
• 0:38
  knows I almost never attempt to say people like I I the last
• 0:42
  episode I recorded is with an old friend of mine, Jacques
• 0:46
  Equi. Equi A damn it.
• 0:48
  Sorry, Jacques, but I, I don't know why I struggle so hard with
• 0:52
  names, man, and I hate butchering them.
• 0:53
  But I guess it's, I guess it's my thing here.
• 0:56
  It's my shtick. So, Nick, you're, you're with a
• 1:00
  a company and called People Ease and I'll, I'll let you explain
• 1:05
  what people Ease is and what you guys do over there.
• 1:08
  Yeah, no, absolutely. Yeah.
• 1:09
  So we're a professional employer organization, but we're unique
• 1:12
  in the industry. So majority of the PE OS or HTMS
• 1:16
  companies, they're going to be more about benefits and focusing
• 1:20
  on that piece where we're we're we're comp driven.
• 1:22
  So we're APEO for the blue and Gray collar.
• 1:25
  We're not. We can write white collar, but
• 1:28
  we're not interested in taking a $10 per 100 code like an 8810.
• 1:34
  We want the more tougher codes that it's going to, it cost
• 1:38
  employers a little bit more to have the electrician or a
• 1:42
  construction worker or a laborer.
• 1:45
  We want those because we can really show a great value not
• 1:48
  only on the savings but on the services behind that.
• 1:53
  Very nice. And now people ease is a
• 1:56
  regional company, right? Is it like East Coast?
• 1:59
  I think national. Company, Yeah, we're national.
• 2:02
  We do operate in all 50 States and from, you know, East Coast
• 2:07
  to the West Coast. And I happened to sit here right
• 2:10
  in New York with this is where I'm from.
• 2:13
  I actually grew up in Corinth, NY.
• 2:15
  That's where I graduated high school, then stayed in New York,
• 2:18
  went to SUNY Potsdam, and then after, you know, after college,
• 2:22
  I did some, did some travel and lived in various areas.
• 2:26
  I've lived in Vermont, Boston, Florida, outside of Philly, and
• 2:31
  then came back here in 2018, end of 2018.
• 2:36
  It was just chasing promotions and chasing money really is what
• 2:40
  I was doing. But you know, I fell into this
• 2:43
  industry in Florida. It was new to me, but I've just
• 2:48
  saw the impact that it has on the business owners.
• 2:53
  Not only have I seen them blow out their 5/10/15 year goals
• 2:57
  after they became clients of ours or mine, but I just seen it
• 3:02
  just make their lives easier. And seeing that and selling into
• 3:08
  all the, the big cities that I, you know, just named, I was
• 3:12
  like, that can work here too in this area.
• 3:15
  And that's that's, that's really my main focus.
• 3:19
  Well, you know, you you passed the first Test for proving that
• 3:22
  your local when you said Corinth.
• 3:24
  So you know that's everybody knows now, right?
• 3:27
  They're like, oh, OK, yeah, he's definitely a local guy for.
• 3:30
  Sure. So you tell whatever, Yeah.
• 3:37
  So, you know, let's talk about PEO.
• 3:39
  Because it is, I still think there are a lot of business
• 3:45
  owners that don't necessarily understand PEO, what it is, what
• 3:50
  it does, why they would want that as opposed to going a
• 3:53
  traditional route with their employees.
• 3:55
  Can you can you kind of give us the rundown on that?
• 3:58
  Yeah, Yeah. So most PE OS there's there's
• 4:01
  four really core pieces that it's going to be.
• 4:04
  It's one's going to be the workers comp, it's going to be
• 4:06
  payroll, it's going to be compliance, and then it's going
• 4:09
  to be your, your support, whether that be benefits or or
• 4:15
  any other type of support that you need.
• 4:18
  But it's just relate to the employees That what, what makes
• 4:20
  it nice is that the the back office things that need to be
• 4:24
  taken care of, like making sure that your payroll taxes are paid
• 4:27
  on time, making sure that your handbook is up to date and has
• 4:32
  the most recent law changes. COVID, we saw so many different
• 4:40
  laws go into place during that time just because we're living
• 4:44
  in a different world, right? And people aren't going in the
• 4:46
  office, they're a remote. So now these office workers now
• 4:50
  had to have some sort of telecommuter policies.
• 4:54
  So these things change and these laws change frequently and
• 4:56
  they're not really necessarily in the news all the time.
• 5:00
  Things like hairstyle and you know what, what, what determines
• 5:04
  discrimination. Now there's different things
• 5:06
  that used to be just sex, age, religion, the sexual
• 5:10
  orientation, right? We're the main, but there's some
• 5:12
  others that fall into that. So a people ease allows you not
• 5:17
  to worry about that and just worry about driving your
• 5:21
  business. And that's what you majority of
• 5:22
  the business owners got in the business to is to run the
• 5:26
  business because it's something that they like to do and they
• 5:31
  want to continue to grow. So we, we offload that for you
• 5:35
  and, and let us handle the back end that that's tough stuff.
• 5:38
  And then it's a one call, one, one call versus making four
• 5:42
  calls or five calls, right? Who has my workers comp?
• 5:46
  Oh, I got to call down. We just had a claim.
• 5:48
  All right, who, who's, who's, who's my CPAI got to make sure
• 5:50
  that they, they file my taxes, right?
• 5:53
  One call support team just really makes makes makes life
• 5:59
  easier. Yeah, which I know speaking as a
• 6:02
  business owner, we all like our lives to be easier.
• 6:06
  And I, I feel like we've been, you know, the, the age that
• 6:10
  we're in business wise that the, the outsource solutions like
• 6:13
  this are becoming paramount to the success of organizations.
• 6:17
  You know, where years ago you used to try to in house or you'd
• 6:21
  have a, a business owner like myself with a small team, they'd
• 6:23
  be trying to do all the work and, and probably not doing it
• 6:27
  correctly or doing it well. I think every time I talk to
• 6:30
  you, you say something to me. I'm like, oh, I, I don't know if
• 6:33
  I'm doing that actually. Anyway, you know there's a lot
• 6:36
  to worry about. Right, and the majority of
• 6:39
  companies will, even if they do hire an HR person, that HR
• 6:42
  person is more like an HR general and their, their job is
• 6:45
  to answer the employees questions and to the
• 6:49
  satisfaction of the businesses requirements, right?
• 6:53
  They're really not there to process payroll.
• 6:56
  They're really not there to worry about.
• 6:59
  Did, did the taxes change? Did the FICO rate change?
• 7:02
  Did the federal unemployment tax rate, state unemployment?
• 7:05
  Those things are not, that's really not what they're meant to
• 7:08
  do, which is who would you people believe?
• 7:10
  Because we're such a unique PEO that we have no, no issues, you
• 7:14
  know, working. If you did have a third party,
• 7:16
  let's just say you had ATPA or you had a bookkeeper or ACPA
• 7:19
  that you know, that did process your payroll, we have no problem
• 7:23
  giving them access to their the information that they need based
• 7:27
  off of what you tell us to give them access to.
• 7:30
  Or some come in and they're like, hey, you can get rid of
• 7:32
  your HR department. We're not like that.
• 7:36
  We'd rather work with them. And one thing I didn't talk
• 7:39
  about what I was thought you called the PEO.
• 7:40
  It's a cost seq as well too. It's like buying them bulk going
• 7:44
  to BJ's going to Costco's. You know, you're by you or you
• 7:47
  rundown to Stewart's, right. So since we're local, we can do
• 7:50
  that. If I go to Sam's Club, BJ's or
• 7:53
  whatever and I buy paper towels, I buy a big, big package of
• 7:56
  paper towels. I probably can get those for
• 7:58
  maybe $0.50 a roll. That's to say you have to run
• 8:01
  down to Stewart's and a pinch. That's going to cost me 3 to 4
• 8:04
  bucks for that one, one roll, right?
• 8:06
  So that's the buying power that we have and that's why we're
• 8:10
  able to do that cost saving. It's because we take our whole
• 8:14
  body of what we call worksite employees and we use that to
• 8:19
  benefit our clients because we say, hey, we're doing X amount
• 8:23
  and premium with you. We need better rates on these
• 8:25
  codes. Yeah.
• 8:28
  And that, that was something I was going to ask you about,
• 8:30
  right. Is that one of the benefits to
• 8:32
  the PEO is that you're able as an as a, a business owner, I'm
• 8:38
  able to get a discount because of the number of people that you
• 8:42
  guys have in how to how to phrase that, right.
• 8:46
  Like you're basically packaging all your clients employees into
• 8:50
  one pool, right? Is that is that a way to say
• 8:54
  that? Perfect way to say it yeah and
• 8:56
  and one pool. So when we we have a bigger
• 8:59
  negotiating power now, right, I'm going in we have 80,000
• 9:03
  worksite employees across the country.
• 9:05
  So when we go into our carriers and our vendors that we use,
• 9:08
  hey, we have this, we have we look real big to that.
• 9:13
  So if. You want to.
• 9:14
  Keep us if you want to keep us, we need better, better rates
• 9:18
  from you because our clients are demanding that.
• 9:21
  So it's it's a perfect it's you know, it's I acquitted to like
• 9:25
  GE, right? Like GE when GE was humming
• 9:29
  right back in the 60s and 70s like they were a huge head
• 9:33
  thousand some odd employees. They're certainly getting not
• 9:36
  only better rates, but better service from whoever vendors
• 9:40
  they're using than a general store.
• 9:45
  So I grew up Enos Enos general store was, was was my go to,
• 9:48
  right. So like they're getting better
• 9:50
  rates because Enos had two, two employees, maybe 3.
• 9:53
  Shout out to South Korea there. It's the same, it's the same
• 9:59
  concept, but this is out on a nationwide.
• 10:02
  So again, if you needed to move you, you, you landed a job,
• 10:07
  let's just say in Vermont or Connecticut or Pennsylvania, you
• 10:11
  don't have to give us a call and be like, hey, I need to get this
• 10:14
  endorsement on my workers comp policy.
• 10:16
  It's already because it is a nationwide policy.
• 10:19
  So you just, you just worry again, one less thing for them
• 10:22
  to do or their admin to do, just going land a job and work.
• 10:27
  Just let us know, hey, these guys are going to be in
• 10:29
  Pennsylvania, right? Yeah.
• 10:33
  So that's a huge advantage to contractors, especially like you
• 10:36
  said, right, that are working in multiple States and and not
• 10:40
  having to navigate the bureaucratic nightmare that I
• 10:43
  imagine it must be in order to make sure that your employees
• 10:47
  are properly covered. And we go have to register in
• 10:49
  that state because we're already a register employer because what
• 10:52
  you do Co employment model. So you come underneath our FBI.
• 10:55
  Yeah. You know, for the purposes of
• 10:56
  those big, you know, the big business benefits people use as
• 11:00
  an employer of record, but all of our clients maintain control
• 11:03
  and direction of their company, which just makes make again,
• 11:07
  makes life a little bit easier for them.
• 11:08
  It allows them to expand their footprint a little bit.
• 11:11
  And it's likewise with, you know, we do partner with a lot
• 11:13
  of like partners either, you know, insurance brokers or Cpas
• 11:18
  and our bookkeepers and I've talked about them a lot, We
• 11:20
  partner with them too. If they don't necessarily have a
• 11:22
  license, let's just say they have a friend who just move out
• 11:24
  to Missouri. He, he or she wants to start a
• 11:27
  new business. They don't have any license out
• 11:30
  there. But we're not an insurance
• 11:31
  company or PEO. So they can still bring that to
• 11:35
  people ease and we'll be able to put a price on it and they'd
• 11:38
  still get paid commissions on it, you know, on the referral
• 11:40
  side. So it's pretty cool what we do.
• 11:44
  Yeah. And I know one of the things you
• 11:47
  and I have talked about in our conversations is kind of the,
• 11:50
  the misnomer that people are like, wow.
• 11:52
  But you know those, they're not actually my employees if I'm
• 11:55
  using a PEO, right. I I feel like we should probably
• 11:58
  speak to that in case one of our listeners is saying that very
• 12:00
  thing. Yeah, that is that's the old way
• 12:04
  of PEO. So it used to be called employee
• 12:06
  leasing. So basically that's that's how
• 12:09
  it worked. The the the employer would give
• 12:12
  their employees to the PEO of the time and they'd lease them
• 12:15
  back to that employer. So they lost all that control
• 12:19
  because they're only they're only thing they're showing on W
• 12:22
  twos is that the PE OS their employer record and that's it.
• 12:27
  So it was more difficult to get out of those arrangements.
• 12:29
  But there was a lot of lawsuits back then.
• 12:34
  I'm talking like the 80s and early 90s and a lot of the PE OS
• 12:41
  who weren't doing that just shipped it to me seeing and the
• 12:44
  ones who were, we just shipped it to a Co employment.
• 12:46
  Hey, we can still operate both ways.
• 12:48
  I might just there's a lot that went on behind the scenes as far
• 12:52
  as like laws that you know, that our associations wouldn't fight
• 12:56
  war to make sure that that we could do it that way.
• 12:58
  But yeah, no, they're your employees.
• 13:01
  They will always be your employees.
• 13:04
  It's even in our agreement, right?
• 13:06
  There's no solicitation of either either side that you
• 13:08
  can't solicit me to come work for you if you're a client of
• 13:11
  mine and I can't solicit your people to come work for me.
• 13:14
  Yeah, yeah, it's, it's a, a pretty, I don't know, a pretty
• 13:22
  wild thing to think about that that whole process and how that
• 13:26
  used to go. So with the IA question that
• 13:33
  came up in my brain, sorry, I'm stumbling a little bit on my
• 13:36
  words here. A question that came up in my
• 13:38
  brain when you were talking was, you know, from APO standpoint,
• 13:43
  are you involved in the hiring and firing side of things if the
• 13:47
  if your client wants to or do you stay away from that?
• 13:49
  How does that work? No, we stay away from it.
• 13:52
  But what we can do is we can give you best practices, right?
• 13:56
  Hey, these are the things that have worked because we work with
• 13:59
  so many of the same industries. We can help with job postings be
• 14:03
  like, hey, listen, these guys just had to hire on 20 people.
• 14:07
  This is what their job listings look like.
• 14:09
  Not only that is if you come on to us, you still have, even if
• 14:12
  you don't take any of our benefits, like our medical
• 14:14
  benefits or anything, your employees would still have
• 14:17
  access to our ancillary benefits.
• 14:19
  So if they wanted to go get a four O 1K vision, dental, all
• 14:23
  the, you know, gap coverage, all that, they can still have access
• 14:26
  to it. So now you can add that to your
• 14:29
  job post as well too. You have access to pet
• 14:32
  insurance, blah, blah, blah, you know, all these smaller things
• 14:36
  that do impact people. So it just allows your talent
• 14:40
  pool to grow because people who are looking for specific things
• 14:45
  can get them just by just by the employer partner with us and
• 14:51
  they don't have the fun towards it, you know?
• 14:53
  Yeah. So it'll makes it more
• 14:55
  interesting and what? About, you know, obviously as a
• 14:58
  PEO you're covering a lot of stuff, but that's not the only
• 15:02
  thing that you guys do, right? Like people ease does quite a
• 15:05
  few things. Can you kind of expand or unpack
• 15:09
  that a little bit as far as the different kinds of ways that you
• 15:11
  help blue and Gray collar businesses?
• 15:14
  Yeah, it's specific to the blue and Gray MLN industry too.
• 15:17
  It's like workers comp is our work, comp is our driver, right.
• 15:20
  So we work we every, every one of our client is has a risk
• 15:23
  mitigation team member part of it.
• 15:27
  So some of the statistics on that side are that, you know, we
• 15:30
  are closing claims 70% faster than the open market and we're
• 15:34
  closing at 30 to 35% less than the open market.
• 15:38
  Not only that, we have a return to work program.
• 15:40
  So as you can imagine, a lot of the blue and Gray collar
• 15:43
  businesses that we work with, they don't have a light duty,
• 15:46
  but we do and you can utilize ours.
• 15:49
  We typically put them in with a nonprofit and they'll check
• 15:52
  somebody out at a cash for their weather, goodwill, Salvation
• 15:55
  Army, things of that nature. So it helps keep that cost of
• 15:59
  the claim lower because whatever that nonprofit is paying that
• 16:03
  person to work there on that light duty, the insurance
• 16:06
  company, essentially the business owner is only
• 16:08
  responsible for that difference. So we can help keep driving
• 16:12
  their MOD down by having lower claims.
• 16:15
  And the one thing it's very important in the insurance
• 16:18
  industry and then talk to any insurance professional is that a
• 16:21
  close claim is a known amount and a claim that is still open.
• 16:26
  It's an unknown. And that puts trepidation and
• 16:30
  some actuaries, right? Because we never know what's,
• 16:33
  what's that final number going to be?
• 16:35
  So if we're closing these out, you, you already know and we can
• 16:37
  give you indications, hey, your mod might go up.
• 16:40
  And, and Speaking of workers comp mods, there's, there's a
• 16:43
  lot of contracts that are out there, whether it be state,
• 16:45
  local or private contracts that require a certain workers comp
• 16:49
  modification. It's typically 1.0 or less.
• 16:53
  Let's just say you have one shot loss one day, it's a windy day,
• 16:56
  you guys are up on the ladder. Whatever the case would be, you
• 16:58
  fall off, get hurt and your mod goes up over 1.
• 17:01
  Now you lose that contract, but if you partner with people these
• 17:04
  who inherit our workers comp mod which is well below 1 and you
• 17:09
  can continue to keep that contract.
• 17:12
  That's interesting. I didn't know that that was I
• 17:14
  didn't know that that's how it worked.
• 17:17
  I Speaking of like, you know, the, the more we'll say
• 17:22
  challenging things when it comes to workers comp as I'm just
• 17:25
  wondering, you know, I've, I've, you know, I have a lot of
• 17:28
  contacts with contractors in different areas of, of the
• 17:32
  trades. And, you know, roofing is one of
• 17:35
  those things, right? Where I hear like I, you know,
• 17:37
  getting workers comp or if for the contractors that are doing
• 17:40
  certain kinds of work, they have to make sure that they're not
• 17:43
  getting on a roof cause their workers comp won't cover it.
• 17:46
  What I mean, are you guys able to cover pretty much all of
• 17:50
  those industries? Like do you have any kind of
• 17:52
  limitations on what you can get coverage for?
• 17:55
  We do, we do want at the roofing just 'cause you brought up
• 17:58
  roofing, we do on residential, OK, over 2 stories.
• 18:01
  But commercial we're we're 100% behind it.
• 18:05
  If there's like an 8515 split 85 commercial, 15 residential, it's
• 18:09
  that pitch roof versus the flat roof that there's some others
• 18:16
  industries that we won't like. So if there's any sort of like
• 18:19
  mold remediation, even though we're a preferred vendor for
• 18:23
  Surf Pro, but SERVPRO, majority of them, they sub that out to
• 18:27
  somebody else like mold remediation or asbestos removal,
• 18:30
  those types of things. And can't do any of like the
• 18:33
  government entities can't do firemen.
• 18:36
  We can't do cops those, those, those may and paramedics.
• 18:42
  But we can do like agency. I mean, we can do like a school.
• 18:45
  I mean, I'd say government. I just met like those personnel
• 18:48
  up there and we just opened up armed guards.
• 18:51
  So before armed security guards before we weren't able to do
• 18:54
  them. Now we can do it.
• 18:56
  That was as of the end of January.
• 18:58
  We're not able to go in that there's some stipulations to it.
• 19:01
  They just have to have training. They have to be in business for
• 19:04
  at least two years. I want to say training and not
• 19:06
  like firearms training, whoever and those types of things.
• 19:10
  We're you're not, you know, those are some standard markets
• 19:14
  do those, but a majority of the time you got to, you got to go
• 19:16
  outside of that, whether it's a safety group or a, or the state
• 19:20
  fund to get coverage there. But then you run into that issue
• 19:24
  if there is a claim, right? Because those, those groups,
• 19:27
  especially the the state fund, they're inundated with claims.
• 19:32
  So they're, they have a tough time getting them closed out
• 19:34
  just because of the near volume. It's not anything you're doing,
• 19:38
  it's just the volume because if you're in the state fund as a
• 19:41
  business, you've had some pretty significant losses.
• 19:44
  That's that's why you're there for the most part and you're
• 19:48
  paying for it. Be there, whereas you can come
• 19:51
  to us and we can make sure these are closed.
• 19:54
  Interesting. Now what about things like so
• 19:57
  worker's comp is you know big driver for you guys are you, do
• 19:59
  you get into the payroll services?
• 20:01
  Do you do that for the for your clients?
• 20:03
  That's all part of it, or? Yeah, yeah.
• 20:05
  The only two requirements for us are workers comp and payroll.
• 20:07
  And we do take care of the payroll.
• 20:09
  We, you know, we file all the federal, local and state taxes
• 20:12
  for all of our our clients and we just handle that on our end,
• 20:17
  saving on the compliance side. So all your OSHA posters, your
• 20:20
  labor posters that you need, you can get them from us.
• 20:23
  We do employee handbook reviews and and rewrites if need be.
• 20:29
  We have a whole library of different types of trainings,
• 20:34
  not only just related to the HR part.
• 20:36
  So obviously New York State, you have to have your sexual
• 20:38
  harassment training every year. We have those, but also on the
• 20:43
  safety side as well too. We have a bunch of different
• 20:47
  training programs. Especially if you're getting
• 20:49
  into something newer. It's just, you know, trying to
• 20:53
  think, I don't trying to think of, you know, something of that
• 20:58
  nature. Let's just say you're a
• 21:00
  logistics company, right? But you've never done
• 21:02
  warehousing before. You just, you just move, you've
• 21:04
  moved boxes, Then all of a sudden you picked up, you know,
• 21:07
  you picked up a larger contract and they want you to move stuff
• 21:12
  from the West Coast to the East Coast, but you want to house it
• 21:14
  in between because you you want to have your warehouse stocked
• 21:19
  with it stuff so you can just pull it real quick.
• 21:22
  We have all that kind of information of, of different
• 21:25
  safety policies that you would need to look out for as a
• 21:28
  warehouse manager or warehouse owner.
• 21:32
  So there's just tons of tons of different information.
• 21:36
  Real. I mean, I know I keep going back
• 21:39
  to workers comp. I think you guys are getting the
• 21:41
  theme here that we're here, but we have like real time claims
• 21:44
  information as well too. If you, you do have a claim.
• 21:47
  So at any point you could call us and be like, Hey, your claims
• 21:50
  analyst actually, you know, and be like, Hey, what's going on
• 21:53
  with this? We're the patient advocate.
• 21:55
  So the, if an employee is hurt, it's our, it's our
• 21:58
  responsibility to make sure that we're following up with that
• 22:00
  employee that they're going to their physical therapy,
• 22:02
  occupational therapy, whatever they're supposed to be doing,
• 22:06
  making sure they're going a doctor's appointment.
• 22:08
  And so again, another alleviation of a task that
• 22:12
  somebody within that company would have to do.
• 22:15
  Yeah, I was going to say, it sounds like, it sounds like
• 22:17
  you're removing a lot of weight off the shoulders of some, some
• 22:21
  business owners there or some HR departments.
• 22:24
  Yep, yeah, absolutely, absolutely on each front.
• 22:27
  So those, yeah, those are the the main, you know, the main
• 22:31
  features. It really is a heavy lift.
• 22:33
  There's so much that we do that's behind the scenes that
• 22:37
  you're not going to know too that it's just it's kind of
• 22:41
  incredible and especially at the cost point, right, of where to
• 22:45
  be. If I were to hire somebody for
• 22:48
  my company to do that versus me doing it or it's outsourcing it,
• 22:53
  the cost is is so much, so much lower than than than expected.
• 23:00
  Well, I'm like, you know, I always when I, you know, talking
• 23:02
  to people about outsourcing specifically for marketing, I is
• 23:05
  the conversation I have a lot, but I have to assume it's the
• 23:08
  same for you guys. Like when you outsource a
• 23:11
  solution like you don't have to worry about your HR department
• 23:16
  being sick that day, being on vacation that week if something
• 23:20
  happens, right? Like you always have someone on
• 23:22
  call that is going to answer the phone.
• 23:24
  And I mean, I assume normal business hours are probably a
• 23:28
  part of that, but it's, you know, the, it's, you don't have
• 23:32
  to worry about some of those things that come along with
• 23:34
  having an in house employee. And that's a real benefit to
• 23:38
  business owners. I mean, you know, you never know
• 23:41
  when things are going to happen. Exactly, exactly.
• 23:43
  And up in Malay or any of that, We we're, we got it.
• 23:46
  We're here for you, you know, and we, we manage all that for
• 23:49
  you. Yeah, other other asset that we
• 23:51
  could, you know, we get a a employee leave for, you know,
• 23:54
  let's just say they're have, you know, having a kid, you know,
• 23:57
  maternity leave and paternity leave, you want it and we manage
• 24:00
  that for you. That way you just keep going,
• 24:04
  keep pushing through, keep. Focusing on your work, growing
• 24:07
  your business, not getting bogged down in those details,
• 24:10
  right? Exactly, exactly.
• 24:12
  Grow it, drive your vision and mission and just keep moving
• 24:16
  forward and let us handle the the the heavy lifting in the
• 24:19
  back end. Love it Nick, if if people want
• 24:22
  to learn more about people lease, maybe they're interested
• 24:25
  in talking to you about moving their services over to you.
• 24:28
  Where do they find you? How do they get hold of you?
• 24:30
  Yeah. So for for People lease in
• 24:32
  general, if you just look For more information, it's
• 24:34
  peoplelease.com. If you're looking to reach out
• 24:36
  to me directly, you can e-mail me, it's Nick or N Skirova at
• 24:41
  peoplelease.com. So you have to get that.
• 24:44
  We'll make sure we put that in the show notes.
• 24:47
  Yeah. And then I'm, I'm, I'm always
• 24:48
  available on my cell too. Leave me a message if, if you
• 24:52
  haven't called me before, it'll have you saved in it's
• 24:53
  941-224-8981. I'm, I'm literally here to help.
• 24:58
  I'm consult, I'm a consultant first.
• 25:02
  And then, you know, I just want to make sure, you know,
• 25:06
  everything is, is good with you before we would move forward on
• 25:11
  anything. Yeah, absolutely.
• 25:14
  Questions I'm here. That's the whole point and I
• 25:16
  want to just get back to the my community that raised me right
• 25:19
  and that's that's why came back home.
• 25:22
  Love it. Love it, love it.
• 25:24
  Nick, I appreciate you coming on the show, man.
• 25:26
  I, you know, we got to get together for coffee soon.
• 25:28
  I keep saying that to the guests I haven't seen in a while.
• 25:30
  I'm like we got to get together in real life, man, but
• 25:34
  appreciate coming on and spending a little bit of time
• 25:36
  with us and you know, of course, appreciate everybody for
• 25:39
  listening. You can find us at buying local
• 25:41
  dot US. All of our episodes are there.
• 25:44
  You can also search through Spotify, rumble, YouTube and
• 25:49
  Apple podcasts to find the audio versions or the video versions,
• 25:53
  depending on the platform. Appreciate everybody for
• 25:55
  listening and you'll hear from us next week.