How Is your business health? PayChex Pro's with solutions that small business owners will love!

Show Transcript:

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Announcer

And now America's Healthcare Advocate, Cary Hall.

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Cary Hall

Hello, America. Welcome to America's Healthcare Advocate show broadcasting coast to coast across the USA. I'm your host, Cary Hall. This is your show, America. Thank you for joining us and making us one of the most listened to talk shows throughout the United States. Our newest affiliate, KLIN am 1400 fm 99.3 in Lincoln, Nebraska. We're happy to have them on board. Happy to be in the cornhusker state and broadcasting across Nebraska. So we want to thank them for putting us on the air and becoming part of America's Healthcare Advocate family. If you want to follow us, you can do that on Facebook, Instagram. It's America's Healthcare Advocate. Pretty easy to do.

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Cary Hall

And we are on 12 podcast platforms now in the last 28 days. I want to thank all of you out there. We had 88,000 people download our podcasts and listen. So this thing is growing, is growing dramatically. The podcast platforms are Pocket Cast, Spreaker, Spotify, Google Podcasts, RSS Feed Podcast, TuneIn. Apple Podcasts, Listen on SoundCloud, Stitcher, Overcast, Pandora, Amazon Music and we have our own YouTube channel.

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Cary Hall

We had 192000 minutes of YouTube downloaded, so we're pretty pleased with the way this is going. In addition to that, obviously, we keep adding more radio stations, so we thank all of you for listening to the show. And if you hear a show and you want to go up and tell somebody about it, this one today is going to be pretty interesting.

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Cary Hall

We've got Brian Wright back in studio with his boss, Ryan Dingley, here. Welcome, guys. Glad to have you both on board. Thank you there from Paychex. We're going to be talking to, you know, most of you folks out there that are small business owners know the problems you face. That's why we Brian's been here before. And these shows get a lot of interest when we put them up. I think this one today is going to get a lot of interest as well. So that's why we're doing this.

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Cary Hall

If you are looking for Medicare coverage, you're chronologically challenged. You can call the lovely Joyce Thompson or Carolee Steele over at our RPS Benefits by design 877 385 2224. That's anywhere in the country they can help you if you're looking for a medicare plan. If you're looking for one of those special need Medicare plans, they can help you with that. Also, if you're looking for an ACA, individual health insurance plan 877 385 2224 Like I said, the lovely Joyce Thompson or Carolee Steele, they can help you anywhere in the country get something that's going to work for you.

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Cary Hall

All right. So I said, you know, when I started out in this segment the purpose of doing this is to talk to small business owners out there that are under a lot of pressure and compliments of the current administration. They're going to be under more pressure.

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Brian Wright

Yes, they are.

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Cary Hall

It's just because we're hiring 89,000 new IRS agents and there aren't enough billionaires and millionaires out there for 88,000 IRS agents to focus on Brian. So right where they're going to focus is I don't care what your what you're hearing out of Washington is they're going to focus on people that are, you know, you know, Subchapter S, LLC Partnerships, C Corp's. That's where they're going to go. Do you agree or disagree with that?

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Brian Wright

I agree with that. The I mean, with hiring 87 or 89,000 IRS reps, it's going to put more pressure on the small business owner. I mean, when you're a small business owner and you got into small business, you weren't thinking about, oh, I got to deal with the IRS, I got to deal with employee benefits, I have to deal with keeping my employees happy and healthy. So I get the production I need as a small business owner. So when they get into the business, they find out that they spend half their time in what I call the minutia and which is not focus on what their carrot is or what they're manufacturing or what they're making or building or what their service is that actually drives their revenue. So small businesses face a lot of challenges in the marketplace. And I'm talking in the segment between, you know, the 10 employee small business all the way up to the 35 to 50 employee, small business owner.

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Cary Hall

Yeah. And Brian there seems to be, you know, especially in the last three years with the current administration, more and more regulation coming down out of Washington, D.C. It seems like these folks like to regulate.

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Brian Wright

Yes, they do like the regulator. It's nonstop.

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Cary Hall

Absolutely. Yeah. So so I think I think we're going to see more of that. I don't think we're going to see less of it. And so what winds up happening is you have to navigate this. And, you know, if you you know, I've been there, okay, I got that t shirt. You know, I've had, you know, multiple small businesses. We've been very successful. I've been very fortunate. But I'll tell you, when you're dealing with government agencies, I don't care whether it's the IRS, the Department of Labor or who it is, it helps to have a pro. And that's that that's where you guys come in and you're kind of you do the blocking and tackling for the small business guys. So if you're running a restaurant or you're running a garage or or you've got a tire store, you're selling tires or whatever it is you're doing a manufacturing facility, you just set it, you can focus on doing that and not have to worry about who's got your back. Right?

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Brian Wright

Right. And, you know, an H.R. plays a big role in this whole process, too. You know, with us, you have dedicated h.r. Professionals that are at your disposal. So what? A lot of small business owners without outsourcing this aspect of your business is they would call their attorney and get billed at $300 an hour for an HR question. And their H.R. buddy is a business guy in a tax or maybe a tax, a guy or something like that, and is like, well, I'll refer it to my other buddy who is in H.R. And with us, it's like it's a single phone call. You have an h.r. Professional that maps out a plan. Could be a quarterly plan, a monthly plan that actually drives revenue to your bottom line. If you do H.R. correctly, that actually builds revenue for your business because less regulation and you're always in compliance.

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Cary Hall

So. So let's just start with that. Okay? So and I'll bet you that half you out there in the audience, I'm going to say this, not that half of you, this applies to a bit half. You don't have an employee handbook. Now, I know you're shaking your head. Yes. So let's just start with something as simple as an employee handbook that you guys step in and do what in that case?

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Brian Wright

We actually can customize your handbook for you to your to your culture to figure out, you know, how you first of all, we start with the federal regulation, state regulations, because the state of California is much different than, say, the state of Missouri.

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Cary Hall

It certainly is. Yeah.

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Brian Wright

Yeah.

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Cary Hall

The Ryan's laughing.

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Brian Wright

Yeah, yeah, yeah. I mean, it's really different people. Yeah. In New Jersey.

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Cary Hall

You're listening out there in Palo Alto and all the other places. The facts are facts.

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Brian Wright

Yeah. And then you can go to the East Coast. New Jersey is another difficult state to deal with. So to do business in the state. So we're set up for all 50 states as for regular regulatory reasons. So when you're a small business owner and you're like, Well, I going to talk to business owner, I go, Do you have a handbook? Sometimes it's no like you said, or sometimes it's, yeah, I have one. When's the last time it's been updated? Five years ago.

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Cary Hall

Really? I was going to say ten. But anyway, you could be.

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Brian Wright

So then you run into the situation. I go, Do you realize if you were to get audited, you know, it just takes one employee to file a an unemployment claim that goes wrong or the Department of Labor claim and next thing you know, you got the IRS or someone in the Department of Labor in your business, and they're like, where's your handbook? Or if you ever got yourself into a employee issue or you maybe had a lawsuit come against you? Well, the first thing the opposing attorney has for us let me see your handbook and they're looking for is your handbook updated? Because that's a red flag that.

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Cary Hall

Even exists or.

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Brian Wright

Yeah, or does it exist? So we go in and help you. Regulatory set all that up. Make sure you got a handbook that's in play that's current, and we review it every year and it should be reviewed every year.

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Cary Hall

Every year.

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Brian Wright

Every year. You because because you said it earlier in the segment that the IRS is always changing reflect new regulatory stuff. We're hiring 87,000 new agents. So it changes quarterly, probably, but you want to update it annually, at least even if you're not outsourcing to a company like Paychex or anybody else. At least have your attorney or labor attorney review your handbook. That's very, very important.

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Cary Hall

Yeah. And if you don't have one yet, one, you should probably be thinking about this pretty quickly. Yeah, because it's definitely not. You don't want to be the guy or the gal that says what employee handbook, right?

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Brian Wright

Yeah. So I mean, yeah. So you want to make sure you're up to date with that because that protects your business. Another thing that ties into what we do is we also provide companies what we call EPLI insurance, which is employer practices liability insurance, which protects a business for a wrongful termination suit. Any new business owners that have been through a lawsuit, through an employee, you know what I'm talking about.

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Cary Hall

Oh, we had this happened to us. It happened to us twice.

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Brian Wright

Right. And so how painful was that?

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Cary Hall

Well, it was it was painful. We had an attorney that represented us through the insurance policy, and it got resolved. Okay. But these were these were claims made by two people in two different times this happened. They were totally false. They were disgruntled people. They had been terminated. They turned around and went to the state of Kansas. And the state of Missouri had have won each okay.

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Cary Hall

And we won both cases. But it was not a fun process.

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Brian Wright

Right. And it cost you money, too.

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Cary Hall

Yeah, well, we're fortunate. You know, the the insurance carriers you just named, right? Stepped in. They provided legal counsel and they handled it. We had to go to the hearing, but they handled all of it. And it was if they had an I don't know what we would have done.

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Brian Wright

Right. You would have been. Yeah.

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Cary Hall

Yeah, it would have been very, very difficult.

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Brian Wright

Yeah.

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Cary Hall

So painful enough as it was. Yeah. But the point is we're going to come back after the break. I'm going to ask him to repeat what that policy is and what you need to do to get that. So we'll be right back. You're listening to America's Healthcare Advocate . Broadcasting here on the HIA radio network coast to coast across the U.S. Stay tuned. We've got more Brian Wright in-studio today with his supervisor, Ryan Dingley. We're happy to have them here from Paychex. Stay Tuned!

00;09;52;09 - 00;10;50;25

Steve Kuker

the Golden Rule, treat others as you want to be treated. I'm Steve Kuker and this is one of the founding principles of my firm, Senior Care Consulting. Since 2002, our value statement has included honor, our mother and father, respect our elders, care for those in need, and treat your family as our own. We've been honored to help hundreds of families make one of the most difficult decisions they could ever make, serving them in their greatest time of need. If you're looking for someone who can provide you experienced and objective guidance when searching for a senior care community, reach out today and discover the services of Senior Care Consulting at 913 945 2800. Know your options and choose with care that senior Care consulting dot com.

00;10;53;18 - 00;11;54;14

Cary Hall

Welcome back. You're listening to America's Healthcare Advocate show broadcasting coast to coast across the USA. Here on the HIA radio network. You can find out more about us by going to the website of America's Healthcare Advocate dot com. All the shows are posted on the podcast platform. So maybe you've got a business partner you've been talking to. You know, we need to get rid of some of the stuff we keep trying to do the stuff ourselves. We're having problems. Hey, yo, go up, have them go listen to the show. They'll be able to listen to Brian, listen to Ryan talk about the services Paychex delivers and what you may or may not want to do. It's all up there. So that's the purpose of putting it on 12 podcast platforms and YouTube. If you want to reach out to Brian directly. 913 206 4645. Or you can go to the website Paychex.com that is their national website. But if you want to get a hold of Brian right here in the Kansas City metro, it's 913 206 4645. So let's go back to this EPLI, I want to make sure I got that right.

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Brian Wright

Yep. You got.

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Cary Hall

Here. Okay. Yeah. So explain again, explain that piece of insurance and why you guys bring it into the package and why it's important for the employee employer to have that.

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Brian Wright

That is correct. It's EPLI, Employment Practices Liability Insurance. It's set up to protect a business for sexual harassment claims, wrongful termination claims, age discrimination claims, anything that could come against your business. We actually cover the employers. We're now it's just a deductible. The average employee claims 80, 90, $100,000 when these things are in place. So I don't think a lot of businesses have, you know, let's write a check for $90,000, get myself out of lawsuit. Yeah. So the appeal I protect you against that. The deductible could be 25,000. It could be 50,000. If it's a deductible, then it covers the legal legalese. Like Cary you were talking earlier, because you've been through it. You had the insurance, so you experienced it. So our policy also includes cybersecurity. That's part of our policy. So it also protects.

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Cary Hall

That big deal.

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Brian Wright

It is a big deal. I mean, the cyber attacks that happen in this country are daily and so

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Cary Hall

Yeah, hourly, minute by minute.

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Brian Wright

Yeah, they're frequent. So the cybersecurity is in place also to help the business owner with cybersecurity issues that could pop up or arise.

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Cary Hall

So you guys you know, one of the things you talk about is 61% business challenged with the tracking, supporting employees and the four pillars of wellness, physical, financial, mental and social. So let's talk about that a little bit because that's a really you know, that's a real problem right now. You know, businesses are having trouble attracting people. They're having trouble keeping people know and a lot of that revolves around the benefits package. And what are you offering and what are you offering versus, you know, what is Home Depot offering or, you know, how are you as a small business owner competing with $16 an hour or $20 an hour at UPS, whatever the case may be? Maybe you've got a more pleasant environment to work in. Maybe, maybe people would like it's a smaller company. They feel more comfortable there. But if they're not going to if they're not feeling they're being compensated properly and you don't have a package that makes sense, you're going to have a hard time attracting them. So talk a little bit about that.

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Brian Wright

Yeah, that 61% is a big deal. You think about 61% of businesses are struggling in this area. And every time I talked to a business owner, I. What's your number one challenge So far it's been I can't find good talent. I'm hiring or keep my talent. And that all revolves around the well-being and the and your structure of onboarding an employee. The onboarding experience to a new employee is very important because if the onboarding experience sucks and you get your benefits out very well, the contribution strategy to the business owner is not very well. They're going to leave you in three months.

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Cary Hall

Or they're going to go what did I just get into or.

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Brian Wright

What are they just getting on? They walk out the door that same day. So So the pillars of physical well-being, well-being, financial well-being and mental well-being are very important to employers. So how does an employer do that? Well, you mentioned medical insurance, dental vision supplement insurances, disability insurances. But then the key is what your contribution strategy as an employer, what are you contributing to that employee to make their life a little easier? Instead of saying, hey, I'm paying 50% of the single rate of a health care plan versus I'll pay 100% of your rate employee, and then I'll pay 50% of your dependents. It depends on your contribution strategy because that's how you that's how the small business guy competes with the Costcos of the world. The Home Depots of the world is through their contribution and strategy. And but the small business doesn't have access to what a Paychexs does. But through us, they can get those kind of benefits.

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Cary Hall

Okay, So this is the key part about this, people. Yeah. You know, I used to tell people back when I had the agency, and this is the day before we had guaranteed health insurance that they couldn't find health insurance because they had major medical issues, whatever the case may be, go get a job at Starbucks. Because if you walked into Starbucks and worked 4 hours a day, four days a week, you got full health insurance. Same, same Home Depot, that that was kind of like a fallback that we actually used. And the reason those those companies have great health insurance benefits is their 1% self-funded. They have access to a network through a Blue Cross or an Aetna or Cigna or somebody, but they're 100% self-funded. Well, when you've got half a million employees. Yeah, guess what? You can do that, right? Yes, you can. And they're smart. You know, the reason why Home Depot offers health insurance to part time employees is what, So they can get part time employee.

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Brian Wright

So they can keep them, too.

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Cary Hall

Thank you. And so you're working, you know, three days a week, but you got a great health insurance program. Wow. Okay. That's yeah. Now, how do you, as a small business person, compete with that that. And so what you guys are doing is you're leveling the playing field.

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Brian Wright

Yeah.

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Cary Hall

How many people does paychecks overall cover right now across the country? What would you what's the guesstimate, Ryan? Do you have an idea?

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Brian Wright

You're going to be in the tens of thousands. Tens of thousands. Yeah.

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Cary Hall

Yeah. It's got to be.

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Brian Wright

I mean, yeah, tens of thousands across the country. But the thing is, when we're looking at the physical billing, which is the, you know, what are you doing for health care, you also got to focus on the financial well-being of the employee, too. So often Retirement plan, offering financial wellness programs, health savings account, life insurance, student loan programs that helps the employee makes their life easier and makes their experience at that small employer even better. And then you go to the mental wellbeing, you know, with adding an employee assistance program and adding legal counsel or student loan programs to help the employee out. I mean, life happens. And so sometimes, you know, people run into hardship and they don't have no they don't have anywhere to go. So they can call on our EAP program, employee assistance program and ask for assistance. It's confidential. Nobody knows what's going on. You've got counseling. It can be as simple as I just moved into town and I need to find a vet for my dog. I mean, you can use these, or I'm trying to find a college for my kid or an apartment complex for my kid for college. They. That can help you with that as well. All that goes to your mental health wellness.

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Cary Hall

When you as you said and describe that, you know, people look, oh, my God, this is overwhelming. Well, no, it's not. Not at all. Because you're doing it right.

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Brian Wright

Yeah. Yes. To the business owner. I it's that.

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Cary Hall

People they're doing this. You don't have to do this. Okay. And we come back in the third segment. Are we getting it? They're saying that I'm going to go through the menu of what they do. Well, this is an all a carte menu. You can pick X number of things off this menu and we'll get into that in some detail. But the point I want to make here is you're listening to him rattle all this. Off they go. Oh, my God. I don't know. How are we going to do a college loan program or how are we going to do an employee assistance program? Well, that's what you do. So you're bringing all those pieces of the puzzle to the table, which then makes the small business owner look like, wow, these guys really got it together, you know? And when when, when, when a potential employee interview or what do you have and you can lay out a whole package, that's pretty impressive stuff.

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Brian Wright

Yeah, they can. The benefit of this is you can use it when you're trying to retain people. You can say, as a small business owner, I offer a401k, I offer medical, I offer dental and vision and financial programs to help my employees. So people see that that's going to attract them to come to you.

00;18;58;22 - 00;19;12;29

Cary Hall

And that doesn't necessarily mean people that you have to pay for all of that. You've got, you know, you could offer those programs as voluntary programs. You can pay a piece of them. You can pay. No, that's the whole purpose behind this is there's flexibility here. Okay. So if this is what you're looking for, if you think you need help with this.

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Cary Hall

913 206 4645 that's his direct number. You can call Brian 913 206 4645. The website is Paychex.com that's their national website. If you're here in the Kansas City Metro give him a call it a lot easier way to do this Stay tuned. We'll be right back after the break. You're listening to America's Healthcare Advocate broadcasting on the HIA radio network Coast to coast across the USA.

00;19;37;14 - 00;19;39;05

Cary Hall

Don't go anywhere. We've got more.

00;19;39;05 - 00;20;54;05

Cary Hall

Welcome back. You're listening to America's Healthcare Advocate s Show, broadcasting coast to coast across USA. Here on the HIA radio network, you can find out more about us by going to the website America's Healthcare Advocate dot com. My producer, Mr. Darren Wilhite. I'm your host, Cary Hall. Look, you just heard that last segment, right? And he rattled off a whole series of things that you can do. They do dental vision, you know, the EPLI program, the Employee Assistance program, the EAP program, all these things. You're listening to this and thinking, gee, I really need to talk to my partner about this or I need to talk to my partners. If you've got more than one, go to the podcast platform. It's up there. Okay? It'll be under Paychex. You'll know what the show is, okay. And have them listen to the broadcast. That way they can understand what you're talking about and you don't have to regurgitate everything you heard here on this broadcast. If you want to reach out to Brian directly. 913 206 4645. The website is Paychex dot com. So one of the things about you guys that I really like is it's not all or nothing. You don't come in and go hire you out. Yeah we can do this but you got to buy the whole enchilada. You guys as I mentioned in that last segment, we can do this all a cart. So talk a little bit about that.

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Brian Wright

Yeah, we've we've got because of just our our size and who we are, we're able to, you know, get into doing you know, we get on the payroll side. So with technology, we've got best in class technology to help business owners merge their systems. Like a restaurant franchise. They use what they call a POS system. When you go to the restaurant, you give them your credit card, they run it through a system and all that's tied to their payroll and their hours and everything's tied to it. And your restaurant owner is out there. You're going to know what I'm talking about. But we can also merge our payroll system into that POS system that allows them to have technology that allows them to do electronic onboarding, allows them to do electronic benefit onboarding as well, which so you're getting rid of the paper, you're getting rid of the shuffle on the papers and handwritten stuff. Everything's done electronically now. So the system side is something we get heavily involved in. We also deal with workers comp side worker's compensation, which every business has to have in the marketplace. So we're able to help with OSHA training compliance, We're able to help with, again, protecting the business. And because of our size, we're able to get usually lower rates on the work comp and allows them to. I'll give you a great example. I had a client of mine here in Kansas City. I'm not naming names, but they had a pre OSHA inspection and they had us come in and expect his facility's a manufacturer and we found a safety issue that was like if OSHA walked in your door today, you're going to get fined. They're going to fine you for this. And he's like, Well, what's it going to cost me to fix this? So we researched it. It was going about $10,000 to fix this machine. On his side.

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Cary Hall

Would have been 10 to 15 to $20000.

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Brian Wright

Yeah.

00;22;38;20 - 00;22;46;05

Cary Hall

And I know that because I've had clients who went through that same thing that didn't have somebody like you and got their rear end handed to them. Yes.

00;22;46;05 - 00;22;57;06

Brian Wright

So he got we certified it. We he did. He took our recommendation. He did what we told him to do and it protected his business so he didn't have to worry about if you walked in the door, he's like, yeah, I'm safe.

00;22;57;06 - 00;23;47;21

Cary Hall

Thing you guys do can do a pre OSHA inspection for me. That's a big deal. It is a big deal. I mean, this particular company that that was a client of mine they manufactured the cross signs that you see with the lights for railroad crossing. Oh yeah. That's what they did. They they were it was called superior lumen Castings. And I remember very distinctly that the OSHA people came in and they just gave them the most difficult time. And they were there for a long time. And it wasn't a matter of one day. They were there for several days. And, you know, they came after them six weeks from Sunday and it was like I felt so sorry. I just it was two brothers that ran the business. They had it forever. And, you know, these people from when these bureaucracies come in, these government bureaucracies come in, they're they're going to fight. They want to find something because they have to justify their existence, number.

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Brian Wright

One right there. They're So why why are they there?

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Cary Hall

Thank you.

00;23;50;27 - 00;24;23;07

Brian Wright

Yeah. So yeah, exactly. So we help in that arena as well. And that also ties into the h.r. Two. We handle the human resources, and we put an h.r. Plan in place to help protect your business. The ideas within. We're doing the piece of what we do. We're finding ways to offset helping with compliance issues, to help keep you focused on your business so that generates more revenue for you. You know, we get back into the retention again, and which is a huge deal in us right now. And what's it cost you as an employer when you lose somebody? What's it cost? You think about that.

00;24;23;09 - 00;25;21;16

Cary Hall

Well, this is interesting. Reminds me of a so I had a a client that was a group of nursing homes and we went up to do a presentation for for health insurance and actually took Ron Rowe from BlueCross up to do it. I never will forget this. And I said to her, I'm going to guess that your turnover rate is probably pretty high. I said, I'm going to guess you're somewhere between 60 and 70%. And there were four women that ran this and one guy and the older woman who was the mother ran thing, started laughing. She said, No, it's about 106% and I like to fell out of my chair. I'm like, You're churning through that many people in this business on a regular basis. Are there like five or six nursing homes? I mean, and their cost for their health insurance was off the page. And part of the reason was that and the issues. So how you know, so every time you lose somebody that you've trained and put in place and now you've got to go back and do it all over again, that impacts the cost of the business, correct?

00;25;21;16 - 00;26;01;03

Brian Wright

Yep. That is a revenue that will affect your revenue every time. And then you got to hire someone new and then retrain them. That's time and energy. Time and energy in any business equates to revenue. So so that's when you're talking to me and I'm consulting with you. I'm thinking of your revenue and what how do you build revenue back into your business and how do you do that? A lot of the products that we have and do help you do that. And it all boils to an outsourcing solution. So would you rather hire this all in-house and try to figure it all out on your own? Or do you just want to say all outsource this stuff and have everything I need at my disposal and then I can go run my business?

00;26;01;06 - 00;26;06;02

Cary Hall

Yeah. Which is, you know, I always call them working on the business. Not in the business.

00;26;06;02 - 00;26;06;15

Brian Wright

Yes.

00;26;06;15 - 00;26;21;02

Cary Hall

Okay. You know, if you're working on the business and in the business, you're growing your business, you're doing what you need to do. If you're working in the business, dealing, you know, putting out fires and killing rats all day, you're not you're you're not able to focus on the things that are going to make your business do what you need to do. Right?

00;26;21;03 - 00;26;43;06

Brian Wright

Right. Instead of dealing with an issue that's taking taking you, you know, 3 hours of your day or dealing with an unemployment claim that's taken 3 hours out of your day, that could have been 3 hours of prospecting or finding your next client or taking care of a client and getting a client referral or what does that to your business. More revenue. So the things that we do are, especially on the side, are revenue generators.

00;26;43;07 - 00;27;12;03

Cary Hall

So talk a little bit about some of the things you do because you know, from a cost control standpoint, because because of your size purchasing things like workman's comp insurance, liability insurance, health insurance, you offer an array of these services you're buying in bulk. Okay. Is the easiest way to explain that versus, you know, the guy's got ten employees and he's out trying to do all this stuff himself. And it's more and more difficult and it's more and more costly. Yes.

00;27;12;10 - 00;27;38;19

Brian Wright

Yes, it's more costly. And that's the great thing. If you qualify for our benefits, you qualify for our our risk management products. So we're comp it's usually going to save you money. And not only are you saving the money piece of it, you're getting the risk management piece of it, you're getting the savings of not having to do all the work we do, all the work. We keep you in compliance. We give you the tools in the toolbox so you get a toolbox with the tools in it already. You just kind of pick which tools you want.

00;27;38;28 - 00;28;35;17

Cary Hall

So let's say, you know, you've got a health insurance policy with you guys and there's a COBRA issue. Now, typically, you know, having run an agency for 26 years and dealt with this on a regular basis, employers are not real good about administering COBRA. In fact, we used a company called Cobra Guard simply because they are. That's all they did. And they did it flawlessly. They did an amazing job, still do. And so I wouldn't touch it because I didn't want liability for it. Don't blame you. Yeah. So so you guys administer that. Talk about just to give you an example of and here's what you understand, people. If you've got a health insurance policy and somebody leaves and they're entitled to COBRA benefits and you don't make the proper notifications, you have to prove you made them, they show up at an air and get a $15,000 E.R. visit and say, well, we were never told about Cobra. They turn around and file a claim. You've got to prove that you did what you were supposed to do. Or guess what? You get to pay the claim, right? Right.

00;28;35;17 - 00;28;36;09

Brian Wright

Yep. You're correct.

00;28;36;12 - 00;28;42;22

Cary Hall

How do you guys handle that so that the employer, they don't have to think about it, Right? Well, you leaves. How do you guys handle it.

00;28;42;26 - 00;29;20;22

Brian Wright

If you're if you've qualified for what we call our master health care program, then you we do all the administration on it. So that means we're doing the the audits at the end of every month. We're making sure everything's in place because you're on our payroll platform so we know what's going on. And then if someone does file for COBRA, they we automatically file the claim on time to make sure that the letter sent out to the employee that they get it. If they they have I believe it's 60 days that they choose to choose if they want to take COBRA or not. I know going you know when I've been in between jobs, I didn't take the cobra because I knew during my 60 day period.

00;29;20;24 - 00;29;21;16

Cary Hall

You'll see price.

00;29;21;18 - 00;29;35;03

Brian Wright

Right? It's really expensive. But I know if something happened I can within the 60 days still file for that claim as an employee or X employee, let's say. Or if I'm waiting on my waiting period from the new health care to come in on my next opportunity or whatever. But we handle.

00;29;35;03 - 00;30;13;14

Cary Hall

That handling all of that. Yeah, they don't have to deal with any of it. Yeah. And you just heard him say the trigger to this is they got your payroll. They know when somebody leaves. Okay, Because they're making the paychecks. Right. Make sense. So they're going to be able to take care of this. You're not going to have the problem. So there are a lot of different services that simply make life easier if you are a small business owner, if you want help. 913 206 4645. That's Brian's direct number. He's happy to help you. We'll be back after the break. You're listening to America's Healthcare Advocate broadcasting on the HIA radio network Coast to coast across the USA. Stay right there. We'll be right back.

00;30;13;14 - 00;31;27;29

Cary Hall

Welcome back. You're listening to America's Healthcare Advocate s broadcasting coast to coast across the fruited plain here on the HIA radio network, My producer, the always perfect Mr. Darren will like. I'm your host, Cary Hall, in studio with Brian Wright and Ryan Dingley here from Paychex talking about what they do, how they do it and how it benefits small business. And I know a lot of people out there had these issues every day I get emails on this stuff. I get people calling me, you know, what do I do? How do I do it? Well, you know, these guys put all that together for you. They take the stress out of that. And as I said earlier, you're working on the business, not in the business. You're not putting out fires every day trying to deal with individual problems. You're actually focusing on what it is you do, the service you provide, the product you manufacture, whatever it may be. They let you do that because they take the burden of this off your back. Also, keep in mind they do tens of thousands of people across the country. So, you know, when you when you enlist their services for whether it's comp or health insurance or liability or they're buying in bulk, when you go out and do this on your own, not so much. You're buy in retail. Okay, It's a little different deal. So if you want help 913 206 4645. That's Brian's direct number. He'll be happy to help you and just come in.

00;31;27;29 - 00;31;40;18

Cary Hall

So let's just do this so you get a call. Somebody calls up, you know, I'm ABC Manufacturing. We make widgets. You know, I heard your radio show. I want you to come and just talk to me. What do you do when you go in?

00;31;41;00 - 00;33;07;29

Brian Wright

I keep everything. Yeah, that's fine. I keep it very low key. I go in and just really just have a conversation with the business owner and what makes him tick. And you know what? What? What? Why did you want to see me today? You know, I ask him that. Why? Why do you want to. Why am I sitting here? Why are you using your time to talk to me? So let me know what's going on. So it could be while I can't find benefits or I need to get lower cost benefits or I'm, you know, I'm trying to retain people or get new people. How can I do that? Well, we can talk about more about how how we can help you with that, how we can, you know, bring in the HR side or I don't have a handbook. I'm afraid my business is in compliance. It's just a rare reasons why a business owner is going to want to talk to me. So we focus on what the what their needs are, and then we find the solution. So we have a whole array of products that we've talked about today and then we go and find the solution. So the good thing about talking with me and and talking with our company is the worst case you're going to find out or talking to me or getting a proposal and looking at numbers is you might find out, hey, I'm doing everything pretty well. That's the worst case that happens out of this. Most of the time. It's this makes business sense because it's going to save me time. It's going to put me back into prospecting for clients and talking to my clients more often. I talked to a client the other day. They had some of their clients that they hadn't talked to in years. I'm like, Why haven't you talked to your clients?

00;33;08;08 - 00;33;09;26

Cary Hall

That's that is not good.

00;33;09;26 - 00;33;59;19

Brian Wright

Yeah. And he's like, Well, I'm so busy dealing with employee issues. And this because it was a one man show small business owner, you know, 12 employees and he was doing everything. And I'm like, how would you feel if you get off load? But you had a nature professional you could go to if you need something. What would happen if instead of spending 3 hours on payroll, you know you're going to spend maybe 30 minutes? And what would it feel like if we put a time and attendance system in place that allowed your employees because they're remote, to be able to chime in and you can track it and find out where they are? Oh, my God, That would save me a ton of time. What you get now, that time you just saved, which is about three or 4 hours now, you can go talk to your clients. Yeah. So, yeah, that's the kind of conversations we have. It starts high level and then it gets granular when we hone in on what's really important to your business and where you're trying to find time or solutions to help solve a problem.

00;34;00;10 - 00;34;11;04

Cary Hall

So the other thing that I think I want people to really understand here is there's like I said, it's ala carte. So kind of you might pick three services to talk a.

00;34;11;04 - 00;34;36;24

Brian Wright

Little bit about, right? Let's say, you know, they want the payroll piece of it because they need payroll help. They want you know, they want that, you know, we take care of the tax liability and all that. And it may be all, you know, they have their work comps in good shape and they're fine with that and they want to keep that in place or it's a situation I've had this actually happen. The brother in law has the 401K program. Yeah. And so that so if they offset the 401k that's the first.

00;34;36;24 - 00;34;42;12

Cary Hall

Red flag that goes up when the brother in law's got the 401K or the Health Insurance, then I start getting nervous.

00;34;42;15 - 00;35;05;18

Brian Wright

Right. Because then the Thanksgiving dinner table gets a little uncomfortable when you're when you're having. I just I just got ready to go for one K, but we do have a very strong 401k program, by the way. But I'm just saying that is a scenario that happens. That's where the hard part comes in. So they could keep that in place. And then my goal would be to then build a relationship with the brother in law to to help facilitate what we do for his clients.

00;35;06;07 - 00;35;24;02

Cary Hall

So let's just talk about that for me, because I've you know, I've had clients have experience with this in the past, and 401k, you get a 401k and you've got an outside company doing the 401k, or you've got an agent or a brokerage in a 401k and in come's the Department of Labor and they're going to audit you.

00;35;24;08 - 00;35;51;24

Cary Hall

Okay, That's and again, you know, I've had clients say they were here for two weeks or they were here for, you know, a week going through this. And then they came back and they said, we weren't in compliance here and here. And we're getting find this when it's you guys doing the 401k and now they come in and they want to do an audit. They're talking to you. All right. You're nodding your head yes, right? They're talking to you.

00;35;51;24 - 00;36;10;09

Brian Wright

They're talking to us. And the beautiful, beautiful thing about our 401k we can go back to that little brother in law scenario because our platform is so robust, we actually the brother in law, could actually use our platform and still manage the funds and do what he's been doing under our platform through paychecks.

00;36;10;14 - 00;36;15;28

Cary Hall

So they can actually keep that with the brother in law. But they would have you guys there overseeing.

00;36;16;06 - 00;36;16;28

Brian Wright

administering it and overseeing.

00;36;16;28 - 00;36;19;04

Cary Hall

It. And then and then if there is a problem.

00;36;19;13 - 00;36;23;25

Brian Wright

Then it goes there. And that makes the brother in law's life a lot happier because now he's not dealing with it.

00;36;24;02 - 00;36;24;10

Cary Hall

Yeah.

00;36;24;13 - 00;36;26;06

Brian Wright

And now that Thanksgiving dinner is a lot better.

00;36;26;07 - 00;36;50;04

Cary Hall

Yeah, yeah, yeah, yeah, I bet it is. And, and, you know, regulators are regulators, okay? And if a regulator knows they're coming in. Oh, or you guys have got Paychex. Oh, okay. That's a little different than, you know Joe jokes over here is, is manage as far as well we need to see this and this and and you've got that person trying to deal with they're just.

00;36;50;04 - 00;37;09;09

Brian Wright

There to help the business. We're help we're there to protect them. We're there to get them through. What I like I said before, the minutia, the things that don't make your money and help you manage your business effectively to allow you to spend more time on your business and then also help you retain and find top talent.

00;37;09;09 - 00;37;26;21

Cary Hall

Yeah, and it's really the whole point here, focus is as we've gone through, is the reason I'm doing this today and let you listen to this is because this is small businesses. You have a lot of pressure in this country and it's not getting any less. It's getting more. And this is the solution that works for an awful lot of people across the country.

00;37;26;21 - 00;38;07;04

Cary Hall

If you want to talk to Brian, you can do that at 913 206 4645. Thanks for doing this, guys. Right. Next time, don't be so talkative, okay? I'm just saying. All right. All right. And now I leave you with this thought from Albert Einstein, the one who follows the crowd. You usually get no further than the crowd. The one who walks alone is likely to find himself in places no one has ever been. Remember Friends, It's a funny thing about life. If you refuse to accept anything but the very best, you most often get it. Thank you for listening to America's Healthcare Advocate Show broadcasting here on the HIA Radio Network. Coast to coast across the USA. Goodbye America.