You rely on every dollar you raise, and manage your budget to build confidence with your board and constituents. With a single solution for your human resource functions (HR), you can predict your HR costs based on your forecasted growth, and keep your bottom line in view. It is important to have an administrative workflow in place while you are working to meet your mission, with such things as online payroll processing, tax reporting and remittance, PTO tracking and enterprise-level reporting capabilities.
Online self-service tools make it easy for staff to manage benefits, view pay information and update direct deposit, which means you’ll spend less time on these day-to-day issues.
Join Carlie Martin with TriNet to learn about managing human resources functions more efficiently and effectively. Carlie's focus is working with small and medium size organizations to help them reduce and contain HR and operational costs, mitigate employer related risk and attract talent through enterprise level benefit offerings.
Carlie was joined on the webinar chat with Jim Lynch, Nonprofit Director for the Western Region for TriNet, Ryan Valentine, CFO of Texas Freedom Network (70 employees), and Thom Fulmer, Pastor at Northwest Community Church ( 7 employees).
NONPROFIT CONSULTANT - TRINET
Carlie Martin is focused on working with small and medium size organizations to help them reduce and contain HR and operational costs, mitigate employer related risk and attract talent through enterprise level benefit offerings.
00:34:16 Eli van der Giessen: You can find your local NetSquared group by going to http://www.NetSquared.org
00:34:40 Eli van der Giessen: And be sure to join this group at https://local.nten.org/austin/
00:35:02 Eli van der Giessen: Finally, you can learn more about TechSoup at http://www.TechSoup.org
00:42:05 cmartin: Feel free to ask questions as we go!
00:43:39 Carolyn M. Appleton: This program is now posted on Twitter, our Facebook group page and NetSquared on Facebook #sharable
01:19:44 Amy Willson: I'd like to hear price points.
01:22:37 Ryan Valentine: Have to bounce to another call at 7:30. Any questions, feel free to reach out to Carlie, and she’ll give you my email. Cheers, Ryan.
01:24:34 Carolyn M. Appleton: Thank you!
01:31:23 Dale: How do you get pricing?
01:32:50 cmartin: firstname.lastname@example.org
01:32:57 cmartin: 503.310.2472
01:36:13 Susannah: Thank you very much!
01:36:15 Amy Willson: Thank you!
01:36:32 Dale: Thank you Trinet and friends
01:39:06 cmartin: have a good night!
01:39:21 Susannah: Thanks again!
00:28:44.250 --> 00:28:46.020
Eli van der Giessen: Well hi there. Friends, let me
00:28:46.680 --> 00:28:47.910
Eli van der Giessen: kick this thing off.
00:28:48.120 --> 00:28:48.840
Jim Lynch: Before we get
00:28:48.900 --> 00:28:49.830
Jim Lynch: The real talent.
00:28:50.310 --> 00:28:51.300
Eli van der Giessen: Taking the stage.
00:28:53.190 --> 00:28:54.420
Eli van der Giessen: So hi there.
00:28:55.080 --> 00:28:56.670
Eli van der Giessen: I'm Eli, I'm
00:28:56.730 --> 00:29:07.290
Eli van der Giessen: Not actually your local Net Squared organizer. I'm actually the Net Squared global community manager would think of me as the cheerleader for people like Carolyn, and the local team.
00:29:07.320 --> 00:29:08.760
Eli van der Giessen: Who are hosting these events.
00:29:09.510 --> 00:29:13.620
Eli van der Giessen: That squared is this actual global network of tech for good meetups
00:29:14.790 --> 00:29:23.520
Eli van der Giessen: And roll part of Texas, which is a nonprofit that exists to help other nonprofits like you get implement and use technology effectively.
00:29:25.740 --> 00:29:27.480
Jim Lynch: I said, global and I wasn't even lying.
00:29:27.510 --> 00:29:29.910
Eli van der Giessen: Check this out. Hundred and 28 cities.
00:29:30.270 --> 00:29:31.980
Eli van der Giessen: 41 countries, which means
00:29:32.250 --> 00:29:41.730
Eli van der Giessen: You're coming in potentially here from anywhere in the world. And one day when we can get together in person. Again, there may well be a local group in your community.
00:29:42.000 --> 00:29:43.140
Eli van der Giessen: Maybe you're in Portland.
00:29:43.530 --> 00:29:44.730
Eli van der Giessen: Maybe you're in Houston.
00:29:45.180 --> 00:29:54.630
Eli van der Giessen: Maybe you're in London, maybe you're in Nairobi. Either way, we're totally there to support you and help you find your community of nonprofit techniques.
00:29:57.090 --> 00:30:06.060
Eli van der Giessen: So like all communities. We've got rules. Check this out. So our roles are pretty basic. There's based, you know, it starts off with, like, we welcome everyone.
00:30:07.380 --> 00:30:09.570
Eli van der Giessen: We're here to support each other.
00:30:10.770 --> 00:30:20.310
Eli van der Giessen: We're here, ultimately, to support nonprofits and technology. It's nice to have. But ultimately, it's here for the mission of our nonprofit members.
00:30:21.720 --> 00:30:30.750
Eli van der Giessen: Super important role. We invite participation and I'll tell you exactly how you can participate in just a moment. And lastly and most importantly
00:30:31.470 --> 00:30:38.430
Eli van der Giessen: We're here to treat each other with kindness and respect. So he's for you to drop something into that chat window before you ask a question.
00:30:38.880 --> 00:30:52.710
Eli van der Giessen: Just give yourself that one brief moment and say, like, am I bringing my very best self into this question. And if the answer is yes, then go for it. Click that return button and hit enter, off you go. We'd love to hear from you.
00:30:55.380 --> 00:31:02.130
Eli van der Giessen: So we do need your help, you know, Carolyn, and her team do a lot, but there's so much more. They could do
00:31:02.490 --> 00:31:10.890
Eli van der Giessen: They're always looking for event producers, you know, maybe someone who has a great topic or an idea. Maybe someone who wants to help market and promote the group.
00:31:11.370 --> 00:31:21.540
Eli van der Giessen: Maybe someone who wants to do like live note taking and blog about this event, you know, if you're curious at all. Reach out to Carolyn, and she'd love to help you out with finding a way you can contribute
00:31:24.420 --> 00:31:37.290
Eli van der Giessen: So I talked about tech soup, which is the parent organization and and what they do is this magic thing which is basically save you money and give you technology. I know. Sounds like a crazy scam. But it's real. Check this out.
00:31:39.180 --> 00:31:51.570
Eli van der Giessen: So what Texas has done is they have partnered with about 120 of them largest technology companies, the boxes, the doc he signs the Dells the Zoom's Microsoft's the Googles
00:31:52.050 --> 00:32:03.180
Eli van der Giessen: And what you do is as a nonprofit you create your free texture account. And we do this once to basically do this verification to say like, Are you a real legit nonprofit.
00:32:03.780 --> 00:32:13.410
Eli van der Giessen: And once we've done that, you know, due diligence one time. Well, then, boom. You get instant validation and verification for all of these other nonprofits so
00:32:13.680 --> 00:32:23.880
Eli van der Giessen: It's not a big lengthy grant application. It's a quick easy like boom i'd like this. It's kind of like going to Amazon and say, like, I want that at a 50% discount. Add to Cart.
00:32:24.300 --> 00:32:35.280
Eli van der Giessen: So that's really what we do at Tech soup. And over the course of our existence. We've now served about 1 million nonprofits and saved $12 billion and license fees.
00:32:35.790 --> 00:32:48.720
Eli van der Giessen: Which sounds ridiculous, but it's true. And that's money we're keeping in the pockets of nonprofits and also giving you access to the top technology. So you can actually continue to function as we all move online.
00:32:51.660 --> 00:32:58.440
Eli van der Giessen: I know it sounds like a like a this joke, but it's true. Like, this is the kinds of savings we can do for you at Tech soup.
00:32:59.010 --> 00:33:09.780
Eli van der Giessen: I put together a bit of a you know a basket of like software typical nonprofit could use and you get a good sense of the kinds of discounts, you can get through Texas with your free account.
00:33:12.090 --> 00:33:20.100
Eli van der Giessen: And Carolyn's can tell you more, but I'm so excited about these events. I gotta promote them too. So here's at least two of the upcoming events.
00:33:20.970 --> 00:33:28.800
Eli van der Giessen: And so make sure you get these into your calendar, go to their site at community, a local to n ten.org
00:33:29.460 --> 00:33:43.830
Eli van der Giessen: Sign up because there's lots more good events like this. And so with that I'm going to get it away and let your local volunteer team take charge. So, ladies and gentlemen, let's give it up it's Carolyn Appleton time. Whoo.
00:33:46.950 --> 00:33:50.010
Carolyn M. Appleton: Thank you, Eli. We appreciate all the help
00:33:51.600 --> 00:33:55.380
Carolyn M. Appleton: Sure. Here, let me get money slide show.
00:33:56.760 --> 00:33:57.570
Carolyn M. Appleton: You need
00:33:59.580 --> 00:34:07.020
Carolyn M. Appleton: I just have four slides. Anyway, I wanted to thank Carly Carly worked with try net
00:34:07.800 --> 00:34:19.050
Carolyn M. Appleton: But she is also a tech club volunteer. So you can ask any either of us questions anytime or any of our other volunteers. We really appreciate everybody support very, very much.
00:34:19.710 --> 00:34:32.040
Carolyn M. Appleton: And we have, as you know Facebook group page once Eli of shares our link to this recording will put it on our Facebook page. So you can access it there.
00:34:33.360 --> 00:34:49.470
Carolyn M. Appleton: We, as I mentioned, we're part of a global and a national network of tech club. So people from all over the world can access our club made things when especially when we're online. But even though
00:34:50.580 --> 00:34:59.550
Carolyn M. Appleton: We are sometimes in person. Those are generally recorded, so that's a really good thing. And if you refer back to our local intend
00:35:00.510 --> 00:35:15.450
Carolyn M. Appleton: Word Austin page, then you can scroll down and find the recordings of all our programs that there are only a few that weren't recorded so they're all there and you can watch them at your leisure. So use those resorts.
00:35:15.960 --> 00:35:30.000
Carolyn M. Appleton: And we really appreciate, one of our founding sponsors was capital factory and they let us meet their on site free and they provide recording and live broadcast services for us in a really nice safe environment.
00:35:30.750 --> 00:35:37.950
Carolyn M. Appleton: He is a sponsor this year and they are helping to defray the costs of running are all volunteer club.
00:35:38.430 --> 00:35:55.350
Carolyn M. Appleton: And tree and own coffee is our sponsor also for many years. Stacie dire and her family and they provide our speaker gifts. So we appreciate their help and we have all kinds of links here and you can find these
00:35:56.610 --> 00:36:10.320
Carolyn M. Appleton: on our Facebook page and links to all of them on our main page. So today, we actually have two representatives of trying net with us. And so Jim of Pasadena, California.
00:36:11.070 --> 00:36:21.060
Carolyn M. Appleton: California, they can't talk and Carla, who's here in Austin with us now. And I don't know, let's see. Is it, Jim, did you want to go first and share your screen and all
00:36:22.350 --> 00:36:23.310
Carolyn M. Appleton: Yeah. Just gonna
00:36:23.760 --> 00:36:37.590
cmartin: LET JIM share his screen all should actually introduce him. And the cool thing. Hello, friends, I'm actually in my backyard in Austin, Texas. Usually, I'd be at my standing desk, which is my barbecue because of coven
00:36:38.760 --> 00:36:43.890
cmartin: Right now, and sitting down and because we are on zoom actually got Jim Lynch, he is
00:36:44.400 --> 00:36:51.120
cmartin: A STEP UP FOR SURE HE'S OUR NONPROFIT DIRECTOR FOR THE western region. He actually brought he's been here for about five years.
00:36:51.690 --> 00:37:06.480
cmartin: He brought the nonprofit vertical on here at trying to, so an amazing talent. I'm excited to hear from him. The happy to have him. So I'll let him kick everything off and start talking to you about outsourcing your HR. Thanks for being here, Jim. Yeah.
00:37:06.570 --> 00:37:07.080
00:37:09.090 --> 00:37:13.740
Jim Lynch: Thank you for having me on appreciate being here. Appreciate the introduction, Carly
00:37:15.060 --> 00:37:21.210
Jim Lynch: What I wanted to cover as Carly mentioned, I'm the National Director for our nonprofit division, you're trying to and
00:37:22.080 --> 00:37:27.120
Jim Lynch: I also sit on the board of to nonprofits as well. So I'm very passionate about this space.
00:37:27.510 --> 00:37:34.560
Jim Lynch: As it relates to helping nonprofits achieve not only their mission but their goals and supporting and enhancing their local communities.
00:37:35.040 --> 00:37:56.520
Jim Lynch: So with that I wanted to share with everyone about POS obviously P O or professional employer organizations. I'm going to address this from a very non vendor agnostic perspective to be educational and helping your nonprofit make the right decision as it relates to human resources.
00:37:57.090 --> 00:38:03.900
Jim Lynch: So with that, I'm going to try to afford my screen here. Let's see if I'm tech savvy. Yes, I am.
00:38:04.620 --> 00:38:12.720
Jim Lynch: I'm going to cover really four areas in a short time frame. So I'm going to go through this relatively quick. If you have questions, and certainly will open it up towards the end.
00:38:13.110 --> 00:38:22.020
Jim Lynch: But again, I want to be informative and help you understand things like, what is a P. O. Some of you have maybe have heard of it. Some of you maybe have not. What is a professional
00:38:22.830 --> 00:38:34.590
Jim Lynch: Employer organization and what are the advantages and quite frankly the disadvantages of considering a P O for your organization. And then if you decide a P O is a correct
00:38:36.180 --> 00:38:45.300
Jim Lynch: Venture for your organization, helping you do your own due diligence and correcting the right P. O. Not all, I like to say, not all P O's are
00:38:46.410 --> 00:38:57.780
Jim Lynch: are created equally, and it's important as you start to go down this path because you're human capital, as we all know, as inventory very important part of your, of your organization.
00:38:58.290 --> 00:39:06.540
Jim Lynch: They make up your organization that people that have the opportunity to work with you. And then the last part we'll go over some some
00:39:07.650 --> 00:39:16.950
Jim Lynch: nonprofits that have actually elected to us. He won't just get to hear from me and Carly, you'll have an opportunity here for some people that went through the same process of
00:39:17.340 --> 00:39:24.750
Jim Lynch: Determining if it was right for their organization and the thought process and what they did to determine if it was a good choice for them so
00:39:25.380 --> 00:39:29.550
Jim Lynch: Have that and then again as I mentioned before, we'll open up for Q AMP. A at the end.
00:39:30.030 --> 00:39:42.840
Jim Lynch: That's my agenda in a short time. So start the timer. Now I hope I have your attention. I promise I'll try to make this as entertaining as I can and as much entertaining as I can. When we're talking about human resources and feel
00:39:43.500 --> 00:39:54.450
Jim Lynch: So there's really four opportunities. And let me just minimize the screen here, there's really four options for handling HR and I want to go over them individually with each of you.
00:39:55.080 --> 00:40:03.360
Jim Lynch: So first of them is really everyone has the option of what we would consider doing it yourself or delegating somebody in your staff.
00:40:03.900 --> 00:40:14.610
Jim Lynch: To handle the functions of HR and depending on the size of your nonprofit SOME OF THAT CAN BE YOU HAVE A an executive director that handles that you might have.
00:40:15.360 --> 00:40:25.770
Jim Lynch: Somebody such as a controller and really the advantages of doing it a house when I talked to most nonprofits and I probably talked to 30 or 40 a month.
00:40:26.160 --> 00:40:34.350
Jim Lynch: Nobody got in business, first of all, to handle HR, you are passionate about your mission you are passionate about your cars and helping your local communities.
00:40:35.370 --> 00:40:44.790
Jim Lynch: But you, you got into this because you hired people. Right. And so the perception is is when you have somebody there. The advantages of you have greater control somebody on site.
00:40:45.030 --> 00:40:55.260
Jim Lynch: Somebody you can see, feel, and be around. Well, we all know in the current coven environment that doesn't happen right we have multiple work location. Sometimes it's hard to have that control.
00:40:55.950 --> 00:41:05.880
Jim Lynch: Also there's a there's a perception out there that it's the most inexpensive alternative and I'll go into why and why that might not be the case.
00:41:06.480 --> 00:41:14.490
Jim Lynch: As you know, there's a cost for everything. When you talk about a full burned employee what the cost can be and also
00:41:15.450 --> 00:41:27.150
Jim Lynch: The fact that in most cases they're handling multiple jobs and doing multiple tasks and the administrative responsibility of handling HR, it can be a daunting task at that so
00:41:27.960 --> 00:41:37.230
Jim Lynch: There's a time and a cost element there that can that you have to go through to determine if that's the right alternative for you and your organization.
00:41:38.130 --> 00:41:48.930
Jim Lynch: Some of the disadvantages of doing it herself or really, my background is an employment law. I like to say I'm a recovering attorney and most people unless you have
00:41:49.500 --> 00:41:55.290
Jim Lynch: A vast variety of experience in working in HR and being Sherm certified
00:41:55.800 --> 00:42:02.040
Jim Lynch: It's more important now than ever to have that expertise. So a lot of times the internal option.
00:42:02.370 --> 00:42:14.040
Jim Lynch: Is you really don't have that expertise when it's a when it comes to things like staying current on local federal and state laws that are constantly changing and regulations are constantly being enforced and being
00:42:14.790 --> 00:42:21.480
Jim Lynch: Implemented so a lot of the disadvantages of doing it yourself again is it's taking away from your core responsibility.
00:42:22.170 --> 00:42:28.500
Jim Lynch: You got in business as a nonprofit to to be able to advocate your mission and cause
00:42:28.860 --> 00:42:39.930
Jim Lynch: And and doing things like fundraising capital campaigns. Maybe it's running your school or running your foundation or your association or if you're a faith based organization.
00:42:40.530 --> 00:42:47.490
Jim Lynch: Certainly, you're you have other goals that you want to try to achieve and you don't want to take away from those and it becomes
00:42:48.060 --> 00:42:58.650
Jim Lynch: Difficult to scale. If you're a growing nonprofit and you're looking at opening up or potentially going into different states. You have the complexity of new state laws new local laws.
00:42:59.010 --> 00:43:04.800
Jim Lynch: And making sure that you're in compliance with those and being able to last 20 years really being able to mitigate risk.
00:43:05.760 --> 00:43:16.440
Jim Lynch: HR in itself is a risk and I'll go into a little bit, some of the rules and regulations and how that's changed, even from the early 1900s, to where we are today.
00:43:17.400 --> 00:43:30.660
Jim Lynch: So there is disadvantages its handling it yourself. So hopefully that's that's one option you consider the second option is really looking to hire additional staff to run the HR and again
00:43:31.200 --> 00:43:36.750
Jim Lynch: That that will have that satisfaction of feeling like you're in control or you have control, being able to have somebody
00:43:36.900 --> 00:43:46.230
Jim Lynch: That you work with and that may work for large organizations where you have the ability to hire a Sherm certified HR person.
00:43:47.040 --> 00:43:59.490
Jim Lynch: You may have somebody for today that maybe sits on your board that has a legal background and employment law that may be work, but as and maybe you have attorneys on staff, then maybe you have an HR
00:44:00.210 --> 00:44:06.360
Jim Lynch: Depending on the size of your organization. There can be advantages to having additional staff handle those
00:44:07.020 --> 00:44:17.400
Jim Lynch: HR functions at a certain cost. The disadvantages of course that can be very precisely when you're when you're hiring people that that's not their core function of core responsibility.
00:44:17.880 --> 00:44:27.000
Jim Lynch: And that's going to take away from really what you want them to be there. So you have that option to hire additional staff, the question I always tell nonprofits is
00:44:27.720 --> 00:44:40.920
Jim Lynch: Are those people, you know, I like to give an example. I just had my house painted. I don't know how to paint. I'm not a detail person when it comes to taping things up and it can be a very sloppy job.
00:44:41.940 --> 00:44:50.400
Jim Lynch: If you think about everything that you do in life that you want done well. For the same reason I don't cut my own hair. Same reason I don't paint my own house.
00:44:51.570 --> 00:44:57.150
Jim Lynch: The things that you want done well in life you will typically either hire somebody that's an expert to do that. Or you'll look to
00:44:57.480 --> 00:45:07.440
Jim Lynch: Outsource that opportunity. Which leads me to really number three which is an option. A lot of nonprofits use is they can use an outsource vendor.
00:45:07.890 --> 00:45:21.750
Jim Lynch: And usually you'll have multiple vendors that you're working with. Maybe you have one vendor doing payroll. Another one doing benefits and other person may be hands on your 401K. Another person that's handling workers comp
00:45:22.620 --> 00:45:36.540
Jim Lynch: And when I talked to a lot of nonprofits that use the option to have multiple vendors, then maybe have somebody else. Maybe it's an attorney on on retainer to handle maybe any complex HR issues that come up
00:45:37.380 --> 00:45:46.260
Jim Lynch: I call it the spoken will model where you have upwards of seven to 12 different vendors handling everything HR related and again
00:45:47.040 --> 00:45:54.120
Jim Lynch: The advantage of that is, it can address some of the growth needs that you have as an organization, if your organization is growing.
00:45:54.480 --> 00:46:00.660
Jim Lynch: You can certainly help maintain and manage risk. If you have a one of those vendors that are helping to do that.
00:46:01.110 --> 00:46:10.200
Jim Lynch: And it does allow you to choose features based on what your specific needs. So in some cases, I think, that can be a great solution. But again,
00:46:11.130 --> 00:46:22.500
Jim Lynch: A lot of times the disadvantages of that is when you really do a complete what I call an ROI analysis and you start to really look at what you're spending just to manage your human capital.
00:46:22.890 --> 00:46:31.560
Jim Lynch: And you start really looking deep underneath the hood so to speak and peeling back getting, you know, see that it can be a very pricey endeavor.
00:46:31.920 --> 00:46:39.810
Jim Lynch: When you start thinking about all those vendors and how much you're paying and you're not getting the scale and it can create a lot of
00:46:40.380 --> 00:46:47.700
Jim Lynch: Additional work because each vendor has to be managed. You have to review their invoices, you have to make sure that you're being invoice correctly.
00:46:48.150 --> 00:47:06.420
Jim Lynch: But also maintaining that relationship and making sure that you're the service delivery that the different vendors are offering your meeting. Obviously the needs of your organization. So those are just a couple of, you know, disadvantages and I think
00:47:07.500 --> 00:47:15.360
Jim Lynch: It's probably not the best option for for most organizations to work and what I would consider multiple vendors
00:47:16.170 --> 00:47:22.770
Jim Lynch: I talked about organization operational efficiency. A lot of times with nonprofits, as I'm consulting with them.
00:47:23.160 --> 00:47:28.500
Jim Lynch: And one thing that I try to do the first thing I do is let's break down who all the vendors that you're working with.
00:47:28.920 --> 00:47:34.920
Jim Lynch: And as we go through that it's really hard when you think of all not only the amount of vendors that you're working with.
00:47:35.220 --> 00:47:44.970
Jim Lynch: But also the number of systems and technologies that you're having to learn and and and adapt to in a changing environment where
00:47:45.540 --> 00:47:59.310
Jim Lynch: We're technology is changing so rapidly keeping on top of all the upgrades all the patches that are released and all these different technologies and certainly a disadvantage when you're working with multiple vendors
00:48:00.420 --> 00:48:08.490
Jim Lynch: So as you're going through the evaluation. What I like to think is probably most of the time the best advantage for most
00:48:09.810 --> 00:48:23.070
Jim Lynch: Nonprofits is the ability to use a PEO that is again a professional employer organization. It is a single vendor solution and a co employment relationship.
00:48:23.580 --> 00:48:27.810
Jim Lynch: Let me break that down. Because if you're not familiar with working for a to
00:48:28.230 --> 00:48:39.810
Jim Lynch: Some of the advantages are there obviously very flexible, and scalable based on the specific needs of your organization or your nonprofit. So if you're starting out in one city and maybe you're in Austin.
00:48:40.080 --> 00:48:55.140
Jim Lynch: And your site and you want to move to Dallas or Houston and open up a separate entity, it can be very easy to work with a P. O. To help you set up that infrastructure correctly. Everything from hiring to your to an employee retiring and everything in between.
00:48:56.370 --> 00:49:03.360
Jim Lynch: The nice thing that a p o does offer and I might be saying this from a selfish standpoint because I work for a P. O.
00:49:03.750 --> 00:49:13.260
Jim Lynch: Is that it gives you the ability to get access to things like big company infrastructure benefits technology and experience.
00:49:13.710 --> 00:49:33.210
Jim Lynch: So, think of it this way, that when a P O is working for a nonprofit they essentially make you look like the size are feel like you're working for the size of the company as big as an Amazon or Google you they have the ability to aggregate all of their employees together. It gives them.
00:49:34.350 --> 00:49:41.760
Jim Lynch: buying power and it also gives them the ability to have technology from everything from onboarding and employee.
00:49:42.210 --> 00:49:54.480
Jim Lynch: All the way to they retire and their career in between and giving them access to technology and giving them access to take a smaller nonprofit. Let's say under 300 employees that might have
00:49:55.110 --> 00:50:11.070
Jim Lynch: Paper intensive processes in place to take them to a 99.9% paperless environment by leveraging technology when it comes to things like Payroll, Benefits risk and compliance onboarding
00:50:12.030 --> 00:50:22.260
Jim Lynch: And even the risk mitigation apiece. So under a PPO model, a small nonprofit has the ability to not only access all those big company benefits.
00:50:22.560 --> 00:50:32.670
Jim Lynch: But in addition, a access to HR expertise and attorneys that have the ability to help with day to day things that come come about.
00:50:33.240 --> 00:50:42.240
Jim Lynch: And I think I counted the last time that an HR person with any company or any nonprofit organization. There's about 63 things that you're
00:50:42.660 --> 00:50:50.940
Jim Lynch: Required to do from the onboarding I'm an employee to the time that retire, they retire and everything in between. And all of those are administrative and
00:50:51.840 --> 00:50:58.620
Jim Lynch: A lot of those are very administrative in nature which take up a lot of time, but they're not strategic
00:50:59.430 --> 00:51:09.810
Jim Lynch: That we like to say that when you go with a P. O. You really putting the person that's handling the HR morning strategic role versus an administrative role and handling.
00:51:10.290 --> 00:51:18.690
Jim Lynch: Access to things like, you know, helping employees set up direct deposit maybe help an employee with their medical benefit enrollment or helping them.
00:51:19.200 --> 00:51:29.430
Jim Lynch: Register for their 401k or even things from their onboarding process of handling their I nines and all those what I would consider can be expense reports paperless and buy
00:51:30.210 --> 00:51:37.470
Jim Lynch: Things and spend a lot of times, doing having them the ability to do that in a paperless environment can create a lot of efficiency.
00:51:38.730 --> 00:51:44.490
Jim Lynch: The other thing. It's a sharing liability model, meaning that whatever P. O. You choose.
00:51:45.480 --> 00:51:54.690
Jim Lynch: They are on the hook, so to speak, is the best way I can say it to make sure that they have a vested interest. So because it's a shared liability.
00:51:55.170 --> 00:52:06.030
Jim Lynch: Because you have the ability to ride the AI n number of the PEO to have that buying power to get those big company benefits and the increased cost with those much like
00:52:07.530 --> 00:52:15.660
Jim Lynch: Eli was sharing earlier on the HR side. You can imagine when we go out to the 401k providers of the health care providers are the dental
00:52:16.020 --> 00:52:27.420
Jim Lynch: All those were able to commingle those with a lot of different and every PO can do this with a bunch of different clients and they have a lot of buying power versus some of what I consider your open market shopping
00:52:28.260 --> 00:52:38.940
Jim Lynch: So that shared liability puts people on the hook to make sure that they're not only giving you the right advice when you have an HR legal
00:52:39.720 --> 00:52:54.720
Jim Lynch: Issue coming up or you just want to run something by to make sure that you can substantiate that you're handling it correctly, that that person is not only giving you the advice, but also standing behind that bias from a legal perspective is important.
00:52:56.040 --> 00:52:59.790
Jim Lynch: So that's a lot of the advantages of using a PO and those are
00:52:59.790 --> 00:53:00.750
Jim Lynch: Just some of them.
00:53:02.040 --> 00:53:09.630
Jim Lynch: You know the disadvantage and is sometimes the employer or the nonprofit tears that they're losing control.
00:53:09.990 --> 00:53:21.150
Jim Lynch: And I think it's very important that you analyze the P O that you particularly working with to make sure that you understand where you lose control and where you don't again they're handling more of the
00:53:21.750 --> 00:53:27.150
Jim Lynch: Administrative functionality. So a lot of the things that they handle, you're not necessarily losing control.
00:53:28.260 --> 00:53:38.580
Jim Lynch: You just really have to understand how that works. For example, some CEOs will tell you who you have to hire and who you don't hire. Well, you don't want to get an appeal that requires that
00:53:38.880 --> 00:53:47.460
Jim Lynch: Or if you have to fire somebody and you don't agree with that. You don't want to get necessarily caught up in that you want to be able to still have those decisions.
00:53:48.420 --> 00:53:57.990
Jim Lynch: So there can be some confusion and how it works. So always ever you're considering for a p o option if you are
00:53:58.350 --> 00:54:10.620
Jim Lynch: Make sure you ask those questions up front on whereas the loss of control and if you don't understand how it works, because it is a pretty clean and pretty simple model. It's been around since the early 80s.
00:54:11.610 --> 00:54:21.780
Jim Lynch: For small to medium sized businesses to be able to in organizations to be able to take advantage of large organizational infrastructure, but make sure you understand how it works.
00:54:23.790 --> 00:54:34.590
Jim Lynch: With that, I want to go into a few definitions I talked about this briefly what is a po po simply again as a professional employer organization.
00:54:35.040 --> 00:54:45.330
Jim Lynch: It allows small to mid sized companies or organizations, because they are available to the for profit world as well outsource human resource services.
00:54:45.810 --> 00:54:59.250
Jim Lynch: And specifically employment HR related services, as well as payroll payroll is typically the driver that every P O requires you to have some CEOs have different car.
00:54:59.280 --> 00:55:12.000
Jim Lynch: What I'll just consider carve out options for other benefits that they option offer, but in typical cases a P O is a commingled strategic sourcing opportunity for small businesses.
00:55:14.250 --> 00:55:24.630
Jim Lynch: And it's also considered co employment. This is not employer leasing, that's a very different thing. I want to be clear there because some people get those two confused.
00:55:25.230 --> 00:55:33.210
Jim Lynch: So when working with a to your company you enter into a co employment agreement relationship.
00:55:33.900 --> 00:55:46.560
Jim Lynch: The PTO becomes the employer of record and that's strictly for payroll and tax compliance business administration as well as workers comp and HR related administrative task.
00:55:46.860 --> 00:55:58.440
Jim Lynch: By no means does a P. O. Any type of to get involved and running your business managing your employees and telling you how managing your p&l
00:55:59.070 --> 00:56:16.590
Jim Lynch: Your revenue, how you generate cash flow and how you control expenses we don't get into any of that. And the P O business it's truly administrative function around being the employer record you continue as a employer to maintain control.
00:56:17.670 --> 00:56:27.510
Jim Lynch: And you became become the work site employer until you continue again the day to day responsibilities that direction given to their employees.
00:56:28.110 --> 00:56:37.020
Jim Lynch: Your supervisors and your managers don't handle that employers don't get I'm sorry IPOs don't get involved in that aspect of running your business so
00:56:38.340 --> 00:56:49.800
Jim Lynch: You know, I wanted to be clear on what is the definition I will open it up again at the end towards questions, but a lot of people say, what is this co employment thing. So I hope I cleared up some of those questions that you might have.
00:56:51.960 --> 00:56:59.130
Jim Lynch: Here are the advantages of using a PEO I kind of alluded to this earlier, it is a bundled HR solution.
00:56:59.790 --> 00:57:07.620
Jim Lynch: And it grows. As your business grows and your organization grows. It's a HR platform that typically
00:57:08.430 --> 00:57:22.110
Jim Lynch: Some heroes is as few as one employee up to thousands of employees, I can tell you when you typically get above 1000 employees most go out and handle you'll have two or three Sherm certified
00:57:22.620 --> 00:57:30.210
Jim Lynch: HR people that are license handling HR, they will typically have a legal department or a compliance officer handling.
00:57:30.990 --> 00:57:41.850
Jim Lynch: Things, but when you get to over 1000 sometimes a P. O. Doesn't make sense if you have that type of infrastructure where you can manage and control and mitigate the liability.
00:57:42.300 --> 00:57:51.300
Jim Lynch: And you've already invested in some of that technology. The advantages of it gives you big company benefits. I will say that's probably the number one reason.
00:57:51.810 --> 00:58:05.490
Jim Lynch: Besides the risk mitigation and compliance piece is that you get access to lots of different plans that you just wouldn't get access to on the open market as a small group employer being a nonprofit.
00:58:06.480 --> 00:58:16.410
Jim Lynch: Most nonprofits work through a broker and they'll maybe get two to four different plans to choose POS in many cases can offer up to 12 to 16 different plans.
00:58:16.770 --> 00:58:25.380
Jim Lynch: The nice thing about a P O is. It's about giving planned choice options because benefits is a very personal thing for people depending on
00:58:25.920 --> 00:58:32.700
Jim Lynch: Their situation. So it having the ability to get those big benefits to help you attract and retain talent.
00:58:33.540 --> 00:58:41.310
Jim Lynch: Is very important to appeal because appeal recognizes that nonprofits in general, sometimes don't pay as much as the for profit world.
00:58:41.610 --> 00:58:47.790
Jim Lynch: And that's important to know. So if you're not paying them as much but they have the same passion around your mission and cause
00:58:48.150 --> 00:58:58.680
Jim Lynch: It's important, especially this day and age to at least give them good benefits, whether that's medical, dental, vision of 401k or 403 B.
00:58:59.400 --> 00:59:08.340
Jim Lynch: Even things down to some CEOs offer things like pet insurance commuter benefits things any other additional benefits long term, short term disability.
00:59:08.640 --> 00:59:18.960
Jim Lynch: Those things are important and becoming more important for your employees. So looking at our P. O. That gives you a wide variety of not only benefits but big company benefits.
00:59:19.410 --> 00:59:35.070
Jim Lynch: And the ability to include that added services as you grow. It's important that your organization has the types of benefits and has the type of infrastructure that allows you to be not only flexible but scalable to technology.
00:59:37.320 --> 00:59:42.870
Jim Lynch: The other advantages of using a P. O. And of course, like I mentioned before.
00:59:43.680 --> 00:59:54.450
Jim Lynch: Benefits are huge, big company benefits, you're going to attract great talent, you're going to retain your best town right we know the cost retained to replace a valuable employee.
00:59:55.230 --> 01:00:05.100
Jim Lynch: If they elect to leave your organization. So appeal adds that extra layer of protection to help you with the technology, the tools and the benefits we all agree.
01:00:05.670 --> 01:00:15.660
Jim Lynch: That to obtain and and not only obtain those high caliber employees that you have and hire them, but also retain them. And again, retirement benefits.
01:00:17.280 --> 01:00:32.730
Jim Lynch: And offer volunteer benefits. Those are all important reasons to use a P. O. Most of them have voluntary Benefits. And Discount programs that are available. Choose a P. O. If you're going to go down this option that gives you access to discount programs tech
01:00:36.240 --> 01:00:40.110
Jim Lynch: Earlier and trying it does the same
01:00:41.220 --> 01:00:50.310
Jim Lynch: As a P. O. But there are other people that do as well, where you have marketplace, we can go ahead and get discounts on things that you buy every day, whether it's movie tickets
01:00:51.150 --> 01:01:08.160
Jim Lynch: Or whether it's buying a car or renting a car or a hotel stay all those things. If you work for a big company, your employees have access to discount programs. So choose a PTO that offers that and as well as the technology platform to help administer the plans.
01:01:09.180 --> 01:01:18.270
Jim Lynch: And it's best to look at a P. O. That has technology that handles everything with one system from hiring to payroll.
01:01:18.720 --> 01:01:26.400
Jim Lynch: To benefits from onboarding to off boarding and everything in between, as well as things like expense management.
01:01:27.150 --> 01:01:41.190
Jim Lynch: Make sure that's an integrated things like performance management those things POS can help you with, and a lot of times are included in their services, as well as a hiring platform that allows you to integrate and
01:01:41.880 --> 01:01:52.080
Jim Lynch: And post jobs out on the open market or on your website that integrates within their onboarding platform all important technologies and reasons to consider using a PEO
01:01:52.770 --> 01:02:02.610
Jim Lynch: The third reason is I can't underestimate this as I mentioned before, the HR expertise, make sure that they're giving you the hands on service that you need.
01:02:03.510 --> 01:02:10.470
Jim Lynch: Since in most cases when you're using a PTO you might not have a Sherm Certified Professional trained HR person on staff.
01:02:10.860 --> 01:02:22.200
Jim Lynch: Make sure that person is giving you that one on one attention and they have a dedicated person that would handle your account from Benefits Administration to handling employee issues that come up
01:02:22.590 --> 01:02:31.860
Jim Lynch: In also doing strategic HR planning POS can help you do things like interview training performance management training, how to do, how to cast a
01:02:32.310 --> 01:02:38.400
Jim Lynch: Cascade goals down throughout your organization, down to the frontline employee and how you rate against those
01:02:38.970 --> 01:02:50.310
Jim Lynch: Objectives that they have our requirements for their job and obviously made sure that they're supporting you, as it relates to the ever changing legal environment with local, state, and federal laws.
01:02:51.180 --> 01:02:57.720
Jim Lynch: Very important to consider another advantage for using a PEO I mentioned this before.
01:02:58.590 --> 01:03:11.190
Jim Lynch: And I'll say it again. The workplace dynamics have changed dramatically over the years. As you can see, like I mentioned before, there wasn't one legislation and play and play back in the 1990s.
01:03:11.640 --> 01:03:22.800
Jim Lynch: As you can see in the 80s. All of these are specific regulatory bodies are laws that have to be in compliance with. So if you look where we are today. President law.
01:03:23.490 --> 01:03:32.760
Jim Lynch: Present day you might go, wow. Do I know all the different laws, regulations and information from a state, federal and local perspective that each of these are pushing out
01:03:33.600 --> 01:03:44.820
Jim Lynch: That's your pee your PO constantly looks for any type of new legislation or regulatory requirements that are coming out and making sure that you're and they should be protecting your organization.
01:03:45.150 --> 01:03:50.910
Jim Lynch: Because the last thing you want to be out of compliance. The last thing your fundraisers nature your audit compliance.
01:03:52.110 --> 01:03:58.230
Jim Lynch: Are any grants that you're receiving obviously all of those things, a lawsuit could eat up that
01:03:59.010 --> 01:04:12.900
Jim Lynch: In a minute, and a lot of cases can take down a business and we've all seen that in the media or read about it where somebody had a lawsuit, because they weren't in compliance, whether it's workplace safety harassment.
01:04:14.160 --> 01:04:26.370
Jim Lynch: That that these laws are being handled correctly from a, you know, again, employer practice liability insurance your P O should offer that it's important that every
01:04:27.180 --> 01:04:46.050
Jim Lynch: For profit or nonprofit business have the poi insurance employer practice liability insurance, find out from your PO what it offers. What is your deductible. How does it. How does it protect your, your organization against any type of claims our liability.
01:04:47.160 --> 01:04:54.120
Jim Lynch: Obviously, big topic. The Affordable Care Act being compliant with that in any new regulatory requirements.
01:04:54.570 --> 01:05:04.830
Jim Lynch: As you probably look, you might be looking at this and go what happened between the 1980s and present day, how did how when there's so much different changes. I can tell you, it's quite simple.
01:05:06.150 --> 01:05:11.640
Jim Lynch: There was a law that's on the books and I won't go into too much detail that put it basically comes down to the burden of proof.
01:05:12.330 --> 01:05:28.590
Jim Lynch: The burden of proof or any type of claim used to be back in the 1980s it was the burden of proof was on the employee to prove that they had a rifle claim and could substantiate their claim. Whatever the specific situation was well
01:05:30.210 --> 01:05:36.930
Jim Lynch: It is, and the burden of proof. Now it goes to the employer, where the employer has to prove that they've done everything correct
01:05:37.620 --> 01:05:48.600
Jim Lynch: everything correctly in compliance with the different regulatory bodies out there from a state, local, and federal. So once that happened, as you can imagine the amount of regulatory
01:05:49.350 --> 01:06:01.230
Jim Lynch: Requirements skyrocketed. Once the burden of proof shifted so you can see here, that's a huge advantage for using a P O is just staying and compliant on all these different rules and regulatory requirements.
01:06:04.020 --> 01:06:10.320
Jim Lynch: I always say, do your due diligence. When selecting a PO again five tips I want to give you
01:06:11.580 --> 01:06:12.990
Jim Lynch: To make sure you're looking at it.
01:06:14.250 --> 01:06:17.820
Jim Lynch: Be sure that the pricing makes sense for you.
01:06:18.840 --> 01:06:25.080
Jim Lynch: And what I mean by that is, make sure it's transparent, make sure you understand what you're paying for what you're not
01:06:26.190 --> 01:06:36.960
Jim Lynch: You know what your, your cash flow is you know what your expenses are, I would say if you're if you're choosing and selecting a P. O. Go through a comprehensive
01:06:37.980 --> 01:06:48.090
Jim Lynch: ROI analysis or make your P O go through that that you're choosing make them make what make them make it makes sense to you from a financial standpoint.
01:06:48.570 --> 01:06:54.930
Jim Lynch: And that you understand what you're paying for because there are some CEOs that things are done differently.
01:06:55.830 --> 01:07:02.640
Jim Lynch: And there are some that it's done very transparent so make sure you understand and can break that down to exactly what you're paying for
01:07:03.390 --> 01:07:14.160
Jim Lynch: And I always say verify and this probably goes to anything, whether you're buying a new car, or you're looking for somebody to paint your house, do your due diligence and make sure they're legitimate.
01:07:15.180 --> 01:07:33.300
Jim Lynch: Go out to nap EO which is n AP, yo. It's a website. It's the governing body for all CEOs, they will help you and also produce information and content on a certified to make sure they're certified. Make sure make sure their
01:07:34.320 --> 01:07:37.530
Jim Lynch: Their customer service go out, we look at their reviews.
01:07:38.640 --> 01:07:47.910
Jim Lynch: If you're working with them get get references, find out, talk to some of the clients that the currently working with. See how that's going. The other thing is to
01:07:49.410 --> 01:07:53.520
Jim Lynch: And more importantly than all these is to make sure that you are
01:07:54.960 --> 01:07:58.320
Jim Lynch: That they know your landscape and they know your business landscape.
01:07:59.430 --> 01:08:12.840
Jim Lynch: I'll throw in a little commercial for try net. I mean, obviously, you know, you want to work with a P O that understands the nonprofit industry because I can tell you there's a lot of complexities between
01:08:13.650 --> 01:08:25.020
Jim Lynch: Look for a P. O. That is vertical eyes because POS don't operate the same way as the for profit, I'm sorry, nonprofits, don't operate the same way as a for profit company.
01:08:26.040 --> 01:08:31.410
Jim Lynch: I can tell you there are specific tax loss or regulatory requirements for nonprofits.
01:08:32.580 --> 01:08:48.660
Jim Lynch: Specifically with faith based organizations or whether you're a school, there's different tax regulatory requirements and so make sure that they understand your mission your cause, and stand behind that and make sure they understand the nonprofit industry.
01:08:49.770 --> 01:09:06.780
Jim Lynch: That's very important and find a studio that provides not only the administrative functions and the technology, but also the HR expertise expertise in addition to whatever products or services that are included.
01:09:07.830 --> 01:09:17.730
Jim Lynch: That's so important that you're obviously looking for that level of HR expertise. I always tell go out and look at the job requirements they have for their HR
01:09:18.660 --> 01:09:23.880
Jim Lynch: Specialist. What type of background and they require they require that they were an HR
01:09:24.720 --> 01:09:36.870
Jim Lynch: Vice president of a company, how many years of prior work experience in HR. Did they have when they're posting jobs out there. I always want to say if I want to know how good somebody is doing something I look at their resume.
01:09:37.710 --> 01:09:43.740
Jim Lynch: Look at, look at their resume, so to speak, and the type of people that they're hiring to support you. Because at the end of
01:09:43.740 --> 01:09:47.820
Jim Lynch: The day. That's the person you're going to pick up the phone and you're going to be talking to
01:09:48.210 --> 01:09:58.620
Jim Lynch: And look for the types of benefits that they're offering you make sure they're offering you good big company benefits not only the quantity and the amount, but also the quality of those benefits.
01:09:59.010 --> 01:10:11.460
Jim Lynch: Because those are very different based upon the needs of each organization. So those are really five tips I would give everyone if you're looking to go and select a P. O. That would be helpful for you.
01:10:12.930 --> 01:10:19.770
Jim Lynch: With that, I'm going to, I'm going to open it up for questions at the end. But I want to turn it back over to Carly
01:10:20.880 --> 01:10:23.070
Jim Lynch: And introduce a couple of
01:10:24.660 --> 01:10:37.680
Jim Lynch: People that she know that went through the same process of working and selecting a P. O. And really understanding why so Carly, I'm gonna throw it back to you and then I'll open it up for questions or you want me to answer questions now.
01:10:38.550 --> 01:10:41.430
cmartin: Are you going to stay available for some questions. I want to surprise you with
01:10:41.520 --> 01:10:42.420
cmartin: From people
01:10:42.480 --> 01:10:47.220
Jim Lynch: on LinkedIn. I will show I will stay right here. I'm not
01:10:47.280 --> 01:10:49.050
Jim Lynch: Playing anywhere they like that.
01:10:50.670 --> 01:10:52.260
Jim Lynch: Ryan talk
01:10:52.410 --> 01:10:57.600
cmartin: First, he's actually a CFO here for Texas Freedom Network. It's a local Austin nonprofit.
01:10:58.110 --> 01:11:03.240
cmartin: I put the employee count for the two clients that we're going to have speak just, you can see the difference.
01:11:04.410 --> 01:11:05.070
01:11:05.370 --> 01:11:07.830
cmartin: In their organizations, both of them had
01:11:08.160 --> 01:11:09.300
01:11:10.590 --> 01:11:15.210
cmartin: Roads to us, I would say, but I want them to explain a little bit about why they chose a PEO
01:11:15.570 --> 01:11:23.010
cmartin: What decisions they that came into play and just their experiences. And then if you have questions, we can we can ask them there. So Ryan, you want to jump in.
01:11:23.760 --> 01:11:24.960
cmartin: And thanks for joining us, by the way.
01:11:25.350 --> 01:11:26.070
Ryan Valentine: No, of course.
01:11:27.270 --> 01:11:37.890
Ryan Valentine: We have been trying to just since January and I'm already feel like I'm an evangelist to for the product. It's proven itself already in just a short five months, we've been with them.
01:11:38.220 --> 01:11:40.860
Ryan Valentine: We were a small nonprofit that grew very quickly to
01:11:40.890 --> 01:11:53.730
Ryan Valentine: Kind of a midsize nonprofit and found that the infrastructure. We had put in place to be a small you know 12 person office all of the payroll procedures and HR procedures suddenly weren't working as we scaled up very quickly.
01:11:54.090 --> 01:12:02.820
Ryan Valentine: So we actually were seeking help when we ran it and trying it based on a recommendation from our accountant who sent them to us with high recommendations and
01:12:03.180 --> 01:12:17.610
Ryan Valentine: Just to sort of summarize everything from the previous presentation. We've found to be true. In our experience, they immediately gave us access to better benefits cheaper for our employees better insurance rates for workers comp
01:12:18.240 --> 01:12:26.850
Ryan Valentine: Better 401k plan that cut the cost for our employees, the fees, more than half plus gave them better options and
01:12:27.330 --> 01:12:29.400
Ryan Valentine: So right away, improved our
01:12:29.400 --> 01:12:46.350
Ryan Valentine: Infrastructure payroll went from kind of a nightmare that sometimes took as much as two days to now runs like clockwork our office team can do it, usually in half a day in the morning and it's integrated well with all the other things we used to do employee time tracking
01:12:46.620 --> 01:12:49.920
Ryan Valentine: has just made it a lot easier. And honestly, a lot more accurate.
01:12:50.130 --> 01:12:57.540
Ryan Valentine: The employees are much happier that there's not mistakes because of handwritten timesheets that were processed by three people before they landed.
01:12:57.600 --> 01:13:03.570
Ryan Valentine: On their paycheck. All that was sort of the baseline reason we decided to move to try net, but I'll say
01:13:03.840 --> 01:13:09.270
Ryan Valentine: Just in the last five months. The, the thing that has made me so please to be
01:13:10.740 --> 01:13:21.090
Ryan Valentine: In a loop with try net is the HR expertise from their Sherm certified HR rep that they have assigned to us, who I have been on the phone with
01:13:21.600 --> 01:13:27.180
Ryan Valentine: Probably weekly sometimes more than once a week. Ever since always patiently taking my calls and emails.
01:13:28.140 --> 01:13:39.780
Ryan Valentine: Dealing with everything from questions I have about law and compliance to getting on the phone with our leadership team to talk about very delicate HR issues when we have personnel matters that sort of exploded.
01:13:40.950 --> 01:13:52.650
Ryan Valentine: And directing us to go resource has given us good counsel and working with us all the way through those sort of hand in hand and then who could have even predicted this five months ago, but when
01:13:53.730 --> 01:14:04.440
Ryan Valentine: The sort of world fell apart. A few months ago and we were getting in line along with it. Other all these other nonprofits to try to get to participate in the paycheck protection program.
01:14:05.190 --> 01:14:13.170
Ryan Valentine: There was trying to again giving us the report just the reports we needed weekly webinars to brief us on
01:14:13.830 --> 01:14:22.410
Ryan Valentine: The changing regulations that were being rolled out in real time again resources. I didn't even know to ask for last fall when we were thinking about
01:14:22.770 --> 01:14:32.250
Ryan Valentine: Looking at a P. O. And now I can't imagine doing any of this without the day to day support of trying at the confidence we have that we get good solid
01:14:32.760 --> 01:14:39.630
Ryan Valentine: HR advice. Honestly, just about as if someone worked in our office with us. That's how responsive.
01:14:40.410 --> 01:14:47.040
Ryan Valentine: I rep has been on email and on the phone call and then all the other stuff that has made us able to offer our employees.
01:14:47.760 --> 01:14:54.990
Ryan Valentine: The level of benefits and services they would get if they work for a big company that were just out of reach for us this recently. Six months ago.
01:14:55.350 --> 01:15:08.130
Ryan Valentine: So that in a nutshell, it's sort of been as advertised. Our experience so far. And that's why I'm happy to share our experience with anybody, and be a reference for trying its product to anybody who has questions.
01:15:09.060 --> 01:15:10.050
Carolyn M. Appleton: Thank you.
01:15:10.410 --> 01:15:19.080
cmartin: Thanks, Ryan. That was, that was awesome. I appreciate it and happy that we're here to help you nick of time, right, because we didn't see this whole pandemic coming
01:15:21.000 --> 01:15:23.940
cmartin: And. So next I'm going to bring on, Tom.
01:15:24.060 --> 01:15:32.280
cmartin: He is a little different. He is with a religious Institute. He's actually a lead pastor and it's a smaller organization about seven people
01:15:32.790 --> 01:15:40.890
cmartin: Potential maybe more. Now what could be seven. Um, and I'm gonna let him talk about his experience coming from that point of view, Tom, you wanna jump in here.
01:15:45.060 --> 01:15:47.610
Thom Fulmer: Yeah, sure. Hey, I
01:15:48.180 --> 01:15:49.470
Jim Lynch: Jump on and kind of share
01:15:49.470 --> 01:16:04.530
Thom Fulmer: Our experience and answer any questions you guys might have we made a move to give you a little bit of background. We're northwest Community Church and we made a move from being a part of a larger church where we were one of their satellite branches to go out and become an
01:16:04.950 --> 01:16:05.190
Jim Lynch: Air
01:16:05.940 --> 01:16:07.380
Thom Fulmer: And that process started in
01:16:07.380 --> 01:16:13.740
Thom Fulmer: October and we weren't a pretty fast time scale, you know, to get our 501 C three and all the stuff that we needed to have
01:16:13.740 --> 01:16:14.340
Jim Lynch: Happen.
01:16:15.270 --> 01:16:16.200
Thom Fulmer: To make us
01:16:17.040 --> 01:16:22.950
Thom Fulmer: Up official legal legitimate January 1. And so that was a fast run
01:16:24.690 --> 01:16:27.180
Thom Fulmer: And there's two full time employees and
01:16:28.230 --> 01:16:33.840
Thom Fulmer: Five part time employees that are that makes us kind of go, week to week and do what we do.
01:16:35.310 --> 01:16:36.270
Thom Fulmer: Though from
01:16:37.710 --> 01:16:39.120
Thom Fulmer: Just a benefit standpoint.
01:16:39.630 --> 01:16:40.740
Thom Fulmer: Right that answered a lot of the
01:16:40.740 --> 01:16:51.090
Thom Fulmer: questions we are asking, honestly, the guy who's kind of operations guy who's managed us through the transition is just one of our volunteers and so it was a really
01:16:52.050 --> 01:16:55.710
Thom Fulmer: Great for us. And one of the things that we talked about was wanting to be able to provide
01:16:56.220 --> 01:16:57.480
Thom Fulmer: All the benefits of a bigger
01:16:57.480 --> 01:17:01.350
Thom Fulmer: Organization to our employees of which I'm one
01:17:02.490 --> 01:17:16.740
Thom Fulmer: But, you know, so that we would have health care affordable healthcare so that we would have a 401k plan so that we could provide a matching program. So we can be competitive, when we're out, you know, looking to add to our staff down the road.
01:17:18.630 --> 01:17:27.510
Thom Fulmer: And to take care of the people that we have in the transition trying that also pays payroll, for us it was important for us to have a local presence because
01:17:27.960 --> 01:17:35.700
Thom Fulmer: We haven't been through this process before and we knew we were going to have questions. And so our volunteer, who's a real high capacity.
01:17:36.180 --> 01:17:37.950
Thom Fulmer: You know, quite frankly, is is
01:17:38.130 --> 01:17:46.710
Thom Fulmer: Been high up and Dells financial organization and now works for turbo. And so the way I looked at it as
01:17:47.280 --> 01:17:56.340
Thom Fulmer: Kind of the guy that was in charge was whoever is going to help me from a financial and legal and insurance all that I didn't. I wanted, I wanted his wisdom.
01:17:57.000 --> 01:18:04.470
Thom Fulmer: I didn't want him to spend all the hours he was going to spend managing all the mission detail. And so that's where the partnership with
01:18:04.950 --> 01:18:13.770
Thom Fulmer: Try net and with a PEO has been really beneficial is not only if they offered all the services, but they've been able to kind of simply provide all this information.
01:18:14.250 --> 01:18:29.130
Thom Fulmer: To Scott so that he can, you know, I can use them for what I really want to use them for and not so much for doing the books and paying payroll and doing all that kind of, you know, and chasing a million different things. So they offered us a lot.
01:18:30.300 --> 01:18:39.120
Thom Fulmer: That made kind of our transition a lot simpler and makes our day to day a whole lot simpler as well. And I'm happy to elaborate more but that's kind of in a nutshell.
01:18:40.770 --> 01:18:42.120
Carolyn M. Appleton: Yeah, thank you.
01:18:42.180 --> 01:18:45.090
cmartin: Perfect, thank you for keeping it short and sweet. I appreciate you guys
01:18:45.330 --> 01:18:52.050
cmartin: Being on here. Um, I know we have a few minutes left if anyone has questions for Jim
01:18:52.590 --> 01:18:56.220
cmartin: Ryan tower. I love to hear any of those at right now.
01:18:57.990 --> 01:19:01.110
Susannah: I did this. This is Anna, can you hear me.
01:19:01.530 --> 01:19:03.210
Susannah: Yeah okay i'm not
01:19:03.360 --> 01:19:04.770
Susannah: Sure. My camera on. I'm not
01:19:04.770 --> 01:19:06.810
Susannah: Preventable, I mean I'm my
01:19:11.940 --> 01:19:14.760
Susannah: So my question is, it sounds like a
01:19:15.030 --> 01:19:16.500
Susannah: Turn that has
01:19:16.860 --> 01:19:27.300
Susannah: Options for some an entity that doesn't want say the full package of services. That's my first question. And also, can you talk a little bit more about
01:19:29.670 --> 01:19:42.690
Susannah: The benefits in terms of health insurance you alluded to, to that that some people do that. That's always something I think that nonprofits are interested in those are my two questions.
01:19:44.100 --> 01:19:47.280
Jim Lynch: Yeah, Jim, you want to take that. Okay, sure.
01:19:48.330 --> 01:19:58.380
Jim Lynch: Thank you. Susanna and before I answer your questions. Thank you Ryan and Tom for for jumping on and being kind of partners, appreciate you guys both
01:20:01.140 --> 01:20:18.660
Jim Lynch: As far as the, the two questions you ask as it relates to the full package except every P O is not the same. Some require you to take advantage of all the comprehensive services that they offer.
01:20:20.340 --> 01:20:24.360
Jim Lynch: Try net and and there might be other P who's out there.
01:20:24.780 --> 01:20:36.390
Jim Lynch: There are some things that we allow I'll just use the word carve out, meaning that you can continue to not include in the option to support option.
01:20:37.080 --> 01:20:56.160
Jim Lynch: And some of those things might even be health benefits. I've talked to some nonprofits that for some reason or another, they might want to keep their benefits with maybe they have a broker that broker sits on your church board.
01:20:57.390 --> 01:21:01.770
Jim Lynch: Maybe that broker is part of your network Association.
01:21:03.150 --> 01:21:14.220
Jim Lynch: And so we do allow that I can tell you 99% of the time it's included just because it makes good financial sense and because of the vast variety of
01:21:15.090 --> 01:21:38.520
Jim Lynch: options that are available. The others that most night like said 99% of time we included because of those reasons, but that is an option. There are certain circumstances, which I've seen it done. The other thing is 401 K or 403 B, although you do absorb session with 401 K. You can keep a
01:21:40.260 --> 01:21:47.790
Jim Lynch: Outside of the p o construct. Typically, they can do the deductions and handle everything for you.
01:21:48.270 --> 01:22:07.170
Jim Lynch: If you're doing a 401k. That's something I know we can carve out you can continue to handle it. Whoever whoever you're working with. But again, when you think of that cost savings from administrative costs of not only and the fiduciary responsibility of managing the plans for a 401k.
01:22:08.700 --> 01:22:22.860
Jim Lynch: A lot of times you don't want to take on that burden, but it is an option that could be carved out at least for us if you wanted to continue to handle that outside the confines of a P. O.
01:22:24.090 --> 01:22:33.810
Jim Lynch: You know, depending on the situation, sometimes workers comp again all these different that can can sometimes be carved out depending on the state.
01:22:34.920 --> 01:22:40.620
Jim Lynch: If needed, I haven't ever seen a case where that really makes sense because usually appeal will give you between
01:22:41.340 --> 01:23:02.100
Jim Lynch: 15 to 20% savings on the on on the on the workers comp versus an open market, quote, so you're not getting those five cards, but there are those are the three things I'm thinking off the bat that are that that can be used or not use the other things and some CEOs. There are ancillary
01:23:03.570 --> 01:23:18.090
Jim Lynch: Support products or cloud based products that are included and I'm not sure if any of our two guests that use them, but we like performance management software or you don't have to use that if you don't want to use trying to perform. You don't have to, but it's included
01:23:19.680 --> 01:23:30.930
Jim Lynch: And there's also things like hiring software allows you to hire and also expense management. Sometimes people you will continue to use their own expense management software outside. Maybe they're using
01:23:33.030 --> 01:23:40.950
Jim Lynch: You know, another solution for that we are trying to expand those things are things that can be used or not used.
01:23:41.430 --> 01:23:48.450
Jim Lynch: I would tell you, payroll is the main driver that has to be used. That's what gives us the legal construct to be able to handle those other
01:23:49.020 --> 01:23:59.040
Jim Lynch: Items. So I don't know. You know, so there are some things you can carve out of the full, full solution depending on the P. O. I don't know all pos I'm speaking
01:23:59.400 --> 01:24:07.800
Jim Lynch: Specifically for trying that because I happen to know it very well. But the other question was did I answer your question first on that Susanna
01:24:14.010 --> 01:24:19.140
Jim Lynch: And your, your other one part of the question is on the health insurance. Can you elaborate a little bit on a question there.
01:24:19.470 --> 01:24:21.150
Susannah: Yeah, no I um
01:24:21.210 --> 01:24:38.160
Susannah: When I heard you say about rep reference that some CEOs can offer health insurance. I know that that is something that a lot of nonprofits might be excited to hear about. And so as
01:24:38.250 --> 01:24:42.750
Susannah: I was wondering if you could elaborate on that a little bit, either.
01:24:43.800 --> 01:24:45.600
Susannah: CEOs generally are trying that.
01:24:45.600 --> 01:24:46.410
01:24:48.660 --> 01:24:59.910
Jim Lynch: Yeah, the health insurance is is a big driver. Obviously the. A lot of people come to, especially in the current environment, not only to I was on a you think about it, we
01:25:00.390 --> 01:25:12.930
Jim Lynch: Since greater risk for from a standpoint of not only appeal sometimes help you save money outside, you know, from the onset of the relationship when they, when they write you
01:25:14.130 --> 01:25:21.000
Jim Lynch: But more importantly, if you think about the risk pool that it puts you and because most CEOs don't bring on every client.
01:25:21.480 --> 01:25:32.070
Jim Lynch: They really risk adverse to to make sure that they're protecting the pool that they're commingling or aggregating all of their clients together so you become part of a big network I
01:25:39.240 --> 01:25:50.460
Jim Lynch: kid you not, they got a 60% increase in their medical benefits premiums and I was like, how did you absorb that and their budget and and quite frankly, she said. That's why we're talking, Jim.
01:25:51.960 --> 01:25:57.810
Jim Lynch: Usually under a PPO the health insurance, not only gives you the options but it protects against
01:25:58.350 --> 01:26:13.110
Jim Lynch: It's a buffer to those large increases based on that small group. So if you're a small group like Tom that have seven and he said top seven employees are so you're the insurance company is going to look at that group and rate you every year based on how that group.
01:26:15.030 --> 01:26:30.570
Jim Lynch: Functions are quite frankly benefits are very personal thing, you know, everything from health insurance matters to diseases and prescription drugs and which are them. By the way, the main driver of your health care premiums is your prescription drug use.
01:26:31.590 --> 01:26:45.450
Jim Lynch: But we now create this bigger pool. So it's like the impact is like throwing a pebble into what I consider a bathtub versus the ocean, if you have that that pebble represents a claim that pebble, gets
01:26:46.830 --> 01:26:53.340
Jim Lynch: less of an impact office in an ocean. So we create that ocean. So appeal. We usually keeping the load is single digit
01:26:53.760 --> 01:27:05.670
Jim Lynch: Increases year over year because they're able to not only leverage their scale on the healthcare side but also absorb some of the those crazy increases. We're hearing, especially in this
01:27:06.090 --> 01:27:13.320
Jim Lynch: environment that we're in today. There's just so much uncertainty about New York Times just wrote an article two weeks ago.
01:27:13.890 --> 01:27:28.470
Jim Lynch: About the uncertainty in the future of health care costs based on the current color environment and what impact that that going to have a small to medium sized businesses and quite frankly, it was very revealing and supported the need for a chemo.
01:27:29.550 --> 01:27:35.100
Jim Lynch: Because you know insurance premiums are one of those things that you can't you can't really
01:27:35.790 --> 01:27:45.810
Jim Lynch: It's one of those unpredictable. As for your, you know, if you're a church. You have a relatively good understanding of what your tithes and offerings are going to be each month and you can relatively budget around that.
01:27:46.290 --> 01:27:58.080
Jim Lynch: If you're an association you relatively know what your membership dues are going to be every month and you can budget towards that. But the one thing. It's hard, is how is your have your employee base.
01:28:00.240 --> 01:28:12.360
Jim Lynch: Reacted this last year. You don't know what types of claims that have been submitted and what types of that's very personal. Right. So it's one of those things you can always really budget for because it's just all over the place so
01:28:13.020 --> 01:28:29.730
Jim Lynch: The medical protection under the to and the more plan choice options. Once you choose a a plan that you want to fund to then give the employees a chance to either by down or by up from that plan. Select option that make sense.
01:28:31.500 --> 01:28:32.130
01:28:34.770 --> 01:28:37.260
Jim Lynch: Yeah yeah so
01:28:37.470 --> 01:28:40.890
Jim Lynch: I know we're a little over time. And I have two questions that came in from LinkedIn today.
01:28:41.310 --> 01:28:45.750
cmartin: And I want to put Jim on the spot, and then we'll let you guys out of here. I know.
01:28:46.080 --> 01:28:46.770
Jim Lynch: I
01:28:47.430 --> 01:28:48.750
Jim Lynch: Like being on the spot.
01:28:55.770 --> 01:28:57.300
Susannah: I don't know if you saw a
01:28:59.040 --> 01:29:01.920
Susannah: Question via the zoom group chat as well so
01:29:01.980 --> 01:29:02.850
cmartin: Oh, we missed it.
01:29:03.360 --> 01:29:04.500
cmartin: I will go find that
01:29:05.460 --> 01:29:06.570
cmartin: Until then,
01:29:06.570 --> 01:29:07.410
Jim Lynch: Come right down
01:29:07.920 --> 01:29:09.990
cmartin: Until then, Jim. The question is,
01:29:11.130 --> 01:29:17.070
cmartin: How does a PEO work with remote employees and is it hard to add on multi state.
01:29:18.060 --> 01:29:25.320
cmartin: And then another question is, do you understand how grants need to be tracked and can appeal help with that.
01:29:26.760 --> 01:29:28.830
cmartin: For am assuming you're talking about
01:29:30.060 --> 01:29:32.370
cmartin: Time allocated to grants. Yeah.
01:29:33.000 --> 01:29:36.870
Jim Lynch: Yeah, Grant tracking. Yeah. Yep. So okay, so on the multi
01:29:38.220 --> 01:29:40.020
Jim Lynch: The multi state question.
01:29:41.370 --> 01:29:54.990
Jim Lynch: The multi state is an adding employees, especially in this environment, I would say, look for a P. O. That has a national presence there a local P. O. And you're in Austin. And that's all they're located in
01:29:56.700 --> 01:30:08.580
Jim Lynch: That, that might be a question that you want to raise your hand and say, does it make sense. You want to make sure they have employees in the states that you're operating are at least have that level of expertise as federal state models federal
01:30:08.730 --> 01:30:21.540
Jim Lynch: local and state laws are changing, I would say, important to make sure that they can handle that remote employee and they have a physical presence there in the event that you needed somebody to come on site your P O, come on site.
01:30:22.860 --> 01:30:31.530
Jim Lynch: The other thing is, as far as making sure they have the technology and it was part of what I mentioned before, that's scalable, especially in this environment.
01:30:33.240 --> 01:30:35.010
Jim Lynch: I forget the percentage about
01:30:35.010 --> 01:30:40.530
Jim Lynch: But most employees, including just about everyone on this call. We're working from home, right, we're in this environment.
01:30:41.010 --> 01:30:51.300
Jim Lynch: Where it can handle remote employees, where they have a cloud based software that allows them to login from home that allows them to get access to their data and information. Their PTO request.
01:30:52.500 --> 01:30:53.850
Jim Lynch: Or they need to
01:30:55.290 --> 01:31:08.280
Jim Lynch: Do a deduction change whatever it might be that they have access to their systems from a remote environment and that the employees have that same access from not only their computer, but also
01:31:08.790 --> 01:31:18.060
Jim Lynch: I know our technology is replicating our smartphone. If I wanted to request the day off. I go to my phone. I reckon requested on my phone. If I want to check my last paycheck in my
01:31:18.810 --> 01:31:24.510
Jim Lynch: Major guide deposit. I can check it on my phone. So make sure that the technology allows them to scale to that.
01:31:26.190 --> 01:31:35.340
Jim Lynch: As far as grant tracking. A lot of times you have to track that information back to hours and work specifically ended department on a specific project.
01:31:36.000 --> 01:31:48.810
Jim Lynch: That is something that our payroll platform does offer, but it's important to know specifically for those that have to to allocate times to a specific grant that that it's available.
01:31:48.900 --> 01:32:01.680
Jim Lynch: And again, because not all P O's are vertical realized they don't understand the difference between working for like a tech company or a doctor's office.
01:32:01.710 --> 01:32:06.270
Jim Lynch: versus some of the requirements of a nonprofit and tracking
01:32:07.320 --> 01:32:17.610
Jim Lynch: Time allocated back to a specific grant so important to choose a P O that can handle that we did get a question on pricing and I'm glad you asked. Dale.
01:32:18.480 --> 01:32:30.090
Jim Lynch: How do we get pricing. I get asked that question all the time because this all sounds great. First of all, if you're in the Austin area you reach out to Carly Martin on call, but
01:32:32.190 --> 01:32:43.530
Jim Lynch: I'm sorry, Carolyn, would you say something. Oh, you are pointing to her, but on my screen. She's in the opposite direction you reach out to Carly, and let me, let me tell you to be priced differently.
01:32:44.760 --> 01:33:01.350
Jim Lynch: And I might sound a little selfish here because I work for, but I'll try to be vendor agnostic as I can, is making sure that your pricing is transparent I alluded to this before that different POS priced differently. Some do what's called percentage of payroll.
01:33:01.950 --> 01:33:06.210
Jim Lynch: Which makes it very different to back into and really understand what you're paying for
01:33:07.350 --> 01:33:13.530
Jim Lynch: It trying to and some other POS, we believe in what's called a transparent per employee per month pricing.
01:33:13.920 --> 01:33:25.830
Jim Lynch: Meaning you pay a certain fee for each employee that's on your platform. So your per employee service. These that encompasses payroll and your administrative and your HR person.
01:33:26.730 --> 01:33:34.170
Jim Lynch: is different and not co mingled in with what you're paying for things like workers comp and benefits and EPA Li
01:33:34.500 --> 01:33:50.430
Jim Lynch: Those ppl is included and ours but some charge differently. So just understand how they're charging and I like to keep things separate when it comes to the medical versus what you're paying for the services for that P. O. But to get pricing.
01:33:52.020 --> 01:34:00.390
Jim Lynch: On them. We do what's called a complete ROI analysis for every client, we really understand how many employees you have, how many full time company part time
01:34:00.780 --> 01:34:10.230
Jim Lynch: And then we're going to get what's called census data from you that allows us to understand your employees, the types of benefits will ask for your, your current
01:34:10.740 --> 01:34:19.560
Jim Lynch: Benefit Plan. So we can do a good comparison against the types of plans that you're offering today and your current environment. But that's something that we would get from you.
01:34:20.490 --> 01:34:29.340
Jim Lynch: And then we would work with the carriers to provide a quote back to specifically on the medical and then we price.
01:34:29.820 --> 01:34:33.630
Jim Lynch: Workers comp out separately by getting workers comp declaration page.
01:34:34.110 --> 01:34:48.030
Jim Lynch: And then there's a lot of the services that are included in our pricing that we don't charge that's kind of wrapped up into that, what I would consider per employee per month service. See anything I missed her Carly for them to reach out to you directly
01:34:48.690 --> 01:34:59.520
cmartin: Yeah, that's perfect. I was actually messaging with someone right now. So a little distracted, but a similar question. So that was a great response much. Well, I would have said, which means is
01:34:59.520 --> 01:35:06.120
Jim Lynch: Perfect. So yeah, so let me close with this. There was a slide on the screen. If you see it.
01:35:06.870 --> 01:35:18.690
Jim Lynch: I realized we covered a lot in a short period of time here. If you have any questions that relate related to try net or two P. O. Specifically, you have both of our names and numbers on this.
01:35:19.170 --> 01:35:25.410
Jim Lynch: This slide here. Feel free if you have, there's a lot more details that can we could go into
01:35:26.220 --> 01:35:35.220
Jim Lynch: To reach out to you will give you were considered consultants that will give you our, our opinion if it works for your organization or not.
01:35:35.820 --> 01:35:51.480
Jim Lynch: Sometimes it's not the right fit. But I can tell you, in most cases, we can easily put together a pretty compelling case to support appeal model at least being an option on the table to help you and your organization achieve your mission. So with that being said,
01:35:53.220 --> 01:35:55.230
Jim Lynch: If there's no more question, I appreciate your
01:35:55.260 --> 01:35:59.280
Jim Lynch: Time and allowing us the opportunity, and thank you, Carolyn for
01:35:59.280 --> 01:36:00.060
cmartin: Having us
01:36:00.750 --> 01:36:07.560
Carolyn M. Appleton: Now, this is great. I would if if it was me. Of course, this would be like everybody would get this, I
01:36:08.550 --> 01:36:11.370
Carolyn M. Appleton: Early on when I went freelance I
01:36:12.030 --> 01:36:14.790
Carolyn M. Appleton: It's been about 20 years now. I actually got
01:36:16.350 --> 01:36:20.490
Carolyn M. Appleton: A an accountant to track both my personal and my professional
01:36:21.840 --> 01:36:25.770
Carolyn M. Appleton: Taxes and the reason for that was actually then
01:36:28.110 --> 01:36:41.400
Carolyn M. Appleton: The year prior to that I'd gotten a letter with a check back from the IRS saying you paid too much. It was like $700. I was like, I'm an idiot. I'm Erin really pretty smart about things, but
01:36:41.790 --> 01:36:44.730
Carolyn M. Appleton: Even back then, you know, I just
01:36:45.480 --> 01:36:51.570
Carolyn M. Appleton: didn't keep up with the laws. I just did not have the bandwidth to be a one person in my case one.
01:36:51.570 --> 01:36:52.050
01:36:53.070 --> 01:36:53.760
Carolyn M. Appleton: And to
01:36:55.410 --> 01:36:58.170
Carolyn M. Appleton: To handle that and be in compliance with the IRS.
01:36:58.410 --> 01:37:10.770
Carolyn M. Appleton: And so I've stayed with my, I guess I gave that to Carly my accountant of 20 years Intel and who's actually in South Texas where I worked for many years, but I would
01:37:11.370 --> 01:37:16.260
Carolyn M. Appleton: Say for so many nonprofits. I know this is one issue that comes up a lot, and that
01:37:16.260 --> 01:37:17.550
Carolyn M. Appleton: Is I say
01:37:17.580 --> 01:37:21.600
Carolyn M. Appleton: An employee that really was doing the social media and
01:37:21.600 --> 01:37:23.730
Carolyn M. Appleton: Marketing and the nonprofit goes
01:37:24.570 --> 01:37:32.070
Carolyn M. Appleton: Well, I can't really hire somebody to do the accounting. So would you kind of do that too and it's
01:37:32.400 --> 01:37:34.290
Jim Lynch: I just want to say this mistake.
01:37:36.810 --> 01:37:37.650
01:37:38.850 --> 01:37:42.750
Carolyn M. Appleton: It can be so like you showed with the laws. The list of the laws and the
01:37:42.750 --> 01:37:44.700
Carolyn M. Appleton: Compliance, you could just hurt.
01:37:44.760 --> 01:37:46.050
Jim Lynch: Your nonprofit.
01:37:46.320 --> 01:37:47.550
Carolyn M. Appleton: Especially the smaller ones.
01:37:51.210 --> 01:37:59.370
Jim Lynch: Think about it being on the other end and representing a lot of these clients to be specific in the earlier part of my career representing them and
01:37:59.970 --> 01:38:02.640
Jim Lynch: A lot of its lack of knowledge and lack of knowing, but
01:38:03.420 --> 01:38:15.060
Jim Lynch: One thing I felt to say is it's still being recorded, and you're not live here. If you would like a demo, I think that the technology really is work comes alive to show you how a p o can help drive that
01:38:15.480 --> 01:38:24.570
Jim Lynch: If you need help with and just kind of take a drive through our demo it takes us about 30 minutes and Carla would be happy to show the technology to me.
01:38:25.050 --> 01:38:30.600
Jim Lynch: When I first joined this industry. It was really what came alive to me is seeing how
01:38:30.930 --> 01:38:40.950
Jim Lynch: You can take a very paper intense environment and create efficiencies, just by understanding and then you can compare it with other CEOs, if you're looking at other people's at least you have a basis point
01:38:41.370 --> 01:38:47.490
Jim Lynch: To see the technology offering that's out there. Yeah, sounds good. Thank you both very much
01:38:48.150 --> 01:38:49.170
cmartin: For thank you for having
01:38:49.170 --> 01:38:50.250
Carolyn M. Appleton: Us and we'll
01:38:50.580 --> 01:38:52.200
Jim Lynch: Do is
01:38:52.350 --> 01:38:53.580
Carolyn M. Appleton: Yeah, we have this on.
01:38:53.820 --> 01:38:55.950
Carolyn M. Appleton: Our Facebook group page on Twitter.
01:38:56.370 --> 01:39:04.020
Carolyn M. Appleton: And it'll be Bill color down 11 turkeys and will, and it'll be on the Net Squared YouTube channel.
01:39:04.080 --> 01:39:14.430
Carolyn M. Appleton: And on our original intent platform page also so tomorrow by tomorrow afternoon, probably, so it's real shareable all over, so everybody can
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Carolyn M. Appleton: Access it so