HR Considerations for Small Businesses in the new Remote Work Environment

Transcript

good afternoon everyone welcome to pink mic legal confessions we are actually having a very interesting topic today um the episode you're gonna be tuning into for today is called the hr considerations for small businesses in new remote work environment which we all know we're all getting used to and i think time and time again people are hoping that there's more jobs like this so we're going to hear from our expert today on how to handle this type of work in general as you know the new remote work policy and the environment that uh that has existed since covid is here to stay and i think there's an increasing number of employees that are reducing physical office space they're looking to stay at home with their family and it gives people and staff members the power to choose what kind of work they want to do at home and for small business owners and human resource professionals this means adjusting this means policies have to change and and um systems have to change and you sort of need to keep up with the times um so that's kind of what what i think about with that so uh as your viewers know i'm attorney stephanie garces the owner of garces law firm in arlington heights where we help you prepare for the unexpected um especially in the event of an unexpected absence so today we have the pleasure of speaking with season gillard an experienced hr an executive management professional who has experience with virtual staffing and remote work environments dating back to long before the pandemic began so season thank you so much for joining me today i know that this remote era is nothing new to you but i am so intrigued by what you do so please um introduce yourself for the guests well thank you so much stephanie for inviting me it certainly is a pleasure to be here i'm excited to share with your audience and help them move their organizations forward because we all know life is about that lift i don't want to actually bore you with a lot of details in my background i'll make it quick i have a facebook instagram linkedin and i'm an open book uh you can find me and look up my street cred what is important about me is my background that i love life business and people so for 20 years i've guided companies and professionals uh to navigate their businesses and personal personal lives um i love to help others make their dreams come true so um i help students with interviewing resume writing how to get that great job out of college executives find that next big move i love seeing a small business get the lifted needs from my services not everybody needs a partner in business not everybody needs a full-time hr professional so that's why i'm here today uh building this non-profit your personal season and i've done a lot and want to share my experiences with others to help them to navigate their small business so um i want to see stephanie succeed and obviously tiffany who recommended me succeed and all you all who are here today and took the time out to watch uh to this episode so let's go ahead and dive in stephanie i'm excited to be here yeah thank you so much for the background and i appreciate uh your kind words you know it's people like you that actually even just this last year um working with with my new staff members and consultants that kind of thinking bigger picture you really start to realize like you were saying the dream that dream is attainable and a lot of small business owners and i think personally for myself i speak for this sometimes you feel like you know can i wear so many hats can i expand the the business can i do yeah the answer is yes you just need to have the right professionals right season because otherwise you cannot do it all we can even though we want to it's just yeah it's like it's like it's just going in circles and hoping for a different result it's not going to work so um just to cover a couple topics today for the viewers understand what we're talking about today again if you're just tuning in as hr considerations for small business um in the remote world era where no work is being done in different work environments so some of the topics we're going to cover today is common remote issues uh comment work that's remote so for example adjusting schedules to child care is huge uh tech security and at home equipment is really big a dress code via zoom the video chats uh what does that look like the other topic we're going to cover is hr considerations for staff that works from home you know reimbursement or compensation for work home at home employees maybe what is appropriate and perhaps inappropriate um during video calls and zoom um and in all the stuff we dive in so we know this expands you know forever but i think more now than ever uh people are curious about the other topic policies and procedures um the importance of a employee handbook you know small business owners should consider doing that it's super um important and i think it actually probably establishes a long-term uh rapport with with the client with your with your staff especially those that are remote um so we're gonna dive right in um so just to recap for those of you that are just joining us a couple of people just joined us we're um covering hr considerations for small businesses in the new remote work um era and this environment that we're we're now put in because of the pandemic um so today i have with me season davis gillard who actually knows a lot about um this area and and you guys know who i am i'm attorney stephanie garces donat owner of garces law firm helping the parents protect for the uh prepare for the unexpected and we really just try to help people thrive in whatever it is that they want to do with their estate plan their in their life so that's what we do but enough about me really quick um if you missed the episode from last week we covered a very interesting um episode about what to do if your children get into legal trouble um all people that have kids know that they have this fear of you know couldn't a kid get in legal trouble well watch the show and you'll find out your options of how to avoid it and what to do if you end up in that scenario so now just kind of to jump in um season what are some some of the biggest uh concerns that you see from your your clients that call you about oh i don't know how to you know i don't know how to handle this right what is the biggest um issue that you're seeing right now i think for a lot of the smaller businesses right it would be having the documentation in place for people to follow right like that's going to be key right now if you didn't have it before because people just showed up at your office and did all the things they're supposed to do that's awesome but there's really a lot to be said about your like you said the employee handbook and the policies that you write because um if you should get into some type of trouble like you said um somebody's showing up to the zoom a certain type of way or um you know there's all kinds of things that can happen at home that we could get to but yeah i would think that the documentation is going to be key for any small business owner right now and relaying the expectations to your staff of what you do expect on a day-to-day basis being in a remote environment yeah and speaking in a remote environment i know we were joking before the alive about um working right so so how does one track an employee to make sure they're actually working during work hours not goofing off or something yeah yeah i would say that um your performance management process is going to be key in that right like uh one of the organizations that i work with they're on every six week with their people it is a performance culture they drive performance it's not an annual basis that they're like hey this last year you did xyz it's thanks for the last six weeks now what are we doing the next six weeks and and they're always tracking it so so having that touch point all the time uh you are able to communicate the immediate needs that you're having or seeing right in coaching session rather than a discipline session right like hey i know this is new to everybody and and we want to make sure that you're doing it right but i noticed the other day that you came looking a little crazy or you know like um we're gonna need you to tone it down so being able to have those touch points more frequently if you are on an annual basis of your performance management would be i think step number one to look at what you're offering to tighten that up to be able to gauge it every few weeks or monthly or however it works for your small business yeah absolutely and i love that that's actually a great idea and you're actually giving me ideas as i'm sitting here but but perhaps you know the point of like the touch point i mean i think a lot of times we do get used to annual reviews because in a place where and i say this because i have staff members that have worked with me for over a year of course you see them every day and i think that's the disadvantage right you don't actually get to see people every day anymore so having an annual review may not be the best method would you agree with that i do agree and it is uh i'm a member of sherm and h.r houston it's it's a huge push you know to be driving performance and so a lot of companies are going away from the annual it's antiquated it's old we don't need to do that anymore so if you want to be at the top and at the at the front line of your com your competition then it is something to look at because you're trying to develop and grow people from that and you can really harness the performance uh aside from like you said on an annual basis yeah absolutely i love that um so here's another question um just about this topic do you think it's essential for staff to use company issued laptops you know i think that your staff should be using your equipment because it is your proprietary information on that equipment and therefore it is not the staff members you can recall at any time you want it is your equipment um i don't suggest them using their own stuff because if your information is out on their computer and it gets hacked now you're in big trouble as an owner so so don't let them use their own equipment for your business needs yeah absolutely and um kind of going off of that you know do people um kind of inquire about cyber security i know eventually this is something that i personally am in in the works of doing um because i know what you just said the proprietary information the hackers the just the ability even having it on your phone you know i recently uh put together like those this two-step the authentication you know factors it's huge super important but sometimes it's not enough right which is which is the crazy part so i'm curious you know do you push for that how do you really explain that for the viewers because some people may not even know what that means yeah yes the archery community is huge and i mean again if your information is out there right and the client's information is out there then we have a breach of confidentiality that might be released and that ends up being a whole other uh can of worms that nobody wants to deal with um so i think that you know if you are if you're requiring right a certain uh equipment or a certain type of um something security needs to be at the at the helm right you would train your employees on not to open certain types of emails not to go to certain types of websites um there are a lot of different services out there that make you aware there's ninjio they have really cute quick snippets because people don't like to spend a lot of time learning about them but it's fun and it's interactive and your family would like like if you have kids and you you know i mean they could watch it too and learn about cyber security as well and i think it's really minimal cost so there are a lot of programs out there like that that will train your people um in an exciting way so that maybe right they bite on and then also have an i.t person right you have to be the one that is navigating um what that looks like if there is a breach right like what does that look like and how are you gonna yeah having that risk plan in place is really important as well and do you ever have like the flip side where people ask you how do we educate our clients because i know um for us we have a lot of education that we do really just in the process of opening the files when we tell clients just so you know if you get an email regarding this we don't typically send emails that way you know so kind of explaining is there a way for small business owners to prepare the clients because you know a lot of it a lot of small business owners are email heavy so how do we educate their consumer you know that is a really great question i think that if you started with like maybe a a intro email to your to your client right like this is something that's really important to us we want it to be really important to you also so please note that you'll never see anything you know like always look for this in our message um you can watermark your messages um there's a security feature that allows you that i'm not exactly sure how that works um but yeah i'm like we're not we won't go into detail but we know it exists yeah yeah and you reach out i'll look for it right like i don't have a problem but there there's all kinds of resources out there that you can do as a small business right to let your clients know that this is something that is important to you and that you're passing along to them um and maybe it is something that you look up and and you as the small business provide that education to your clients right like hey we just want to add this extra value um to you and your organization because we want to see you be protected as well if you're not aware yeah absolutely i mean i feel like it's a two-way street you know i know um you know i always we again we are very email-heavy i think every every long term is and there's always this you know two percent chance right or maybe it's working but that somebody is going to be you know doing something malicious whether that's on your computer or an employee or oh click here you know stranger things have happened right because if you think about like these big companies like if you hear like if you even google like hack or whatever huge companies i mean they're doing it to the huge companies i know that small business owners are a target so it's interesting to hear about this because um i don't think it's talked about enough because i think we as small business owners we get in the mindset of like you know let's keep working towards you know the the dream the goal the but then yeah there has to be parameters protection of the risk yeah exactly exactly yeah absolutely um one of the questions that that somebody had for us about this topic is am i required to pay for an employee's home internet phone and cell phone if they work from home no no no that's all in your policy when what you as an organization say you're going to do providing the equipment right and having an expectation i have a client that has an expectation they lay it all out right you need to have xyz of security and all these things to be able to work remote in the first place right if you don't have those things then you have to come into the office is is there is their take right yeah took away the myfi's they they had there was plenty of people that had been field employees for many times for for many years and uh had had these mifi's and printers and all these things and and they just came in and took it all back because they said no we don't we're not gonna have to we don't need to so um that that is a real thing you do not have to provide the printer ink and all this stuff um to their home office it's a it's it would be a requirement for them to have that basic stuff yeah basic and that's a great question because if you again if you think about it you know in the office of course we have inc we appreciate everything here but we're in the office so the remote and environment is just so interesting because there's these little things like there's benefits obviously that people like working with yeah but i just have to pay for my gas right i guess it's okay if i pay for my ink yeah absolutely i was just gonna say that i'm like actually not putting miles in your car or not that's the exchange but it's like it's it's you come here yeah you spend on your gas but then we pay for everything else so yeah i agree with that i think it just it's like a tip for chat you know you're getting one thing for another yeah and you can be the company that says i'm gonna give you x amount of ink every month or i'm gonna you know like the benefit is yours to choose right if you're right to cover these things then you're more than welcome to write as an organization but then you might get into the um a hairy situation that maybe you just could avoid and save yourself some money yeah absolutely and i think sometimes as small business owners we just feel this obligation perhaps to you know give the the the employees everything that they need and if they're asking for reimbursement and things you know but i guess it depends too i know sometimes um for law firms i know where i used to work or in general many law firms you know other law firm employees like other attorneys could definitely have their phone paid for or whatever but that's a little bit separate because i think you know that that doesn't make them fully remote i think it's just company policy that you're paying for the phone or whatever yeah i mean if a phone is part of the deal right like you either buy them a phone and they use your company phone which is what a lot of my clients do because again the proprietary information i don't want it on your personal cell phone you're using your personal cell phone for my business right because it's not your business it's my business and i don't want it yeah and that's really important so another reason why you might not pay for the bill but pay for the phone yeah yeah absolutely that's a great point and i think um you know these things are becoming more relevant i know now more than ever i've been seeing more employees expecting to work for mode especially when they're applying to jobs i know when i i just recently hired somebody but before that when i was looking a lot of people expected to be remote now it's hard because depending on the field that you're in you could sort of work remote but it's also getting trained remote i feel like is a whole nother can of worms but um how do people deal with that i mean in your experience you know how do you advise clients about training that remote employee that perhaps doesn't have the face time or um you know doesn't ask face-to-face questions about you know the work they're expected to do right yeah i think that i've seen multitude of clients do different things that seem to fit their specific position right because a lot of times if you have uh hourly types of positions it's going to require them to come in and learn something face-to-face with someone else um and so i've seen them come into the office for a certain number of weeks and then go remote right um and then i've also seen uh companies train interns via zoom meetings so um it all depends i guess on the job the project the level of trust comes from you right like yeah to get it done are you going to be the one that's able to go to them and say you're not meeting my expectations or are you going to let it continue right so that always sits with us as the leader yeah well i think it you lead by example right like yeah um i know i always think it's important for business owners to continue to communicate and a lot of times we do hired help um which is great the help is definitely needed but there has to still be a level of interaction because i i've noticed you know more and more interaction with the remote employee i think builds confidence i think about trust and quite frankly it gives you an opportunity to say hey um i know you you asked me this but i wanted to ask you more questions and by the way i would do it this way and this is why which you can't really get in an email you know and i think that's that's the important part about even um training and just you know trying to do your best as a small business owner to make sure that person is is ready to to do what they're you're expecting them to do right and and really like you said training training the person right even even even like this right there are students that are learning that have been learning online for i don't know how long they get degrees they they pass with flying colors and have you know awards and honors and and so listen to older leaders no offense to any of our generational folks but we have a thing in our head that if you weren't sitting there in a classroom right you didn't get the instruction if you weren't sitting in the board room with me you didn't get that but it's not the case right we know that the internet has made it so our world so small we can be anywhere anytime we can i can hit in right on my teams and get into whoever and be like hey can you talk real quick right like and so i think that has a lot to be said where you you're spending the time with the person i think is the most important thing whether it's internet or input in person whatever no absolutely and i think that's great and it's great to remember like in a way yeah you don't have to be in person but just the old-fashioned phone call zoom call something to connect because i do i do find that a lot with um with running a business you know unless you tell the person this is what i'm wanting you to do or or if you dance around the issue you'll get two different results it's true because because of the communication that you're giving or elect thereof you know expectation nobody wakes up in the morning and says i want to do a bad job for you nobody your employee that drives you nuts does not wake up going today i want to drive season crazy they don't know how to meet your need and so you're not communicating something effectively yeah absolutely i love that that's a that's a good point um and aside from that you know we talked a lot about zoom calls and whatnot this seems this seems funny but how does a small business owner kind of handle a team member that dresses inappropriately for work calls and i and when i say inappropriately i'm not saying that you know gender-specific i think i've seen um people of all genders i should say dress inappropriately so um what does that look like and how do people address that issue yeah again it comes back to your education and your policy right like how are you portraying yourself people are looking at you and however you're addressing and what you're expecting of them right is it is it outlined somewhere right so that you can go back and say hey you know we implemented the remote work policy and it says that you're gonna you know from the neck up at least um you know look halfway decent have a have a a shining appearance with your hair or whatever you know like you probably um however your policy would outline it but that again is in your training and your expectation your delivery to your people and what you're wearing i had this leader once that we were in a hospital setting and she'd always wear flip flops into the administration area like around and so people other people right would see her with her fancy shoes and stuff and so they'd want to wear their fancy shoes and they might be clinical type person right so you can't really be a clinical type person going into these areas you're not supposed to you're supposed to have close toed shoes and and so it became this huge thing we had to we released a policy a new policy and go train all the staff and we even had pictures of shoes so that people wouldn't be like what type or acceptable and what weren't acceptable and sometimes that's just how you have to do it right you just have to drive it all the way down so that everybody understands what the expectation is absolutely and i used to work at a place um i was remembering that when you said different expectations i worked at a place once that there was a policy that came down um about perfumes um perfumes colognes you know do not wear any um at all that was the policy we just don't wear it because you know people were complaining about you know sneezing or having allergies to or i don't like the scent and and uh obviously in zoom you're not gonna um have an issue but it's the see it's anonymous with what we're talking about because i think if you really do have to dumb it down and you just yes wear clothes-toed shoes as opposed to flip-flops because people will not get the picture um even if you do lead by example i think you have to say it especially if you're concerned about it so yeah funny that you bring that up it's a huge it's a huge thing and and i think that we sometimes lose track of what we have control of right as as leaders said you're focused on making a sale you're focused on getting the next product out you're not focused on you know the baseline and sometimes we have to come back yeah absolutely now uh one of the questions that came in it's kind of regarding this is actually interesting because i think everyone can relate to this um it's regarding an employee that you want to terminate how much is there a warning you're supposed to give them how many warnings before you actually terminate them from women you know um let's always assume that we made the best hire and that it's our development that needs work okay so that's the first place we're going to start and again that you had mentioned it before is the is the employee handbook right yeah but it's but it's huge right and i always say that if you're a small business or whatever make them little so that people will have them right like if you it's great that it's on the internet it's great that you put that there right but i like something in my hand i want to be able to look in my bag and pull it out and be like okay this says this right and i think that that's where that's at is starting your discipline is with what you expect so some companies put in you know like uh different levels of what you know maybe a a b and c and an a is terminable right like you know anything in this you steal you you lied on your application you know there's you're terminated right like and then there might be like a b like uh you your third and final right depending on what your levels set up yeah see you might have you know you did three things and then the third time or the fourth time you're out at the door right like we keep talking to you progressive discipline and your documentation right is key when you're to go through like any potential unemployment claims i know lawyers always love the documentation hr is the same way when i have a leader come say i want to fire someone i'm always like tell me why right like let me see what you got let me see the paper what do you have right because you could just not like me right like or not like what this person is doing right like and you just need to coach them but you're lazy and you don't want to coach them because you're not that leader um you know there's so many things that again we got to go back to our small business handbook and say what am i going to tolerate what i'm not going to tolerate and how does that look how i'm going to set people up right like you don't want to fire your people you don't hire them to fire them there's a huge cost and so you want to be able to sit and work with them and that's again the six-week coaching if you're doing that you don't need rules right you don't need to have rules because every six weeks we meet with you i mean you still have your rules but i know what you mean you're enforcing right you're having those conversations you'd be like you know every time you come to this meeting uh every wednesday when you come to the meeting you're very negative in the meeting it puts people off in the meeting uh you know you want to type that up you want to talk to them about that immediately right you don't want to seven wednesdays from now right be like we're firing you because of this so there's got to be that that path of we've had this discussion and we keep having this discussion and you don't seem to want to change your behavior and so that really i think is is key for businesses is to have that documentation should you end up in an issue where you do need to file an employment go to unemployment hearing um any type of wrongful termination again being a small employer if you sit under a certain number right you're not held to the same standards as a lot of bigger organizations but it's still good to operate as a bigger organization because the laws and rules that have been put in place are there for the favor of the business and the employee yeah and i love that you said that i mean i think sometimes as small businesses we forget that we are held to the same standard as a huge company so and and you're right maybe we can get away with not being super formal but yes um to an extent small business owners should consider it because i think the outcome is is is better when you have documentation expectations and and kind of going off of that i was remembering that one of the topics that um we meant to cover and you sort of already did is this employee handbook seems super important especially um inappropriate like like language or perhaps um sexual harassment is really big especially with the metoo movement you know that sort of thing these are and again as an attorney it's liability you know yeah arena and so if you step into the liability arena you you don't have any any way to defend yourself unless you have to have something in place and um i'm sure my employment law friends agree with that because because once it's the damage is done it's very hard to say oh you know had we just done this and you never get anything about that sexual harassment case you never did anything to fix that and now you're getting sued and now that person could potentially take your business right because do you have the financial ability to go and fight this person in court um because you didn't have these things set up in the first place yeah absolutely no i love that and and kind of um going off of that one of the things i wanted to talk about and maybe this is something we can um brief the viewers on but it seems that one of the also common issues of working home um working at home uh with children or perhaps another you know significant other in the room how do you handle like adjusting the schedules with children i know um plenty of stay at home you know working parents are faced with that so how do you advise clients about the um that scenario yes yeah uh again you know i think that um in your remote policy outlining uh limiting distractions again we do need to have grace right if if there's we're in a weird situation right now so for you to grind on somebody about you know like we talked about child care or whatever i mean if this is extensive right there's the child care issue seems to go on and on and on right but you should have a conversation right like we don't need you to figure that out um ultimately right if it's a the place is closed down we've had this and some of my clients are in small towns and the one daycare shuts down i mean they have to work from home uh they can alert me to the office if we want them to work right and again we stick to the performance management so again if if it becomes a distraction we want to talk to them about it we just want to coach them we want to help them right we you want to help your people um but if it were to become uh an abuse right on the policy that you've set up then you'd want to make sure that you're addressing that yeah that my uh some of my clients love to see if we're on a call at like four my kid is coming in from the bus right and and it's time for hugs and and you're just gonna have to wait right like you're just gonna have to wait i'm sorry the hug is gonna come first it'll be all right um he's like hi lincoln or whatever right like so i think it's just embracing embracing these changes right and and being open to families and being that company that is supportive of your people watching for the abuse and having the policies set in place yeah absolutely and i think um you know i think you could say this you know with confidence that i think sometimes if you if you build that trust and you build the communication you know it's better all around especially if you're giving the employee with what they need um the employees sometimes they don't have a choice like you were just saying with with with your child getting off the bus i mean that's so funny because i was just thinking if you were on a call that wasn't zoom no one would ever know that you gave him a hug but the fact that you're on a zoom call everything is being watched at all times and now with uh the way things are i don't think this is going away what are your thoughts on that season do you think that this is going to continue the remote remote work um is going to be thriving yeah yeah i don't see why not right i mean we have come so far i used to tease i remember teasing like maybe 10 years ago when i was in hr about how i didn't need to be there right as the director i didn't need to be here you just call my cell phone because i worked in a hospital environment the phone rang 24 hours a day seven days a week so yeah i can't possibly be there all the time and yeah there should be like those little phone booths and like you could walk in it and the light would turn red on the outside so people would know don't go be right there busy anyone can talk to the screen and say hey you have a hr need right like um and now here we are we are here and and we and we have these biases set in our head for what it used to be like if you got a distraction during a meeting yeah well your bias needs to change if that's how you think of things right because we are going to embrace each other we are going to embrace this difficult time and i think that that as a small business owner says a lot to your people right like wow have you had small businesses not take paychecks so that their people would stay employed during the downturn right like um their business is not open but their people are still getting paid they're not what their people are um and and so it says a lot because your people are the bread and butter right i mean yeah making you the money for the most part is is all these people that are working for you so um loving them and and appreciating them right now is probably key and and again those policies it's always going to come back to your documentation no matter what anyways yeah no definitely and i appreciate you talking about this issue because it's i think sometimes it's kind of um people think it's not going to be permanent but you know i think you can agree that i don't think any of us thought that at this point like this point in time would still be working remote we would still be having um covid concerns restrictions and you know depending on what happens i know you're in a lot warmer state than i am but in chicago at least when when it gets cold it's cold and people are sick and so i can only imagine that the restrictions will remain the remote uh working from home scenario is probably gonna be like that for a while i know i have a couple of friends that um work for bigger companies and they've told them you know you can come back in 2022 already so this is not going away yeah and i don't think right when you look at it even from a small business perspective you got to find the wins in this whole situation as well right like the fact that you maybe don't have to pay for at least space anymore is probably pretty nice uh if you can just gather your team up at you know uh a place where hotels still do all the the joy yeah yeah you can go there or whatever um i just think there's a lot more creativity that can happen um with people yeah people being able to be free they don't have to you know i i don't know we've noticed in a lot of my clients that the sick time and the sick requests have just plummeted like people i don't need to call in sick because i don't want to drive to work today i don't need you know like i just got to get up and walk into my office and do the job right like maybe in your pajamas yeah some people right i mean if you don't have to get on camera right you have it easy and you're not paying for lunch you're not paying for gas so your companies also not pay for a lot of things too um with that said though i think it's important that if your people are not coming to the office then maybe you send something to their homes right like appreciation gift or a coffee or whatever it is right um shoot them a starbucks thank you card or something um because again if they are social people um we have to watch the different personality types right you wanna mental health it's huge right now watch your people um for that i think that that's a huge adjustment for some folks absolutely yeah and i think so uh certain things too it's like different generations i think expect different things from this you know remote work environment and especially with it's funny because even even i had you know questions about it before we instituted a remote you know remote work from home policy and and it's very it's difficult to make the decision but at the end of the day i think like safety and your client your your clients your um your staff's like well-being in mental health is super important because i think they that is what um you need to maintain for everything else to stay afloat so yeah and it's it's great to know that you have so much expertise and and thank you so much for sharing that if any of the viewers would like to contact you for for your expertise where can they contact you then you can feel free to reach out to me at your personal season gmail.com oh there it is and my phone number is 847 yay illinois uh four and i'm happy to help anyone right now i'm in the process of setting up this non-profit um and and i do all of this for pro bono um because i just want to see i just want to see people do awesome and be um successful and not get stuck in some kind of weird risk situation yeah absolutely and and the name of your non-profit is your personal season your personal season okay i just want to make sure i'm saying that right that is so cool but it actually would love the play on words there um no that's excellent and i think everyone can benefit from your services especially now because a lot of us are in the dark and trying to find our way as small business owners to make sure that we're doing the best we can but it's hard because i don't think anyone there's no precedent right there's anyone no one knows how to really do this we're just sort of guessing along the way so it's people like you that help us find the light so to speak when it comes to this thank you so much stephanie i do appreciate it and thank you i i'm excited to know you because i might need your services as well yeah i was going to say ditto so we'll have to go after this show because um the more we talk i'm like yes yes yes that is what i need because you know i i'm i have plenty of viewers that watch this that are small business owners that could really really uh benefit from your services so thank you so much for sharing your time your expertise today um i also want to thank the viewers who watch all the time on the show and always a great feedback for me so i really appreciate you guys joining season and i and we encourage you to reach out to her for your business needs um especially when it comes to hr the working from home policies employee handbooks this sort of thing is invaluable to those business owners that are trying to figure this out so so yeah um so season i i just want to thank you again for your time to really appreciate it and i will definitely be reaching out to you after this thank you so much it was a pleasure and i hope you have an excellent day you too thank you so much and thank you viewers for your questions and we will see you here on tuesday next week at one o'clock